Tiffany & Co.

JP Morgan was a Captain of Industry. He helped the US shape itself for the future generations. He not only helped the future generations but he helped the present people of his time. Without him we would not be in the place we are today in our country. JP Morgan respected his workers and paid then pretty well for the time they were in. He paid his workers a little less than a dollar a day, but in this time that they were in that was not a terrible pay compared to others. He not only treated his…

After taking various courses that prepare me with practical skills, I want to apply the knowledge and skills learned in classroom to real life. JPMorgan Chase & Co. is the ideal place that offers real world, hands on opportunity for interns to make a difference. I had the opportunity to learn more about JPMorgan Chase from the Assistant General Counsel at JPMorgan Chase, Yelena Kogan, Esq., during a pre-law event organized by NYU. Ms. Kogan emphasized that JPMorgan Chase offers an exceptional…

Mountain Equipment Co-operative (MEC) is a company that sells high-quality outdoor equipment for all types of activities. The company established in the 1960’s started with a store in the United States but later after trouble with the Canadian Customs, felt it needed to move to Canada. Upon moving to Canada the company began establishing physical locations in specific locations across the country such as Calgary and Vancouver. Expansion was needed for the company to address other customer…

The Moscow Food Co-op and the Principle Six Movement: Personal Identity in Conflict with the Workplace Readymade I started working at the Moscow Food Co-op in the summer of 2015. Principle Six (P6) is a marketing tool that was implemented at the Co-op this August. It is named after the Sixth Cooperative Principle: Cooperation Between Cooperatives. Certain items throughout the store are labeled P6 to indicate they were either locally grown, small and independently owned, Cooperative (as opposed…

example, if a company hired candidates solely based on their training and it could be proven that minorities had in the past been prevented from receiving such training, then the training requirements for the job were discriminatory (GRIGGS v. DUKE POWER CO., (1971)). This court opinion was one of the first of its kind to consider how past segregation and existing discrimination largely limited and prevented the advancement of minorities in the work place. This became a precedent to one of the…

IQ test is not applicable to the capacity to play out the Assistant Manager part inside the organization. Per the decision in Griggs v. Duke Power Co., the court decided that the organization's business necessities did not relate to the candidate's capacity to play out the occupation. Straight to the point Clothiers is like the Griggs v. Duke Power Co. case,…

terminated for a legitimate reason (a physical altercation in a warehouse elevator) and an illegitimate reason (her gender). Costa had a history of problems with management and co-workers that eventually led to disciplinary actions being taken against her by employer. Costa’s involvement in a physical altercation with a male co-worker led to her termination from Desert Palace. Both employees were disciplined but because of the male employees clean disciplinary record he only received a five-day…

1. Name of Case New York Times v. Sullivan 376 U.S.254, 84 S.CT. 710 (1964) 2. Facts of Case The New York Times was sued by L.B Sullivan. Sullivan was a commissioner in the city of Montgomery. Sullivan wanted compensation for advertisements posted in the Times. The advertisement was published on March 29, 1960. The advertisement was called, “Heed Their Rising Voices,” and complained about the status of civil rights in the South. It was a long advertisement with some factual inaccuracies.…

instrumentality left the defendants possession (GRAD RESOURCE Ybarra v Spangard). The plaintiff’s injuries can be traced back to the manufacturer when the product reached in the market; nevertheless, the manufacturer is held liable (GRAD RESOURCE Li v. Yellow Cab Co.) Also, the defendants are considered independent “tortfeasor” thus each defendant is liable for damages caused by him alone due to its impossible to prove whose conduct actually caused the harm (GRAD RESOURCE Summer v.…

Goodyear Tires and Rubber Co. would be in favor of Goodyear. Goodyear appealed first to the 11th Circuit Court which ruled in favor of them stating that a discriminatory pay has to be reported within 180 days required by the Civil Rights Act. Due to the fact that Ledbetter’s claim…