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Pages:
4 pages/β‰ˆ1100 words
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3 Sources
Style:
APA
Subject:
Management
Type:
Research Paper
Language:
English (U.S.)
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MS Word
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Topic:

The Value Of Fair Treatment In The Workplace

Research Paper Instructions:

Assignment 3: The Value of Fair Treatment in the Workplace
Due Week 10 and worth 280 points
You have been hired as a Management Consultant by a large company to examine the business decisions of the company in regards to employee protections. The laws applicable are federal anti-discrimination laws, federal health and safety laws and employer firing practices related to the employment-at-will doctrine.
In relation to the three questions below, write a four to six (4-6) page paper in which you:
1. Analyze, identify and explain recent legislation, within the last 10 years, that helps to protect employees from discrimination in the workplace. Provide at least two federal legislative protections. Provide some insight when the federal legislation conflicts with the state.
2. Explain the Employment at Will Doctrine and ALL the exceptions to the Doctrine. Look at the scenarios below and determine whether the decision to fire the employee is a smart one. Identify why or why not and determine all the possible exceptions per the EAW Doctrine that is applicable, might be or could be applicable if the employee sues for wrongful termination.
Scenarios:
Brenda, a manager, started a blog on the company website for employee grievances. She noticed a worker was protesting that no Asian American employees had gotten a raise in two (2) years at the company. The worker also criticized how much the CEO made and how the CEO was “out-of-touch.” Brenda reprimanded the worker. The next day, the worker talked to her fellow co-workers about forming a union. Brenda subsequently fired the worker.
Jason, a department supervisor, requests approval to fire his secretary. Alice, his secretary, a devout Christian woman, was putting out Right-to-Life flyers in the employee break room. Alice was also taking time out to pray each day during the busiest time of the morning.
Brian, head of Accounting, refused to sign Lori’s leave request for jury duty. Lori is a tax attorney in his department. Brian wants to fire Lori for being absent without permission during their most busy time - tax season.
Peter has worked for the company for 1 year. He has a rare form of liver disease and works with chemicals that make his condition worse. Peter does not want to stop working but his boss is not happy with his performance and wants to let him go.
3. Determine the federal law in regards to undocumented workers and whether they are eligible for state workers’ compensation in the United States. Advocate for or against this practice and substantiate your response with research to support your position.
4. Use the textbook and at least two (2) other quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources. Textbook for this class is a required source for this assignment.
Your assignment must follow these formatting requirements:
This course requires use of Strayer Writing Standards (SWS). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.
The specific course learning outcomes associated with this assignment are:
Analyze and apply the concepts of ethical decision making, corporate governance and corporate social responsibility.
Analyze and evaluate the employment-at-will doctrine and the statutory protections afforded employees.
Analyze and evaluate federal law in regards to discrimination and health and safety in the workplace
Use technology and information resources to research issues in law, ethics, and corporate governance.
Write clearly and concisely about law, ethics, and corporate governance using proper writing mechanics.

Research Paper Sample Content Preview:

Assignment 3: The Value of Fair Treatment in the Workplace
Name
Course
Date
Protection from workplace discrimination
The Women’s Equality Agenda (WEA) adopted in the state of New York from 2015 is a law that focuses on addressing gender inequality in the workplace (Grossman, 2015). These laws also include legislation on protecting transgender individuals from both private and public employment discrimination (Grossman, 2015). Additionally, there were fair pay laws, that are similar to the Equal Pay Act of 1963, but pay differentials are based on the ‘bona fide factor other than sex’ unlike the 1963 law, which focuses on ‘any factor other than sex.’ The employers are expected to adopt practices that are not discriminatory based on sex (Grossman, 2015).
There are various federal anti-discrimination laws, which protect against workplace discrimination, but states have also adopted other laws to further protect the workers. The Equal Pay Act of 1963 requires that male and female workers are paid the same for the same work, while the Civil Rights Act of 1964 is a landmark legislation that prohibits discrimination against employees based on race, color, religion, creed, national origin, age, and gender. In case of conflicting state law, the federal supersedes the state law. The anti-discrimination laws are comprehensive even for the at-will employment states.
Explain the Employment at Will Doctrine a
The concept of employment-at-will reflects the idea that unless there is an explicit employment contract, the employees are employed at will, and can be fired for a good reason, bad reason and even no reason. The implication of this is that when there is n specific legal exception an employee at will can be fired for any reason in the US. When the employment-at-will doctrine was adopted there were concerns that the rule resulted in wrongful discharges and employees being fired for bad reasons. Employees at will can be fired for any reason, but the wrongful discharge rule meant that they cannot be fired for reasons, which violate their basic rights, duties or responsibilities (Jennings, 2018). The implied contract with policies, procedures, and promises of employment restricts the employers’ right to hire and fire at will (Jennings, 2018). There is also the public policy exception, which protects the whistleblowers who report illegal activities and refuse to participate in illegal activities (Jennings, 2018)
Employment at Will Doctrine (EAW) scenarios
In the case of Brenda, the manager has a reason to fire the worker and would be governed by the employment at will doctrine. However, the worker would also argue that he was discriminated against and there was wrongful termination for his criticism, but he/she would need to demonstrate that there was discrimination and attempts at forming a union were necessary. If the employee sues for wrongful termination she can also point out that the employer’s action was motivated by bad faith and this violates the public policy because of wrong discharge.
The employment at will option should not be applied in the case of Alice, a devout Christian since, there are federal and state laws that protect against discrimination on the basis...
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