discrimination charge with the Equal Employment Opportunity Commission (EEOC). His suit was filed under Title VII claiming that his dismissal was retaliation for his fiancée’s charge. (Pagnattaro‚ Cahoy‚ Magid‚ Reed‚ & Shedd‚ n.d.) The difficult part of this case to determine is whether Thompson’s suit is covered within Title VII. Initially‚ the District Court ruled that Title VII “does not permit third party retaliation claims”. But if the termination of Thompson’s employment was a retaliatory act for
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Case Analyses 6 Abstract Case Analyses: select TWO court cases (from different chapters) from the list below‚ and respond in writing to the case questions. The written analysis of both cases should be approximately 2-3 pages total; use parenthetical citations and a corresponding works cited list when referencing specific information from the text or other sources‚ and follow other prescribed guidelines for APA format. Vallone v. CNA Financial
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When it comes to legal termination of an employee the Fair Labor Standards Act (FLSA) has no legal requirements for prior notice to an employee regarding the termination of his or her job (Mullin‚ 2002). The legal requirements in layoff situations are detailed in the Worker Adjustment and Retraining Notification Act (the WARN Act). Generally‚ the WARN Act requires that a covered employer provide 60 days’ notice of a plant closing or mass layoff (Mullin‚ 2002). This act is designed to provide
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Introduction As an employer‚ you will be faced from time to time with the problem of an employee who is not performing to a standard required by you. How can you address this issue with the employee? What steps do you need to undertake before any termination of employment is likely to be regarded as fair? Alternatively‚ you may be faced with a situation where an incident has occurred where you think the employee concerned has acted improperly. For example‚ the employee might have become involved in a fight
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Tutorial 11 and 12 Chapter 10: Disciplinary Systems and Termination of Service Essay Questions 1. Explain the THREE (3) main elements of a proper domestic inquiry. a) Adequate notice must be given to the accused employee It should be held as soon as possible after the alleged act of misconduct‚ but only after a thorough investigation has been conducted. An absolute minimum time would be 48 hours. The employer should be prepared for the inquiry: All the facts of the matter should have been carefully
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States have accents. I would like to discover whether language issues such as having an accent are sufficient grounds for termination. To me this would seem to be an act of discrimination that conflicts with the Civil Rights Act (L.A. NOW‚ 2012). Therefore I would need to check the language of the bill to see if Maria ’s case applies. I plan to research the United States Equal Employment Opportunity Commission (2002; EEOC Press Release‚ 2011) as well as publications on workplace fairness and discrimination
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................................................................................................................. HR Metrics Standards & Glossary Published by the HR Metrics Service Version 6.4 /October 12‚ 2011 HR Metrics Standards and Glossary Introduction The following document contains a list of HR metrics‚ including formulas and descriptions. It has been arranged in a series of categories for ease of reference. The categories are as follows: • • • • • • • Compensation HR Efficiency
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contrast‚ a contingent payment that is a specified percentage of earnings might suggest that the obligation to employees is a profit-sharing arrangement to compensate employees for services rendered. The four former owners have also been offered employment contracts with NaviNow to help with system integration and performance enhancement issues. The profit sharing component over the next 3 years that NaviNow estimates to have a current fair value of $2 million. NaviNow should account the profit sharing
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utilizing toll roads for the best way to make deliveries in a timely fashion. On two occasions the employee simple failed to complete his deliveries‚ costing the company extra expense and a loss of customer satisfaction. The triggering even for his termination was his refusal to use the toll road to make a delivery even though he was offered an advance of the toll road fee. In response‚ the union claims that the employee’s failure to use toll road was justified because he was already owed $87.32 in post-toll
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Khajavi (Khajavi)‚ an anesthesiologist‚ and defendant‚ Robert Del Pero‚ a surgeon‚ engaged in an altercation over the wisdom of proceeding with a particular surgery‚ defendant Feather River Anesthesia Medical Group (Feather River) terminated Khajavi’s employment. At trial‚ the court non-suited Khajavi’s claims that defendants Feather River and Robert Del Pero had discharged him‚ and conspired to discharge him‚ in violation of public policy -- that is‚ in retaliation for advocating “medically appropriate
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