Raytheon case is similar to other cases involving freedom of speech, first amendment, and wrongfully termination. In each case, the person felt that they were wronged and want to seek revenge but in the correct way to either make a point or fight for what they believe is right. Also involving cases where employees were considered “at-will” employees should bring attention that maybe the employment law should be reviewed again to prevent and or protect “at-will” employees. The cases that support my analysis are Redgrave v. Boston Symphony Orchestra; Bally v. Northeastern University; Gram v. Liberty Mutual. Ins. Co, and Holodnak v. Avco Corp. To the contrary, Korb was hired to be the corporation 's spokesperson, and he spoke against the interests of the corporation. Although he received permission to join the CNA, he should have used better judgment when making a statement that the company may have disagreed that substantial resulted in his career being…
According to the law case EEOC v. FREEMAN, the EEOC filed a law suit against Freeman and alleged the company’s hiring policy which includes criminal background and credit history checks, has a disparate impact on African-American, Hispanic, and male applicants. And the material fact of this case is whether Defendant’s hiring criteria of conducting criminal background and credit history checks is consistent with business necessity. Since the Defendant was charged by the EEOC with unlawful discrimination in this case, the source of law is the Title VII of Civil Rights Act of 1964. “Title VII prohibits discrimination in hiring, firing, trainings, promotion, discipline, or other workplace decisions on the basis of an employee or applicant’s race, color, gender, national origin, or religion” (Bennett- Alexander & Hartman, 2011).…
II. The District Court erred in disregarding Mason County District Attorney’s Office involvement with respect to the firing of Mr. Brady, an independent contractor, who was fired in retaliation to his comments criticizing the Mason County District Attorney’s Immigration policy, and in concluding that the Pickering test only protects full-time government employees.…
Citations: United States v. Lopez, 514 U.S. 549, 115 S. Ct. 1624, 131 L. Ed. 2d 626 (1995).…
The United States v. Lopez case was the first United States Supreme Court case since the early 1930’s to create laws that limit Congress’s power. On March 10th of 1992, Lopez brought a handgun into school. When the police asked him if he did bring it , he didn't lie, he said the " yes I did carry the gun".Not a few days later Lopez was charged with violating federal laws which banned guns on all school properties in the United States. Because of what he did , the federal law came with an act called "Gun-Free School Zone Act of 1990".…
Title VII of the Civil Rights Act of 1964 protects employees from workplace discrimination on the basis of race, color, religion, sex and national origin. When an employer engages in practices that create a hostile work environment for any of these protected groups, making conditions so intolerable that an employee feels compelled to resign, it is known as constructive discharge Former employee Andy Anderson now alleges that our company engaged in religious discrimination when our production schedule changes went into effect at the first of the year. The changes required all production employees to occasionally work on a religious holy day, and Mr. Anderson has submitted a constructive discharge claim with the U.S. Equal Employment Opportunity Commission (EEOC).…
The case was between Hosanna-Tabor Lutheran Church and School against Equal Employment opportunity commission. The church ran school that offered Christ centered education. One of their employees was Cheryl Perich who taught both secular and religious subjects. She began working for the school in 1999 and was committed to giving quality services in her education and leading prayers. In 2004, she suffered a certain condition known as Narcolepsy and she had to quit teaching on a disability leave. In 2005, she notified the principal that she could resume her duties on February that year after the doctors had cleared her of her condition. The principal informed her that she had to wait a little longer because she had been replaced. She was angry and threatened to sue the school, which led to her firing.…
Title VII of the Civil Rights Act of 1964 ‘ makes it an unlawful employment practice for an employer.. To discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex or national origin” (204). The language of the law makes it clear that discrimination is considered unlawful, regardless if a firm’s stance on the issue or whether it states it does not want its employees to be harassed since under Title VII, firms are accountable for workplace behavior. Furthermore, firms under Title VII have a legal responsibility to monitor their employees’ behavior to ensure discrimination is not occurring in the workplace. Therefore, an employee cannot be “ acting on their own,” because he is a representative of the firm he / she works at and as a result his actions make the firm legally…
A Los Angeles workers' rights attorney, Toni Jaramilla recently filed a lawsuit arising from race discrimination in the workplace. Ms. Jaramilla filed a complaint in the Superior Court of the State of California against a burger restaurant, Islands Restaurant, which is located in California. The Islands Restaurant is a burger restaurant that specializes in gourmet burgers, fresh cut fries, and tropical drinks. The plaintiff is a young African American female who worked for Islands Restaurant. The young African American female worked as a hostess at the burger restaurant in Porter Ranch, a predominantly white neighborhood. She was a good worker and performed her job duties well. According to the complainant, she was fired for "looking too black"…
In Eugene Robinson’s essay “You Have the Right to Remain a Target of Racial Profiling,” Robinson argues that police officers still racially profile when pulling over people for traffic offenses. He uses a Federal Bureau of Justice Statistics report that states that white, African-American and Hispanic drivers are equally likely to be pulled over by the police in a traffic stop. He doesn’t believe this to be true and delves deeper into the findings. Robinson notes that African-Americans and Hispanics are much more likely to be searched and be the subject of “police use of force”. Black drivers were also twice as likely to be arrested as white drivers, and Hispanics were more likely to receive a ticket. Whites were more likely to receive written or verbal warnings that blacks or…
The Civil Rights Acts of 1964 and 1991 were both put into place to protect the rights of individuals who are subjected to unfair treatment. The protection granted by these laws were from the basis of race, color, religion, sex or national origin. This particular law was considered a great achievement by legislature in regards to civil rights, however, individuals were still being retaliated against for initiating a law suits, thus the Civil Right Act of 1991 had to be implemented. The termination of the employees, which all happen to be African-American and over the age of 40 years old, may be interpreted by those employees as discrimination.…
Shirley Chisholm's speech,” Equal Rights for Women”, is about equal rights for women. When a women graduates and looks for a job she is most likely going to be asked “ Do you type?” as the first question in an interview. This is prejudice due to men thinking women can only be secretaries and librarians while men are managers and administrators. The term happy little homemaker and contented old darkey are also prejudice as they assume that one person is happy in their position when they might not be.…
It is unlawful for any employer to discriminate by refusing to hire or discharge any person and or discriminate any person relating to wages, terms and conditions, or privileges of employment due to race, color, creed or national origin. It is unlawful to segregate or classify any employee and deprive them of equal employment opportunities and cause due harm which will affect their status as an employee based on their race, color, creed or national origin. [Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 200e-2(a).]…
Employment discrimination law was set up to protect employees from discriminations based on race, religion, sex, age, etc. A growing body of law also seeks to prevent employment discrimination based on sexual orientation, marital and/or family status. The main body of employment discrimination laws consists of federal and state statutes. There are several federal employment discrimination laws. Some of them are well-known, while others not so much. The Equal Pay Act of 1963, protect people from being paid at a lesser rate based on sex, race, ethnicity, etc. There can also be other factors for not being paid equally. These factors can include: prior wages, the person’s training, their value to the company, etc.…
I believe that if the 1964 Civil Rights Act had never passed into a law, human resource management would still have seen an important shift from personnel management to what we know today as human resource management. There would be differences not just with the actual timeline but foundational differences. It’s true Title VII played a major role in what we now know as the human resource management movement but I would make the case the movement was developing before the law’s existence and I believe the momentum would have continued without the specific law being passed. Well before 1964 labor unions were already in existence in Europe and America. The labor unions have millions of members and if you look at how Unions operate to protect…