The Legal Environment of Business: Text and Cases (MindTap Course List)
10th Edition
ISBN: 9781305967304
Author: Frank B. Cross, Roger LeRoy Miller
Publisher: Cengage Learning
expand_more
expand_more
format_list_bulleted
Question
Chapter 21, Problem 1IS
Summary Introduction
Case summary:The person R(supervisor) of the company SS told the person T (an employee) to have an intercourse with her in order to keep his job.
To find: The basis of sexual harassment.
Expert Solution & Answer
Trending nowThis is a popular solution!
Students have asked these similar questions
Discrimination in the workplace on the basis of gender, race, religion, and sexual orientation is one of the most complex issues that organizations must deal with. As a manager, suppose a female worker sues your company in a court of law, alleging that she gets paid less because she is a woman.
1) which one should the female worker use to prove her case in court? Explain thoroughly.
2) Which one should the manager use to defeat the female worker's claim? Explain thoroughly.
Your friend is a human resource manager who believes that his cat is a god and that his cat’sbirthday is a religious holiday. Is your friend’s employer legally required to accommodate yourfriend’s religious beliefs?
Hong, who was born in Vietnam, now lives in Los Angeles. She applies to be a waitress at Hooters. The manager of Hooters restaurant tells her, “Sorry, we rarely hire Asian girls because their breasts are too small and part of the Hooters’ image is waitresses with big breasts”. Does Tran have a valid claim against Hooters under the Civil Rights Act? Explain.
Chapter 21 Solutions
The Legal Environment of Business: Text and Cases (MindTap Course List)
Knowledge Booster
Similar questions
- Employee, a Muslim, is a management trainee at an airport car rental office. As part of her religious practice, employee wears a hijab (headscarf). She is told by her supervisor that the hijab does not match the uniforms she is required to wear, so she must stop wearing them or be transferred to another position with less customer interaction. Employee was later terminated as part of a company cutback. She sues for religious discrimination. Does she win?arrow_forwardBob 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 discriminationarrow_forwardwhat are the consequences of not abiding by the Civil Rights Act of 1964 (Title VII), and its impact on employees and the organization.arrow_forward
- Before bringing any employment discrimination suit, you are legally required to have been fired. Quitting your job automatically nullifies all discrimination claims. True Falsearrow_forwardIn the senario below did the employer discriminate under the American with disabilites Act definition of disability, qualified individual or reasonable accomodation? Jane Flighty was fired after she fainted on the job because the company believed she was suffering froman unknown disability. After the fainting episode, she was sent to a physician. The physician’s initialdiagnosis was that Jane suffered from syncope, a loss of consciousness caused by a temporarydeficiency of blood supply to the brain. Later, the physician determined that the employee was withinnormal limits and that there was no explanation for the fainting. The company discharged Jane withoutany further medical examination, concluding that she was a safety risk because she was likely to faintagainarrow_forwardYour 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 Sex discriminationarrow_forward
- 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.arrow_forwardTherefore, 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 workplacearrow_forwardLisa applied and interviewed for a manager position at her company and was not selected. She was not given any feedback from the interview, Tony her male coworker was selected for the position. Lisa felt the promotion was unfair, since she had more seniority than Tony, and decided to file a gender discrimination and play with her local equal opportunity commissioner the EEOC investigated the complaint, and did not find any evidence of discrimination. Both Lisa and Tony’s employment was in good standing however, Tony had passed managerial experience, which was listed as a requirement on the job. This aspect, then made him a strong, stronger candidate for the job than Lisa, who had more seniority, but lacked the experience and the next several months, Lisa noticed the change from her manager prior to the complaint being filled he was very personable towards her and often made small talk around the office. After the complaint he was very short with her, and did not engage in any small…arrow_forward
- Mohamed Arafi, a naturalized U.S. citizen from Morocco, works as a valet dry cleaner for the Mandarin Oriental Hotel in Washington, D.C. In December 2010, a supervisor allegedly prohibited Arab or Muslim workers from going on floors occupied by a delegation of Israeli diplomats. The supervisor allegedly told Arafi, “You know how the Israelis are with Arabs and Muslims.” Arafi says he complied with his supervisor’s instructions but consequently lost out on tips. He subsequently complained to another supervisor and the hotel’s director of human resources. Arafi says his work hours were cut, and that his colleagues said demeaning things about Muslims to him after the incident became known to them. Arafi brought suit under Title VII, alleging disparate treatment resulting in an adverse employment action (the loss of tips), as well as retaliation. The Mandarin Hotel claimed a national security exemption. Would either of Arafi’s claims be successful? Would the Hotel’s? [Arafi v. Mandarin…arrow_forwardYou 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…arrow_forwardChoose the true statement: O Employees (or potential employees) with disabilities covered by the Americans with Disabilities Act (ADA) must be treated the same as non-disabled employees (or potential employees). O Under common law, at-will employment relationships were ones where the employee was free to quit at any time for any reason, and the employer could discharge the employee at any time for any reason. More recently courts have looked at public policy considerations in limiting the ability of an at-will employee to quit or be fired. A "pattern or practice of discrimination" case often involves statistical comparisons of the relevant labor market population (or other "job applicant pool") and the employer's work force. It is lawful for an employer to discharge an employee because that employee is about to become entitled to a bonus. For sexual harassment to exist, the harasser must be a boss or some type of superior.arrow_forward
arrow_back_ios
SEE MORE QUESTIONS
arrow_forward_ios
Recommended textbooks for you
BUSN 11 Introduction to Business Student EditionBusinessISBN:9781337407137Author:KellyPublisher:Cengage Learning
Essentials of Business Communication (MindTap Cou...BusinessISBN:9781337386494Author:Mary Ellen Guffey, Dana LoewyPublisher:Cengage Learning
Accounting Information Systems (14th Edition)BusinessISBN:9780134474021Author:Marshall B. Romney, Paul J. SteinbartPublisher:PEARSON
International Business: Competing in the Global M...BusinessISBN:9781259929441Author:Charles W. L. Hill Dr, G. Tomas M. HultPublisher:McGraw-Hill Education
BUSN 11 Introduction to Business Student Edition
Business
ISBN:9781337407137
Author:Kelly
Publisher:Cengage Learning
Essentials of Business Communication (MindTap Cou...
Business
ISBN:9781337386494
Author:Mary Ellen Guffey, Dana Loewy
Publisher:Cengage Learning
Accounting Information Systems (14th Edition)
Business
ISBN:9780134474021
Author:Marshall B. Romney, Paul J. Steinbart
Publisher:PEARSON
International Business: Competing in the Global M...
Business
ISBN:9781259929441
Author:Charles W. L. Hill Dr, G. Tomas M. Hult
Publisher:McGraw-Hill Education