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
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Chapter 22, Problem 2IS
Summary Introduction
Case summary:The person O applies for job position in the company P. The company required union membership as a condition for employment. Later the person O applied in the company Q which demanded the employee to become a member of union after six months of joining.
To find: The legality of the conditions of P and Q.
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Chapter 22 Solutions
The Legal Environment of Business: Text and Cases (MindTap Course List)
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- 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.arrow_forwardCEO terminated Linda and terminated five childcare workers, resulting in a violation of the state law regulating ratio requirements. Linda's employer did not give her a reason why she was fired. Linda worked for the corporation for 10 years and consistently had very high scores on her performance reviews before her termination. Linda did not have an employment contract. What are examples of the causes of action that Linda could bring against her former employer and the potential outcomes?arrow_forwardassume that employees at Company Y have engaged in a strike thier employer is mot happy ans has dismissed all the striking employees. Advise the employees on the requirements for both substantive and procedural fairness for dismissalsarrow_forward
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- Federal law protects more classes in employment cases than any individual state law does. 18 True 21 Falsearrow_forwardExplain (1) the Occupational Safety and Health Administration (OSHA) and the Occupational Safety and Health Act, (2) workers’ compensation, (3) unemployment compensation, (4) social security, (5) the Fair Labor Standards Act, (6) the Worker Adjustment and Retraining Notification Act, and (7) the Family and Medical Leave Act.arrow_forwardThe employment-at-will doctrine O does not permit employers to fire employees unless they give them advance notice. O has been abolished in most U.S. states. O exists in some form in every U.S. jurisdiction. O applies in cases where an employee has an implied contract.arrow_forward
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