The simulation takes place at Faster; a company involved in direct marketing of branded sports attire with two online marketing and distribution channels. Business did not go as expected and Faster has to downsize. This decision must be made taking into consideration what major benefits the company; this can also mean risk of discrimination claims. Brian Carter has been chosen to be laid off; his skills are redundant to the company.
He has been diagnosed with “carpel tunnel syndrome. He is submitting medical reports tomorrow. Related Resource: Americans with disability act (DAD) disability is defined as any physical or mental impairment that substantially limits one or more of an individual’s major life activities. Major Provisions of this act prohibit employees from discrimination against the process of adjusting a job or work environment to fit the needs of disabled employees. The company will consider provide Brian with outplacement support.
Sarah Boyd has been chosen to be laid off because her skills are redundant to the company. She is 53 and has invested 15 years in the company. Related Resource: The age discrimination in Employment Act (IDEA) forbids scarification based on age. Employees over 40 are protected against discrimination based on age when they are as qualified as younger workers. Open communication with the employees diminishes risk of litigation. Mrs.. Boyd will be given a fitting severance package. Carl Haines has been chosen to be one of the employees to be laid off because his skills are redundant to the company.
His profile indicates that he is that a 34 year old male whose overall track record is above average, his productivity is above medium, he is a qualified system analyst, BBS in Information Systems. There is a problem and this is that he has been mutinously humiliated by the accounts manager in particular and other colleagues because of his sexual Orientation, because he is gay. Related Resource: Title VII of the Civil Rights Act of 1964 (on sexual harassment) to prohibit discrimination against employees based on their sexual orientation. Title 29. Labor. CHAPTER 7, PROTECTION OF EMPLOYMENT RIGHTS. Section IEEE (2013).
Sexual harassment in employment – Declaration of public policy. This Legislation resolves and declares as the public policy of the Commonwealth of Puerco Rich that sexual harassment in employment is a hype of sexual discrimination and, as such, constitutes an illegal and undesirable practice that goes against the established constitutional principle that the dignity off human being is inviolable. It is the intention of this Legislature to prohibit sexual harassment in employment, to impose responsibilities and fix penalties. Re-hiring Carl as a consultant is a good non-discrimination response to the issue Ben-Haines.
The accounts manager will be counseled to stop discriminatory and offensive behavior. Legal Encounter 2 This scenario is at Newcomer a company that hires Sam as an electrical manufacturing supervisor. He develops a relationship with coworker Paula. They have an affair that included trysts at the workplace. Later on Paula ends her romance with Sam and starts dating an outside person that did not work at Newcomer. Even though Sam and Paula did not have a relationship anymore, Sam kept on showing unwelcome behavior and did not limit himself to touch her when he pleased.
Paula was clear to Sam and told him to Stop his behavior. He then suggested that she had no interest in her job because she stopped dating him. Paula decides to transfer and Sam blocks the transfer. He cites company policy indicating the elements used in wire coating could be harmful to early state fetus and that because Paula was a young woman that she could become pregnant any time soon. Paula claimed that this was discrimination based on sex and it was illegal. Title 29. Labor. CHAPTER 7, PROTECTION OF EMPLOYEE RIGHTS. Section IEEE (2013).
Sexual harassment in employment–Between employees; exculpatory evidence. An employer shall be held responsible for any acts of sexual harassment towards the employees in the work place, if the employer proves that he took immediate and appropriate action to correct the situation. Hat the dignity of a human being is inviolable. It is the intention Of this glistered to prohibit sexual harassment in employment, to impose Newcomer must take action immediately because as an employer he shall be held responsible for any acts of sexual harassment towards the employees in the work place.
Newcomer must transfer Paula to a healthy work environment where she can develop her potential as an employee for Newcomer; and where she does not have to fear of being harassed. On the other and investigation must be made and Sam can be held accountable for his actions. He must be counseled to stop discriminatory and offensive behavior. Legal Encounter 3 In this case Paul complains to the Occupational Safety Administration (OSHA) about how the company he works for, Wilily Publishing, Inc. Requires for him to work in an unsafely environment.
He is a senior maintenance technician that must repair the equipment in a confined space. The space is narrow, there is a lot of noise and vibrates when turning the machine on and off to repair it. Already there has been trouble regarding this situation in which an employee was injured while working in this area. Even though the company has moved the machine a bit to create mom space the beams in the room do not give much opportunity for working area. Paul refuses to work in this small space alleging that it is hazardous. The safety manager believes otherwise and says it is safe.