NewCorp's Legal Scenarios
NewCorp Scenarios
Most organizations do not have legal counsel on staff, and therefore must rely on business managers who are knowledgeable in employment laws and compliance regulations, and have the ability to identify violations of specific laws and regulations, as well as make recommendations to mitigate liabilities that may result from the violations.
This week’s assignment outlines three different workplace scenarios of NewCorp, which require team members to identify the liabilities and rights of all involved parties and determine the legal principles that support these findings. Some legal principles to consider involve employee discharge under an at-will employment agreement, sexual harassment, discrimination, and violations to regulatory compliance.
Legal Scenario 2
The liabilities of NewCorp include discrimination and sexual harassment. According to the Civil Rights Act of 1964, the Pregnancy Discrimination Act makes it illegal for a company to discriminate against a woman for being pregnant, excluding a woman from health plans, sick leave and health benefits because of pregnancy, discriminating against a woman for having the thought of becoming pregnant. Although there may be material in the wire-coating department, NewCorp has the responsibility to protect the workers from this material and cannot deny employment to a qualified candidate on the premise that she may become pregnant. NewCorp can also be held liable for the sexual harassment taking place in the department Paula is currently working in. Numerous incidents of Sam’s behavior and attitude toward Paula in the workplace along with demeaning her work ethic, is also covered under the Civil Rights Act of 1964. The Equal Employment Opportunity Commission states, It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and
Most organizations do not have legal counsel on staff, and therefore must rely on business managers who are knowledgeable in employment laws and compliance regulations, and have the ability to identify violations of specific laws and regulations, as well as make recommendations to mitigate liabilities that may result from the violations.
This week’s assignment outlines three different workplace scenarios of NewCorp, which require team members to identify the liabilities and rights of all involved parties and determine the legal principles that support these findings. Some legal principles to consider involve employee discharge under an at-will employment agreement, sexual harassment, discrimination, and violations to regulatory compliance.
Legal Scenario 2
The liabilities of NewCorp include discrimination and sexual harassment. According to the Civil Rights Act of 1964, the Pregnancy Discrimination Act makes it illegal for a company to discriminate against a woman for being pregnant, excluding a woman from health plans, sick leave and health benefits because of pregnancy, discriminating against a woman for having the thought of becoming pregnant. Although there may be material in the wire-coating department, NewCorp has the responsibility to protect the workers from this material and cannot deny employment to a qualified candidate on the premise that she may become pregnant. NewCorp can also be held liable for the sexual harassment taking place in the department Paula is currently working in. Numerous incidents of Sam’s behavior and attitude toward Paula in the workplace along with demeaning her work ethic, is also covered under the Civil Rights Act of 1964. The Equal Employment Opportunity Commission states, It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and
References: U.S Equal Opportunity Commission. (2013). Retrieved from http://www.eeoc.gov/laws/types/sexual_harassment.cfm