Mr. Zimpfer also retained a legal counselor Ms. Lynn Szymoniak in his defense of these allegations. Ms. Szymoniak retained the services of a industrial psychologist name Dr. Marcy to examine the resumes of the other job applicants. The staff’s objective was to shed light on whether Mr. Zimpfer was more qualified for the position than Mr. Merriman. Yes, accordingly to legal definition of discrimination and the stature of the EEOC age was a unfair disadvantageous to Mr. Zimpfer.
An employee has the right to work in a safe environment, one that is free from hazards that could lead to serious harm. Causing dissention and the hostile work environment for employees created the potential for a violent incident to occur. At the very least, the potential for a costly mistake due to duress they were under, which could have caused physical harm. The defendants’ faced discrimination and retaliation based on their race. This appalling treatment violated Title VII of the Civil Rights Act of 1964 and by doing so, invoked the Civil Rights Act of 1991 allowing the monetary damages
DIR was prepared. Third complaint report (DOI 8/6/2014 at Schenectady Avenue and Lincoln Place)
Why do you believe these actions were discriminatory? The first case file with EECO by Tanya Conde girl friend of Samuel Varriano Maintenance #3 who was fired from Pitt University .The defendent 's in case Robert Godzik, William Franicola supervisor and Pitt University was dismissed . Now Robert Godzik and Pitt University have confidence themselves this isn 't a hostile work environment .With
Founded in 1967, United Way of Regina is dedicated to improving lives and building its community by engaging individuals and mobilizing collective action. The organization funds services and programs dealing with issues related to children, poverty and health in Regina. Its current focus is the promotion of learning and development opportunities for children. United Way of Regina raises funds primarily through the annual Community Campaign, which includes donations from company payrolls, corporations and individuals. It has a call line called 211-Saskatchewan in collaboration with the United Way of Saskatoon and Area to provide information on over 5,000 community, health, and government services in the area.
8. Principle of Law: The court states, the first of the City’s contentions is easily dismissed. The jury found that Bozeman had notice of the harassment, and it is well established that we must accept a jury’s factual finding if it is supported by substantial evidence. The City’s second claim—that as a matter of law Bozeman’s knowledge should not have been imputed to the City—poses a more significant question concerning the limits of potential liability under Title VII. This court has noted that “the type and extent of notice necessary to impose liability on an employer under Title VII are the subject of some uncertainty.”
1. Erin McNamara, an employee of the Barrera Recycling Company, had approximately six or seven verbal reprimands from her superior and General Manager, Rafael Gomez. These reprimands were in response to McNamara's work performance and lack of ability to follow safety standards that are required by the company. Her behavior included sleeping through safety meetings, reading of magazines during work hours, failure to wear safety gloves while working, and failure to wear a hard hat while working. Due to this continued behavior discussed between McNamara and Gomez, and the lack of change in such, McNamara was disciplined by a three day suspension.
Employees are not necessary required to prove the employer or supervisor with an opportunity to resolve the complaint or grievance prior to engaging in a concerted and protected activity action (Holley, Jennings, & Wolters, 2012). In an article by the Duane Morris Institute, it provided several instances where the National Labor Relations Board was successful in getting discharged employees, like Keeler and Drake, reinstated employment with full back pay and/or settlement. One case reported employees were discharged from walking off the job in protest of a change in work rules, similar to Drake and Keeler (Redeker,
When I asked Robert Hoffman to start at 5:00 a.m. to avoid the harassment fromMichael Niehenke and Donna Myers requested denied. C. When Harry Feals and I work together we have Julie Godzik, Robert Godzik, Brain Weaver and Michael Niehenke . These employees have stared at us until Mr. Franicola come after they called him Other employees are aloud to work together 8. Of the Persons in the same, or similar situation as you who was treated worse than you? Harry Feals Maintenance # 1 Harry Feals Maintenance #1 Mr. Feals received 11 weeks of Work for false allegation filed on pitt alert line, now he is seeking professional health with counseling to help cope with working at Pitt at Greensburg. .
Your district must implement a Reduction in Force (RIF) based on declining enrollment and budget cuts. You have recommended a list of teachers from your school to the superintendent. One of the teachers on the list had previously filed an EEOC suit against you alleging discrimination regarding a department chair’s position that she was not awarded. You know that she will allege retaliation as the basis for her layoff.
This paper will explore Title VII the Civil Rights Act of 1964. This law was created to ensure that employees are able to perform their task in a safe work environment. The law covers many aspects employment practices and the mechanisms established to enforce certain behaviors. This particular piece of legislation covers a long list of illegal behaviors. Sexual harassment in the workplace is popular topic of conversation.
Introduction This Cultural Competency Paper is designed to outline my practicum agency, “BUILD”, policies on Sexual Harassment, Equal Opportunity, and Affirmative Action. In order to clearly report these policies the agency documents with be used, information from supervisor will be used, and all other relevant data will gather to complete this mission. Sexual Harassment BUILD’s policy regarding Sexual Harassment is cover in BUILD’s employee handbook under policy 703 (Sexual Harassment and Other Unlawful Harassment) has been effective since 01/1/2009. This policy states “ BUILD is committed providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment”(BUILD, pg. 47, 2015).
To the Department of Human Resources, I am writing this letter to lodge a formal complaint against my coworker, Merceditas (Mercy) Alirio, and my kitchen manager Deborah Philleo but mostly this complaint is for Mercy. I am constantly being verbally abused and harassed by Mercy and this has been going on since the beginning of the school year and she has history of doing this before in the past years, that is why they had changed my schedule in the past. However they changed my schedule for this school year and I am now working with Mercy again, except now besides the fact that she has been harassing me verbally she has gone as far as to physically assault me. Since the beginning of the school year Mercy has been verbally abusing me and is constantly abusing me
Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees.
Furthermore, workplace harassment results in loss of time and productivity due to negative circumstances keeping employees preoccupied, loss of skill and experience due to employees leaving the organization and harm to company’s market
