Equal Employment Opportunity Commission

Were You Fired Due To Discrimination? Federal and state laws prohibit discrimination against applicants and those on the job, and protect workers from unfair employment decisions and practices simply because of their gender, race, religion, age, or disability. We focus our practice solely on representing plaintiffs and aim to deliver justice for our clients. Our attorneys pride themselves on developing long-standing relationships with each of our clients. The mark of true dedication is the…

What are the most critical elements allowable as part of a collective bargaining agreement between unionized employees and an employer organization (delineated in Exhibit 12.1 in the Mello text)? How do "Right to Work" laws constrain these agreements? There are no requirements in place in relation to content of any collective-bargaining agreement, but NLRA classifies bargaining items into the categories of mandatory, permissive, or prohibited. Mandatory items must be negotiated in good faith.…

Human Resources Management (HRM) Policies Our company’s HRM policies currently cover policies and procedures regarding hiring process, harassment, dispute resolution, and discrimination. HRM policies and procedures comply with most current up-to-date government regulation. HRM policies will be part of annual company progress review board. Employees at every level will be able to participate in the final process of the HRM policies through the town hall discussion. HRM policies’ mission is…

understanding employee’s needs is very important for employee retention. Under the Pregnancy Discrimination Act of 1978 it prohibits using pregnancy, childbirth to discriminate in hiring, promotion, suspension, discharge, or any term or condition of employment. (Dessler, 2016). One of the requirements to be cover by the FMLA is to have worked for the company for a period of 12 months, and Miriam has worked 6 years with the company. Jim should hire Miriam again, and create a flexible schedule for…

him he would be a great fit and most likely would get the position, only to give it to his colleague. Also, at my place of employment, they do not hire male teachers. We have one male teacher as a floater but not to have a class to teach. He mainly is there to babysit and help with the janitorial and labor duties around the building. EEO gives everyone the right to employment without regards to sex, race, color, national origin, or religion. EEO has many…

they breaking the law by importing their goods from Indonesia that have been produced by child labor. Furthermore, non-US citizens that are working for multinational companies outside the United States are not covered by United States Equal Employment Opportunity laws (EEOC, 2003).…

harassment –quid pro quo-must show by use of superior evidence that the harasser made sexual advances or exhibited direct sexual behaviour towards him or her as a condition to reward them with employee benefits and avoid termination or other worse employment action. A victim must be able to prove by use of facts that they were an employee of the defendant, had applied for work to the defendant or was providing services to the harasser, that the harasser had made sexual advances or made verbal or…

Karsten Arellano Kailani Knutson Business Law October 17, 2015 Final Case Summary: For my final paper, I chose the Wal-Mart Stores, Inc. v. Dukes case. This case was a class action suit, originally brought forth by Betty Dukes, a greeter at Wal-Mart. She claimed that Wal-Mart Stores, Inc. was sexually discriminating against her and its other female employees. She argued that the company’s policies gave women, in comparison to equally qualified men, lower wages and made it more difficult for…

EEOC v. Air Liquide USA, LLC et al, in 2006 Jacqueline Ferrel asserted that she was retaliated against after filing a sexual harassment claim against her manager. The Euro American male manager in question was moved to another department. Jacqueline was moved to a different zone within the same department with a different Euro American male, Mr. Spencer, a manager who had been heard to say, “Women are not cut out for this job.” Her new manager was exceptionally harsh on the female analysts in…

#1. Chantel should copy the documents she has acquired that reveal the unethical behaviour. She should then keep the original copies of the documents at home to keep them safe from being stolen or required at work. This will allow her to have a backup incase the company shreds another copy of the documents. If Chantel feels comfortable, she can talk to her HR representative and possibly have the issue resolved from inside the company rather than going public. Since her immediate supervisor and…