I need a proposal corrected Writing Assignment Help

1. Question 1

   In terms of medical examinations:

   1. a company may require a medical examination before an offer of employment is extended.
   2. a company may require a medical examination after an offer of employment is extended.
   3. both a and b.
   4. companies may not require medical examinations at any time relating to employment.
2. Question 2

   Which of the following is not a defense available to employers when defending against industrial accidents?

   1. comparative negligence.
   2. contributory negligence.
   3. assumption of risk.
   4. all the above.
3. Question 3

   Mike wants a divorce. He has read in a magazine that men tend to get more favorable settlements when they have a female attorney. Mike goes into a large firm with a 13 member domestic relations department (8 men and 5 women) and asks to speak with female attorneys only. If the law firm complies with his request:

   1. there may be a Title VII gender discrimination issue because the firm might be construed as hindering the opportunities of male attorneys.
   2. there is no discrimination because the customer/client has stated a valid reason
   3. there is no discrimination because the law is still a predominantly male dominated industry so males have no standing to sue in this situation.
   4. there may be a Title VII issue based on gender-plus discrimination issues.
4. Question 4

   Lori works for a national restaurant chain and has been discriminated against by her employer.

   1. Lori must first bring her action through the EEOC.
   2. Lori must first bring her action through the appropriate state court.
   3. Lori must first bring her action through the appropriate federal court.
   4. Lori has the option of initiating her claim through either the EEOC or a state or federal court..
5. Question 5

   Kelly was the victim of sex discrimination at work. After exhausting her administrative remedies she sued for relief in federal court. She

   1. would be entitled only to compensatory damages.
   2. would be entitled, at most, to injunctive relief.
   3. would be entitled to make-whole relief, as well as compensatory damages and punitive damages, if she won her suit.
   4. was not entitled to a jury trial, and her relief is limited to make-whole and injunctive relief.
6. Question 6

   An employer who fails to properly investigate potential employees may be liable to injured third parties under the following legal theory:

   1. OSHA
   2. Workers Compensation
   3. Negligent Hiring
   4. Assault
7. Question 7

   Under the ADA, an individual

   1. is disabled if the individual has an impairment that substantially limits one or more of the major life activities.
   2. is disabled only if the individual has an impairment that substantially limits all major life activities.
   3. Is disabled if he suffers from any medically recognized disorder.
   4. Is presumed to be disabled unless an employer, or prospective employer can prove otherwise.
8. Question 8

   In order to be afforded constitutional and/or statutory protections, the complainant must:

   1. be a member of an organized religious denomination.
   2. be a member of a religious denomination that the employer is familiar with.
   3. show a sincerely held religious belief even without proving membership in a specific religious denomination.
   4. none of the above.
9. Question 9

   The ADEA

   1. protects all individuals against age discrimination.
   2. protects all employees who are at least 40 years of age, against age discrimination.
   3. protects all employees who are less than 40 years of age, against age discrimination.
   4. protects all employees who are between the ages of 40 and 70.
10. Question 10

    The Family and Medical Leave Act applies to:

    1. all employees of all businesses.
    2. employees who have worked for a company for 12 months, regardless of hours worked.
    3. employees who have worked for a company for 12 months, and have worked a minimum of 1250 hours during that time.
    4. employees who have worked a total of 1250 hours, regardless of the duration of their employment.
11. Question 11

    The Civil Rights Act of 1964

    1. amended the Civil Rights Act of 1866 to permit jury trials in employment discrimination cases.
    2. brought an end to the Vietnam war.
    3. created the legal basis for nondiscrimination in housing, education, public accommodations, and employment.
    4. overruled Brown V. Topeka Board of Education.
12. Question 12

    Title VII protections apply to:

    1. managerial employees.
    2. non-managerial salaried employees.
    3. hourly wage employees.
    4. all of the above.
13. Question 13

    For hostile environment sexual harassment to exist, the offending activity:

    1. must occur at least yearly over a five year period.
    2. need only occur once.
    3. must be frequent and/or intensely offensive.
    4. frequency is not a necessary criterion regarding hostile environment sexual harassment.
14. Question 14

    Title VII

    1. prohibits discrimination and affirmative action.
    2. prohibits discrimination but requires reverse discrimination.
    3. prohibits discrimination and requires affirmative action.
    4. prohibits discrimination and permits affirmative action.
15. Question 15

    Acir Manufacturing Company runs a plant in the worst part of town. Despite adequate lighting and security patrolling the parking lot, it is still considered very dangerous to walk to or from your car at night. The plant operates 3 shifts and is open 24 hours a day. Due to the high risk, women are only hired for the 8:00 am to 4:00 pm shift.

    1. the company has a right, if not a duty, to maintain this hiring policy to protect its female employees.
    2. women should be at home at night so no true discrimination exists.
    3. since the hours don’t relate to a true ability to do the job, Acir is discriminating.
    4. safety, in terms of walking through the parking lot, is a valid BFOQ of the job so there is no discrimination.
16. Question 16

    Go Orange Electronics has been manufacturing computers since 1979. It employs approximately 2700 employees. In 1987, the company’s EEO Department advised management that 97% of the company’s supervisors were White, although the company’s workforce was 38% other than White. The company decided to implement a voluntary affirmative action plan which would reserve 25% of each supervisory training class for blacks and other minorities until such time as the percentage of minorities that were supervisors was representative of the available minorities in the local labor force.

    1. this affirmative action plan is illegal because sets a quota for the number of minorities allowed in the class
    2. this affirmative action plan is illegal because it discriminates against white men.
    3. this affirmative action plan is legal because it is temporary, doesn’t unnecessarily infringe on the rights of white employees, and is designed to eliminate the racial imbalance in supervisory positions.
    4. this affirmative action plan is legal because it only sets aside 25% of the class for minorities.
17. Question 17

    An employee unreasonably detained during a search by a private employer

    1. may have a viable cause of action against the employer for defamation.
    2. may have a viable cause of action against the employer for assault.
    3. may have a viable cause of action against the employer for battery.
    4. may have a viable cause of action against the employer for false imprisonment.
18. Question 18

    An accommodation, under ADA, is reasonable if:

    1. it is feasible.
    2. it has been provided by other employers.
    3. it does not cause a burden on the employer.
    4. it does not cause an undue burden on the employer.
19. Question 19

    Which of the following is not a belief that may require accommodation by the employer:

    1. being a vegetarian.
    2. wearing a required head covering.
    3. refusal to work on the Sabbath.
    4. all of the above may rise to the level of requiring an accommodation.
20. Question 20

    An employer’s duty to accommodate the religious practices of an employee is limited by

    1. the concepts of reasonableness and undue hardship.
    2. the degree to which the religion involved is widely recognized.
    3. the First and Fourteenth Amendments to the U.S. Constitution.
    4. the Free Exercise Clause.
21. Question 21

    Peter is a 65 year old black man. He is a licensed pilot and is in perfect health. Peter has applied to Flying High Airlines, and his application has been rejected.

    1. if he can show that the job remained open after his rejection, disparate treatment can be shown.
    2. Flying High has the right to hire anyone that they please because it’s a private company.
    3. Flying High will not have been deemed to have discriminated against Peter if they can evidence a valid BFOQ that disqualifies Peter.
    4. disparate treatment is automatically evidenced because Peter belongs to a protected group.
22. Question 22

    In terms of sexual harassment, an employer is liable for the following:

    1. acts of a supervisory employee only should the employer know or should have known that harassment was occurring.
    2. acts of a supervisory employee whether or not the employer knew or should have known that harassment was occurring.
    3. acts of a non-supervisory employee whether or not the employer or should have known that harassment was occurring.
    4. employers are always liable for any sexual harassment that occurs regardless of who the harasser is or what they knew or should have known.
23. Question 23

    Simone is the only female marketing manager at the Aged in Oak Distillery. The other managers constantly referred to her as their “chicky-babe.” Additionally, they left nude pictures on her desk and sent her vulgar emails. When she went to the bathroom, they would follow her, pretending to go in behind her. David, the worst offender, would intentionally rub up against Simone when he passed her in the hall. Simone complained to the Vice-President of Human Resources and he told her that the guys were just having a little fun and to be a good sport

    1. Aged in Oak is not liable for sexual harassment because Simone did not file a formal complaint.
    2. Aged in Oak is liable for quid pro quo sexual harassment.
    3. Aged in Oak is liable for hostile work environment sexual harassment.
    4. Aged in Oak is not liable for sexual harassment because none of the men were her supervisor.
24. Question 24

    The practice of hiring only one’s family members or the family members of current employees is

    1. venue recruiting.
    2. nepotism.
    3. promoting from within.
    4. despotism.

Paper Assignment

Outcome: Complete and use a set of guidelines for ethical decision making

1. As you gain more information about ethical decision making, you will be better able to develop your conception of the “ideal” ethical manager. The PRIMO article attached below, by Thompson (2008), will give you some practical guidance. Read this article and make a short, minimum 1-page, word count at least 350, easy to use list of principles that will serve to guide ethical decision making for your “ideal” manager in the ideal workplace:

The assignment concept is to evaluate 1) how you are personally as an individual, 2) how you conduct yourself at work, and 3) what you’d expect from your company. Do you hold your personal standards at work, are you tougher at work and expect more from your employees, do you expect more from the company than you are willing to provide, etc…??

Guidelines for decisions in the workplace (bullets are fine):

Personal:

Professional (as an agent of the organization):

Organizational (values commonly held by decision makers):

Reference:

Thompson, R. (2008, September). Short-Term Profit vs. Long-Term Gain: Is Honesty Still the Best Policy? Physician Executive, 34(5), 80-82. Retrieved December 18, 2008, from Business Source Premier database.

2. In addition to submitting your guidelines for personal, professional, and organizational decision making, write a 2-page minimum paper answering the question posed by the case study (listed below).

Case Study:

Procter & Gamble: A Problem for the CEO,

one-page minimum, word count at least 350

Headquarters, Cincinnati, Ohio . “What’s that?” you wonder as you look out your window. A small group of people is gathered on the sidewalk at the end of the wisteria gardens in front of the main headquarters of Procter & Gamble. If you squint, you can see they’re holding signs, but the only text you can make out is the word “PETA” in big letters across the bottom. “Just great,” you think to yourself.

People for the Ethical Treatment of Animals, the animal-rights group more commonly known by the acronym PETA, raises more than $25 million a year from its 1.6 million members and supporters. PETA not only campaigns for animal rights, but also funds less known animal-rights groups to engage in activism. PETA is extremely adept at organizing public campaigns and mobilizing the public to boycott companies. Its public-relations tactics include celebrity endorsements, traveling displays of animal abuse, and creative on-site demonstrations. Even large international companies like McDonald’s, Burger King, and KFC have bowed to pressure from PETA. In response to aggressive campaigns, all three have issued strict humane animal handling guidelines to suppliers of beef, pork, and chicken and enforce those standards with unannounced audits of production farms and processing plants.

PETA has been known to use pretty crude tactics. In one instance, a viral ad featuring scantily clad women with cow udders instead of breasts was distributed in the UK as part of a campaign against milk drinking and production. PETA had hoped to air a television version of the ad on the ABC network in the United States during the Super Bowl, but was told the execution “falls outside boundaries of good taste.” Mimicking television shows like Girls Gone Wild, in which women are encouraged to disrobe for cameras, PETA’s “Milk Gone Wild” ad shows models dancing in a bar, surrounded by men drinking glasses of milk. When the women tear off their tops, they expose cows udders. In another instance, PETA successfully launched a six-year campaign of intimidation against the owners, staff, and suppliers of a farm that bred guinea pigs for scientific research. Their tactics, denounced as mob rule by some in the medical research community, included hate mail, malicious phone calls, death threats, fireworks, a pedophile smear campaign, car vandalism, arson attacks, and finally the theft of the remains of a relative of the farm owner from the churchyard cemetery. It is clear that PETA will do anything to achieve its goals.

Procter & Gamble (P&G) does not use animals to test the safety of its cosmetics, shampoos, detergents, cleansers, and paper goods; it does, however, use animals to test the safety of new drugs, health-care products, and products intended for use on babies and children. Nonetheless, P&G still draws protests from PETA in the form of PETA’s “Died” advertising campaign, based on P&G’s best-selling laundry detergent Tide. The “Died” ad shows a woman holding a box of “Died” detergent with the words “Thousands of Animals Died for Your Laundry” boldly written on the box. PETA is urging consumers to boycott all P&G products until the company ends all forms of animal testing.

From P&G’s perspective, eliminating animal testing altogether could compromise safety, as testing is critical to producing safe products for its customers. P&G has to know, for example, that a product will not cause injury if children accidentally swallow it or get it into their eyes. Furthermore, in the event that a product liability lawsuit is filed against the company, its best legal defense would be the scientific testing it performs on rats and rabbits.

As the CEO of P&G should you, as PETA demands, eliminate all animal testing? Or, by minimizing but not eliminating animal testing, has P&G achieved a reasonable balance that still allows it to make sure its products are safe? The last things you need are product liability lawsuits against P&G. PETA is at best a secondary stakeholder. Customers, on the other hand, are a primary stakeholder group, so customer safety is a critical concern. If PETA launches new campaigns and boycotts, it could rally primary stakeholders including potential customers against the company, which in turn could hurt revenue, and declining revenues could affect stockholders (another primary stakeholder), and may even lead to downsizing affecting employees, yet another primary stakeholder group. PETA’s aggressive tactics and history of misrepresentation of facts are cause for concern. The buck stops with the CEO! What is the most socially responsible thing to do?

Describe how P&G’s CEO would identify the problem presented by PETA to each stakeholder group, state what steps to take (using the ethical decision-making guidelines you developed), and explain how to approach each group.

Tip: Remember to draw from the material you have been reading in both texts.

NOTE: Please ensure assignment meets formatting and length requirements as dictated in the syllabus.

Proofreading is a must. Poor misspellings, punctuation, grammar, fragmented / incomplete / run-on sentences, or deviations from the instructions in this paragraph will be deducted from the overall grade of the paper.

Sarath, a sole proprietor displays a “Diana Model Hand Bag” in his shop window, with the price marked on it as Kshs.25,000/-. Priyanka visited the shop and told Sarath that she was willing to buy it for Ksh s.20, 000/-. Sarath replied that he could give it only for Kshs.22, 000/-, but Priyanka insisted that she was willing to pay only Ksh s.20, 000/-and left the shop. However, Priyanka realized that it was worth Ksh s.22, 000/-and returned to the shop to buy the hand bag for KShs.22, 000/-. Sarath refused to sell it. In the meantime, Seetha visited the shop and expressed her willingness to purchase it for the price marked on it. Sarath refused to sell the handbag to both Priyanka and Seetha. Advise Sarath whether there is a contractual obligation binding him with Priyanka and Seetha on this incident. (450 words)

On Monday, Albert inspected
Betty’s car at her house in Rongaiand offered to pay ksh 3,000,000 for
it. Betty wanted Ksh 3,500,000. Later in the day, Betty wrote to Albert
and stated that she would take Ksh 3,200,000. The letter was received by
Albert at his home on Tuesday morning. At 4.00 pm on Tuesday afternoon,
Albert at his office in Westlands wrote a letter to Betty accepting her
offer. On his way to post the letter Albert met Cuthbert who told him,
‘I gather that Betty has finally sold her car.’ Betty had, indeed, sold
the car. Albert posted his letter and, upon arriving home in Rongai,
discovered a message on his answer phone from Betty. The message had
been left at 3.00 pm; Betty had stated, ‘I withdraw my offer.’ Albert
bought a similar car for Ksh 4,000,000.

Advise Albert.(450 words)