Ceo Liability Brief
1. Teddy's Supplies' CEO has asked you to advise him on the facts of the case and your opinion of their potential liability. Write a memo to him that states your view of whether the company is exposed to liability on all issues you feel are in play. Include in your memo any laws that apply and any precedent cases either for or against Teddy's case that impact liability. Include your opinion of the "worst case" of damages the company may have to pay to Virginia. (Points : 30)
Dear Sir,
I believe that our company stands to lose a lot as a result of a successful suit against us by Ms. Pollard. We have reason to believe that if these actions are taken to court, we will find it difficult to deny the allegations and defend ourselves in the lawsuit. Harassment is defined as a punishable offense, and is inappropriate and illegal for company workers, both management and the labor force, to participate in any behavior which is deemed harassing, threatening, demeaning or uncomfortable by the person who is claiming harassment. According to the Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA), and the evidence presented by Ms. Pollard, our workers and management have clearly participated in violations of those orders. A simple defense on our part is to claim that there was no hostile work environment created, and that these incidents were few and far between, however, according to the law petty slights, annoyances and isolated incidents will not rise to the level of illegality, but I believe the amount of abuse that Ms. Pollard has taken, and can prove against us, is clearly enough to reasonably see how she can claim a hostile work environment. The fact that Ms. Pollard may have been 'easy' with some of the other gentlemen or inviting in some other ways does not mean that she has no case. She has voiced her disapproval of her treatment on many occasions and has made
Dear Sir,
I believe that our company stands to lose a lot as a result of a successful suit against us by Ms. Pollard. We have reason to believe that if these actions are taken to court, we will find it difficult to deny the allegations and defend ourselves in the lawsuit. Harassment is defined as a punishable offense, and is inappropriate and illegal for company workers, both management and the labor force, to participate in any behavior which is deemed harassing, threatening, demeaning or uncomfortable by the person who is claiming harassment. According to the Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA), and the evidence presented by Ms. Pollard, our workers and management have clearly participated in violations of those orders. A simple defense on our part is to claim that there was no hostile work environment created, and that these incidents were few and far between, however, according to the law petty slights, annoyances and isolated incidents will not rise to the level of illegality, but I believe the amount of abuse that Ms. Pollard has taken, and can prove against us, is clearly enough to reasonably see how she can claim a hostile work environment. The fact that Ms. Pollard may have been 'easy' with some of the other gentlemen or inviting in some other ways does not mean that she has no case. She has voiced her disapproval of her treatment on many occasions and has made