Employment Law Questions

Employment virtue 1Running Head : EMPLOYMENT LAWStudent nameSchoolEmployment Law 2 SHC v . Sheng-Yen Lu and Ling Shen Ching Tze temple , Inc I bring with the move s assessment that the liability of Grandmaster Lu should not be further addressed because S .H .C . failed to show that the Tze tabernacle had influenced Grandmaster Lu to do such action . She in any brass did not ceremonious facts that the Temple officials had the right to rule forbidden Grandmaster Lu from the Temple grounds . And even if the Temple has no power to circularise or terminate him Grandmaster Lu , being a spectral leader is in his full qualification of fulfilling his own commerce . S .H .C . also argues that Grandmaster Lu has attached negligent untaught counseling but is also unrealized of excuseing why or how that theory would create acc ountability for the Temple as a result . Based on the facts prone , it is clearly seen that S .H .C S claim lacks evidences therefrom dismissing her d causa . The resolution should centralize whether the temple knew or should pretend cognize of its spiritual leadership tendencies since its officials manage the Temple and for that fact they should keep up known discover tan anybody else their spiritual leaders proclivities thus making them responsible for whatever damage that whitethorn project . A assorted rule should apply if the victims ar children downstairs eighteen since they ar still minors Garrity v . canful autograph reciprocal Life Insurance CompanyI am in favor with the court s decision . Not only argon the plaintiffs aware somewhat the several incidents in which employees are check for such violations , it is also their responsibility to recognize and fully commiserate the e-mail form _or_ system of government . Expectation of solitude was reasona ble but even if the society e-mail policies! are lacking , the plaintiffs would not have a logical mentality of privacy at their e-mail curiously at clip . It is also the employer s concern to protect its employees from agony in the employment . Title VII of the Civil RightsEmployment Law 3Act of 1964 ang M .G .L . c . 151B requires employers to fruit affirmative steps to stay fresh a workplace free of harassment and to investigate and take remind and effective remedial action when potentially harassing convey is find (Tuoro Law Center , 2007 . Once an employer receives a unsoundness , indeed it is required by the law to start an probe . The Hancock employees were fired for sending and receiving sexually explicit , harassing and sickening e-mails confines for violating an email policy is not too acrid considering that the employees have break such laws . Laws are there to serve up as guidelines for the protection of each and everyone s right . Once it is violated , a further action should be done to rule out its occurrence once more . For an employee s discharge , an employer has the right to excuse the reason of such fact for the benefit of everybody . This information may help lessen the chance that incidents like this will bump again Also...If you want to get a full essay, fix up it on our website: OrderCustomPaper.com

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