Legal Encounters Exercise
Encounters p. 2
Legal Encounter 1
The relationship between Newcorp and Pat Grey began when Mr. Grey was hired by Newcorp to oversee a managerial position three months ago. Mr. Greyâ€™s time on the job had not proven fruitful for Newcorp and termination was the choice Newcorp made, even under an employee at will contract (Jennings p. 727) and was given thirty days severance pay. However, Newcorp failed to exercise a clause that would insinuate that there was an implied contract (Jennings p. 727) between Mr. Grey and Newcorp. It is stated in the employee manual: â€œIf the job performance of an employee is unsatisfactory, the ...view middle of the document...
However, the EEOC revised Title VII to block instances of sexual discrimination which block employers guilty of sexual discrimination to us an excuse, such as a job being too dangerous, as a reason for a company or its employees to make decisions based on a person gender (Jennings p. 799).
Paula could also sue Sam for sexual harassment (Jennings). Because Sam was still touching and acting sexually unprofessional towards Paula at work after their relationship was over, Paula could also hold Newcorp liable for letting this circumstance occur at work.
The correct course of action for Newcorp in this situation would be to punish Sam for his actions, either through termination, counseling, or a different course of action that Newcorp might feel is appropriate. Paula must also be allowed the transfer, and Newcorp could provide an in house or binding legal restraining order on Sam if she felt that was appropriate.
Encounters p. 4
Legal Encounter 3
According to OSHAâ€™s guidelines, Newcorp is supposed to provide a safe working environment for its employeeâ€™s (Jennings p. 745). Considering the fact that Newcorp has already had one employee injure themselves doing...