If you were Harold’s attorney, how would you argue that he was the subject of discrimination? Expert Answer. Who are the experts? Experts are tested by Chegg as specialists in their subject area. We review their content and use your feedback to keep the quality high. 100% (1 rating)
Apr 12, 2020 · As Harold's attorney,i will argue that Harold was subjected to family responsibilities discrimination.This is evidenced in the case study when his employer denies him a chance for store manager position claiming that single parents,and particularly fathers do not perform well in their jobs because of their family obligations.I will also ague that Harold should …
Law and Ethics - TMGT 3325 Short Answer Questions 3 Elaborate on the following questions, in a minimum of two paragraphs per question: (50% per question) 1. Smellz Chemical Company produces a variety of chemicals used in industrial cleaning. The fumes from the chemicals can be hazardous to Smellz’ employees, and the company takes some steps to protect its workers …
Apr 28, 2013 · A method to madness: Our Learned Friend. We argue before the Hon’ble Court on the basis of facts we have pleaded in our pleadings, and to elucidate the points of law. However there is a method to our madness. We are not supposed to use such language as is un-parliamentary or would show discourtesy to the Hon’ble Court or the opponent.
One of the most important weapons in a lawyer’s arsenal is “argument”. The word “argument” engenders visions of debate, the heat and fury of positions attacked and defended strongly, though with words.
Even though quite a long time back Francis Bacon, then Lord Chancellor, commented about garrulous Judges that a much-talking Judge is like an ill-tuned cymbal, in real life they are the norm.
How these things were formulated has many answers, but the most commonly accepted one is that these hark back to the courtly culture of a High Court of the King, where unless the King was pleased to suffer you speak, you had to keep quiet. What you say must please him. A bit like “Her Majesty’s Loyal Opposition”.
Mr. Protik Prokash Banerji, popularly called Protik da by law students is an advocate at the Kolkata HC. Interning at his chambers is an experience of a life time. People who learn drafting and oratory skills from him swear by the excellent teacher he is. He talks about movies and literature as authoritatively as he talks on law and wrote on such subjects for the Economic Times in 1994-1995. Presently Protik Da is the Junior Standing Counsel, Govt of West Bengal, HC at Calcutta.
Be purposeful about giving yourself “a forced mental break,” says Thompson. Make time to read, cook, dance, run, meditate — or any other activity that you enjoy or helps you relax.
Willie Greer, founder of The Product Analyst, a Memphis, TN-based company that produces technology and product reviews, says he knows well what it feels like have his family commitments dismissed by his boss.
Jennifer Walden, director of operations at WikiLawn, an online company for garden professionals, says that while her current employer and manager has been flexible and accommodating regarding her family commitments, she wasn’t always as fortunate.
9. What are the remedies if I win my discrimination case? 1 Back Pay : Back pay is lost earnings resulting from the discrimination from the date of the discriminatory act to the date of a judgment. 2 Front Pay: Front Pay is lost future earnings resulting from the discrimination. 3 Lost Benefits: Lost benefits may include health care coverage, dental insurance, pension or 401k plans, stock options, and profit sharing. 4 Emotional Distress Damages: Emotional distress damages, which are also called pain and suffering, are mental or emotional injuries as a result of the discrimination. 5 Punitive Damages: Punitive damages are intended to punish the employer for particularly egregious conduct. 6 Attorneys' Fees: In addition to the damages you can recover for your injuries, you can also win an award of attorneys fees, expert witness fees, and court costs.
Discrimination can be found when you are treated differently, or less favorably than other employees, for some reason. The Equal Employment Opportunity Commission (EEOC) protects specific classes of people, known as protected classes, from employment discrimination when it involves: unfair treatment; harassment; denial of a reasonable workplace change needed because of belief or disability; improper questions or disclosure of genetic or medical information; and retaliation for filing a complaint.
Title VII of the Civil Rights Act of 1964 (Title VII) makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex.Title VII also makes it illegal to discriminate against women because of pregnancy, childbirth, or medical conditions related to pregnancy or childbirth.
First, you must use circumstantial evidence to create an asumption that the employer's seemingly neutral policy, rule, or practice had a discriminatory effect on a protected class or category. Next, your employer then has the opportunity to show that the policy, rule or practice was a job-related business necessity. This means that the policy was necessary or fundamental to the functioning of the business. If your employer is able to show that the policy, rule, or practice was a business necessity, then you may still be successful with your claim if you are able to prove that your employer refused to adopt an alternative policy, rule, or practice with a less discriminatory effect.
The Age Discrimination in Employment Act (ADEA) makes it illegal to discriminate against someone because of age. This law protects people who are 40 or older. The Americans with Disabilities Act (ADA) and the Rehabilitation Act of 1973 make it illegal to discriminate against a person with a disability.
Disparate Impact. A disparate impact claim is a type of discrimination based on the effect of an employment policy, rule or practice is discriminatory —even if it was not intended to be discriminatory. The anti-discrimination laws make it illegal for a rule or practice to be more harmful to members of a protected class.
Retaliation happens when, as a result for filing a discrimination complaint, an employer treats the employee poorly or adversely as punishment for filing the original complaint. See the Retaliation Page for more information about retaliation claims. back to top.