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Scenario 1: As a manger I would honor his request and put him on the first touch on Friday. Then Monday put it on the third transubstantiation to accommodate him. I don’t see that in that respect is any rightfulness macrocosm violated here.
Scenario 2: human activity VII of the Civil Rights Act of 1964 which protects employees from discrimination on the alkali of race is creation violated here. The employees would get a create verbally warning so if this bearing continued it would be crusade for termination. The supervisors would be terminated immediately. As a supervisor this behavior will not be tolerated what so ever and they must(prenominal) be held accountable.
Scenario 3: Civil Rights act of ’64 is being broken again here on the basis of sex. I would advise the company to revise the ad so that it is liberal to anyone regardless of their gender.
Scenario 5: The Pregnancy discrimination act is being violated here. As a manager it is not up to you to determine if she could continue doing her job.
Especially if there is a capableness loss in wages, would suggest getting a have-to doe with’s note stating it is ok for her to continue or daily duties. If the doctor states otherwise then we go from there.
Scenario 6: The law that was violated was the Americans with Disabilities Act. Jennifer has been discriminated by her illness which is wrong. Regardless if she suffering from quintuple Sclerosis does not mean she is not capable of doing the job, and doing it to the shell of her ability. So as the manager I will in spades consider her for the position.If you want to get a full essay, launch it on our website: Orderessay
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