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This assignment will assess the Competency 2: Examine the role of Title VII of the Civil Rights Act and other federal and state equal employment opportunity (EEO) legislation within the workplace. Analyze the five scenarios listed below using the law you have learned thus far. Each analysis should be no less than 150 words in length and follow these guidelines: Double-spaced 12-point Times font One inch margins APA format (Title page, Citations, Reference page) Correct spelling, grammar, and punctuation Scenarios Althea, black, has been a deejay for a local Christian music station for several years. The station gets a new general manager and within a month, he has terminated Althea. The reason he gaives is that it is inappropriate for a black deejay to play music on a white Christian music station. Althea sues the station. What is her best theory for proceeding? Saeid, a Muslim, alleges that his supervisor made numerous remarks belittling his Muslim religion. Arabs generally, and him specifically. The comments were not made in the context of a specific employment decision affecting Saeid. Is this sufficient for the court to find discriminatory ill will? A construction company was sued for harassment when it failed to take seriously the complaints about offensive graffiti scrawled on rented portable toilets. The employer defended itself by saying (1) employees should be used to such rude and crude behavior; (2) the employer did not own or maintain the equipment, which came with graffiti already on it; (3) it took action after a formal employee complaint; and (4) the graffiti insulted everyone. Will these defenses be successful? A day care center has a policy stating that no employee can be over 5 feet 4 inches because the employer thinks children feel more comfortable with people who are closer to them in size. Does Tiffany, who is 5 feet 7 inches, have a claim? If so, under what theory could she proceed? During the interview Gale had with Leslie Accounting Firm, Gale was asked whether she had any children, whether she planned to have any more children, to what church she belonged, and what her husband did for a living. Are these questions illegal? Explain. .
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Page 1 of 7 Employment Law ©2011 Argosy University Onli.docx
Page 1 of 7
Employment Law
©2011 Argosy University Online Programs
Responding to Claims
You have received an Equal Employment Opportunity Commission (EEOC) claim. A candidate, Emilio
Garcia, you interviewed for a clerical position, is claiming race and gender discrimination. You need to
prepare a position statement regarding the issue.
� Page 2 of 7
Employment Law
©2011 Argosy University Online Programs
2 Responding to Claims
Equal Employment Opportunity Commission (EEOC) Claim
EEOC FORM 131
(11/09)
U.S Equal Employment Opportunity Commission
Compliance Officer, HR Department
BETA TECHNOLOGY
PERSON FILING CHARGE
Emilio Garcia
THIS PERSON (check one or both)
Claims To Be Aggrieved
Is Filing on Behalf of Other(s)
NOTICE OF CHARGE OF DISCRIMINATION
(see the enclosed for additional information)
This is a notice that a charge of employment discrimination has been filed against your organization
under:
Title VII of the Civil Rights Act (Title VII) The Equal Pay Act (EPA) The Americans with
Disabilities ACT (ADA)
The Age Discrimination in Employment Act (ADEA) The Genetic Information
Nondiscrimination Act (GINA)
The boxes checked below apply to our handling of this charge:
1. No action is required by you at this time.
2. Please call the EEOC Representative listed below concerning the further handling of
this charge.
3. Please provide a statement of your position on the issues covered by this charge, with
copies of any supporting documentation to the EEOC Representative listed below. Your
response will be placed in the file and considered as we investigate the charge. A prompt
response to this request will make it easier to conclude our investigation.
4. Please respond fully to the enclosed request for information and send your response
to the EEOC Representative listed below. Your response will be placed in the file and
considered as we investigate the charge. A prompt response to this request will make it
easier to conclude our investigation.
5. EEOC has a Mediation program that gives parties an opportunity to resolve the issues
of a charge without extensive investigation or expenditure of resources. If you would like
to participate, please respond within 30 days of receipt of this notice. If you DO NOT wish
to try Mediation, you must respond to any request(s) made above by the dates specified
there.
For further inquiry on this matter, please use the charge number shown above. Your position
statement, your response to our request for information, or any inquiry you may have should be
directed to:
Norma Christiansen,
Investigator
Centervale District Office
EEOC Representative
Enclosure(s): Copy of Charge
CIRCUMSTANCES OF ALLEGED
DISCRIMINATION
Race Color Sex Religion National Origin Age Disability Retaliation
Genetic Information Other
� Page 3 of 7
Employment Law
©2011 Argosy Un.
Running head LEGAL POLICY AND HUMAN RESOURSE .docx
Running head: LEGAL POLICY AND HUMAN RESOURSE 1
LEGAL POLICY AND HUMAN RESOURCE 4
Legal Policy and Human Resource
Student’s Name
Institution Affiliation
Legal Policy and Human Resource
Written presentation
A written presentation in a legal case and a legal concept is more often beneficial regardless of the case may be or whether a court has directed one to file any. Judges barely complain about written presentation so long as the opposing party is given a copy. Written submission entails the identity of the case plus the party which a barrister is writing the presentation for. It should be brief and not repetitive, be rightfully structured according to the nature of a case, e.g., use of appropriate headings and sub-heading, provide tables of content in complex cases. Headings should not be generic but rather useful, be in a logical order for easy decision making. A written presentation should be written early and often. A problem may arise when drafting the presentation and the earlier they are identified, the easier it will be to fix them.
The written presentation should at least be submitted to a judge a day before the hearing. It is better for one to email the presentation to the chamber then file them at the registry. Written submission should contain an opening, legal issues, and closing submissions. After one is done with writing the presentation, he/she should proofread it to collect grammatical errors, spelling mistakes, and poor formatting.
Oral presentation
In oral presentations, the first golden rule is for barristers to know that their first duty is not to their clients but rather to the court. A lawyer must never mislead a court because the court looks upon them for assistance (Mlphurs, 2013). If a court asks a question, the lawyer should answer it; if he or she is unable to answer, he should seek for assistance or take the question on notice. During the hearing, a lawyer should announce his or/her name and the party he appears for transparently. He/she should be prepared with short written notes discussed with any other side beforehand. State matters that are contentious and those that are not, have documents needed ready and copies for the opposing party, bring copies to the court as well and be aware of the power that the court posses to grant the orders your seeking. In the notice of the motion, a lawyer should state the power for relief sought if it is not contained in motion, give copies of any written evidence to the opponents, give summary of the details in the presiding, state what evidence he/she is relying on, The oral presentation should also have an opening submission, evidence, and closing submission. The opening submission should be brief, the evidence should be relevant and finally the closing submission should be referred back to the evidences provided.
Legal terminologies in employmen.
Resources EEOC website, U.S. Court System website, and .docx
Resources
:
EEOC website
,
U.S. Court System website
, and
EEO 101: The Basic Theories of Employment Discrimination
Search
the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution.
John identifies as a Hispanic employee in a private sector organization. He is regularly called an "idiot" by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.
Prepare
a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.
What are the elements of a hostile work environment harassment claim?
Can John potentially satisfy the elements of a hostile work environment harassment claim?
Does his employer have any defense for the supervisor's conduct?
Identify
whether John can make a prima facie case of hostile work environment by identifying the elements required to bring a cause of action for discrimination.
Explain
how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Include
a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format
your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized.
Use
a minimum of three different in-text citation sources within your paper, and properly identify them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page.
Click
the Assignment Files tab to submit your assignment.
...
Resources EEOC website, U.S. Court System website, EE.docx
Resources:
EEOC website
,
U.S. Court System website
,
EEOC Complaint Process Grading Guide
, and
EEO 101: The Basic Theories of Employment Discrimination
Search
the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution.
John identifies as a Hispanic employee in a private sector organization. He is regularly called an "idiot" by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.
Prepare
a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.
What are the elements of a hostile work environment harassment claim?
Can John potentially satisfy the elements of a hostile work environment harassment claim?
Does his employer have any defense for the supervisor's conduct?
Identify
whether John can make a prima facie case of hostile work environment by identifying the elements required to bring a cause of action for discrimination.
Explain
how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Include
a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format
your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized.
Use
a minimum of three different in-text citation sources within your paper, and properly identify them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page.
.
ResourcesEEOC website, U.S. Court System website, and
Resources:
EEOC website
,
U.S. Court System website
, and
EEO 101: The Basic Theories of Employment Discrimination
Search
the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution.
John identifies as a Hispanic employee in a private sector organization. He is regularly called an "idiot" by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.
Prepare
a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.
What are the elements of a hostile work environment harassment claim?
Can John potentially satisfy the elements of a hostile work environment harassment claim?
Does his employer have any defense for the supervisor's conduct?
Identify
whether John can make a prima facie case of hostile work environment by identifying the elements required to bring a cause of action for discrimination.
Explain
how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Include
a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format
your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized.
Use
a minimum of three different in-text citation sources within your paper, and properly identify them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page.
...
ABS Harrasment_Final_Paper1
This document proposes a comprehensive sexual harassment policy for Arbor Building Services to comply with legal requirements and prevent costly lawsuits. It outlines the need for a policy due to a recent sexual harassment lawsuit filed against the company. The policy aims to clearly define harassment, establish procedures for reporting incidents and investigating complaints, ensure confidentiality, provide training to promote prevention, and designate an employee to coordinate compliance. Research cited shows sexual harassment claims and related costs to companies have sharply increased in recent years, emphasizing the importance of a strong policy.
Workplace environment preventing_sexual_harassment
Your employer prohibits harassment and is committed to maintaining a harassment-free work environment. Employees should read and understand their company's sexual harassment policy, complete any required training, and contact HR with any questions. Unwelcome sexual conduct that creates an offensive or hostile work environment can be considered sexual harassment under the law. Companies must investigate complaints according to their policies to remedy issues and prevent future harassment.
Harassment and Discrimination
This situation requires sensitivity and care. While the employee's condition at work raises valid safety concerns, her disclosure of medical condition status warrants discretion and consideration for her privacy and dignity. The wisest path is to discuss options respectfully with the goal of an agreeable resolution that protects all parties' well-being and rights.
Recommended
Page 1 of 7 Employment Law ©2011 Argosy University Onli.docx
Page 1 of 7
Employment Law
©2011 Argosy University Online Programs
Responding to Claims
You have received an Equal Employment Opportunity Commission (EEOC) claim. A candidate, Emilio
Garcia, you interviewed for a clerical position, is claiming race and gender discrimination. You need to
prepare a position statement regarding the issue.
� Page 2 of 7
Employment Law
©2011 Argosy University Online Programs
2 Responding to Claims
Equal Employment Opportunity Commission (EEOC) Claim
EEOC FORM 131
(11/09)
U.S Equal Employment Opportunity Commission
Compliance Officer, HR Department
BETA TECHNOLOGY
PERSON FILING CHARGE
Emilio Garcia
THIS PERSON (check one or both)
Claims To Be Aggrieved
Is Filing on Behalf of Other(s)
NOTICE OF CHARGE OF DISCRIMINATION
(see the enclosed for additional information)
This is a notice that a charge of employment discrimination has been filed against your organization
under:
Title VII of the Civil Rights Act (Title VII) The Equal Pay Act (EPA) The Americans with
Disabilities ACT (ADA)
The Age Discrimination in Employment Act (ADEA) The Genetic Information
Nondiscrimination Act (GINA)
The boxes checked below apply to our handling of this charge:
1. No action is required by you at this time.
2. Please call the EEOC Representative listed below concerning the further handling of
this charge.
3. Please provide a statement of your position on the issues covered by this charge, with
copies of any supporting documentation to the EEOC Representative listed below. Your
response will be placed in the file and considered as we investigate the charge. A prompt
response to this request will make it easier to conclude our investigation.
4. Please respond fully to the enclosed request for information and send your response
to the EEOC Representative listed below. Your response will be placed in the file and
considered as we investigate the charge. A prompt response to this request will make it
easier to conclude our investigation.
5. EEOC has a Mediation program that gives parties an opportunity to resolve the issues
of a charge without extensive investigation or expenditure of resources. If you would like
to participate, please respond within 30 days of receipt of this notice. If you DO NOT wish
to try Mediation, you must respond to any request(s) made above by the dates specified
there.
For further inquiry on this matter, please use the charge number shown above. Your position
statement, your response to our request for information, or any inquiry you may have should be
directed to:
Norma Christiansen,
Investigator
Centervale District Office
EEOC Representative
Enclosure(s): Copy of Charge
CIRCUMSTANCES OF ALLEGED
DISCRIMINATION
Race Color Sex Religion National Origin Age Disability Retaliation
Genetic Information Other
� Page 3 of 7
Employment Law
©2011 Argosy Un.
Running head LEGAL POLICY AND HUMAN RESOURSE .docx
Running head: LEGAL POLICY AND HUMAN RESOURSE 1
LEGAL POLICY AND HUMAN RESOURCE 4
Legal Policy and Human Resource
Student’s Name
Institution Affiliation
Legal Policy and Human Resource
Written presentation
A written presentation in a legal case and a legal concept is more often beneficial regardless of the case may be or whether a court has directed one to file any. Judges barely complain about written presentation so long as the opposing party is given a copy. Written submission entails the identity of the case plus the party which a barrister is writing the presentation for. It should be brief and not repetitive, be rightfully structured according to the nature of a case, e.g., use of appropriate headings and sub-heading, provide tables of content in complex cases. Headings should not be generic but rather useful, be in a logical order for easy decision making. A written presentation should be written early and often. A problem may arise when drafting the presentation and the earlier they are identified, the easier it will be to fix them.
The written presentation should at least be submitted to a judge a day before the hearing. It is better for one to email the presentation to the chamber then file them at the registry. Written submission should contain an opening, legal issues, and closing submissions. After one is done with writing the presentation, he/she should proofread it to collect grammatical errors, spelling mistakes, and poor formatting.
Oral presentation
In oral presentations, the first golden rule is for barristers to know that their first duty is not to their clients but rather to the court. A lawyer must never mislead a court because the court looks upon them for assistance (Mlphurs, 2013). If a court asks a question, the lawyer should answer it; if he or she is unable to answer, he should seek for assistance or take the question on notice. During the hearing, a lawyer should announce his or/her name and the party he appears for transparently. He/she should be prepared with short written notes discussed with any other side beforehand. State matters that are contentious and those that are not, have documents needed ready and copies for the opposing party, bring copies to the court as well and be aware of the power that the court posses to grant the orders your seeking. In the notice of the motion, a lawyer should state the power for relief sought if it is not contained in motion, give copies of any written evidence to the opponents, give summary of the details in the presiding, state what evidence he/she is relying on, The oral presentation should also have an opening submission, evidence, and closing submission. The opening submission should be brief, the evidence should be relevant and finally the closing submission should be referred back to the evidences provided.
Legal terminologies in employmen.
Resources EEOC website, U.S. Court System website, and .docx
Resources
:
EEOC website
,
U.S. Court System website
, and
EEO 101: The Basic Theories of Employment Discrimination
Search
the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution.
John identifies as a Hispanic employee in a private sector organization. He is regularly called an "idiot" by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.
Prepare
a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.
What are the elements of a hostile work environment harassment claim?
Can John potentially satisfy the elements of a hostile work environment harassment claim?
Does his employer have any defense for the supervisor's conduct?
Identify
whether John can make a prima facie case of hostile work environment by identifying the elements required to bring a cause of action for discrimination.
Explain
how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Include
a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format
your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized.
Use
a minimum of three different in-text citation sources within your paper, and properly identify them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page.
Click
the Assignment Files tab to submit your assignment.
...
Resources EEOC website, U.S. Court System website, EE.docx
Resources:
EEOC website
,
U.S. Court System website
,
EEOC Complaint Process Grading Guide
, and
EEO 101: The Basic Theories of Employment Discrimination
Search
the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution.
John identifies as a Hispanic employee in a private sector organization. He is regularly called an "idiot" by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.
Prepare
a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.
What are the elements of a hostile work environment harassment claim?
Can John potentially satisfy the elements of a hostile work environment harassment claim?
Does his employer have any defense for the supervisor's conduct?
Identify
whether John can make a prima facie case of hostile work environment by identifying the elements required to bring a cause of action for discrimination.
Explain
how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Include
a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format
your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized.
Use
a minimum of three different in-text citation sources within your paper, and properly identify them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page.
.
ResourcesEEOC website, U.S. Court System website, and
Resources:
EEOC website
,
U.S. Court System website
, and
EEO 101: The Basic Theories of Employment Discrimination
Search
the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution.
John identifies as a Hispanic employee in a private sector organization. He is regularly called an "idiot" by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.
Prepare
a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.
What are the elements of a hostile work environment harassment claim?
Can John potentially satisfy the elements of a hostile work environment harassment claim?
Does his employer have any defense for the supervisor's conduct?
Identify
whether John can make a prima facie case of hostile work environment by identifying the elements required to bring a cause of action for discrimination.
Explain
how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Include
a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format
your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized.
Use
a minimum of three different in-text citation sources within your paper, and properly identify them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page.
...
ABS Harrasment_Final_Paper1
This document proposes a comprehensive sexual harassment policy for Arbor Building Services to comply with legal requirements and prevent costly lawsuits. It outlines the need for a policy due to a recent sexual harassment lawsuit filed against the company. The policy aims to clearly define harassment, establish procedures for reporting incidents and investigating complaints, ensure confidentiality, provide training to promote prevention, and designate an employee to coordinate compliance. Research cited shows sexual harassment claims and related costs to companies have sharply increased in recent years, emphasizing the importance of a strong policy.
Workplace environment preventing_sexual_harassment
Your employer prohibits harassment and is committed to maintaining a harassment-free work environment. Employees should read and understand their company's sexual harassment policy, complete any required training, and contact HR with any questions. Unwelcome sexual conduct that creates an offensive or hostile work environment can be considered sexual harassment under the law. Companies must investigate complaints according to their policies to remedy issues and prevent future harassment.
Harassment and Discrimination
This situation requires sensitivity and care. While the employee's condition at work raises valid safety concerns, her disclosure of medical condition status warrants discretion and consideration for her privacy and dignity. The wisest path is to discuss options respectfully with the goal of an agreeable resolution that protects all parties' well-being and rights.
Sexual Harassment in the Workplace- Richard Garrity
This document provides an overview of sexual harassment in the workplace. It begins with definitions of the two types of sexual harassment: quid pro quo harassment, where a job benefit is directly tied to unwanted sexual advances; and hostile work environment harassment, when unwelcome sexual conduct creates an intimidating workplace. It then discusses employers' legal responsibility to prevent harassment and provides examples of harassing behaviors. The document concludes with a brief history of how sexual harassment laws have developed and evolved since the 1960s to be addressed under Title VII of the Civil Rights Act.
Resources EEOC website, U.S. Court System website, and EEO 101 T.docx
Resources: EEOC website, U.S. Court System website, and EEO 101: The Basic Theories of Employment Discrimination
Search the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution.
John identifies as a Hispanic employee in a private sector organization. He is regularly called an "idiot" by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.
Prepare a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.
· What are the elements of a hostile work environment harassment claim?
· Can John potentially satisfy the elements of a hostile work environment harassment claim?
· Does his employer have any defense for the supervisor's conduct?
Identify whether John can make a prima facie case of hostile work environment by identifying the elements required to bring a cause of action for discrimination.
Explain how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Include a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized.
Use a minimum of three different in-text citation sources within your paper, and properly identify them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page.
Individual Assignment: EEOC Complaint Process
Purpose of Assignment
This week’s individual assignment challenges students to recognize distinctions in determining national origin discrimination issues in terms of what it takes to establish a prima facie case concerning a hostile work environment. Further, students must understand how discrimination complaints begin with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Resources Required
The EEOC website
The U.S. Court System website
EEO 101: The Basic Theories of Employment Discrimination
Grading Guide
Content
Met
Partially Met
Not Met
Comments:
The student searches for discrimination compl ...
Assignment ContentSearch for the following key terms discri.docx
Assignment Content
Search
for the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution.
Scenario
: John identifies as a Hispanic employee in a private sector organization. He is regularly called an "idiot" by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable, though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.
Prepare
a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.
What are the elements of a hostile work environment harassment claim?
Can John potentially satisfy the elements of a hostile work environment harassment claim?
Does his employer have any defense for the supervisor's conduct?
Identify
whether John can make a prima facie case of a hostile work environment by identifying the elements required to bring a cause of action for discrimination.
Explain
how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Include
a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format
your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized.
Use
a minimum of three different in-text citation sources within your paper, and properly
identify
them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page.
.
W4 Midterm· Please use the following hypothetical scenario to an.docx
W4 Midterm
· Please use the following hypothetical scenario to answer the following 5 questions. Each question is worth 20 points for a total of 100 points. When complete upload your document to the dropbox below.
Scenario
Janet Johnson, an African American woman, has been working at the Tennessee Hydroelectric plant for 15 years. During that time, his performance reviews have been exemplary. She decided to apply for the new plant foreman position. Although she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For years, the plant has had a culture of highly lewd “jokes,” and many of the employees had also engaged in inappropriate touching of female employees. The plant had an anti-harassment policy on record, but Janet’s boss shrugged and said “boys will be boys” when she reported the harassment to him.
Competition for the position was fierce. But ultimately, Jose Martinez, a Chilean man, received the position. Jose had 7 years of experience. Unbeknownst to the applicants the promotion board secretly ran a credit check on the applicants. Janet credit score came in as lower as average, and this factored into the board’s decision. Although he met the qualifications of the position, one of the hiring managers told Janet in confidence that Janet was the most qualified person for the job. And the other managers had applied a racial preference on Jose’s behalf due to there never having been a Latino manager at the plant even though Latino’s represented 35% of employees at the plant. Janet sues the plant for disparate treatment, disparate impact, and sexual harassment under Title VII.
Questions
1. List the elements of disparate treatment and apply them to this case. Can Janet prove a prima facie case? How would the plant rebuff these charges? Who would ultimately prevail?
1. List the elements of a disparate impact case and apply them to this case? Will Janet prevail on this charge?
1. List the elements of the sexual harassment case and apply them to this case? Can the plant establish an affirmative defense?
1. If the plant argues that it applied a racial preference to Jose to correct a manifest imbalance at the plant of underutilization of certain minorities, will the plant prevail? Why or why not?
1. Was it legal to use the credit check as a factor in the promotion decision the way that it was done here? Why or why not?
W4 Midterm
·
Please use the following hypothetical scenario to answer the following 5 questions. E
ach
question is worth 20 points for a total of 100 points. When complete upload your
document to the dropbox below.
Scenario
Janet Johnson, an African American woman, has been working at the Tennessee Hydroelectric plant for
15 years. During that time, h
is performance reviews have been exemplary. She decided to apply for the
new plant foreman position. Although she felt that she was eminently qualified for the position, she also
w.
please use the following hypothetical scenario to answer the followi.docx
please use the following hypothetical scenario to answer the following 5 question. Each question is worth 20 points fogh she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For r a total of 100 points. When complete upload your document to the drdropbox below.
Scenario
Janet Johnson, an African american woman, has been working at the tennesse hydroelectric plant for 15 years. During that time, his performance reviews have been exemplary. She decided to apply for the new plant foreman position. Although she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For years, the plant has had a culture of highly lewd "jokes," and many of the employees had also engaged in inappropriate touching of female employees. The plant had an anti-harassment policy on record, but Janet's boss shrugged and said"boys will be boys" when she reported the harrassmenr to him.
Competition for the position was fierce. But ultimately. Jose Martinez, a Chilean man, received the position. Jose had 7 years of expeirence. Unbeknownst to the applicants the promotion board secretly ran a credit check on the applicants. Janet credit score came in as lower as average, and his factored into the board's decision. Although he met the qualifications of the position, one of the hiring managers told Janet in confidence that Janet was the applied a racial latino manager at the plant even though Latino's represented 35% of employees at the plant. Janet sues the plant for disparate treatment, disparate impact, and sexual harassment under Title VII.
Question
2. List the elements of disparate treatment and apply then to this case. Can Janet prove a prima facie case? How would the plant rebuff these charges? Who would ultimately prevail?
3.List the elements of a disoarate impact case and apply them to this case? Will Janet prevail on this charge?
4. List the elements of the sexual harrassment case and apply them to this case? Can the plant establish an affirmative defense?
5. If the plant argues that it applied a racial preferences to Jose to correct a manifiest imbalance at the plant of underutilization of certain minorities, will the plant prevail?Why or why not?
6. Was it legal to use the credit check as factor in the promotion decision the way that it was done here? Why or why not?
SECOND QUESTION
Fully answer the questions associated with each case below and upload your completed document in the dropbox below. There are 6 cases, with 10 questions spread among them. Each question is worth 10 point for a total of 100 points.
Secnariors: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
CASE 1
the first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe beca.
MGT 434 Education Organization / snaptutorial.com
434 Week 1 EEOC Complaint Process
MGT 434 Week 2 Assignment Ada Accommodation For Medical Marijuana
MGT 434 Week 2 Pregnancy Discrimination Act & FMLA Discrimination (word file and Video Link)
Human Resources EEOC Complaint
The EEOC enforces federal laws prohibiting employment discrimination based on characteristics like race, sex, religion, disability status. A company has a policy allowing termination of employees who miss three days of work without notice. An African American employee with a pending racial discrimination complaint against the company has now missed three days. The document discusses steps the company should take like obtaining legal advice, ensuring consistent enforcement of policies, and conducting anti-discrimination training to avoid any claims of unlawful retaliation during the EEOC's investigation.
Business ethics 3
This document contains several business ethics case studies and questions:
1. The first case discusses marketing of an anonymous communication system called Publius and asks whether it is ethical, and if the creators or telecom companies could be responsible for criminal acts enabled by the system.
2. The second case involves automakers submitting vehicle plans to China, and asks about the ethics of this and what role (if any) the US government should play.
3. The third case discusses unequal pay between male and female employees at a retail store, and asks about the ethical obligations to change policies and different justifications for the pay differences.
4. The last case involves the music file sharing service Napster, asking
Sample Law Essay
The document discusses the natural law theory, stating that obeying natural law is the only true and moral way to live, especially as humans are created in God's image. It asserts that God created a set of laws, including natural law, as a supreme guide for humans to live by in order to ensure wellbeing. These laws include civil law, natural law, and divine law, all of which were created from God's eternal law and can be discerned through human reason and conformity with natural law.
Note To answer this question, first read Case Studies A and B, wh.docx
Note:
To answer this question, first read Case Studies A and B, which you will find in the
Course Materials
section.
Should government impose a "discharge for cause" on employers who now have employment at will policies? Write a paragraph assessment for each question below and submit them to the drop box as instructed.
What costs and benefits do these two different employment policies have for a small employer like Discrimina, Inc. in Case Study A of the online course materials?
Address the same question for the larger employer, Defense Plants, Inc., in Case Study B of the online course materials
Below are the case studys to look at and answer the above questions
This is Case Study A
Course Materials
The following case study features problems and issues related to employment law. The case is fictional yet realistic to illustrate points in the lecture and text and to provide problems within legal cases to solve. This case and Case Study B will be used for a number of weeks.
Important Note: Your weekly class assignments will notify you when to work on this case.
A small corporation, Discrimina, Inc. is a small parts machining shop owned by Hank Discrimina and his daughter, Eunice Discrimina. Discrimina, Inc. makes high quality agricultural parts for some of the agricultural implement manufacturers.
Mr. Discrimina is thinking of retiring and has considered selling out for about $1.2 million. His machine shop has only 15 employees and is appraised at only $600,000.00 including the steel building, grounds, machines, parts, and going business value.
Defense Plants, Inc. has just offered to acquire the entire company for $1 million, and Hank Discrimina is allowing them to check out his company to see why they want to pay so much for a small machine shop. The agreement at this point gives both parties full rights to back out and allows Defense Plants executives to check out the place.
Defense Plants, Inc. has large government contracts and also does work for private individuals. They sell ammunition for military and sporting uses.
Because of their large contracts with the government, Defense Plants, Inc. has a group of people whose sole job is to comply with government regulations. Defense Plants also has an excellent human resources department that has developed a policy for nearly everything likely to come up in the area of employment disputes. The company is non-union. In contrast, Discrimina, Inc. is the alter ego of one man and to a lesser extent, his daughter. The company does not comply with employment laws. Up until recently, Discrimina was regulated mostly by state law, but recent expansions have put them into federal jurisdiction in a number of areas.
During the tour of his plant, Mr. Discrimina asks his visitors from Defense Plants what military purpose his small machine shop could possibly have. Dave from Defense Plants politely declines to answer the question.
A uniformed Navy officer appears the next day and asks Mr. Discr.
BUSI 561Case Presentation InstructionsYou will complete one Ca.docx
BUSI 561
Case Presentation Instructions
You will complete one Case Presentation during the course, based on cases that have been summarized in the book. You should go to LexisNexis and read the complete case, which will give you more details of both parties’ positions, as well as links to related law. Decide between you and your “opposing counsel” who will represent which party, and then present your position to the class.
Your presentation should follow the general IRAC or Law + Facts = Conclusion analysis format we discussed in the first class. Include:
· What court are you in and how did you get there? (almost all of the cases we discuss are decided by an appeals court, but were initially heard at a trial level court – explain that path for your case)
· I = What is the major issue related to this chapter that is examined in this case? Note: most cases decide more than one issue. Focus on/analyze only the issue(s) related to the chapters we are reading this week.
· R = What is the relevant law? Is it a statute? Regulation? Federal or state? Is it case precedent? Some combination (case precedent interpreting a statute)?
· What are the key facts, i.e., the “legally relevant facts” needed to meet the elements of the law? What facts best support your position?
· AC = Apply the law to the facts in a way that reaches a conclusion that would decide the case for your position. That necessarily means that one of you will be arguing for an outcome that the court did not hold; explain that position well enough for the class to discuss.
· How would your position be fair and equitable? How may it move the law forward and provide a new or better rule? These are what we call “policy” arguments – not directly related to the law, but additional arguments for the court and society to consider.
· How does your position comport with a Biblical worldview?
There is no time limit (minimum or maximum), but I will budget about half an hour for the case (both presentations plus class discussion). You may present your case in any way that helps the class understand your position.
Each case presentation is worth 100 points:
Completeness
75
Analysis
25
Total
100
Case Presentation Score
Your presentation should follow the general IRAC or Law + Facts = Conclusion analysis format we discussed in the first class. Include:
What court are you in and how did you get there? (almost all of the cases we discuss are decided by an appeals court, but were initially heard at a trial level court – explain that path for your case)
Venue
What is the major issue in this case?
Issue
What is the relevant law? Is it a statute? Regulation? Federal or state? Is it case precedent? Some combination (case precedent interpreting a statute)?
Rule of law
What are the key facts, i.e., the “legally relevant facts” needed to meet the elements of the law? What facts best support your position?
Facts
Apply the law to the facts in a way that decides the case for you ...
Sexual Harrasment Power Point 030110
This document provides information about sexual harassment, including definitions of quid pro quo and hostile work environment harassment. It discusses court cases related to these topics. It also covers how to file a sexual harassment complaint, the role of HR in addressing complaints, and tips for documenting harassment. The document contains a quiz about sexual harassment and links to videos further explaining the concepts.
Sexual HarassmentIP4 GIBSOND
This document discusses sexual harassment in the workplace and relevant laws. It defines sexual harassment according to the EEOC and outlines various training programs and acts related to preventing discrimination. The document then provides examples of sexual harassment cases, including a case against an IHOP restaurant and a case involving Yale University. It concludes by arguing that more sexual harassment cases need to go to trial to enforce accountability and awareness of victims' rights.
Fact Pattern Analysis
The document analyzes whether an employer violated Title VII by allowing racially discriminatory jokes to be sent over its email system. It finds that the employer did not violate Title VII because it had an established email policy prohibiting non-business use and took corrective action by disciplining the offending employee and holding meetings about appropriate email use.
Sexual Harassment in Restaurants
Throughout my short time on this planet I have run into several sexual harassment plights. From my manager being fired to my brother being accused, arrested, and finally acquitted. This topic has hit close to home...
Review Packet SevenReligious DiscriminationChapter Eleven.docx
The document summarizes key points from chapters about religious discrimination, gender discrimination, and affinity orientation discrimination. It provides questions about laws prohibiting these types of discrimination, elements to make a prima facie case, employer defenses, reasonable accommodations, disparate impact issues, and more. The questions are intended to highlight important concepts and cases related to discrimination protections under Title VII of the Civil Rights Act.
Essay On Traditional African Family
The article discusses the importance of supervisors having strong communication skills. Good communication reduces turnover, increases employee engagement, and improves morale. It allows employees to learn and develop professionally. The article presents two case studies that demonstrate how effective communication tools can immediately resolve issues, increase accountability, and improve morale. Clear guidance from supervisors about expectations leads to better performance and job satisfaction.
This is a Team Assignment. I have attached what another student on t.docx
This is a Team Assignment. I have attached what another student on the team's paper. She would like set up that way. She wants to just add to what she started in APA format. The team part that ONLY needs to be answered and to be added to the attached paper is in
BOLD "Person #4"
I think 400 words or less should be enough to make that student happy for Person #4 part. The Topic is the
Research
the U.S. Supreme Court case,
Miranda vs. Arizona,
paying particular attention to the transcript of the oral arguements.
For this assignment I was thinking of the break down of our portions. I have as follows:
Person 1:
Briefly describe the facts of the case.
Introduction
Person 2:
When was the case argued?
Which lawyers argued the case for each side?
Conclusion
Person 3:
Summarize the arguments of counsel regarding self-incrimination.
Person 4:
Why is the case significant with respect to the right to counsel and self-incrimination?
.
this is about databases questions , maybe i miss copy some option D,.docx
this is about databases questions , maybe i miss copy some option D, if ABC there are all incorrecct please type D after that question thank you
Suppose that a PRODUCT table contains two attributes, PROD_CODE and VEND_CODE. Those two attributes have values of ABC, 125, DEF, 124, GHI, 124, and JKL, 123, respectively. The VENDOR table contains a single attribute, VEND_CODE, with values 123, 124, 125, and 126, respectively. (The VEND_CODE attribute in the PRODUCT table is a foreign key to the VEND_CODE in the VENDOR table.) Given that information, what would be the query output for a INTERSECT query based on these two tables?
[removed]
a. The query output will be: 125,124,123,126
[removed]
b. The query output will be: 123
[removed]
c. The query output will be: 125,124,124,123,123,124,125,126
[removed]
d. The query output will be: 123,124,125
What is the difference between UNION and UNION ALL?
[removed]
a. A UNION ALL operator will yield all rows of both relations, including duplicates
[removed]
b. UNION yields unique rows
[removed]
c. UNION eliminates duplicates rows
[removed]
d. All of these choices are correct.
A(n) ______________ is a block of PL/SQL code that is automatically invoked by the DBMS upon the occurrence of a data manipulation event (INSERT, UPDATE or DELETE.)
[removed]
a. stored procedure
[removed]
b. trigger
[removed]
c. view
[removed]
d. function
__________________ means that the relations yield attributes with identical names and compatible data types.
[removed]
a. duplicated
[removed]
b. Set comparable
[removed]
c. Union compatible
[removed]
d. compatible-oriented
Which of the following a parts of the definition of a trigger?
[removed]
a. The triggering level
[removed]
b. The triggering action
[removed]
c. The triggering timing
[removed]
d. All of these choices are correct.
Which of the following relational set operators does NOT require that the relations are union-compatible?
[removed]
a. INTERSECT
[removed]
b. PROJECT
[removed]
c. MINUS
[removed]
d. UNION
Suppose that you have two tables, EMPLOYEE and EMPLOYEE_1. The EMPLOYEE table contains the records for three employees: Alice Cordoza, John Cretchakov, and Anne McDonald. The EMPLOYEE_1 table contains the records for employees John Cretchakov and Mary Chen. Given that information, what is the query output for the INTERSECT query?
[removed]
a. The query output will be: John Cretchakov and Mary Chen
[removed]
b. The query output will be: Alice Cordoza, John Cretchakov, Anne McDonald and Mary Chen
[removed]
c. The query output will be: John Cretchakov
[removed]
d. The query output will be: Alice Cordoza, John Cretchakov, Anne McDonald, John Cretchakov and Mary Chen
A _____________________ is a join that performs a relational product (or Cartesian product) of two tables.
[removed]
a. CROSS JOIN
[removed]
b. DUPLICATE JOIN
[removed]
c. OUTER JOIN
[removed]
d. INNER JOIN
What Oracle function should you use to calculate the number of days between t.
This is a summary of White Teeth by Zadie Smith, analyze a short pas.docx
This is a summary of White Teeth by Zadie Smith, analyze a short passage from the book, cite , quote, include details. What patterns do you see? What details?
Find any passage from the book White Teeth to write on, have the passage written at the top and then write the analysis after it.
.
This is a repetition of the first What Am I assignment, in which yo.docx
This is a repetition of the first What Am I? assignment, in which you should indicate your current position in regards to the nature of consciousness (are you a materialist, an idealist, or a dualist?), but this time you need to say something about the phenomenological aspect of consciousness. How do you account for the nature of the conscious experiences people report (especially if you are a materialist) and how do you account for the nature of the effects of behavioral rituals, like meditation or hypnosis (especially if you are a dualist or an idealist)?
.
This is a persuasive presentation on your Communication Audit Report.docx
This is a persuasive presentation on your Communication Audit Report findings. Please be sure you have an attention getter, overview of the presentation information, introduction to your topic, its importance, discuss each question on the survey and/or list of interview questions, include a visual aid, and persuasive closing.
This Presentation is on your Communication Audit Report data.
Please do the following:
Stand during your Presentation; dress in business attire
Use an Attention Getter
State your Topic (data from ______ Company)
State your Name
Share two/three comments from journal articles (author, date, name of journal)
Share demographic data (males/females, titles, length of time with Company)
Share data from remaining questions (put two/three questions in graphic form—table/pie chart)
State your Summary
State your Conclusions (enumerate/number them)
State your Recommendations (enumerate/number them)
.
More Related Content
Similar to This assignment will assess the Competency 2 Examine the role of Ti.docx
Sexual Harassment in the Workplace- Richard Garrity
This document provides an overview of sexual harassment in the workplace. It begins with definitions of the two types of sexual harassment: quid pro quo harassment, where a job benefit is directly tied to unwanted sexual advances; and hostile work environment harassment, when unwelcome sexual conduct creates an intimidating workplace. It then discusses employers' legal responsibility to prevent harassment and provides examples of harassing behaviors. The document concludes with a brief history of how sexual harassment laws have developed and evolved since the 1960s to be addressed under Title VII of the Civil Rights Act.
Resources EEOC website, U.S. Court System website, and EEO 101 T.docx
Resources: EEOC website, U.S. Court System website, and EEO 101: The Basic Theories of Employment Discrimination
Search the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution.
John identifies as a Hispanic employee in a private sector organization. He is regularly called an "idiot" by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.
Prepare a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.
· What are the elements of a hostile work environment harassment claim?
· Can John potentially satisfy the elements of a hostile work environment harassment claim?
· Does his employer have any defense for the supervisor's conduct?
Identify whether John can make a prima facie case of hostile work environment by identifying the elements required to bring a cause of action for discrimination.
Explain how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Include a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized.
Use a minimum of three different in-text citation sources within your paper, and properly identify them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page.
Individual Assignment: EEOC Complaint Process
Purpose of Assignment
This week’s individual assignment challenges students to recognize distinctions in determining national origin discrimination issues in terms of what it takes to establish a prima facie case concerning a hostile work environment. Further, students must understand how discrimination complaints begin with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Resources Required
The EEOC website
The U.S. Court System website
EEO 101: The Basic Theories of Employment Discrimination
Grading Guide
Content
Met
Partially Met
Not Met
Comments:
The student searches for discrimination compl ...
Assignment ContentSearch for the following key terms discri.docx
Assignment Content
Search
for the following key terms: discrimination complaint process, litigation process, mediation process, and dispute resolution.
Scenario
: John identifies as a Hispanic employee in a private sector organization. He is regularly called an "idiot" by his supervisor. The supervisor has hardly ever called non-Hispanic employees derogatory names. Finally, the supervisor starts calling John an inflammatory name that is known to be derogatory to Hispanics. John now finds his work environment intolerable, though his supervisor has no intention to demote or fire John for any reason. John, however, wants to file a discrimination complaint against his employer. He went to his HR department first, but was dissatisfied with their lack of help.
Prepare
a 700- to 1,050-word paper written in the third person voice in which you analyze and explain the discrimination complaint and civil litigation process as it would potentially apply to John and his employer.
What are the elements of a hostile work environment harassment claim?
Can John potentially satisfy the elements of a hostile work environment harassment claim?
Does his employer have any defense for the supervisor's conduct?
Identify
whether John can make a prima facie case of a hostile work environment by identifying the elements required to bring a cause of action for discrimination.
Explain
how the complaint process begins with the Equal Employment Opportunity Commission (EEOC) and proceeds with a right-to-sue letter through the civil litigation process from the state level up to the U. S. Supreme Court.
Include
a discussion on Title VII of the Civil Rights Act of 1964 and other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format
your paper consistent with APA guidelines, including using headings to appropriately signal topics to keep your document organized.
Use
a minimum of three different in-text citation sources within your paper, and properly
identify
them in your References page. Any laws and legal cases used in the body of your paper must also be included in the References page.
.
W4 Midterm· Please use the following hypothetical scenario to an.docx
W4 Midterm
· Please use the following hypothetical scenario to answer the following 5 questions. Each question is worth 20 points for a total of 100 points. When complete upload your document to the dropbox below.
Scenario
Janet Johnson, an African American woman, has been working at the Tennessee Hydroelectric plant for 15 years. During that time, his performance reviews have been exemplary. She decided to apply for the new plant foreman position. Although she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For years, the plant has had a culture of highly lewd “jokes,” and many of the employees had also engaged in inappropriate touching of female employees. The plant had an anti-harassment policy on record, but Janet’s boss shrugged and said “boys will be boys” when she reported the harassment to him.
Competition for the position was fierce. But ultimately, Jose Martinez, a Chilean man, received the position. Jose had 7 years of experience. Unbeknownst to the applicants the promotion board secretly ran a credit check on the applicants. Janet credit score came in as lower as average, and this factored into the board’s decision. Although he met the qualifications of the position, one of the hiring managers told Janet in confidence that Janet was the most qualified person for the job. And the other managers had applied a racial preference on Jose’s behalf due to there never having been a Latino manager at the plant even though Latino’s represented 35% of employees at the plant. Janet sues the plant for disparate treatment, disparate impact, and sexual harassment under Title VII.
Questions
1. List the elements of disparate treatment and apply them to this case. Can Janet prove a prima facie case? How would the plant rebuff these charges? Who would ultimately prevail?
1. List the elements of a disparate impact case and apply them to this case? Will Janet prevail on this charge?
1. List the elements of the sexual harassment case and apply them to this case? Can the plant establish an affirmative defense?
1. If the plant argues that it applied a racial preference to Jose to correct a manifest imbalance at the plant of underutilization of certain minorities, will the plant prevail? Why or why not?
1. Was it legal to use the credit check as a factor in the promotion decision the way that it was done here? Why or why not?
W4 Midterm
·
Please use the following hypothetical scenario to answer the following 5 questions. E
ach
question is worth 20 points for a total of 100 points. When complete upload your
document to the dropbox below.
Scenario
Janet Johnson, an African American woman, has been working at the Tennessee Hydroelectric plant for
15 years. During that time, h
is performance reviews have been exemplary. She decided to apply for the
new plant foreman position. Although she felt that she was eminently qualified for the position, she also
w.
please use the following hypothetical scenario to answer the followi.docx
please use the following hypothetical scenario to answer the following 5 question. Each question is worth 20 points fogh she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For r a total of 100 points. When complete upload your document to the drdropbox below.
Scenario
Janet Johnson, an African american woman, has been working at the tennesse hydroelectric plant for 15 years. During that time, his performance reviews have been exemplary. She decided to apply for the new plant foreman position. Although she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For years, the plant has had a culture of highly lewd "jokes," and many of the employees had also engaged in inappropriate touching of female employees. The plant had an anti-harassment policy on record, but Janet's boss shrugged and said"boys will be boys" when she reported the harrassmenr to him.
Competition for the position was fierce. But ultimately. Jose Martinez, a Chilean man, received the position. Jose had 7 years of expeirence. Unbeknownst to the applicants the promotion board secretly ran a credit check on the applicants. Janet credit score came in as lower as average, and his factored into the board's decision. Although he met the qualifications of the position, one of the hiring managers told Janet in confidence that Janet was the applied a racial latino manager at the plant even though Latino's represented 35% of employees at the plant. Janet sues the plant for disparate treatment, disparate impact, and sexual harassment under Title VII.
Question
2. List the elements of disparate treatment and apply then to this case. Can Janet prove a prima facie case? How would the plant rebuff these charges? Who would ultimately prevail?
3.List the elements of a disoarate impact case and apply them to this case? Will Janet prevail on this charge?
4. List the elements of the sexual harrassment case and apply them to this case? Can the plant establish an affirmative defense?
5. If the plant argues that it applied a racial preferences to Jose to correct a manifiest imbalance at the plant of underutilization of certain minorities, will the plant prevail?Why or why not?
6. Was it legal to use the credit check as factor in the promotion decision the way that it was done here? Why or why not?
SECOND QUESTION
Fully answer the questions associated with each case below and upload your completed document in the dropbox below. There are 6 cases, with 10 questions spread among them. Each question is worth 10 point for a total of 100 points.
Secnariors: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen.
CASE 1
the first case involves Joe Stromboli. Joe is a delivery driver for Weyland, and after an accident, Joe beca.
MGT 434 Education Organization / snaptutorial.com
434 Week 1 EEOC Complaint Process
MGT 434 Week 2 Assignment Ada Accommodation For Medical Marijuana
MGT 434 Week 2 Pregnancy Discrimination Act & FMLA Discrimination (word file and Video Link)
Human Resources EEOC Complaint
The EEOC enforces federal laws prohibiting employment discrimination based on characteristics like race, sex, religion, disability status. A company has a policy allowing termination of employees who miss three days of work without notice. An African American employee with a pending racial discrimination complaint against the company has now missed three days. The document discusses steps the company should take like obtaining legal advice, ensuring consistent enforcement of policies, and conducting anti-discrimination training to avoid any claims of unlawful retaliation during the EEOC's investigation.
Business ethics 3
This document contains several business ethics case studies and questions:
1. The first case discusses marketing of an anonymous communication system called Publius and asks whether it is ethical, and if the creators or telecom companies could be responsible for criminal acts enabled by the system.
2. The second case involves automakers submitting vehicle plans to China, and asks about the ethics of this and what role (if any) the US government should play.
3. The third case discusses unequal pay between male and female employees at a retail store, and asks about the ethical obligations to change policies and different justifications for the pay differences.
4. The last case involves the music file sharing service Napster, asking
Sample Law Essay
The document discusses the natural law theory, stating that obeying natural law is the only true and moral way to live, especially as humans are created in God's image. It asserts that God created a set of laws, including natural law, as a supreme guide for humans to live by in order to ensure wellbeing. These laws include civil law, natural law, and divine law, all of which were created from God's eternal law and can be discerned through human reason and conformity with natural law.
Note To answer this question, first read Case Studies A and B, wh.docx
Note:
To answer this question, first read Case Studies A and B, which you will find in the
Course Materials
section.
Should government impose a "discharge for cause" on employers who now have employment at will policies? Write a paragraph assessment for each question below and submit them to the drop box as instructed.
What costs and benefits do these two different employment policies have for a small employer like Discrimina, Inc. in Case Study A of the online course materials?
Address the same question for the larger employer, Defense Plants, Inc., in Case Study B of the online course materials
Below are the case studys to look at and answer the above questions
This is Case Study A
Course Materials
The following case study features problems and issues related to employment law. The case is fictional yet realistic to illustrate points in the lecture and text and to provide problems within legal cases to solve. This case and Case Study B will be used for a number of weeks.
Important Note: Your weekly class assignments will notify you when to work on this case.
A small corporation, Discrimina, Inc. is a small parts machining shop owned by Hank Discrimina and his daughter, Eunice Discrimina. Discrimina, Inc. makes high quality agricultural parts for some of the agricultural implement manufacturers.
Mr. Discrimina is thinking of retiring and has considered selling out for about $1.2 million. His machine shop has only 15 employees and is appraised at only $600,000.00 including the steel building, grounds, machines, parts, and going business value.
Defense Plants, Inc. has just offered to acquire the entire company for $1 million, and Hank Discrimina is allowing them to check out his company to see why they want to pay so much for a small machine shop. The agreement at this point gives both parties full rights to back out and allows Defense Plants executives to check out the place.
Defense Plants, Inc. has large government contracts and also does work for private individuals. They sell ammunition for military and sporting uses.
Because of their large contracts with the government, Defense Plants, Inc. has a group of people whose sole job is to comply with government regulations. Defense Plants also has an excellent human resources department that has developed a policy for nearly everything likely to come up in the area of employment disputes. The company is non-union. In contrast, Discrimina, Inc. is the alter ego of one man and to a lesser extent, his daughter. The company does not comply with employment laws. Up until recently, Discrimina was regulated mostly by state law, but recent expansions have put them into federal jurisdiction in a number of areas.
During the tour of his plant, Mr. Discrimina asks his visitors from Defense Plants what military purpose his small machine shop could possibly have. Dave from Defense Plants politely declines to answer the question.
A uniformed Navy officer appears the next day and asks Mr. Discr.
BUSI 561Case Presentation InstructionsYou will complete one Ca.docx
BUSI 561
Case Presentation Instructions
You will complete one Case Presentation during the course, based on cases that have been summarized in the book. You should go to LexisNexis and read the complete case, which will give you more details of both parties’ positions, as well as links to related law. Decide between you and your “opposing counsel” who will represent which party, and then present your position to the class.
Your presentation should follow the general IRAC or Law + Facts = Conclusion analysis format we discussed in the first class. Include:
· What court are you in and how did you get there? (almost all of the cases we discuss are decided by an appeals court, but were initially heard at a trial level court – explain that path for your case)
· I = What is the major issue related to this chapter that is examined in this case? Note: most cases decide more than one issue. Focus on/analyze only the issue(s) related to the chapters we are reading this week.
· R = What is the relevant law? Is it a statute? Regulation? Federal or state? Is it case precedent? Some combination (case precedent interpreting a statute)?
· What are the key facts, i.e., the “legally relevant facts” needed to meet the elements of the law? What facts best support your position?
· AC = Apply the law to the facts in a way that reaches a conclusion that would decide the case for your position. That necessarily means that one of you will be arguing for an outcome that the court did not hold; explain that position well enough for the class to discuss.
· How would your position be fair and equitable? How may it move the law forward and provide a new or better rule? These are what we call “policy” arguments – not directly related to the law, but additional arguments for the court and society to consider.
· How does your position comport with a Biblical worldview?
There is no time limit (minimum or maximum), but I will budget about half an hour for the case (both presentations plus class discussion). You may present your case in any way that helps the class understand your position.
Each case presentation is worth 100 points:
Completeness
75
Analysis
25
Total
100
Case Presentation Score
Your presentation should follow the general IRAC or Law + Facts = Conclusion analysis format we discussed in the first class. Include:
What court are you in and how did you get there? (almost all of the cases we discuss are decided by an appeals court, but were initially heard at a trial level court – explain that path for your case)
Venue
What is the major issue in this case?
Issue
What is the relevant law? Is it a statute? Regulation? Federal or state? Is it case precedent? Some combination (case precedent interpreting a statute)?
Rule of law
What are the key facts, i.e., the “legally relevant facts” needed to meet the elements of the law? What facts best support your position?
Facts
Apply the law to the facts in a way that decides the case for you ...
Sexual Harrasment Power Point 030110
This document provides information about sexual harassment, including definitions of quid pro quo and hostile work environment harassment. It discusses court cases related to these topics. It also covers how to file a sexual harassment complaint, the role of HR in addressing complaints, and tips for documenting harassment. The document contains a quiz about sexual harassment and links to videos further explaining the concepts.
Sexual HarassmentIP4 GIBSOND
This document discusses sexual harassment in the workplace and relevant laws. It defines sexual harassment according to the EEOC and outlines various training programs and acts related to preventing discrimination. The document then provides examples of sexual harassment cases, including a case against an IHOP restaurant and a case involving Yale University. It concludes by arguing that more sexual harassment cases need to go to trial to enforce accountability and awareness of victims' rights.
Fact Pattern Analysis
The document analyzes whether an employer violated Title VII by allowing racially discriminatory jokes to be sent over its email system. It finds that the employer did not violate Title VII because it had an established email policy prohibiting non-business use and took corrective action by disciplining the offending employee and holding meetings about appropriate email use.
Sexual Harassment in Restaurants
Throughout my short time on this planet I have run into several sexual harassment plights. From my manager being fired to my brother being accused, arrested, and finally acquitted. This topic has hit close to home...
Review Packet SevenReligious DiscriminationChapter Eleven.docx
The document summarizes key points from chapters about religious discrimination, gender discrimination, and affinity orientation discrimination. It provides questions about laws prohibiting these types of discrimination, elements to make a prima facie case, employer defenses, reasonable accommodations, disparate impact issues, and more. The questions are intended to highlight important concepts and cases related to discrimination protections under Title VII of the Civil Rights Act.
Essay On Traditional African Family
The article discusses the importance of supervisors having strong communication skills. Good communication reduces turnover, increases employee engagement, and improves morale. It allows employees to learn and develop professionally. The article presents two case studies that demonstrate how effective communication tools can immediately resolve issues, increase accountability, and improve morale. Clear guidance from supervisors about expectations leads to better performance and job satisfaction.
Similar to This assignment will assess the Competency 2 Examine the role of Ti.docx (17)
Sexual Harassment in the Workplace- Richard Garrity
Sexual Harassment in the Workplace- Richard Garrity
Resources EEOC website, U.S. Court System website, and EEO 101 T.docx
Resources EEOC website, U.S. Court System website, and EEO 101 T.docx
Assignment ContentSearch for the following key terms discri.docx
Assignment ContentSearch for the following key terms discri.docx
W4 Midterm· Please use the following hypothetical scenario to an.docx
W4 Midterm· Please use the following hypothetical scenario to an.docx
please use the following hypothetical scenario to answer the followi.docx
please use the following hypothetical scenario to answer the followi.docx
Note To answer this question, first read Case Studies A and B, wh.docx
Note To answer this question, first read Case Studies A and B, wh.docx
BUSI 561Case Presentation InstructionsYou will complete one Ca.docx
BUSI 561Case Presentation InstructionsYou will complete one Ca.docx
Review Packet SevenReligious DiscriminationChapter Eleven.docx
Review Packet SevenReligious DiscriminationChapter Eleven.docx
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This is a Team Assignment. I have attached what another student on t.docx
This is a Team Assignment. I have attached what another student on the team's paper. She would like set up that way. She wants to just add to what she started in APA format. The team part that ONLY needs to be answered and to be added to the attached paper is in
BOLD "Person #4"
I think 400 words or less should be enough to make that student happy for Person #4 part. The Topic is the
Research
the U.S. Supreme Court case,
Miranda vs. Arizona,
paying particular attention to the transcript of the oral arguements.
For this assignment I was thinking of the break down of our portions. I have as follows:
Person 1:
Briefly describe the facts of the case.
Introduction
Person 2:
When was the case argued?
Which lawyers argued the case for each side?
Conclusion
Person 3:
Summarize the arguments of counsel regarding self-incrimination.
Person 4:
Why is the case significant with respect to the right to counsel and self-incrimination?
.
this is about databases questions , maybe i miss copy some option D,.docx
this is about databases questions , maybe i miss copy some option D, if ABC there are all incorrecct please type D after that question thank you
Suppose that a PRODUCT table contains two attributes, PROD_CODE and VEND_CODE. Those two attributes have values of ABC, 125, DEF, 124, GHI, 124, and JKL, 123, respectively. The VENDOR table contains a single attribute, VEND_CODE, with values 123, 124, 125, and 126, respectively. (The VEND_CODE attribute in the PRODUCT table is a foreign key to the VEND_CODE in the VENDOR table.) Given that information, what would be the query output for a INTERSECT query based on these two tables?
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a. The query output will be: 125,124,123,126
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b. The query output will be: 123
[removed]
c. The query output will be: 125,124,124,123,123,124,125,126
[removed]
d. The query output will be: 123,124,125
What is the difference between UNION and UNION ALL?
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a. A UNION ALL operator will yield all rows of both relations, including duplicates
[removed]
b. UNION yields unique rows
[removed]
c. UNION eliminates duplicates rows
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d. All of these choices are correct.
A(n) ______________ is a block of PL/SQL code that is automatically invoked by the DBMS upon the occurrence of a data manipulation event (INSERT, UPDATE or DELETE.)
[removed]
a. stored procedure
[removed]
b. trigger
[removed]
c. view
[removed]
d. function
__________________ means that the relations yield attributes with identical names and compatible data types.
[removed]
a. duplicated
[removed]
b. Set comparable
[removed]
c. Union compatible
[removed]
d. compatible-oriented
Which of the following a parts of the definition of a trigger?
[removed]
a. The triggering level
[removed]
b. The triggering action
[removed]
c. The triggering timing
[removed]
d. All of these choices are correct.
Which of the following relational set operators does NOT require that the relations are union-compatible?
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a. INTERSECT
[removed]
b. PROJECT
[removed]
c. MINUS
[removed]
d. UNION
Suppose that you have two tables, EMPLOYEE and EMPLOYEE_1. The EMPLOYEE table contains the records for three employees: Alice Cordoza, John Cretchakov, and Anne McDonald. The EMPLOYEE_1 table contains the records for employees John Cretchakov and Mary Chen. Given that information, what is the query output for the INTERSECT query?
[removed]
a. The query output will be: John Cretchakov and Mary Chen
[removed]
b. The query output will be: Alice Cordoza, John Cretchakov, Anne McDonald and Mary Chen
[removed]
c. The query output will be: John Cretchakov
[removed]
d. The query output will be: Alice Cordoza, John Cretchakov, Anne McDonald, John Cretchakov and Mary Chen
A _____________________ is a join that performs a relational product (or Cartesian product) of two tables.
[removed]
a. CROSS JOIN
[removed]
b. DUPLICATE JOIN
[removed]
c. OUTER JOIN
[removed]
d. INNER JOIN
What Oracle function should you use to calculate the number of days between t.
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This is a summary of White Teeth by Zadie Smith, analyze a short passage from the book, cite , quote, include details. What patterns do you see? What details?
Find any passage from the book White Teeth to write on, have the passage written at the top and then write the analysis after it.
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This is a persuasive presentation on your Communication Audit Report findings. Please be sure you have an attention getter, overview of the presentation information, introduction to your topic, its importance, discuss each question on the survey and/or list of interview questions, include a visual aid, and persuasive closing.
This Presentation is on your Communication Audit Report data.
Please do the following:
Stand during your Presentation; dress in business attire
Use an Attention Getter
State your Topic (data from ______ Company)
State your Name
Share two/three comments from journal articles (author, date, name of journal)
Share demographic data (males/females, titles, length of time with Company)
Share data from remaining questions (put two/three questions in graphic form—table/pie chart)
State your Summary
State your Conclusions (enumerate/number them)
State your Recommendations (enumerate/number them)
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This is a flow chart of an existing project. It should be about my project and nothing else! (so ne refrences) I attached my project paper and also attached an example of the flow chart. The flow chart should look like the example.
FOLLOW ALL OF THE FOLLOWING POINTS:
you will explore the architecture of your intended multimedia project. Create a preliminary flowchart of the flow of content in your project. Include every page the user will interact with and a clear architecture of the flow of all pages or screens.
Research your multimedia project and create a preliminary flowchart for your concept. You can create your flowchart using a wide variety of software applications, including Adobe Photoshop, Adobe Illustrator, Microsoft Word, Microsoft Visio, or Microsoft PowerPoint.
The flowchart should demonstrate the architectural flow of your entire project. Include every page the user will interact with.
Keep your project simple. Your flowchart should show 5 to 7 pages (windows) in the website for your course project.
Briefly describe the navigation structure and functionality of your project on the same page as the flowchart. Discuss how the global navigation and any supplemental navigation will work in your project. Remember to discuss the text navigation in the footer that mirrors your global navigation, should it be utilized.
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This is a history library paper.
The library paper should be double space . Students are expected to use at least a total of 10 academic references (reference journal articles or books) in their papers.
The paper will be graded based on 5 criteria: content, language/clarity, references, organization and completeness.
This is what the library paper is about or the question we need to answer
" After considering the history of the Muslim world in the period between the early fifteenth and early twentieth centuries, which particular events, processes, and/or encounters would you deem overall the most enduring and most defining? "
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This is a Discussion post onlyGlobalization may have.docx
********This is a Discussion post only******
Globalization may have considerable beneficial and detrimental effects on various countries. Using what you've learned from this module share your thoughts on the economic and political impact of globalization on the Russian economy.
Add information about today current events on this topic
Please see additional document attached for additional readings
Only two paragraphs required, APA, with intext citation
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This is a criminal justice homework
The topic is Actus Reus and Mens Rea
Be sure to talk about both, explaining the differences and what each of them mean.
APA format 4 to 5 pages long
No Wikipedia!
Sources must be cited in the reference page and throughout the paper
Have a discussion section (or paragraph) interpreting and explaining the results.
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This is a combined interview and short research paper. You are fir.docx
This is a combined interview and short research paper. You are first required to interview a health care worker and ask them to identify and discuss solutions to a perceived health care issue in their field. Then, you will research and discuss this issue and proposed solutions.
The paper should be at least 850 words. Use APA or MLA Style for your paper format. For assistance with this, reference the
Citation Style Guide
developed for the Stafford Library.
Part I: Interview
This portion of Paper 1 will be a written report based on your interview of an individual who works in the health care system. (This person could be a direct caregiver, such as a physician, nurse, therapist, dentist, pharmacist, or chiropractor, or it could be someone who works as a medical secretary, hospital administrator, or in medical billing.) This interview can be accomplished either in person or by phone.
Clearly state the worker’s job description, the type of facility or organization in which he or she works, a summary of his or her training and experience, whether her or she performs administrative duties or are involved in finances, and whether he or she provides direct patient care or works closely with other care professionals.
Elicit this individual’s overall perceptions of and general satisfaction with our current health care system and the facility where they work. Ask him or her to identify a key issue or concern, either with our health care system or in his or her particular setting, and the solutions this worker would propose to address this particular issue.
Interview part is done
Alanna Falk is a Medical office manager for an endocrinologist.
She has a bachelor’s degree in business administration and is a trained medical assistant for over twenty years.
She has direct contact with the three providers in her office as well as the patients on a daily basis.
She performs the administrative aspect of the office and fills in where needed.
Overall she enjoys her office but at times feel that it is overwhelming with the amount of patients and being her doctor is one of two in the area for this specialty.
One problem that she is having is getting the patients to get onboard with the use of technology to simplify and reduce the amount of time spent filling paperwork out to include the cost in staff printing, ink and filing space. This often delays the patients getting in the back office to see the physicians on time even after they are checked in on time and it throws the whole schedule off for the day.
She would like to go paperless as possible and being that their scheduling team gets their information for the most part over the phone she would like to utilize tablets or a computer program that will help them become more efficient in the practice and maintain patient privacy.
Part II: Discussion
Elaborate and discuss the health care issue identified by your interviewee, demonstrating your understanding of both the problem raised and their prop.
This is a 250 word minimum forum post. How do different types o.docx
This is a 250 word minimum forum post.
How do different types of cultures impact HRIS implementation and acceptance? What are some of legal and regulatory issues that were discussed in our reading material this week that could impact HRIS? Provide an overview of one of the regulations discussed in our reading material. What was the purpose of the regulation? Are there HRIS systems that could help with compliance of these regulations? (Search the Internet for software and post links here). Lastly, what are some of the future technologies discussed in our reading material? Are any of these being offered right now? Again, this will require you to research for software that fits future trends. Discuss your finding with each other and how they relate to our reading material this week.
References
Torres, T. (2004). E-Human Resources Management
.
Hershey
,
PA
: ICI Global
Gueutal, H. (2005). The Brave New World of EHR
.
Hoboken
,
NJ
: Wiley
.
This homework is for the outline ONLY of a research paper. The outli.docx
This homework is for the outline ONLY of a research paper. The outline will be submitted first and later on in the course the final essay will be submitted, therefore the same person that does the outline will also do the essay. In this way, the person would be familiar with the assignment. The outline should follow this template: http://www2.ivcc.edu/rambo/eng1001/outline.htm
The topic shall be chosen from the following list:
allure of scent
androgyny
Attachment theory
beauty pageants
behaviorism
bipolar disorder
birth order
body modification
borderline personality disorder
bullies
child prodigies
communication differences - male/female
complaining behavior
concept of self
coping c.a.t. program
corporal punishment
cross-dressing
cults
cyberbullying
deja vu
developmental psychology
dreams
family therapy
fear of flying
guilt
hirsuit--attractive?
histrionic personality disorder
how music affects learning
humor
id
Indigo children
jealousy
laughter
megalomania
memory
mind-body connection
mindfulness
multiple personalities
occultism
optimism/pessimism
peer pressure
phobias
postnatal (postpartum) depression
private vs. public self
psychology of music
"retail therapy" / "shopaholism"
resilience
revenge
rumors
sadism
self esteem
senses & the psyche
short-term memory
sibling rivalry
sleeping disorders
social anxiety disorder
somnambulism
stereotyping
subliminal advertising
super-ego
twins
visual perception
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this homework for reaserch methods class I have choose my topic for .docx
this homework for reaserch methods class I have choose my topic for the introdiction of study I will upload my paper, and the instrctor of how u do the survey qustion, also example of a good work is attached, so then u will know how to do it.
Use the Table from the Colloquium Study that links: Hypotheses, Variable Definition, and Measures (Survey Questions) as a model.
NOTE: You do NOT have to develop a Likert scale questions (unless one makes sense for your study).
Develop your own version of this for at least 2-3 survey questions or interview questions YOU will ask for you Draft and Final Research Design assignment.
In other words, and just to be clear, pick a question that would work for you. The Likert scale question below is just an example of a question I used to measure one variable. You need to pick a question that will work for you - it will measure your variables in your hypotheses.
If you don’t want to mess with formatting a table for this assignment (keep in mind you may want to for your Draft and Final Research Design assignment) you can just do it bulleted, for example:
Hypotheses: Policy actors within a coalition will show substantial consensus on deep core and policy core beliefs, less so on secondary aspects.
Concept Definition: Deep core beliefs: “General normative and ontological assumptions about human nature…the proper role of government vs. markets in general…” (Sabatier and Weible 2007).
Measures (Survey Questions):
“How liberal or conservative do you consider yourself to be on fiscal policy?” (Likert scale 1-5): 1) strongly disagree, 2) disagree, 3) neutral, 4) agree, 5) strongly agree
“How liberal or conservative do you consider yourself to be on social policy?” (Likert scale 1-5): 1) strongly disagree, 2) disagree, 3) neutral, 4) agree, 5) strongly agree
Table 3: Chapter Three Hypotheses, Key Variables / Concepts, and Measures
RQ3: What role do coalition membership and organizational affiliation have in shaping policy actor and coalition members’ belief change and reinforcement in a local and state level energy and climate policy subsystem?
Hypotheses
Key Variable / Concept & Definition
Measures:
Survey Questions
(Typically agree / disagree likert scale 1-5)
H1. Policy actors within a coalition will show substantial consensus on deep core and policy core beliefs, less so on secondary aspects.
1. Advocacy coalitions & Coalition affiliation
“A group of legislators, agency officials, interest group leaders, and researchers with similar policy core beliefs who share resources and “engage in a nontrivial degree of coordination” (Sabatier and Weible 2007 p.196)
2: Deep core beliefs
“General normative and ontological assumptions about human nature...the proper role of government vs. markets in general...” (Sabatier and Weible 2007).
1: Responses to survey questions, which are already collected, pertaining to deep core, policy core, and secondary beliefs will determine which advocacy coalition respondents are .
This is a business information System project (at least 3 pages AP.docx
This is a business information System project (at least 3 pages APA format)
A retention MIS (management Information System) for colleges to track and retain students. 1)
Introduction (describes the business and its objectives)
2) Statement of Problem or /Business Opportunity.
.
This is a 2 part assignment. You did the last one now we need to.docx
This is a 2 part assignment. You did the last one now we need to do an outline and then the final draft. I have copied the last assignment we did and enclosed the abstract for part one. If it needs to be changed then please change this. I need this by Sunday afternoon.
Assignment 2: Identifying Themes
For this assignment, you will develop a Title page, Abstract, and a References page. Articulate your main research/focal question as the opening for your paper. Be sure it is specific, researchable, and important to the field. Then go on to list a detailed outline of the body of the paper, (including all headings and subheadings). Be sure to format your entire paper, including the headings and subheadings according to APA style.
Also include ten references with this outline.
Abstract
The Relation between Heredity and Suicidal Behavior has many different experiments to use as examples. Some say that most individuals inherit the suicidal behavior and other does not. This paper will examine different experiments on the outcome of this topic and what might be influenced by genes that might run in a family. Then again there are the other factors that might show the influence of other suicidal behaviors. The outcome will provide different articles that will provide information on the behavior characteristics of suicidal behavior and what the interpersonal psychology theory of suicidal behavior just might be.
Assignment 2: LASA 1: Writing a Brief Draft
The Relation between Heredity and Suicidal Behavior
Patricia Vela
Dr.: Edith Nolan
Writing in Psychology | PSY250 A02
21 June 2017
The Relation between Heredity and Suicidal Behavior
Introduction
The paper will focus on examining the relation between heredity and suicidal behavior and also look into the interpersonal psychology theory of suicidal behavior.
The paper will seek to affirm that suicidal behavior is influenced by genes that run in the family lineage and as such it could be inherited. Various theories can be used to explain the relationship between hereditary and suicidal behavior.
One these theories are Interpersonal psychology theory of suicidal behavior.
This theory provides
that, acquired capability, belongingness and burdensome are the 3 main determinants of suicidal behavior.
The paper will also provide articles review on the interpersonal psychology theory of suicidal behavior.
The Research questions
This paper is guided by the research question; what does the research show about the relation between heredity and suicidal behavior. This will help in formulating the best research methods and topics for the study.
Article review
Article 1
In the International
Journal of Neuropsychopharmacology
a meta-analysis research paper on the Brain-derived neurotrophic factor gene in suicidal behavior is presented. This is a meta-analysis work that looks into the brain-derived neurotrophic factor gene in suicidal behavior. The analysis links the BDNF (brain deriv.
This hoework assignment course is named Operations Management.The .docx
This hoework assignment course is named Operations Management.
The warehouse manager asked you to create an example inventory list for his staff. The inventory list is a comprehensive chart that lists all of the company’s internal resources: equipment, machines, technology, furniture, office supplies, etc.
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This handout helps explain your class project. Your task is to d.docx
This handout helps explain your class project. Your task is to develop a creative project that demonstrates/comments on one of the social psychological phenomena we have covered in class (attitudes, attitude change, conformity, obedience, compliance). I encourage to you to scan through the chapters and explore different social theories, concepts, famous experiments, etc. Find some area of social psychology you have an interest in and further explore that area (i.e. Milgram’s experiment, cognitive dissonance, implicit bias, altruism, Prisoner’s Dilemma, etc). Projects that bring together multiple phenomena are especially encouraged.
You should use any artistic medium you wish (photography, video, graphic design, prose, poetry, electronic art/design, visual art, etc). The goal is to have you merge your creative side with your scholarly side and integrate social psychology into your everyday life.
PROPOSAL (Due 9/10): Please submit a
1-2 page paper describing your project in detail. Address the medium you will be using, the phenomena you will be examining and the general concept of the project. You may
submit HERE in canvas your proposal early to get a jump start on the project.
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This for my reflection paper 1-2 pagesIt is due Friday at midnigh.docx
This for my reflection paper 1-2 pages
It is due Friday at midnight
Here is what needs to be in the reflection paper
It needs to have my own learning styles throughout this course:
Which those are just pretty
•Not waiting til the last minute for my readings each week
•asking questions
•Group discussions
Understanding the Christian Worldview for me
• we all need to look through our spiritual goggles in life
•understanding the fundamental purpose in the world we live in
•understanding the use to make sense of our world
•Worldview is what we presuppose
Personal development
•improve awareness & indenting
•become more proactive
•become more confident
•release the past
Professional Development
• plan,plan,plan& prepare
• allow choices
•Attend to my environment
•celebrate
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This discussion will allow you to examine several different prev.docx
This discussion will allow you to examine several different preventive guidelines related to men's health. Please include at least three scholarly sources within your initial post.
Topic 1: Colorectal Cancer Screening
A 47-year-old man presents to your clinic for a routine physical. He considers himself to be “fairly healthy” and doesn’t routinely go to the doctor. His last physical was five years ago. In reviewing his chart, you see that his BMI is 30, he exercises twice a week at the local gym, and he does not take any medication. Part of your discussion during today’s visit is about screening for colorectal cancers. He did endorse some constipation in the review of systems. He noted an uncle in his family history who was diagnosed at age 54 with colon cancer. You begin to talk about colorectal screening, and the patient interrupts you and tells you that he is only 47 and that he should not have to worry about it until he is 50.
What are the recommendations and source(s) for the colorectal cancer screening test?
The patient thinks he does not have to worry about “being screened” until age 50. Is he correct? Why or why not? What age would you recommend screening for this patient and why? Does his family history come into play here?
What age would you recommend screening for this patient and why? Does his family history come into play here?
What are the screening options for this patient, and which would you recommend? Why?
Discussion Question Rubric
Note:
Scholarly resources are defined as evidence-based practice, peer-reviewed journals; textbook (do not rely solely on your textbook as a reference); and National Standard Guidelines. Review assignment instructions, as this will provide any additional requirements that are not specifically listed on the rubric.
Discussion Question Rubric – 100 PointsCriteriaExemplary
Exceeds ExpectationsAdvanced
Meets ExpectationsIntermediate
Needs ImprovementNovice
InadequateTotal PointsQuality of Initial PostProvides clear examples supported by course content and references.
Cites three or more references, using at least one new scholarly resource that was not provided in the course materials.
All instruction requirements noted.
40 points
Components are accurate and thoroughly represented, with explanations and application of knowledge to include evidence-based practice, ethics, theory, and/or role. Synthesizes course content using course materials and scholarly resources to support importantpoints.
Meets all requirements within the discussion instructions.
Cites two references.
35 points
Components are accurate and mostly represented primarily with definitions and summarization. Ideas may be overstated, with minimal contribution to the subject matter. Minimal application to evidence-based practice, theory, or role development. Synthesis of course content is present but missing depth and/or development.
Is missing one component/requirement of the discussion instructions.
Cit.
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