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 come 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 synagogue had influenced Grandmaster Lu to do such action . She in any character reference did not ceremonious facts that the Temple officials had the right to rule bring out Grandmaster Lu from the Temple grounds . And even if the Temple has no power to circularise or terminate him Grandmaster Lu , be a spectral leader is in his full efficacy of fulfilling his own commerce . S .H .C . also argues that Grandmaster Lu has act negligent untaught counseling but is also unrealized of excuseing why or how that theory would create ac countability for the Temple as a result . Based on the facts wedded , it is clearly seen that S .H .C S claim lacks evidences olibanum dismissing her d possibility . The resolution should centralize whether the temple knew or should collapse cognize of its spiritual leadership tendencies since its officials manage the Temple and for that fact they should excite known discover tan anybody else their spiritual leaders proclivities thus making them responsible for whatever damage that whitethorn rise up . A assorted rule should apply if the victims ar children under eighteen since they ar still minors Garrity v . hind end autograph reciprocal Life Insurance CompanyI am in favor with the court s decision . Not only be the plaintiffs aware somewhat the several incidents in which employees are make grow for such violations , it is also their responsibility to recognize and fully take in the e-mail form _or_ system of government . Expectation of concealing was rea sonable but even if the society e-mail poli! cies are lacking , the plaintiffs would not have a logical prospect of privacy at their e-mail curiously at escape .

It is also the employer s concern to protect its employees from agony in the 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 urge and effective remedial action when potentially harassing convey is discovered (Tuoro Law Center , 2007 . Once an employer receives a unsoundness , then it is required by the law to start an probe . The Hancock employ ees were fired for sending and receiving sexually explicit , harassing and sickening e-mails terminal 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 anticipate its occurrence once more . For an employee s discharge , an employer has the right to relieve the reason of such fact for the benefit of everybody . This information may help lessen the chance that incidents like this will bechance again Also...If you want to get a full essay, rules of order it on our website: OrderCustomPaper.com

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