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WK 3: Keeping up appearances: Can obesity compromise one’s Job?
Read the attache
WK 3: Keeping up appearances: Can obesity compromise one’s Job?
Read the attached case then answer the following questions:
ATTACHMENT: CaseStudy_Leeds_Obesity_Keeping_Up_Appearances.docx
What types of illegal discrimination are possible when considering to hire someone who appears to be obese? List the laws and provide reasoning. Think through each law by asking questions such as: is hiring an obese woman less acceptable than hiring an overweight/obese man? If so, why and what law might apply?
Can weight be a BFOQ? Why/why not? If it can, give examples and reasoning.
Is obesity a medical condition covered by the ADA? Why/why not? Support your response with evidence.
Discuss how a company could reasonably accommodate an obese person for various types of jobs and in what situations would an accommodation be an undue hardship?
WK 5: Off-Duty Behavior
Choose one of the following cases to read and post your answers to the questions at the end of the article as your Main Post.
ATTACHMENT: CaseStudy_Leeds_Off_Duty_Smoking.pdf
ATTACHMENT: CaseStudy_Leads_Workplace_Drug_Testing.pdf
WK 6: Contemporary Workplace Safety & Health Issues
Research a contemporary workplace safety and health topic such as: Repetitive Stress Syndrome, Workplace Bullying, Domestic Violence, Firearms, etc. and choose a related article for the class to read.
Write a main post addressing the following:
What is the issue and why is it of importance to business? Include what the consequences are for not addressing it.
What laws govern the issue and/or what is the status of legislation or regulations?
Describe your organization’s policy or procedures on the topic. What would you do if you encountered this situation in the workplace?
Don’t forget to cite your sources.
WK 7: Critical Conversations
As a Manager or as an HR professional advising management, you will need to interpret company policies and apply guidelines to various employment situations. For this week’s discussion, use your own company’s employee handbook/policies (or one from a past employer, one you find on the Internet, one from a friend, etc.) to decide how to address (3) of the Scenarios from the attached list.
What course of action will you take or recommend in terms of progressive discipline – verbal warning, written warning, suspension, final warning, suspension or termination?
How does this match with your company’s policies? What, if any, conflicts are there between what you “want” to do versus what the policy “requires” you to do?
Describe the potential legal issues in the scenario — particular laws that apply or legal exposure for the way you handle it.
ATTACHMENT: CriticalConversations.docx
WK 8: Little White Lies
Read the attached case study and answer the following questions.
Do you think there is anything wrong with or illegal about what Ann did with her resume? Why/why not?
As a manager, would you fire Ann? Why/why not? Be sure to comment on the legal exposure, risk, consequences of hiring and continuing to employ an individual who has false or exaggerated information on their resume/application.
Say you don’t fire Ann after learning of the false information, but you do make it clear to her that you don’t trust her. You have someone check all of her reports and begin checking with customers to make sure Ann provides them with correct information. You do not treat others this way, but of course they didn’t “lie” on their resumes. If Ann quits, would she have a claim for constructive discharge? Why/why not?
Say you do terminate Ann. What would she need to prove to have a claim for wrongful discharge?
Several months after Ann leaves (on her own or you’re terminating her) a new/potential employer calls for an employment. You tell them “Ann’s a liar” and give them details about the false information/embellishments on her resume/application. Would Ann have a good claim of defamation against you/the company? Why or why not?
ATTACHMENT: CaseStudy_Leeds_Little_White_Lies_ResumeLying.pdf
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