Case Summary: The person, AW, was employed as a collector for FCS. While attending a collection call, she informed a debtor that $15 processing fee was an “interest” charge. The information provided by her violated the company policy and AW was sacked. She claimed for
To explain: The likelihood to uphold the findings of MD Employment services.
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Chapter 2 Solutions
The Legal Environment of Business: Text and Cases (MindTap Course List)
- A machine operator employee with a major depressive disorder intermittently takes leaves under the Family and Medical Leave Act, resulting in alleged harassment by her employer surrounding her FMLA usage as well as a transfer to various difficult machines after her return from leave. Two months after her last FMLA leave, she is terminated for “improper phone usage.” [Hite v. Vermeer Mfg. Co., 361 F. Supp. 2d 935 (S.D. Iowa, 2005).] explaining your conclusion regarding whether the scenario constitutes a violation of public policy or a breach of a covenant of good faith and fair dealing. Support your conclusion with legal analysis and reasoning. Explain whether any of the scenarios give rise to potential employer liability and what steps should have been taken to avoid the exposure.arrow_forwardMichael Hauck claimed that he was discharged by his employer, Sabine Pilot Service, because he refused its direction to perform the illegal act of pumping the bilges of the employer’s vessel into the waterways. Hauck was an employee at will, and Sabine contends that it therefore had the right to discharge him without having to show cause. Hauck brought a wrongful discharge action against Sabine. Decide.Please give your answer using the IRAC format. Issue: Call of the QuestionRule: Rule of Law to be applied to properly answer the questionAnalysis: Applying the rule of law to the facts of the problem presentedConclusion: Answer to the Issuearrow_forwardWhistleblowing cannot be practiced in the absence of a whistleblowing law. * False True Dani established a small business with his wife, father, and two children. These family members are neither receiving regular salaries nor being registered at the NSSF, but merely helping Dani run his business operations. Thus, the relationship between Dani and his family members is governed by the Lebanese Labor Law. * False True The forms of evidence which are required for blowing the whistle externally to the court are exclusively the visual ones. * False True Trade secrets give the firm a competitive advantage because they may not be within the general knowledge of the industry and may not be easily duplicated without involving considerable time, effort or expense. * True False Dani and Rima separately produced the same invention, but only Dani applied to the Ministry of Economy and Trade. Then only Dani has the right for legal protection. * False True A description of a machine could be…arrow_forward
- Please no written by hand and no emage Silky Coordinates", a women's clothing store, employs female attendants to assist customers in the dressing rooms. Radley, 41 year old male, applies for the job , but is not hired and is told that only woman qualify. If Radley brings a suit against "Silky" for employment discrimination under Title VII, what is the store's best defense? For the purposes of this question you may assume that Radley has information that makes it possible to prove he was not hired because he is a male. You may also assume that Radley is not transgendered, or gender fluid. Now consider that Radley is a transgender person, who identities as a female, and is in the process completing a physical change to a female. However, anatomically she is a male. Again, you may assume that Radley has information that makes it possible to prove she was not hired because she is transgendered. Does the store have a defense to a discrimination suit? To answer this question you will have…arrow_forwardWhich of the following are required for a plaintiff to establish a prima facie case of disability discrimination? Select all that apply. 1. that her employer has 10 or more full time employees 2. that she was forced to work in a hostile work environment. 3. that she is someone who, with or without reasonable accommodation, can perform the “essential functions” of the employment position that such individual holds or desires. 4. that she is disabled 5. that she was subjected to unlawful discrimination because of her disabilityarrow_forwardIn 2017, the State of Connecticut passed the Fair Chance Employment Act that provides, in pertinent part, that “[n]o employer shall inquire about a prospective employee's prior arrests, criminal charges or convictions on an initial employment application, unless (1) the employer is required to do so by an applicable state or federal law, or (2) a security or fidelity bond or an equivalent bond is required for the position for which the prospective employee is seeking employment.” What is the social issue that the State of Connecticut is seeking to address through the Fair Chance Employment Act? And what are the likely outcomes of the Fair Chance Employment Act? (That is, will the statute achieve its intended result and are there any unintended consequences that will or may flow from the statute?)arrow_forward
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