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- Dexter is fired from the Keele & Chang consulting firm, which has 255 employees. Dexter files a claim for wrongful termination. Which of the following is most likely to be a valid reason for (a lawful defense for) the termination of Dexter? O Dexter filed a worker's compensation claim against Keele & Chang and told fellow workers at Keele & Chang about how they, too, could file a claim. O Dexter refused to participate in antitrust violations. Dexter missed a crucial deadline and thereby cost Keele & Chang millions of dollars in revenue. O Dexter told the firm that Monday is his sabbath, that his religion tells him that - unless it is an emergency situation where life is in danger - he must not work on Mondays - and thus he requests that he never be scheduled to work on Monday. O Dexter maintains a website about upcoming political elections; the website has no links to Keele & Chang but it does favor some positions contrary to the views of the owners of Keele & Chang.32. Please briefly explain the four types of intentional discrimination. Please respond in 50 words or less.Part 1: What is natural justice and what are its elements? Why is naturaljustice important?Part 2: Create a fictional story where at least one of the elements of naturaljustice is missing (approximately 1500 words)
- Acme Global seeks to hire new employees; 50 African American males and 80 White males apply. Of those, 25 of the African American males are selected. Apply the four-fifths rule. At least ______ White males would need to be selected to not violate the four-fifths rule. A. 40 B. 24 C. 32 D. 44How do I respond to this in 100 words? Mujtaba (2010; as cited in Muffler et al., 2010) states that disparate treatment involves an employer who intentionally treats applicants or employees less favorably than others based on one of the protected classes of color, race, sex, religion, or national origin. It is the core constitutional violation against which the U.S. Equal Protection Clause guards (Hellman, 2024, pg. 206). In light of disparate treatment cases, employers should be sure to document their reasoning for their employment decisions for a variety of reasons. One reason being to maintain legal compliance. There are laws in place that protect employees from employment discrimination, such as the Civil Rights Act of 1991, Age Discrimination in Employment Act of 1967, and Executive Orders 11246 and 11375 (Holley et al., 2017). Employers could face serious legal implications if an employee or candidate files a claim against them for discriminatory actions and their employment…cenario: The sales manager at Signa life insurance felt that many potential clients responded fearfully to the sales representatives' calls. They replied to the representatives' questions suspiciously or treated them as untrustworthy. This issue caused a severe downfall in the sales. To understand the barriers between customers and sales representatives, a team led by Ali started working on this issue and discovered that sales representatives who did not acknowledge their clients, distress felt dishonest. The representatives' more aggressive sales tactics seemed only to increase their clients' negative emotional responses. Sales representatives who looked at their job from the customer's perspective successfully made sales. Mr. Ali started an emotional awareness training program for its sales staff. Over time, as Ali's team expanded their emotion-based program, Sigma Life insurance sales rose by tens of millions of rupees. The training in emotional awareness shows that companies can…
- email and Internet use at work and at home 1.What are the employer’s interests? 2.What are the employee’s interests? 3.What do you think is a fair balance between these interests? 4.Which, if any, laws or court cases affect this right? 5.Generally, how are employers responding to this employee right?# Which of the following statements is true of discrimination against employees? a) The Age Discrimination in Employment Act of 1967 prohibits discrimination against employees under 25 years of age. b) It is illegal to discriminate against employees based on aspects that are not job related. O c) It is illegal to discriminate against individuals on the basis of their years of work experience. d) Title VII of the Civil Rights Act of 1964 states that an employer cannot refuse employment on the basis of past performance.The HR department at Clearwater Electronics received notice that a grievance procedure was filed by an employee. A member of the HR department has met with the employee, a union representative, and the employee’s immediate supervisor to resolve the issue of concern. A resolution was reached, and the employee returned to work. Why is it important to have a grievance procedure? The grievance procedure provides a way for an employee who misinterprets an agreement to dispute what was previously agreed between the company and the union. The grievance procedure provides a method to handle employee complaints before they become serious issues. The grievance procedure notifies the company that litigation is forthcoming. The grievance procedure allows an employee to be protected from any retaliation from others who might not agree with their complaint.
- Part A. An OSHA recommendation for preventing workplace violence include all of the following EXCEPT providing safety education. arming the workplace. secure the workplace. Develop policies and procedures covering visits of health care providers. Part b) The Rehabilitation Act of 1973, Section 503, applies to all rehabilitation facilities. rehabilitation facilities who have contracts with the federal government. all employers who have contracts with the federal government. all state employees.Choose the true statement: O Employees (or potential employees) with disabilities covered by the Americans with Disabilities Act (ADA) must be treated the same as non-disabled employees (or potential employees). O Under common law, at-will employment relationships were ones where the employee was free to quit at any time for any reason, and the employer could discharge the employee at any time for any reason. More recently courts have looked at public policy considerations in limiting the ability of an at-will employee to quit or be fired. A "pattern or practice of discrimination" case often involves statistical comparisons of the relevant labor market population (or other "job applicant pool") and the employer's work force. It is lawful for an employer to discharge an employee because that employee is about to become entitled to a bonus. For sexual harassment to exist, the harasser must be a boss or some type of superior.1. Need a self-explanatory analysis of the following case of Teacher who died as a result of injuries sustained on a picnic. Also include personal thoughts on the case. Workers' Compensation Ronald Wayne Smith was employed by Modesto High School as a temporary math instructor. In addition, he coached the girls' baseball and basketball teams. The contract under which he was employed stated that he "may be required to devote a reasonable amount of time to other duties" in addition to instructional duties. The teachers in the school system were evaluated once a year regarding both instructional duties and non instructional duties, including "sponsorship or the supervision of out-of-classroom student activities." The high school's math club holds an annual end-of-year outing. A picnic was scheduled to be held at the Modesto Reservoir. The students invited their math teachers, including Smith, to attend. The food was paid for by math club members' dues. Smith attended the picnic with…