Explain how the court should decide in this case, A woman hired as a prison librarian complained, management homework help

User Generated

Ohgxhf65

Business Finance

Employee Relations

Description

Complete analyses on the case study. Answer all questions in the case study and write 600 words or more for each question. Please make sure you use proper academic resources and proper APA standards for each answer. A minimum of two outside sources are required per question.

  1. Read the case study and then explain how the court should decide in this case. Please include a full justification for your decision.

A woman hired as a prison librarian complained about harassment by a supervisor from another agency that operated at the prison. The behavior that was the subject of her complaint, some of which was witnessed by other employees, occurred about four times a week from the time that she was hired in July 2000 to October 2001. Her complaints about the supervisor included making comments to another male supervisor that the woman should be "spanked" every day; making insistent compliments about her appearance and "how attractive" she was; staring at her breasts during conversations; measuring her skirt for the purported purpose of determining whether it complied with the prison's dress code; and repeatedly remarking that if he had such an attractive wife, he would never allow her to work in a prison around so many inmates. Allegedly for safety reasons, the supervisor had a security camera installed in the librarian's office, permitting him to observe her as she worked at her desk. Right after the objectionable conduct began, the librarian complained to her immediate supervisor, who said that "boys will be boys" and took no action. She did not file a formal complaint. She believed that she was ineligible to file a formal complaint during her first year of employment due to her probationary status. After she had been on the job for more than a year, she complained to another manager and an internal investigation was undertaken at that point. The woman sued. What should the court decide? Why? (Singleton v. Department of Correctional Education, 2004 U.S. App. LEXIS 24059 (4th Cir.)) A minimum of 600 words and two outside sources are required per question.


2. Read the case study and explain how the court should decide in this case. Please include a full justification for your decision.

A 17-year-old female supermarket employee was being severely harassed by a coworker named Bob. Twice she complained about the harassment to her fiancé, who also worked at the supermarket. Twice the fiancé reported the harassment to the store manager. Both times the manager informed him that under company policy, the woman had to report the harassment herself and make the report directly to the human resources (HR) department. The manager also discouraged the fiancé [and thus the female employee] from further complaints, suggesting that it might only make matters worse. The manager did not report the incidents to anyone. The manager also shrugged off the second report of harassment, saying, "That's just Bob being himself." The woman did not make the report to the HR department, but she sued for [among other things] sexual harassment in violation of Title VII. What should the court decide? Why? (Varner v. National Super Markets, 94 F.3d 1209 (8th Cir. 1996),cert. denied, 519 U.S. 1110 (1997)) A minimum of 600 words and two outside sources are required per question.

Unformatted Attachment Preview

Complete analyses on the case study. Answer all questions in the case study and write 600 words or more for each question. Please make sure you use proper academic resources and proper APA standards for each answer. A minimum of two outside sources are required per question. 1. Read the case study and then explain how the court should decide in this case. Please include a full justification for your decision. A woman hired as a prison librarian complained about harassment by a supervisor from another agency that operated at the prison. The behavior that was the subject of her complaint, some of which was witnessed by other employees, occurred about four times a week from the time that she was hired in July 2000 to October 2001. Her complaints about the supervisor included making comments to another male supervisor that the woman should be "spanked" every day; making insistent compliments about her appearance and "how attractive" she was; staring at her breasts during conversations; measuring her skirt for the purported purpose of determining whether it complied with the prison's dress code; and repeatedly remarking that if he had such an attractive wife, he would never allow her to work in a prison around so many inmates. Allegedly for safety reasons, the supervisor had a security camera installed in the librarian's office, permitting him to observe her as she worked at her desk. Right after the objectionable conduct began, the librarian complained to her immediate supervisor, who said that "boys will be boys" and took no action. She did not file a formal complaint. She believed that she was ineligible to file a formal complaint during her first year of employment due to her probationary status. After she had been on the job for more than a year, she complained to another manager and an internal investigation was undertaken at that point. The woman sued. What should the court decide? Why? (Singleton v. Department of Correctional Education, 2004 U.S. App. LEXIS 24059 (4th Cir.)) A minimum of 600 words and two outside sources are required per question. 2. Read the case study and explain how the court should decide in this case. Please include a full justification for your decision. A 17-year-old female supermarket employee was being severely harassed by a coworker named Bob. Twice she complained about the harassment to her fiancé, who also worked at the supermarket. Twice the fiancé reported the harassment to the store manager. Both times the manager informed him that under company policy, the woman had to report the harassment herself and make the report directly to the human resources (HR) department. The manager also discouraged the fiancé [and thus the female employee] from further complaints, suggesting that it might only make matters worse. The manager did not report the incidents to anyone. The manager also shrugged off the second report of harassment, saying, "That's just Bob being himself." The woman did not make the report to the HR department, but she sued for [among other things] sexual harassment in violation of Title VII. What should the court decide? Why? (Varner v. National Super Markets, 94 F.3d 1209 (8th Cir. 1996),cert. denied, 519 U.S. 1110 (1997)) A minimum of 600 words and two outside sources are required per question.
Purchase answer to see full attachment
User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.

Explanation & Answer

Attached.

Case Rationales - Outline
Thesis Statement: Reasoned positions on two cases on workplace harassment
I. Introduction
Identifying the issue of sexual harassment
II. Analysis
Illustrating the legal framework and rationalizing a decision based on the facts
III. Conclusion
Describing the decision, reiterating the justification and concluding the discussion


Running head: WORKPLACE HARASSMENT

Rationales against Workplace Harassment
Name
Institution

1

WORKPLACE HARASSMENT

2

Rationales against Workplace Harassment
Case Study 1: Ratio Decidendi based on the Singleton Case
The United States operates on a vast network of professionals and semi-skilled worker.
The sustainability of this system is predicated on the respect of the privacy of people as they
discharge their duties in the course of their employment. Any form of interaction that reduces the
productivity of a worker that can be avoided or dealt with must be executed decisively. That is
the space that sexual harassment in the workplace exists. There is no denying the fact that the US
is emerging from a patriarchal period. Indeed, the subjugation of women is a culture that is
fought at almost every level of government and industry. The rationale from this discussion will
support gender equality at the office by clamping down on the perpetrator of the unfortunate
incident. Harassment perpetuated along gender lines is illegal and unethical.
Relating the Facts to the Legal Framework
Common law was the earliest protector of victims of sexual harassment in employment.
The Civil Rights Act of 1964 was the first instance of codification that was nationwide. Most
recently, federal legislators passed the US Equality Act. Title VII echoes this premise. These
laws form the ‘grundnorm’ of law a...


Anonymous
Just what I needed. Studypool is a lifesaver!

Studypool
4.7
Trustpilot
4.5
Sitejabber
4.4

Related Tags