Employment Law Case Study Example | Topics and Well Written Essays - 1250 words

Employment Law - Case Study Example She is given a post of vice president despite of her disability and continue to deliver her anticipation at the highest level that oversees the company achieve profit maximization level at hand. The problem arise in her line of work when she accepted the clothing industry to initiate and urge to contact initiatives with her subordinate group on the basis of creating a union that will oversee the fate of the employee at large. The C.E.O. and Board of Directors is furious, and call her in and threaten to fire her for allowing union representatives in the company. She meticulously relates that the law says, that she cannot discourage or intimidate employees to keep any union from addressing employees, but they again rebuke her for her so called poor judgment. The board members states that, â€Å"they will get back to her shortly.† This case reflects a lot of unlawful instances in the way she ends up being treated. The fact that she is threatened is itself a bleach of law. Kayte C lark is herself a disabled employee but her situation has fully been considered. She is even given the chance to advance to a top position despite her condition of being a female worker and above all, being disabled. The major problem seems to come in when she decides to address the issue of other workers. She feels that these workers are hardly considered by the management. Her judgment is solely correct in contrast to what other individuals proclaim. The board is protecting the company’s position in the expense of the subordinate workers and any attempt to give these workers a chance to review their working conditions through a trade/labor union puts her into a difficult situation. Given that she has been working for the company for more than 20 years, there threats hardly mean anything to do with losing her job or even her immediate position. She is protected by Title VII in many ways. She can hardly be punished for relating with her subordinates, because she is disabled, because she is a woman. A major reason why she should not face any punishment is that she not caused any positive damage to the company. While the title protect employers who discriminate based on protecting certain traits, which could hinder occupational qualifications, subordinate workers have the right to join any labor unions that would fight for their rights. Kayte Clark has no right in preventing them from joining trade unions, but instead, she can help them in achieving their right to good working conditions among other benefits. Furthermore according to the Labor-Management Reporting and Disclosure Act, workers are entitled to join any union as long as the union has been availed under the constitution act amendment. In the United States of America, we have got the office of labor-management standards (OLMS) amended under labor-management reporting and Disclosure act formed in the year 1959 which covers unions and employees of this unions based on their postal services. The L MRDA Title VI bill of rights states that â€Å" the authority to investigate a prohibition on a union fining, suspending, expelling, or otherwise disciplining members for exercising their rights under the LMRDA; and a prohibition on