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Essay on pregnancy discrimination at workplace
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Essay on pregnancy discrimination at workplace
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They can dismissal the employee if it not related to pregnancy. The company must provide justification about why she was dismissed. In Yvette Wratten case, her boss when he fired her. That mean it was not justification truthful or reliable. The boss should show her report to the court to prove that she was deserve to dismissed from the job. But he did not show the exactly report to the court it was only just speak without any proof. The boss should be taking action necessary before be knowing of her pregnancy, to show it was not the reason of her dismissed from work. But he did the opposite. He did not have any sufficient and convincing evidence. The Canadian law for human rights prevent discrimination related to pregnancy. Refusal to work,
T. Paulette Sutton is one of the world’s leading experts in bloodstains and is the former Assistant Director of Forensic Services and Director of Investigations at the University of Tennessee, Memphis. She has been involved in nationally known murder cases and has worked hard during her long career to make a position contribution to the legal system. Sutton says, “Its best for my fellow man that we get the killers off the street.” Since 2006 Sutton has been officially retired but continues to teach, consult, and testify about her area of expertise.
On October 13th I was fortunate enough to be able to interview Sandi Lopez. Lopez is from Grand Island, Nebraska and has also lived in Kansas for a few years. At first she was not quite sure on what to do with her career pathway. She wanted a job where she could be able to help others and her community. Lopez says that having many of her friends being police officers is what got her more into law enforcement. She says hanging out around her friends telling her stories about being officers made her really want to be a part of the law enforcement department. However, she says it was a very hard decision to make knowing the fact that she would have to work long hours and being with her family was very important to her. In the end, she decided
Ashley Davis is a 14 year-old, brown-skinned, African-American, masculine presenting female. Ashley’s mother reports that patient is defiant, especially toward her and other authority figures. Mother reports that Ashley’s behavior disrupts the family, her ability to achieve in school and has landed her in legal trouble. Mother reports that the Ashley began to exhibit sexually promiscuous behavior starting as early as 9 years old. Her reason for referral and placement on the unit was due to Ashley’s mother, finding her and her twin brother naked together in a sexualized position, all while trying to record this interaction. When the mother questioned both Ashley and her brother, it seemed as though the Ashley was the aggressor.
Foster parent, Audrey Shamblee, expressed that the bags which were observed in Earnest, Albert, and Timothy’s bedrooms are filled with items that will be placed in the trash receptacle. Ms. Shamblee expressed that she is caring for three teenage boys and refuse to clean their rooms for them. Ms. Shamblee indicated that the cable wires observed in the home are positioned out of Jade’s reach. As for the bathroom situation, Ms. Shamblee explained that they have documentation which depicts the repairs which were expected to occur in her apartment and are currently outstanding issue. Ms. Shamblee submitted several civil court documents which orders NYCHA to correct multiple concerns reported within Ms. Shamblee’s residence.
The collaborating individual chosen for this case study is Eva Pollinger-Middleton, a twenty-three year old undergraduate student in the College of Education at the University of North Florida. Eva is majoring in Secondary English Education and is currently in her junior year. Eva is ethnically Lumbee, which is a Native American tribe native to the north Florida Area. Although Lumbee is not a federally-recognized distinct tribe, Eva is highly invested in furthering her culture’s recognition in educational settings, including both increasing Lumbee presence in curriculum relating to Native American studies for students in the general education program and in furthering educational opportunities for students who are Lumbee. Eva is
There was evidence shown that the unfair dismissal requirements were the furthermost conflicting and inconsistent from the manager’s perspective. The Fair Work Act applied unfair dismissal requirements for entirely workers, regardless of the population of workers in the business (Chapman, 2015). The Fair Work Act presents two cases that dismissal could be reasonable, including other dismissal and summary dismissal. In the first case, the law offers a sequence of stages such as concluded checklist, copies of notice, declaration of dismissal and a witness announcement with signature that managers must follow with the intention to reduce the problem (Chapman, 2015). In the second case, managers may dismiss a worker without notice due to theft or fraud. As the consequence, the amount of cases in relation to unfair dismissal has risen significantly since the Fair Work Act implemented as law. In addition to the growing records of cases in relation to unfair dismissal, the judgements from Fair Work Australia showed some contradicting clarifications of the Fair Work Act (Chapman, 2015). According to an example, a business in Albury- Wodonga had dismissed an employee due to the breach of occupational and safety laws after an employee continually denied to wear safety glasses at work (Sloan, 2011). However, after checking the worker’s reinstatement, the Fair Work Australia stated that the worker had a family and he has found it challenging to
Christa R. has it all – a picture-perfect, fairytale life: The head cheerleader and class salutatorian in high school, valedictorian in community college, married to a multi-millionaire who is about to inherit the family’s company, and currently works as a hematology oncologist at Moffitt Cancer Center, while pursuing her fourth (or maybe it was fifth – I lost count) Bachelor’s degree with a 4.0 GPA. She has been an honorable speaker at many prestigious medical conferences, and has had the opportunity to travel to Austria, Cuba, China, etc. for her studies and for her career. With all of this in mind, one would be compelled to believe that Christa is determined, hard-working, and a good role model. She does, however, have one major flaw. Christa
In the case of United States ex rel. Geraldine Petrowskivs. vs Epic System Corporation, Geraldine Petrowski worked as a the Supervisor of Physician’s Coding at WakeMed Health from 2008 until 2015. She was then trained to be a charge capture analyst for Epic’s billing charge capture system. After that she went on to work as a hospital liasion for the implemention of Epic at WakeMed Health. In 2015 Petrowski alleged that a glitch in Epic’s billing system had caused hundreds of millions of dollars in overbilling. Soon after, Petrowski filed a lawsuit with Florida’s U.S district. In the complaint Petrowski wrote “ Epic’s billing software defaults to charging for both the applicable base units for anesthesia provided on a procedure, as well as
The media has taken the Hannah Graham case by storm - it has gotten local, national, and even international coverage. For the past month, I have seen a new article about the case almost everyday. I watched it slowly go from local newspapers in Charlottesville that had been posted by friends who go to UVA who were hoping people would know of her whereabouts, to articles in CNN talking about how Jesse Matthew (the suspect) is a serial rapist and murderer. The case presents itself as a very intriguing case - completely Law and Order SVU worthy with all the twists and turns. However, with all of this public interest in the case, some news outlets are sensationalizing information or even reporting false facts in order to seem as if they have the
Maria DeSimone, 40 years old; wife and mother of two children of Palm Bay, Florida, was refused employment at the establishment in which she applied to. The circumstances surrounding the case were as follows. Ms. DeSimone possessed two years of previous restaurant experience, she applied for a position at Texas Roadhouse of Palm Bay to the manager of the facility. When she never heard back from the manager (who said he would get back to her); she happened to be discussing the situation with a friend; the friend told her that Texas Roadhouse had just hired her 19-year-old daughter to the position in which she had just applied for. Previously when she had not heard back from the manager about the position, he told her that “they weren’t hiring at this time” (Lee and Hymowitz,
Rosa Lee Cunningham is a 52-year old African American female. She is 5-foot-1-inch, 145 pounds. Rosa Lee is married however, is living separately from her husband. She has eight adult children, Bobby, Richard, Ronnie, Donna (Patty), Alvin, Eric, Donald (Ducky) and one child who name she did not disclose. She bore her eldest child at age fourteen and six different men fathered her children. At Rosa Lee’s recent hospital admission to Howard University Hospital emergency room blood test revealed she is still using heroin. Though Rosa Lee recently enrolled in a drug-treatment program it does not appear that she has any intention on ending her drug usage. When asked why she no longer uses heroin she stated she doesn’t always have the resources to support her addiction. Rosa Lee is unemployed and receiving very little in government assistance. She appears to
Ethically, I feel all the psychiatrist involved should have done a little more investigating into Phillip Jablonski background. Mr. Jablonski and Ms. Kimball informed Dr. Kopiloff that Jablonski served five years in prison for raping his wife and four days prior to attending the session he attempted to rape Kimball’s mother. I feel this information alone deserved a little more attention from Dr. Kopiloff because Jablonski is definitely displaying a pattern of his lack of respect for women and violating your personal space. Another issue which should have brought up red flags and gave Dr. Kopiloff cause for concern is the fact that the police described the same situation to Dr. Berman who failed to relay the message to Dr. Kopiloff. The level of urgency regarding the safety of others and their clients at this hospital does not seem to be high. Ethically, Dr. Berman and Dr. Kopiloff should have formally informed Kimball of their concerns regarding Jablonski’s recent, current, and vague and uncommunicative demeanor. Both doctors were formed not only by local police also the client himself of his violent tendencies and they still were reluctant to act, and only suggested Jablonski voluntarily hospitalized himself.
Refusal to hire an applicant; Refusal to select an applicant or employee for a training program leading to employment or promotion (except that an employer of 5 to 14 employees may refuse to select a pregnant employee for a formal training program at least three months prior to the date on which she intends to depart on pregnancy disability);
Many people remember Princess Diana for her very fragile and loving nature, however during an interview with BBC, she often remarks “I am a very strong person,” an ironic statement for someone whose life was full of challenges and disappointments (Elliot& Pederson, 1995, p.62). Beginning with her birth on July 1, 1961 to aristocratic parents Viscount and Viscountess Johnnie and Frances Althorp, Princess Diana (then Diana Frances Spencer) believed she was a disappointment to her parents because she was not born a baby boy, the desired heir to the Spencer estate. Feelings of disappointment continued for Diana during her parent’s divorce at the age of six and her father’s second marriage to Raine (a woman she despised) when she was 16. Shortly after her father’s marriage to Raine, Diana failed her “O-levels” (or college placement tests), and was sent to a Swiss finishing school to develop her passion for skiing rather than focus on academics. It was based on this new sense of freedom that caused Diana to exhibit problematic behaviors, such as relentless stubbornness and lying, as well as early symptoms of an eating disorder (Elliot & Pederson, 1995). Thus, it is the purpose of this paper to examine how the events of Diana’s life in conjunction with psychological components contributed to her development of bulimia nervosa.
In this case, Saito Sdn. Bhd. unilaterally terminated the benefits enjoyed by Roslan. When Roslan believes that her employer is accused of breaching an implied term of the employee’s contract of the employment as her employer had removed the benefits from her and generally it clear that the employee is no longer important. Therefore, constructive dismissal occurred. In this situation, Roslan was advised that make a formal complaint to her employer requesting that the problem be rectified. For instance, Roslan should write a formal letter to her employer asking for the reinstating the previously benefits. If no satisfactory rectification is made, the employee can walk off the job. The law of constructive dismissal requires the employee to leave in a timely manner. She must not delay too long.