impact on those around me and influences me through them. My friends have an intense amount of pornography that they watch and it makes them see women as objects instead of as human beings. They want to go to Hooters instead of a nice restaurant. This is because the advertising for Hooters portrays the women working as waitresses there as sexual objects much like their pornography does. My nieces and nephews play video games with
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summary judgment for Johnson Controls. The court of appeals affirmed the district court’s decision. The plaintiffs then appealed to the U.S. Supreme Court. Issue: Does a fetal-protection policy fall within the so-called safety exception of the BFOQ‚ which states that an employer may discriminate on the basis of "religion‚ sex‚ or national origin in those certain instances where religion‚ sex‚ or national origin is a bona fide occupational qualification reasonably necessary to the normal operation
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1. When can an employee’s religious belief qualify as a bona fide occupational qualification? In order to use the BFOQ exception‚ an employer must prove that no member of the group you are discriminating against could perform the job. Using the religious example‚ a Lutheran church would argue that only a Lutheran could effectively practice and preach the tenants of their religion and a Catholic would be unable to perform the job due to his or her beliefs. Courts are very careful to only allow very
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In the Blended Date scene‚ Jim has the 1st date idea of meeting at Hooters. A sports bar with waitresses who are dressed in very short shorts and tight tops does not necessarily leave a good first impression‚ especially when the waitresses are flirtatious and know him by name. He is dressed in his work clothing‚ Dicks Sporting Goods‚ which is a retail job. Assuringly from the outfit he is wearing‚ he is not very high ranked at the place. Given that he is alone initially‚ yet has two drinks‚ one of
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MIDTERM STUDY GUIDE LAW AND ETHICS General Tips: Know the acronyms important to employment law laws‚ defenses‚ agencies‚ etc. (ex. ADA‚ EEOC‚ ADEA‚ IRCA‚ FLSA‚ BFOQ) Look at the learning objectives at the beginning of each chapter. If you are able to meet those learning objectives‚ you will do well on this test. Look at the facts in the cases and how the court applied the law to the facts. The midterm is available on Blackboard starting at 9:00 p.m. on 2/25/14 until 7:00 p.m. on 3/4/14.
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Employers may favor an older worker over a younger worker‚ even if both are 40 or over. Issues may arise‚ though‚ when both the individual making the hire and the applicant are over age 40. Examples of age-based bona fide occupational qualification (BFOQ) are mandatory retirement ages for air traffic controllers [56‚ exceptions to 61] and airline pilots [65]. Disability: employers are required to provide reasonable accommodations for disabled applicants‚ unless the needed accommodations would be too
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Stereotypes about older people are a bound in our culture‚ but employers are not allowed to indulge in them when making workplace decisions. Manifestations of age discrimination can be subtle or blatant. Typical actions might include refusing to hire or promote older workers‚ curtailing their employee benefits‚ limiting their training opportunities or limiting their job responsibilities and duties. Older workers may be targeted in reductions of the work force; they may be encouraged to retire. Exit
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Dracca vs. BB Ashlyn B. Smith South University Online August 8‚ 2012 BB General Partnership Dracca is able to seek recover from Silva Gray individually on the judgment for BB partnership because the partnership has not been incorporated. In a general partnership each individual can be sued for the full amount of the business debt. The partners cannot have personal interest within the partnership (Bagley & Savage‚ 2009 p. 729). If one partner incurs all of the debt‚ they can then sue the
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EEOC and Anti-Sexual Harassment and Discrimination Regulations And The Effects on Women within the Workplace Table of Contents Introduction…………………………………………………………………… Pg 3 Definition of Sexual Harassment……………………………….………….… Pg 4 Theoretical Perspectives…………………………………………………..Pg 4-10 Conclusion………………………………………………………………..…. Pg 10 Abstract…………………………………………………………………...…. Pg 11 References……………………………………………………….……….…. Pg 12 Introduction Women‚ today‚ have a lot more influence
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Legal Issues in Business Organizations University of Phoenix June 29‚ 2012 SITUATION A Employee A’s leave of absence is covered under the Family and Medical Leave Act (FMLA) of 1993. FMLA applies to all companies with 50 or more employees. This act mandates an employee be allowed up to 12 weeks of leave for qualifying circumstances. The birth of Employee A’s child is a qualifying circumstance under the domestic responsibilities clause of the act. Longevity a clause in the FMLA also makes
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