Safelite Glass Company Case Summary

Zimpfer was informed that he was not selected for the position. The position was filed by Brad Merriman, age 33. Out of all the applicants that were considered this was the least qualified applicant. Since this was an outside employee and not very experience. This ordeal was very upsetting to Mr. Zimpfer so he filed a complaint with Equal Employment Opportunity Commission.

The Ms. Silvera v. Olympia Jewelry Corporation case is an employment law case. Michelle Silvera was not treated right by her boss, Morris Olympia. Her working environment was not safe due Morris's inappropriate comments and sexual assaults. Under the Human Rights Code, everyone had the right to a safe working environment. It states that the employer should provide a safe environment for his/her workers, which clearly Morris did not do.

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

Lawson. Case to Consider for Ms. Lawson’s Position Juarez v. AutoZone: Rosario Juarez worked at AutoZone for five years and was fired for claiming that woman was given a glass ceiling for promotions along with an unfair hiring process that deterred a woman from getting jobs at the company. The company suggested that Ms. Juarez step down for not being able to take care of her son and work for the company simultaneously. In the end, Ms. Juarez got awarded 185 million in punitive damages, which at the time was the most ever granted to a single employee (Juarez v. AutoZone). It is vital for Greene’s to know the cases that will be presented to the public eye that will get the public rallied against them.

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. .

Ron Metzgar Instructor: Nathalie Brech Introduction to Human Resources 10 December 2014 The History and Benefits of EEOC In 1963 John F Kennedy saw that there were changes that needed to take place and so the Civil Rights Act of 1964 was born. The Equal Employment Opportunity Commission, also known as the EEOC was created in the Civil Rights Act of 1964 that was created while John F, Kennedy was in office.

Under this law, employees are protected from employer discrimination, employer retaliation, and secure their position with the company. If at any time an employee believes their rights have been violated according to the Civil Rights Act of 1964, employees may submit claims with the Equal Employment Opportunity Commission against their employer detailing all incidents violating employees’ rights. It’s important for employees who feel they have been violated to report incidents immediately, or as soon as possible to the appropriate authority for the most effective

Pay equality has been a topic of discussion since women became a larger part of the workforce back in the 1940s. Politicians made efforts to help close that gap, with legislation being passed in 1963. Still, the gap remind wide. In 2007, Lilly Ledbetter sued Goodyear Tire & Rubber on the grounds that she had been discriminated against, leading to her being paid less because she was a women. This paper will discuss the issues that Ledbetter brought all the way to the US Supreme Court.

Any professional working with children or young people is responsible for the care and well being of those children. Making sure that a child is safe on or out of a school setting is of paramount importance. Not only does it make a child or young person feel safe in a learning environment but it also gives the child the security to develop and achieve from an early age. For children to be effectively protected, it is essential that everyone accepts the responsibility of their role and to also be protected in that role. E.g. when escorting a child to the toilet or a child needs to be undressed due to any accident, it is vital that another member of staff or child is present as to not allow any allegations of misconduct.

Companies would ignore the women’s compliments of them being sexually abused and receiving sexual harassment. Its disappointing because this companies where the biggest cleaning companies and still had problems resolving these types of problems. I think it’s unfair because if this same problem happened inside an office or in a higher position, the company would have taken an immediate response to this problem and probably terminated the abuser in that same time. I think these companies de-value women’s work, because they see it as a simple task that they don’t need a degree or certificate to do it. Most of these women are undocumented and most of them don’t know their rights, which companies take advantage of

This is a pertinent issue in society and in workplaces. Human Resources and legal representatives are meant to care for the well-being of employees, but far too often they want to keep sexual misconduct under wraps. Harvey Weinstein’s team accomplished this for many years, but they could not stop the news from breaking in the past few months. These many incidents of the past have – rightfully so – brought damage to Weinstein’s reputation, and, had he learned the story of David and Bathsheba, perhaps he would not have mistreated those

The Equal Employment Opportunity Commission (EEOC) is an agency responsible for enforcing most of the EEO laws, including Title VII, the Equal Pay Act, and the Americans with Disabilities Act. EEOC focuses on areas such as eliminating barriers in recruitment and hiring; protecting immigrant, migrant, and other workers considered vulnerable; addressing emerging issues, such as accommodating workers with disabilities and preventing discrimination against gay and lesbian employees, which could take the form of sex discrimination; enforcing equal pay laws; preserving access to the legal system by targeting retaliation; and preventing harassment EEOC’s main objective is to serve individuals whom employment rights were violated. The EEOC must ensure

This article also talks about the definition of sexual harassment and how studies claim it is too “complicated or confusing” to define. It also focuses on our rights given in the amendments and how that protects us from this type of harassment. This article provides steps to avoid sexual harassment and what to do if you witness it. This article is very clear and has multiple good sources to back it up. I believe that it is credible because it pulls its information from Title IX which is originally found in the Constitution.

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.

Sexual harassment is identified as any unwelcome and unwanted sexual advances, verbal or physical behavior of sexual nature and requesting for sexual favours due to which a worker’s performance is affected, he/she suffers from psychological trauma or an offensive/hostile atmosphere is created at the workplace. The occurrence of workplace sexual harassment is linked with several risk factors. The nature of job and particularly the gender ratio at a workplace and traditionally male oriented jobs are among the significant ones. These pose an increased risk for women to face situations of getting sexually offended or harassed.