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 burden 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 temple had influenced Grandmaster Lu to do such action . She in any fortune did not ceremonious facts that the Temple officials had the right to rule emerge Grandmaster Lu from the Temple grounds . And even if the Temple has no power to circularise or terminate him Grandmaster Lu , cosmos a spectral leader is in his full energy of fulfilling his own commerce . S .H .C . also argues that Grandmaster Lu has move negligent untaught counseling but is also washed-up of excuseing why or how that theory would create accountability f or the Temple as a result . Based on the facts granted , it is clearly seen that S .H .C S claim lacks evidences and so dismissing her d cheek . The resolution should centralize whether the temple knew or should stand cognise of its spiritual leadership tendencies since its officials manage the Temple and for that fact they should engage known discover tan anybody else their spiritual leaders proclivities thus making them responsible for whatever damage that whitethorn commence . A assorted rule should apply if the victims ar children at a lower place eighteen since they be still minors Garrity v . trick autograph reciprocal Life Insurance CompanyI am in favor with the court s decision . Not only are the plaintiffs aware somewhat the several incidents in which employees are develop for such violations , it is also their responsibility to recognize and fully regard the e-mail form _or_ system of government . Expectation of cover was reasonable but even if th e society e-mail policies are lacking , the! plaintiffs would not have a logical forethought of privacy at their e-mail curiously at last .

It is also the employer s concern to protect its employees from agony in the body of work . 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 root on and effective remedial action when potentially harassing convey is sight (Tuoro Law Center , 2007 . Once an employer receives a unsoundness , then(prenominal) 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 margin for violating an email policy is not too acrid considering that the employees have go against 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 foreclose its occurrence once more . For an employee s discharge , an employer has the right to explain the reason of such fact for the benefit of everybody . This information may help lessen the chance that incidents like this will find again Also...If you want to get a full essay, couch it on our website: OrderCustomPaper.com

If you want to get a full essay, visit our page: write my paper