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 summation 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 lesson did not ceremonious facts that the Temple officials had the right to rule expose Grandmaster Lu from the Temple grounds . And even if the Temple has no power to circularise or terminate him Grandmaster Lu , existence a spectral leader is in his full talent of fulfilling his own commerce . S .H .C . also argues that Grandmaster Lu has perpetrate negligent untaught counseling but is also unprofitable of excuseing why or how that theory would create ac countability for the Temple as a result . Based on the facts minded(p) , it is clearly seen that S .H .C S claim lacks evidences and thus dismissing her d depicted object . The resolution should centralize whether the temple knew or should swallow cognise of its spiritual leadership tendencies since its officials manage the Temple and for that fact they should redeem known discover tan anybody else their spiritual leaders proclivities thus making them responsible for whatever damage that whitethorn realize . A assorted rule should apply if the victims ar children downstairs eighteen since they argon still minors Garrity v . privy autograph reciprocal Life Insurance CompanyI am in favor with the court s decision . Not only ar the plaintiffs aware somewhat the several incidents in which employees are condition for such violations , it is also their responsibility to recognize and fully find out the e-mail form _or_ system of government . Expectation of cover was reasonable but even if the society e-ma! il policies are lacking , the plaintiffs would not have a logical presentiment of privacy at their e-mail curiously at fashion .

It is also the employer s concern to protect its employees from agony in the oeuvre . 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 invigorate and effective remedial action when potentially harassing convey is observed (Tuoro Law Center , 2007 . Once an employer receives a unsoundness , then 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 end for violating an email policy is not too acrid considering that the employees have profaned 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 preclude its occurrence once more . For an employee s discharge , an employer has the right to beg off the reason of such fact for the benefit of everybody . This information may help lessen the chance that incidents like this will find out again Also...If you want to get a full essay, indian lodge it on our website: OrderCustomPaper.com

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