Has the client received a right to sue letter from EEOC?Question 20 (3 points)A 35-year-old employee at a company of exclusively 21-year-olds is abruptly fired.She believes it is because of her age. Can she possibly win an age discriminationcase?O Yes, if Minnesota law appliesO Yes, if federal law applies and she has enough evidenceO No, if Minnesota law applies.O No, because the age difference between the employee and the rest of thecompany is not legally significantQuestion 21 (3 points)V SavedYou receive a Right to Sue letter from the EEOC, In most cases, how long do you

Federal law is the law which helps the government to run the administrative system smoothly and…

Answered: O Has the client received a right to…

Practical Management Science

6th Edition

ISBN:9781337406659

Author:WINSTON, Wayne L.

Publisher:WINSTON, Wayne L.

Chapter2: Introduction To Spreadsheet Modeling

Section: Chapter Questions

Problem 20P: Julie James is opening a lemonade stand. She believes the fixed cost per week of running the stand...

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Your organization was able to win a client who is sponsoring an online concert whose mission is to support the advocacy of Violence against Women. The concert will have the performances of different groups and singers, all of which are females.question: As a professional who handles/manages an event, can your event attract the opposite sex as an audience? How?
BACKGROUND THE EXECUTIVE DECISION Clark Faucet Company By 1999, Clark Faucet Company had grown into the thire largest supplier of faucets for both commercial and home use. Competition was fierce. Consumers would evaluate faucets on artistic design and quality. Each faucet had to be avail- able in at least twenty-five different colors. Commercial buyers seemed more in- terested in the cost than the average consumer, who viewed the faucet as an ob- ject of art, irrespective of price. The executive council mandated that another attempt to implement good project management practices must occur quickly. Project management would be needed not only for new product development but also for specialty products and enhancements. The vice presidents for marketing and engineering reluctantly agreed to try and patch up their differences, but did not appear confident that any changes would take place. Clark Faucet Company did not spend a great deal of money advertising on the radio or on television.…
you had taken this disciplinary action against one of your employees. he goes to grievance panel an the panel order for reinstating the employee
Affirmative Action vs. Client Wishes Topic: Advertising and Marketing ManagementCharacters: Jennifer, junior Account Executive Trainee at the XYZ Advertising AgencySharon, Account Executive to whom Jennifer is assignedMr. Hurn, Managing partner of the XYZ Advertising AgencyMr. Bohlen, Director of Advertising at ABC Client CompanyAfter graduating from college, Jennifer tried repeatedly to secure an Account Executiveposition in an advertising agency. Finally, after two years of working as a receptionist and“go-fer” at the XYZ Advertising Agency, she got a highly sought-after job as a juniorAccount Executive Trainee at the same agency.It is now three years since Jennifer started her current job. Sharon (the Account Executivewith whom she works) has just made a major sales presentation for the ABC ClientCompany account. XYZ Advertising is a small agency, and top management (Mr. Hurn)feels this account is essential to XYZ’s ability to retain its employees and remain financiallysolvent. In…
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Which discrimination policy is practically and legally the best for this company? (policy A, B, C, or D): CREATIVECOUNT is an accounting services firm which operates in all 50 states and has over 10,000 employees. You are the HR Director and are evaluating the following alternative policies and will compose a policy which is legally and practically better than any of the following alternatives.A. CREATIVECOUNT Proposed Policy One: Since CREATIVECOUNT values its employees and its reputation for providing world-class accounting services, it has adopted a continuous improvement evaluation and layoff policy. Each year, you will be evaluated by your immediate supervisor on the basis of your knowledge, skills and performance. If you score below expectations, you may appeal your supervisor’s evaluation to your supervisor’s manager. In the event that layoffs are necessary, they will be based on an employee’s most recent evaluation. B. CREATIVECOUNT Proposed Policy Two: Since…
email and Internet use at work and at home 1.What are the employer’s interests? 2.What are the employee’s interests? 3.What do you think is a fair balance between these interests? 4.Which, if any, laws or court cases affect this right? 5.Generally, how are employers responding to this employee right?
3. Explain the components of compensation. 4. Explain each of the legal issues/laws that pertain to compensation.
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n 2006, Hewlett-Packard Development Company LP became embroiled in a controversy over methods used to investigate media leaks from its board. HP Chairperson Patricia Dunn could have simply asked the directors who was the source cited in the story, sought an apology and gone from there. With some direct face-to-face communication, the story would likely have ended quickly. It did not. “Not only did investigators impersonate board members, employees and journalists to obtain their phone records, but according to multiple reports, they also surveilled an HP director and a reporter for CNet Networks Inc. They sent monitoring spyware in an e-mail to that reporter by concocting a phoney tip. They even snooped on the phone records of former CEO and Chairperson Carly Fiorina, who had launched the quest to identify media sources in the first place.” The situation continued to escalate. For example, the New York Times reported that HP consultants even considered planting clerical or custodial…

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