Legal Encounter 1
Pat Grey is a manager of real property for Newcorp. Pat moved 300 miles away from his original home and had to sell and buy a house to accept his new job. Furthermore, Pat had to relocate his family as well forcing his wife to leave her job and find a new job in the new state. After Pat had made a comment at school board about school fund, Pat notice that the senior management became unfriendly towards him. 3 months into his job Pat’s boss fires him and provides him with a 30 day severance pay, simply stating it is not working out. Newcorp can not fire Pat about his performance without giving him any warnings or feedback. It states in Newcorp’s work manual that “If the job performance of an employee is unsatisfactory, the employee will be notified of the deficiency and placed on a Corrective Action Plan (CAP). If the employee performance does not improve to a satisfactory level within the specified period of time, termination will follow (Law 531 Syllabus). Pat could sue Newcorp for disparate treatment. Disparate treatment occurs when a person discriminates against an individual intentionally by treating that person differently from everyone else. Newcorp can not discriminate against Pat because of the comment he made at a school board meeting.
Legal Encounter 2
Newcorp’s supervisor Sam and his employee Paula began to build a relationship, which became an affair that ended, when Paula began to date another man. Sam insisted to continue touching and exhibiting a variety of other unwelcoming behaviors, after their relationship ended and Paula had told him to stop. Paula tried to end the situation by transferring to the wire-section, but Sam blocks the transfer arguing “that there was evidence that the chemicals used in wire coatings could harm an early-state fetus being carried by a newly-pregnant woman. Because Paula was a young woman who could become pregnant, Newcorp could not take the chance for Paula to work in wire coating due to the...