Paper Topic:

Employment Law Questions

Employment Law 1

Running Head : EMPLOYMENT LAW

Employment Law Questions

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Employment Law 2 SHC v . Sheng-Yen Lu and Ling Shen Ching Tze Temple , Inc I agree with the court '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 also did not established facts that the Temple officials had the right to rule out Grandmaster Lu from the Temple grounds . And even if

the Temple has no power to administer or terminate him Grandmaster Lu , being a spiritual leader is in his full capacity of fulfilling his own profession . S .H .C . also argues that Grandmaster Lu has committed negligent pastoral counseling but is also unsuccessful of explaining why or how that theory would create accountability for the Temple as a result . Based on the facts given , it is clearly seen that S .H .C 'S claim lacks evidences thus dismissing her d case . The resolution should center whether the temple knew or should have known of its spiritual leaders ' tendencies since its officials manage the Temple and for that fact they should have known better tan anybody else their spiritual leaders ' proclivities thus making them accountable for whatever damage that may happen . A different rule should apply if the victims are children below eighteen since they are still minors

Garrity v . John Hancock Mutual Life Insurance Company

I am in favor with the court 's decision . Not only are the plaintiffs aware about the several incidents in which employees are disciplined for such violations , it is also their responsibility to recognize and fully understand the e-mail policy . Expectation of privacy was reasonable but even if the company e-mail policies are lacking , the plaintiffs would not have a logical expectation of privacy at their e-mail particularly at work . It is also the employer 's concern to protect its employees from harassment in the workplace . Title VII of the Civil Rights

Employment Law 3

Act of 1964 ang M .G .L . c . 151B requires employers to take affirmative steps to maintain a workplace free of harassment and to investigate and take prompt and effective remedial action when potentially harassing conduct is discovered (Tuoro Law Center , 2007 . Once an employer receives a complaint , then it is required by the law to start an investigation . The Hancock employees were fired for sending and receiving sexually explicit , harassing and offensive e-mails Termination for violating an email policy is not too harsh considering that the employees have violated such laws . Laws are there to serve as guidelines for the protection of each and everyone 's right . Once it is violated , a further action should be done to prevent its occurrence once more . For an employee 's discharge , an employer has the right to explain the reason of such fact for the benefit of everybody . This information may help lessen the chance that incidents like this will happen again Also...

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