Identify and describe the specific issues Maalick encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important fo

**** ***** ** ********* ******************* ********** ************** NameDue ************************************************************************************** ***** OneCase ***** one Religious ************** and ****** *********** **** ******** ** MarShawn ****** ***** ******* on ********* ************** and ****** harassment ** the workplace ****** ****** ********* ***** (2009) ***** ***** *** ******* ** * ****** Communications plant ** ********* ****** Combs (2009) ***** ******* * ******* ** the company's ********* and ******* discusses the ********* ************ with *** ********* and describes ** ****** * ******** ******* ***** ** *** of *** ********* ******* ***** **** ******** * ***** depicting ******** ************** structure *** * **** ** HR ******** ** **** up her description ****** ***** ********* ***** questions will ** ******** **** ******* that **** ************* ******** ** ****** human ******** ********** *** ******** **** Managerial responses ********* solutions and likely consequences will **** ** ********** ******** and **************** *** ******** *** ******** issues Maalick *********** ** *** ********* ** the actions of other workers ** ****** ********* discrimination and *********** What ******** ** law are ********* *** Treton ** ***************** ** ******** IssuesIn **** **** study Maalick ********* known ** ******** DeMur before *** ********* confirmation) experiences **** ************ ** his ******** ** ****** ********* to ***** ****** Maalick's employment tensions began ***** *** joined *** ****** ** International ************ which has * ***** **************** ************ ** ***************** ** ********* *** ********* *** Maalick's manager ***** ******* reacted negatively to Maalick's ****** *** * *********** motivated vacationJenkins *** ********* ***** *** ********** religion" ***** ***** ** *** ******** ** ** ******* ******** ****** granting his ******** time Jenkins *** **** ***** ******* *** green ***** *** **** *** not **** *** ********* **** asking *** ********* ***** his "so-called ****** *** ****** ***** ***** ****** *** ********** ****** ** 2009) ***** ****** ********* ** ****** **** **** Maalick ******** ** work **** ******** he found **** his ********* *** ******* *** ****** **** ****** ***** *** ***** ************* ********** **** ********** and the occult ******* said to DeMur *** ****** * *** ******** upon ***** confronted **** ***** "Well I **** *** you **** **** admirers ****** ** ***************** *** ****** **** **** ******** *** **** ******* poking about **** ******* ******** *** **** to *********** **** **** ** **** strange ****** *** ****** ** ******* spite ** this ******* **** ******* **** he ***** ******* the issue ** ********* by ***** (2009) *********** the ****** ********* ***** (2009) ******* *** ******* was subjected ** ********* harassment **** * group ** ********* *** made ******** ********** ** ***** palm ******* requests ***** referencing * ******* person named MarShawn DeMur ****** titled ******** *** ***** Folk" *** a **** ****** ******** Practices from *** ***** ********** ******* **** ****** **** Maalick for *** **** ** *** ****** ******* ****** ******* a candidate **** *** ******* *** ******** ** ** * ****** ** *** ****** ********* ****** (Combs p5-7 ********** ** Discrimination and ************** ** *** ***** employees ** Treton's ******** plant may ** **** **** as discrimination *** ********** As **** in ****** ****** **** ***** discrimination *** ********** *** expressly ********* ** *** ********* ******************************************** Policy ****** ***** *** ** *** ***** Rights Act ***** defines harassment as ********* ****** ** physical conduct ***** ** **** ***** ******** *** ********** *********** ********** and ****** ******** *********** ******** ****** age disability or ************ the ****** ***** ** protect ********* **** ************** ***** on these ******* When *** harassing ******** ** ****** ** ******** ** * condition of ********** ** ** ****** ** widespread enough ** ******* ** ************ ******* ** abusive **** environment ** ** ******* ****** * *** 2009) ** ********** ***** of ********* ****** ** on the ************ ** ******** ********** **** ******** *** *********** ********* ** ******* employee ******* *** ****** *** *********** ** ************** ** ********** to * designated ********** ******* within *** ********* ****** p9 ******* was ********** ********* Maalick *** ********* ** ******* ***** of prejudice *** ********* Jenkins *** *** ********** *********** questioning about ********* ********* ******* the **** old ****** *** *** *********** comments about *** **** and religion *** *** ******** ** the ********** ********* ** *** ******** ******** ******* did not follow Treton's ********* by failing ** ****** the issues ** *** facility director when they were first ******* to her ********* condoning the ************* **** ** ********* ********* *** ************ *** value of ******** ************************ ********** of LawTreton being * business **** ****** **** ***** *** ** the Civil ****** *** ** **** Maalick's ********* and manager's *********** ******** *** ********** ********** ******* *********** * racially *** *********** ******* ********* *********** ****** **** ** **** careful ** ******** *** ********** of ******** ********* According ** the ** Equal *********** ********** ********** ****** **** ** organization is ***** ** harassment ******* *** ********* it **** **** action **** the ******* *** **** ********** *** ******** ** ******** by *** ** **** corrective ************* ******* followed ********* ********* ** ********** **** his ********** ******* *** *** *** *** ********* ********** ******* ***** Ford when difficulties ***** ***** *** company ***** ** **** ****** ** this **** Maalick complained ** Ford ***** *** ************* ********* from his ********* ***** *** trip *** **** change *** he expressed *** ****** ** Jenkins ***** *** sorcery and ****** *********** **** *** **** placed ** *** ****** ** ***** It ***** **** ** ******* that Jenkins' ******* ** ******* ******* ** an ******* ** ******** ********** ************** *** actions ** *** ** ******** Marta Ford ** response ** Maalick’s situation **** ***** she **** **** ** prevent *** ********* *** what more ***** she ** ** ensure **** **** **** ** situation ***** not ***** ** *** **************** ** ***** ****** **** ******* initially addressed **** about *** queries he was ******* **** coworkers ***** his ******** **** ***** *** *** to ***** about *** ********* *** to ***** ** with ******** as ***** **** **** *** no idea **** ****** were becoming ***** ***** Maalick brought *** a ***** titled ******** for ***** ***** and a book ****** ********* ********* **** the ***** *********** both ** ***** had been ********** on *** **** **** ********* **** she was on vacation *** therefore *** ** **** ***** ****** existed *** **** *** was **** ******* ***** them ***** away She ******** ********* *** managers across *** ************ **** *** emails ********* guidelines and ******** **** ******** meet **** their ****** ** ** **** ********** ******** ** *** *** of *** day **** **** **** ** ***** ******* with ******* ** **** **** *** ***** *** ******** (Combs * 6 ****** Critical ******** ** ****** ReplyWhen ******* first ********* ******* ***** *** coworkers' *********** about his ********* beliefs **** ****** **** ********** * *********** for a ********** ******* ** occur ***** *** ** the ***** **** makes it ********** plain **** ***** ******* ******* ******** or ******** *********** ** not ********** ********** *** Equal Opportunity Employment Commission 2014) *** ************ **** **** ********** *** harassment had ********* *** acted as ******** ******** requiredPreventative ActionsForeseeing *** ********* *** further ****** ***** ******* ****** his ******* worry would **** ******* **** to ***** *** *********** ** ******** above **** ***** have ********* *** discomfort **** ** ********* ********* with his ********* *********** ** ******* ***** resource refresher ******* ********* *** ********* ** Treton's ************ ***** do well ** **** on * **** to ***** similar ****** ** *** ****** ******* **** for ******** discusses the **** ** defining * ***** ********* ******* ********* that ********* the ************ ******* ******* ***** *** comparing *** ****** ********* ** *** ******** ** ** ***** *** in ***** to create ** ********* ** ********** Since then *** ******** *** been able ** ****** * **** ** ****** *** *** ** ******** on ************* ***** **** **** ********** ********** ******** *** Ford can ******* ******** **** ********** *** ***** morale ** ********* ***** ******** would *** ************ ***** ********** ******** *** response to this ************** Jenkins *** *** *** ** ******* to Maalick's *********** **** **** ********** unethical and ************ Jenkins ****** blatant disdain *** ********* ***** ******** ******** *************** ****** ** ******** ****** ********* ********** ********** *** ******** ** unsafe workplace for her One *** even ***** **** ******** ********* ** ** ******* ********* *** of his *** ************* *** ************* resolution to **** ********* ***** Judith ***** ***************** ** Combs (2009) **** ******** ****** ***** ******** **** ******* for equal ********** *********** *** ********* about ********* ****** ********* alleging ********* discrimination *** ****** ********** Dixon immediately ****** * ******* **** **** and ******* ***** ******* this **** ****** p * 2009) Jenkins *** ******* relocating Maalick ** a ********* ******** ** ***** ** ****** *** ***** ******* *********** ** is *** experiencing ** * ***** ** ******* the ********* *********** an ************* **** ** ********* ** ******** ****** *** ***** ******** *** *********** *********** *** enforce sanctionsWhat are the ******* ************ ** this ********* *** ******* **** **** ** ************** ****** ***** Dixon ******** or ******* **** * ********* ****************** Communications ** * ***** ****** ** *** ****************** ******* ***** the company's reputation is crucial ********* ***** ********* may ****** *** company's ********** ** ** were **** ****** This *** **** ******** externalities such as ******** relationships **** suppliers * drop ** brand ******* and * **** ** ***** ************* internal ****** *** culture ***** ** compromised ***** ***** ****** staff ********* and ************ but ***** be **** *********** to *** ******* as * ********** **** is the case Dixon may create ** ************** ****** ** ****** ****** ****** at Treton * ****** of holding management accountable *** *** ******** ** ********* ******* ********* training ******** ******** support groups ************* ** ****** ***** ****** ********* *** ************** ******** ************* ********* ********* special activities *** ********* ****** are *** discussed by *********** ****** *** Cardy (2012) ****** ***** *********** *** ***** ********** ******* *** ******** *********** * ******** diversity ********** *** ****** ** ******** ** ********** ************** *** ******************************** * ****** Religious ************** *** ****** *********** **** **** happened to ******** DeMur? ******* of ***** ******** ********** *************** * R Balkin D * ***** ***** * * (2012) ******** ***** ********* **** ******** ****** ***** *** ******* ********* ISBN: 9780132729826US ***** *********** ********** ********** (2014) **** *********** guidance: ***** VII ** *** Civil ****** *** ** **** Retrieved **** ************************************************** * **** *** ** *** ** effective ** department ***** Business ********* ********* **** **********************************************************************