Simon is a call center shift leader at an insurance company. This company employs all its employees on an at-will basis. He manages a team of five employees consisting of both males and females. Unfortunately for his team, Simon has significant anger issues and often berates all of the employees on his team, calls them "idiots," "extremely dumb," and "morons," and Simon throws chairs, computer monitors and reams of paper at the employees whenever they do not meet or exceed his unrealistic and physically impossible productivity goals. This pattern of behavior has been going on for almost nine months and occurs at least twice a week. The employees on his team respectfully asked him to stop but he either threatens to fire them or ignores them and laughs at them. Delilah, a female employee of this team believes that she may have Title VII claim. Which of the following statements best describes this scenario? Delilah has a Title VII claim because there was clearly a frequently repeated pattern of pervasive and inappropriate behavior, despite the perpetrator being told to stop. O Delilah has a Title VII claim because there is a violation of comparable worth. O Delilah doesn't have a Title VII claim because her employment is at will and her employment could be terminated at any time. Delilah doesn't have a Title VII claim because of business necessity. O Delilah doesn't have a Title Vil claim because Simon mistreated everyone on his team, not just her.

Simon is a call center shift leader at an insurance company. This company employs all its employees on an at-will basis. He manages a team of five employees consisting of both males and females. Unfortunately for his team, Simon has significant anger issues and often berates all of the employees on his team, calls them "idiots," "extremely dumb," and "morons," and Simon throws chairs, computer monitors and reams of paper at the employees whenever they do not meet or exceed his unrealistic and physically impossible productivity goals. This pattern of behavior has been going on for almost nine months and occurs at least twice a week. The employees on his team respectfully asked him to stop but he either threatens to fire them or ignores them and laughs at them. Delilah, a female employee of this team believes that she may have Title VII claim. Which of the following statements best describes this scenario? Delilah has a Title VII claim because there was clearly a frequently repeated pattern of pervasive and inappropriate behavior, despite the perpetrator being told to stop. O Delilah has a Title VII claim because there is a violation of comparable worth. O Delilah doesn't have a Title VII claim because her employment is at will and her employment could be terminated at any time. Delilah doesn't have a Title VII claim because of business necessity. O Delilah doesn't have a Title Vil claim because Simon mistreated everyone on his team, not just her.

Similar questions

Some studies have found differences in the way men and women perceive work situations that may be considered inappropriate under sexual harassment laws. How could sexual harassment training address the differing perceptions of men and women?
For the following scenarios, determine if it would be considered harassment or would be creating a hostile work environment from an employment law standpoint. Be sure to cite any applicable employment laws and fully explain your rationale. Susan asks her co-worker, Todd, if he has been working out. He replies, not any more than usual. Her response to Todd is, well, it sure looks like you have been.
Discuss some non-monetary ways of motivating employees. (Minimum words requirement 200-300 words
An individual who looks different than you (color, age, ethnicity, disability, or orientation) comes into your favorite dining establishment. Some of the restaurant staff treat him or her poorly, providing lesser service to the individual. You hear snide (off-color) remarks being made by staff and fellow patrons. What action do you take? Similar scenario, though instead of a restaurant, it is coworkers mistreating a coworker who is visibly different than they are. What actions would you take, and why? Please explain.
Describe a real-life example of moral muteness in the work place. In your explanation, state what moral muteness is. Did authority or the bystander effect contribute to the moral muteness in your example?
Steve approaches his friend and says "can you watch my dog this week because you're such a good friend?" Which type of power is Steve exerting? Legitimate Referent O Reward Coercive
Sasha has been working as a researcher in a pharmaceutical company for the past five years. She is well compensated and has been awarded for her contribution to the organization. One day she is summoned by her director and told that the organization no longer requires her services. She is dismissed from her job without any reason. This is an example of: Group of answer choices just cause firing. at-will employment. rank and yank. weaponized termination.
An underwater welding company offered Raylin a job. According to the text, which of the following employment terms should he understand before he accepts it? Health benefits None of the above All of the above Salary O Work schedule and expectations O What you have in common with the other employees
You see a coworker harassing another employee, or a supervisor harassing or bullying a subordinate - What Would You Do
Effective staffing is not a one-size-fits-all process; it requires a strategic and flexible approach to meet the dynamic needs of the organization. The staffing process involves not only bringing in new talent but also optimizing the utilization of existing human resources. This includes assessing the current workforce's skills, identifying gaps, and implementing strategies such as training and upskilling to address those gaps. Additionally, successful staffing involves considering factors like diversity and inclusion, recognizing that a diverse workforce brings a variety of perspectives and ideas that can enhance creativity and problem-solving. Moreover, fostering a positive and inclusive work environment is crucial for employee retention and satisfaction, as it contributes to a culture where individuals feel valued and motivated to contribute their best. Question: How does organization adapt its staffing strategies to embrace diversity and inclusion, and how has this approach…
Employers have an ethical and legal duty to provide a workplace free of harassment of all types. This includes harassment based on sex, race, religion, national origin and any other protected status including disability. Employees should not be expected to work in an atmosphere where they feel harassed, prejudiced against or disadvantaged. Discuss the above statement
Blake works for Big Box Warehouse, a store which sells items that come in big boxes, including appliances. Blake is a commissioned employee who works in the appliance area of the store and is just learning the trade. Blake is a well-groomed, bright and articulate, and eager employee. Blake has a medical condition which causes visible involuntary facial tics or twitches from time to time. Blake experiences facial tics just a few times during any shift, but they become more frequent and more severe when Blake engages in anything strenuous, like moving big boxes of products, as is sometimes required of employees at Big Box Warehouse. Blake's supervisor is concerned that Blake's condition may turn off customers, and so Blake's supervisor is diverting Blake to answering phones when new customers come to the store. Blake's co-workers, as commissioned employees, rush to meet new customers when they enter the store to shop. After several weeks of being diverted to phones and beaten to new…