Scenario 1: Mountain Hospital has 500 nonunion employees. Representatives of these employees are requesting a four-day, ten-hours-per day work week and the manager is concerned that this would require paying time and a half after eight hours per day.
Scenario 2: First review the two different types of sexual harassment (Links to an external site.). Hiyan’s coworker Joe has just been through a divorce. He drops comments on a few occasions that he is lonely and needs to find a new girlfriend. Hiyan and Joe have been friendly in the past and have had lunch together in local restaurants on many occasions. Joe asks Hiyan to go on a date with him—dinner and a movie. Hiyan likes Joe and agrees to go out with him. She enjoys her date with Joe but decides that a relationship is not a good idea. She thanks Joe for a nice time, but explains that she does not want to have a relationship with him. Joe waits two weeks and then starts pressuring Hiyan for more dates. She refuses, but Joe does not stop. He keeps asking her to go out with him.
When Joe first asked Hiyan for a date, this was sexual harassment? Explain your response.
Hiyan cannot complain of sexual harassment because she went on a date with Joe. True or False? Explain your response.
What does Hiyan’s organization need to do to be in compliance with employment laws? Make sure it is clear which law applies here
Scenario 3: Rhodes worked at a local hospital. He was fired at the age 56, when his employer claimed that it was downsizing to cut costs. Six weeks later, the hospital hired a person age 46 to do the same job. Rhodes sued, claiming age discrimination. At trial, Rhodes offered proof of his abilities and experience. The hospital claimed that Rhodes performed poorly but offered no proof.
Should Rhodes’ lawsuit succeed? Why or why not?
What steps should an organization take if it is found to not be in compliance with a particular employment law?