presented for consideration in Question 2 (letters a – j) of the Chapter-End
Questions in Chapter 2 (pp. 80-81 of the eBook).
For your first post,
prepare a detailed response for one of the ten scenarios, 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. Then, comment and expand on the posts of the
other class members.
dq 2
WEEK
1: CONTRACT AND TEMPORARY EMPLOYEES
8989 unread replies.114114 replies.
Over the past 20 years,
employers began relying on part-time, temporary, and contract employees to
reduce costs, increase flexibility and reduce benefit costs. Employees feel it
is discriminatory for employers to exploit the labor market by using part-time
workers and temps to keep labor costs down for one segment of the work while
paying full value for another segment. In the past few years, numerous laws and
tax changes have been proposed to try to regulate this area of the industry
better.
Please review the
YouDecide content which is located under the Week 1. We will begin our
discussion by debating whether Karen is an independent contractor, or a
full-time employee. Your first post should answer these two questions:
Do you
feel that Karen is an independent contractor or an employee?
What is
your rationale for this decision?
HRM593 Week
2 Discussion 1 & 2 Latest 2018 May
dq 1
WEEK 2: RECRUITMENT OF EMPLOYEES
5858
unread replies.121121 replies.
Let’s begin our
discussion on recruitment by using a fact pattern from a litigated case. Cone
Mills Corporation had several recruiting procedures that gave preferential
treatment to applicants who either had family members or friends working for
the company. One of these procedures was to give priority to applicants who had
family members employed by the company. The other procedure entailed having an
unwritten policy that walk-in applicants had to have renewed every two weeks.
This created a situation where only those walk-in applicants who had friends or
family in the company would renew their applications because they would be the
only ones informed of the informal rule, which was not presented in any manual
or policy. These recruiting procedures were challenged as being discriminatory
towards blacks in general, especially black women, because the informal network
responsible for recruiting new employees was unavailable to them. The company
claimed that the procedures were not designated to be discriminatory, but
rather, to create a loyal family atmosphere within the plant (Lea v. Cone Mills
Corp., 3001 F. Supp. 97).
Should employers be able
to recruit through employee referrals and word-of-mouth? Does the law allow for
such a recruitment technique? What specific restrictions does Title VII place
on an employer’s ability to recruit and hire? As part of this discussion, refer
to the cases of EEOC v. Chicago Miniature Lamp Works and EEOC v.
Consolidated Service System in Chapter 4.
dq 2
WEEK
2: AFFIRMATIVE ACTION
8585 unread replies.113113 replies.
Affirmative action is a
topic that tends to elicit strong opinions. Exhibit 5-11 in Chapter 5 sets
forth opposing views on the issue of affirmative action. In our attempt to
discuss affirmative action from an employer and employee perspective, please
read United Steelworkers of America, AFL-CIO v. Weber and the discussion
ofJohnson v. Transportation Agency, Santa Clara County, California in Chapter 5.
Referencing the
materials in the text, explain affirmative action in conjunction with Title VII
mandates from a legal perspective. What limits, if any, does Title VII place on
affirmative action? How can companies manage affirmative action programs to
encourage widespread recruitment, but avoid the stigma ofquota systems as charged by
affirmative action critics? Let’s have a great academic, professional threaded
discussion about affirmative action.
HRM593 Week
3 Discussion 1 & 2 Latest 2018 May
dq 1
WEEK 3: SCOPE AND APPLICATION OF CIVIL RIGHTS LAWS
8484 unread replies.117117 replies.
Civil rights law provides for employee protections against
discrimination in many situations. The legal criteria must be strictly adhered
to in order to qualify for the protections afforded under the law. What happens
to civil rights enforcement if a part of the workforce is unprotected by civil
rights laws? Will the public policy exception to the employment-at-will
doctrine expand to fill gaps in public policy to the point where exclusions
will be rendered meaningless?
dq 2
WEEK
3: SEXUAL HARASSMENT AND THE LAW
106106 unread replies.117117
replies.
What have sexual harassment laws accomplished in the workplace?
Have the advances in sexual harassment law resulted in women being denied
meaningful access to senior management mentors, who are most often male? Does
every civil rights gain in the workplace also carry with it an unintended cost?
HRM593 Week
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