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1. Reflect on employment-at-will and applicable legislative exceptions to this doctrine. Think about the court decisions that have impacted employer and employee rights. How might these decisions appl
1. Reflect on employment-at-will and applicable legislative exceptions to this doctrine. Think about the court decisions that have impacted employer and employee rights. How might these decisions apply to you in your current or future workplace? Your journal entry must be at least 200 words. No references or citations are necessary.
2. Read the Case Problem, Cianbro Corporation in Chapter 5, p. 113, #10. Discuss whether a temporary restraining order should be granted. Do you agree with the union's objections? What is the rationale for your decision? Your journal entry must be at least 200 words. No references or citations are necessary.
3. Discuss the Hardison case outlined in the textbook, pp. 211-213, and include whether you agree or disgree with the court's ruling in this case. Describe reasonable accommodations. Support your decision, and discuss the Equal Employment Opportunity Commission guidelines. Your journal entry must be at least 200 words. No references or citations are necessary.
4. What are some examples of age discrimination under the Age Discrimination Employment Act? Discuss when age can be a bona fide occupational qualification (BFOQ). As the head of human resources, what recommendations would you have to prevent your company from violating this act? Your journal entry must be at least 200 words. No references or citations are necessary.
5. Distinguish between protected and unprotected conduct under the National Labor Relations Act. Choose the side of the employer or employee, and debate the protection afforded to the side you have chosen. What arguments could be made for the opposite side? Your journal entry must be at least 200 words. No references or citations are necessary.
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******* employee * am able ** ****** ** * *********** **** *** ********* and **** * waiver ** ****** *** * ************* **** *** **** ******* ******* *********** ** Chapter * p *** #10 ******* ******* * ********* *********** ***** ****** be ******* ** you ***** **** the ******* *********** **** ** the ********* *** **** ************* journal ***** **** ** at ***** 200 ***** ** references or ********* are ********** think **** the court ****** ***** *** ********* *********** ***** ***** ** ***** *** ******** ** *** H-2B permits ******* *** ********* objections ******* *********** had to apply for * *********** labor ************* **** *** ********* ** Labor *** ***** provide ****** to the *********** *** ************** ******* ***** ** ** ******* *** laborers **** the ****** States *** ******* *** services ******* by Cianbro ***** ** ********* In addition *** ********* of ***** ***** ****** ******* *** ******* ******* ***** affect the ***** *** **** environment of ********* in America 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************ workforce *** *** ****** ** ********* that ******* accommodation in ******** * ******** the nature ** ************ *** *** *** ****** ******** **** ** would ** ******** ** ***** **** ** ********* ****** ****** *** ******** ** ******* ************ ****** *** ************** would **** to ***** *** senior job position **** he ***** ** ******** ** ******* *** **** ** accommodation would be considered ***** **** the ************** ************ ** *** ************* Fourth *** *** *** ***** ***** **** to ***** ******* *** ***** ********* ******** are ***** * ****************** ********* *** *** ************ **** have been considered by the ********* What *** **** examples ** age discrimination under the Age Discrimination Employment **** ******* **** age *** be a **** **** ************ qualification (BFOQ) As *** **** of ***** ********* **** recommendations ***** *** **** ** prevent **** company **** violating **** ******** ******* ***** **** be at least *** ***** ** ********** ** ********* *** ************ ***** ******* of age ************** ** ************ treatment ** ****** younger ** ***** ******* *** either a ******* ** an ***** worker ******** ********* ************ measures *** ****** *** are of * ********* *** ** also an indication of *** ************** *** ******** when a younger ****** ** ******** *** something **** the ***** ******* *** *** ******** *** ******* ** ***** ** promotions when ****** ** older ** ******* ****** ** **** ********* for * *** ******** but ******* ** a ********* age ** ****** **** ** ** * ***** **** ** age ************** ******** ********** favoritism and ****** ******** *** **** be ***** ** *** discrimination *** ******* of * different *** ***** For instance **** an older ****** ** ****** ***** **** ** ****** ****** ** ******* **** he ** *** *** to ** ******* ** ** * ***** sign of *** ************** *** can ** a **** **** ************ qualification ****** **** there *** ****** ******** *** instance *** ********* *********** ages *** bus ******* *** ****** *** safety concerns ******** ** ***** job ***** **** as ************ *** may ** a ******** ******** * ***** ********* that ** ******* ******** *** ********** * ************* anti-discrimination ****** **** ***** strictly ******** *** ************** *** ********** ** ******* ** *** workplace ********* to *** * ***** ********* **** the ******* *********** ***** complaint ** discrimination or harassment ********* ** *** in *** ********* Thirdly * ***** recommend that ***** ****** in the company ** **** ********** **** *** *** ************** ********** *** ** avoid *** **** ** ************** ******* *** ******* ** ***** ******** *********** ******* ********* *** *********** conduct under *** National ***** ********* Act ****** *** **** of the ******** ** employee *** ****** *** ********** ******** ** *** side you **** ****** What arguments ***** ** **** *** *** ******** side?Your ******* ***** **** ** ** ***** 200 ***** No references ** ********* *** ************ ******** ***** Relations Act ****** ********* with *** ***** ** create unions where ***** was ** *** ********* are protected ***** *** *** ** ***** * ***** ***** **** look *** for ***** salaries and *** ********** ** **** ***** ******** ****** *** the ***** ** **** ** *** ***** ******* known ** *** ** *** ******** Employees *** **** ****** the ***** ** *********** other ******* ** they *** ****** *** *********** or ****** the ****** of *** union ********* are **** ********* ** ** presented ****** ** *** union where **** *** ******* **** ********* *** *** ****** ** be ** * union ******* ** *** environment of ***** **** *** **** *** **** ********* ** this *** ****** ****** ** the **** **** *** ******** participates in ******** **** **** *** ** ******* as 3 or **** staffs **** ****** ** **** away ***** ********* *** ******* ********** ** **** **** ***** ******** ** based ** maliciously *** ********** ****** *** employer ** **** *** protection **** **** ********* ******* *** boss *** ** **** **** **** ****** ********* ** *** ***** own *********** when they ****** ** take an ****** **** day ** ***** ***** in determining disloyalty *** *** issue ** ******* employee public ************** ********* ******** *** ************ product ** ************
