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HRM 593 Week 1 You Decide Assignment
HRM 593 Week 2 Tutorial Assignment: Disparate Impact and Disparate Treatment
HRM 593 Week 3 Tutorial Assignment
HRM 593 Week 4 Midterm Exam
HRM 593 Week 6 Tutorial Assignment: FSLA Claim
HRM 593 Week 7 Evolution of Affirmative Action Paper
HRM 593 Week 8 Final Exam (Version 1)
HRM 593 Week 8 Final Exam (Version 2)
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new promotions policy? Explain in detail and support your conclusion with analysis of potential legal
liability, suggested revisions, and explanation of possible consequences.
2. Question : (TCO H) Kramer, a African-American male, enters into an employment contract with
Bonzai Consulting for a three-year term. Shortly after the commencement of the term, it was made clear
to Kramer by some of his Caucasian colleagues that he was not welcome. Kramer was frequently locked
out of his office, his work was sabotaged, and his mail was intercepted and destroyed. All of these
actions rendered him ineffective and led to his eventual dismissal. Kramer sues. Analyze the cause of
action, legal basis for his claim, the viability of his claim, measures that should have been taken by the
company to minimize or avoid liability, and use applicable law to support your response and conclusion.
3. Question : (TCO A) Pugh worked for See's Candies, Inc. for 32 years. He had started out as a
dishwasher, worked his way up to vice president of production, and was also on the Board of Directors.
When he was hired, he was told by the president and general manager, "If you are loyal and do a good
job, your future is secure." The president had a policy of only terminating employees for good cause,
and that policy was continued by his successor. During the entire period of Pugh's employment, his
performance had never been formally evaluated or criticized, and he was never denied a raise or bonus.
After the company had set sales records for the Christmas and Valentine's Day seasons, Pugh was called
into the president's office and told that he was fired. He was not given a reason for his discharge, but he
suspects that he was fired because he objected to the sweetheart relationship that the company had with
the union representing its workers. Does Pugh have a cause of action for wrongful discharge? If so, what
could the company have done to minimize exposure?
the stolen items were kept. Jeff, while reminding Frank that employees have no right to privacy in the
workplace, fired Frank because he refused to take the polygraph test. Frank intends to file suit. Assess
the likelihood that Frank will prevail in the suit.
6. 39-year-old Jim, who works for a new 5 year company that employs 30 individuals, feels that he is
being discriminated against at work because of his age. Besides the CEO, he is the only other employee
who is over the age of 30. Despite a stellar work record, he has recently been demoted and he often
hears other employees referring to anyone over 30 as over-the-hill. Jim feels very uncomfortable at
work. Assess whether Jim can bring a valid claim of age discrimination in this situation. What will the
employer say in its defense? Give some management tips to this company as it relates to avoiding age
related claims in the future. (Points : 50)
The 1980 booklet described insurance provided and carried the explicit disclaimer that it was not the
contract of insurance. The booklet differentiated between different categories of salaried employees and
appeared to have been prepared for distribution to both active and retired employees.
The 1985 booklet was addressed specifically to retired employees. Much of the information in the
booklet made no distinction between the Welfare Benefit Plan and the Pension Plan, and its summary of
an alleged cancellation clause referred to both plans:
The Company fully intends to continue your plans indefinitely. However, the Company does reserve
the right to change the Plans, and, if necessary to discontinue them. If it is necessary to discontinue the
Pension Plan, the assets of the Pension Fund will be used to provide benefits according to the Plan
document.
No similar clause appeared in the 1980booklet.
While the company was undergoing court supervised reorganization under Chapter 11 of the Bankruptcy
Code, it decided to discontinue its noncontributory insurance coverage for its retired employees.
On the basis of the facts presented, assess whether the company is free to discontinue its noncontributory insurance coverage for its retired employees. Explain your conclusion and use applicable law to
support your response.
7. (TCO G) Gomez, the hiring manager at a Sizzler restaurant in Arizona, extended an offer to
Rodriquez after having a long-distance telephone conversation with him while Rodriquez was in
California working for a Sizzler restaurant there. On Rodriquezs arrival, Gomez asked to see evidence
of Rodriquezs authorization to work in the United States. Rodriquez offered a drivers license and what
looked like a Social Security card. Gomez did not look at the back of the card nor compare it to the
example in the Immigration and Naturalization handbook. In fact, Rodriquezs card was a forgery, and
the INS has assessed a fine against Sizzler restaurant, claiming that Gomez knew or should have known
that the card was false. Determine whether Sizzler is liable under the IRCA. Identify and integrate
applicable law and statutory authority to provide validity for your response.
8. (TCO H) A & Z, Co. had a workplace policy of prohibiting the hiring of family members of current
employees. On a number of occasions, however, the male children of current male employees had been
hired, but no female children have ever been hired, even though many applied. Also, no children, male
or female, of any current female employee, had ever been hired, even though, again, many had applied.
The female child of a current male employee files a lawsuit. Determine the legal basis for the claim and
assess the likelihood of prevailing against A & Z, Co. From an employer perspective, what suggestions
would you make in terms of best practices to minimize future legal liability? Utilize applicable law in
your response.
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