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- 31.Title VII of the Civil Rights Act prohibits discrimination Multiple Choice in employment decisions on the basis of race, religion, sex, color, or national origin. against workers over the age of 40 and restricts mandatory retirement. against women in employment decisions on the basis of pregnancy, childbirth, and related medical decisions. in the areas of hiring and firing only. against disabled individuals in employment decisions and requires that employers make accommodations for disabled workers to enable them to perform their jobs.n employee was terminated for smoking in a no smoking area. The union claimed that he should be reinstated because the company failed to follow due rocess procedures. When the company and the union could not agree, this case was referred to arbitration and the arbitrator ruled in favor of the employee. How should the company respond? our Response The company should reinstate the employee and follow due process in the future. The company should appeal the case to the district court. The company should request a hearing by a three-member panel of administrative law judges. The company should appeal the case to the NLRB. Feedback29) The, passed in 1938 and frequently amended, sets a minimum wage and requires overtime pay for work in excess of 40 hours per week. The Equal Pay Act of 1963 O The Fair Labor Standards Act The Sarbanes Oxley Act of 2002 Title VII of the Civil Rights Act of 1964 O The National Labor Relations Act
- 1) What issue generally determines whether an employer may monitor an employee's activities electronically? 2) What steps should an employer take to insure that it would be legally permissible to monitor employee's use of electronic devices , such as the computer or cell phone, at the work place? 3) What is an employer's legal obligation upon hiring employees to insure against the hiring of illegal immigrants? 4) Discuss shortly the concepts of collective bargaining and strikes in the context of permissible union activity. Are strikers guaranteed their old jobs back after the strike ends?Which of the following statutes listed below does not govern the private sector arbitration of disputes? A. The Labor Management Relations Act (LMRA) B. The Federal Arbitration Act (FAA) C. The Fair Labor Standards Act (FLSA) D. The Railway Labor Act (RLA) One public sector equivalent to profit sharing is the: A. Variable Wage Formula B. Cost of Living Adjustment C. Deferred Wage Increase D. Lump-Sum Payment An employer refuses to hire a “salt” when the applicant is not generally interested in getting the job. This is viewed as an unfair labor practice. A. True B. False Only management is involved in the selection of an arbitrator when a dispute arises under the collective bargaining agreement. A. True B. FalseExplain (1) the Occupational Safety and Health Administration (OSHA) and the Occupational Safety and Health Act, (2) workers’ compensation, (3) unemployment compensation, (4) social security, (5) the Fair Labor Standards Act, (6) the Worker Adjustment and Retraining Notification Act, and (7) the Family and Medical Leave Act.
- True or False 1. According to the employment at will principle, employers may dismiss their employees whenever they desire, for good or no cause, even for morally wrong causes. 2. Discrimination in employment must involve a decision against employees that is not based on individual merit. 3. Institutional discrimination is discrimination that is the result of the actions of all or many people in an institution and of their routine processes and policies.1. The prohibits unwelcome sexual advances, requests for sexual favors and other unsolicited conduct of a sexual nature for both men and women. Gender Discrimination Act of 1994 Equal Pay Act Civil Rights Act of 1991 Sexual Harassment Prohibition ActThe Abercrombie & Fitch Religious Discrimination Case The U.S. Supreme Court, in a 2015 case involving Abercrombie & Fitch, ruled that that “an employer may not refuse to hire an applicant for work if the employer was motivated by avoiding the need to accommodate a religious practice,” and that doing so violates the prohibition against religious discrimination contained in the CRA of 1964, Title VII. According to the EEOC general counsel David Lopez, “This case is about defending the American principles of religious freedom and tolerance. This decision is a victory for our increasingly diverse society.”22 The case arose when, as part of her Muslim faith, a teenage girl named Samantha Elauf wore a hijab (headscarf) to a job interview with Abercrombie & Fitch. Elauf was denied a job because she did not conform to the company’s “Look Policy,” which Abercrombie claimed banned head coverings. Elauf filed a complaint with the EEOC alleging religious discrimination, and the EEOC,…
- World Color operated a printing plant. a written policy stated: “Baseball caps are prohibited except for [world Color] baseball caps.” The policy permitted employees to accessorize their uniforms “in good taste and in accordance with all safety rules.” The Graphic Communications Conference of the international Brotherhood of Teamsters filed an unfair labor practice charge with the NLRB claiming that the policy prohibited employees from wearing union insignia at work. it said world Color was interfering with its employees’ “right to self-organization, to form, join, or assist labor organizations, . . . and to engage in other concerted activities for the purpose of collective bargaining” as guaranteed by federal law. The NLRB agreed and world Color appealed. Was the baseball cap policy an unfair labor practice?Describe the duty of fair representation.Mark Young is the head of the painting department in a large hospital; 20 union employees report to him. Before coming on board at the hospital, he had worked as an independent contractor. At the hospital, he took a position that was newly created because the hospital believed change was needed in how painting services were provided. Upon beginning his job, Mark did a 4-month analysis of the direct and indirect costs of painting services. His findings supported the perceptions of his administrators that painting services were inefficient and costly. As a result, Mark completely reorganized the department, designed a new scheduling procedure, and redefined the expected standards of performance. Mark says that when he started out in his new job he was “all task,” like a drill sergeant who didn’t seek any input from his subordinates. From Mark’s point of view, the hospital environment did not leave much room for errors, so he needed to be strict about getting painters to do a good job…