Janice Coleman is a team leader at Jackson Equipment. She has been promoted several times over the past five years and her performance evaluations are outstanding. One of the vice presidents at Jackson has been very friendly to Janice and has served as her mentor. He has also been asking her to go out with him for the past 2 years. She has declined and the vice president has recently suggested that she could be an area supervisor if he became her advocate with the management team. He has indicated he would be willing to do so if they began a personal relationship. Janice does not agree to the relationship and is promoted to area supervisor. Janice has filed a complaint of sexual harassment with the EEOC.
A) Janice has no case because she has been promoted.
B) Janice has a case for atmosphere of harassment.
C) Janice's employer is not responsible for the unilateral acts of its employees.
D) There is no discrimination in her promotion record.
E)None of the above
Question 2
In the TWA v. Hardison case, the airline needed an employee to work on Saturdays, but the employee did not want to do so because of his religious beliefs. The Supreme Court held that TWA:
A) was liable because it discriminated against the employee on religious grounds.
B) was liable because it offered the employee no reasonable accommodation.
C) was not liable because the employee's requests were illegal.
D) was not liable because TWA offered a reasonable accommodation.
Sample equipment maintenance log.
Example of equipment used for a urine drug screen that a medical office may require before ...
Venipuncture equipment.
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