Employment Law
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Employment Law
Discuss specific employment situations and issues that could or would happen at a credit card company (Telephone Customer Service or Call center), include an employment situation conflicts, questions, grievances, or lawsuits. Analyze the experienced employment situation and describe the legal actions taken to handle or resolve the situations.
Prepare a paper describing employment issues and situations that could or would happen, explaining and addressing as many of the following items in the paper as they apply to the situation above:
a. Describe the history and evolution of federal employment laws pertaining to each employment situation. Include descriptions and application of such acts as Title VII of the Civil Rights Act of 1964, the Pregnancy Discrimination Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Family and Medical Leave Act.
b. Describe in what manner the above-discussed federal employment laws were effective in resolving or not resolving each specific employment situation.
c. Describe which actions, if any, the employers involved in the situation were obligated to perform certain functions as a result of complying with the federal employment acts.
d. Explain how the employment situations would or could have been handled if the worker involved in the situation was not an "employee," but an agent of the company or a contract laborer. Explain whether or not the protection afforded workers under the federal employment acts applies to agents or contract laborers.
e. Describe how the situation(s )would or could have been handled if the worker was a member of a union or a party to a collective bargaining contract.
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Employment Law
a. Describe the history and evolution of federal employment laws pertaining to each employment situation. Include descriptions and application of such acts as Title VII of the Civil Rights Act of 1964, the Pregnancy Discrimination Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Family and Medical Leave Act.
Traditionally, the employment law was derived from the common law requirement of employment at will. This means that employees could be fired whenever the employer chose to do so. The employee could also leave employment whenever he decided to do so. Neither party was required to give a reason. However, after that there are several laws that emerged that did not allow firing of employees because of prohibited reasons. For instance, the Telephone Customer Service could hire and fire at will. The Title VII of the Civil rights Act of 1964 that disallowed employment discrimination on the basis of race, gender, national origin and religion. The Pregnancy Discrimination Act is an amendment to the Title VII of the Civil Rights Act of 1965 and it disallows discrimination on the basis of pregnancy, childbirth, or related medical conditions and amounts to unlawful sex discrimination under Title VII. The Americans with Disabilities Act of 1990 disallows discrimination based on disability. The Telephone Customer Service could simply refuse employment to a disabled person. The protection provided by The Americans with Disabilities Act is similar to the protection provided by the Civil Rights Act of 1964. Title 29, chapter 14 of the USC disallows employment discrimination based against person 40 years of age or older in the USA. This is the Age Discrimination in Employment Act of 1967. In 1993, the Family and Medical Leave Act of 1993 was ...
Education
- BSc , University of Calcutta
- MBA, Eastern Institute for Integrated Learning in Management
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