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- Does sexual harassment need to be so severe or pervasive as to alter the conditions of the victim's employment and create an abusive working environment in order to be actionable?Therefore, take steps to prevent and deal with sexual and other types of harassment in your workplace. As an employer, you may be held liable for your own acts of harassment that affect employees in the workplace, as well as the acts of your managers, employees, and even harassment by customers, suppliers, and others who regularly do business with you. Your manager would like you help in developing a training program. As such, he has requested you to evaluate the applicable laws and add a section to the employee handbook. Draft a section for the employee handbook Harassment Hostile workplaceThe employer had no history of ever terminating any other employee for not submitting expense reports. If this fact were true, what impact if any would it have on the claims made by the employee stating he was terminated due to discrimination?
- You are a manager, and your boss—who is also a friend—has reprimanded a fellow employee (also a friend) in ways that are demonstrably unfair and unethical but not That employee has confided in you with the facts, and you agree. The employee asks you not to mention anything to the boss but to go with her to human resources for support while she reports him for those actions. What would you do, if anything, and why? Explain. One of your direct reports thinks that you are not acting responsibly or in the best interests of the company with him or the department in which you work. The direct report has informed you that your communication and work style are lacking and that this is also causing problems with others in the You are upset over this news and realize it could cause you problems with your boss and those above. What would you do, when, why, and how? You learn that a woman in your department has complained about sexually improper advances toward her by your boss and another more…If a court uses the reasonable victim standard which is (Viewing the harassing activity from the perspective of a reasonable person experiencing the harassing activity) can this creates problems for management?Bob writes an email to the managing partner of the firm saying "I think we have enough women in the firm now". After receiving this email, the managing partner declines to hire Sally for an open accounting position. This email is considered pretext direct evidence of discrimination not evidence of discrimination circumstancial evidence of discrimination
- Whistle-blowing is the process in which an employee informs another responsible employee in the company about potentially unethical behavior. DiscussJaqueline was had been working in Bestworks’ Sdn. Bhd. as an assistant manager since October 2020. In November 2020, Alan became the manager of the department she worked in. Alan was not used to working with female members of staff, and Jaqueline was the only female in the department. Alan began to make suggestive remarks about Jaqueline’s appearance and dress sense. He also asked her to work late at the office and made sexual advances towards her when no one else was in the office premises. Jaqueline complained to the Human Resource Department of the company and they replied saying that she had not made her complaint in the required format according to company employee regulations. No further action has been taken by the company to date. a) With reference to the above scenario, explain the complaints procedure for sexual harassment under the Employment Act 1955. b) Explain how Jaqueline can pursue a claim under the section 20 (1) of the Industrial Relations Act 1967. Your answer must…Brad is a production engineer at a bicycle company and part of his job includes inspecting broken bikes and drafting the design repairs for their repair. Brad is considering replacing a broken brake cable with a more durable material, even though the customer did not request it in their order, and specifically requested that no aesthetic changes be made to the bike. Brad’s manager suggests that his considered actions would against the company’s policy of “The customer is always right.” Should Brad disobey the manager and the customer to possibly lose his job or go along with what they want?
- Write response to: A 70-year-old, 100-pound woman becomes angry at a 25-year-old, 200-pound man and begins to hit him with an umbrella. What action may the man take to defend himself? Is his action limited? If so, why?You are the judge hearing a case where an employee has been terminated and has filed a wrongful termination complaint. The employee was the sole African-American customer service representative at the firm, who had a lengthy record of good evaluations. However, she received more negative evaluations over a period of three years after a new supervisor was hired, though the more stringent requirements that were applied to her were not applied to white employees. After 3 years, the employee was then selected for termination in a downsizing based on her previous 3 yearsâ evaluations. Based on this evidence, what should you decide?you should in favor of the employer because the termination was based on performance appraisals rather than raceyou should grant in favor of the employer because a discrimination claim based on performance appraisals going back three years was no longer timelyyou should rule in favor of employee to go to trial because African-Americans…An employee at an automotive sales business resigned from her position, claiming that she was forced to resign as the owner incessantly bullied her. The employee alleges that the owner had frequent mood swings and would subject her to abusive behaviour and discriminatory remarks. The owner would also throw tantrums and scream at employees on the show room floor and other public areas, calling them ‘stupid idiots’, ‘useless’ and ‘disgusting’. Identify the specific issue in question and the procedure that needs to be followed in order to resolve the dispute.