Reeves worked as a transportation sales representative at a shipping company. Reeves was the only woman working on the sales floor, an open area structured into a “pod” of cubicles. Six males worked with Reeves. Reeves could often hear the language of her male coworkers as they spoke over the phone or with each other. Reeves could also hear the central office radio located in the “pod” that was used by her coworkers to listen to a crude morning show. On a daily basis at work, Reeves heard vulgar language and discussions of sexual topics, including such derogatory terms as “bitch” and “whore,” which her male coworkers used to describe customers. The male branch manager once asked Reeves to speak to “that stupid bitch on line 4.” Reeves brings a Title VII. sexual harassment claim against her employer. Decide the case. Explain.
Answer to relevant QuestionsIn McCormack v. Safeway, included as a “Legal Briefcase” in this chapter, the plaintiffs brought a retaliation claim along with their sexual harassment claims. Less than a month after reporting the sexual assault, the ...Go to National Labor Relations Board’s frequently asked questions [www.nlrb.gov/faq/nlrb]. 1. Explain what an employee at an unionized workplace who is “unhappy” with the union can do. 2. Explain how to file an unfair ...1. Legal requirements aside, are employers ethically obligated to inform their workers of NLRA rights? Explain. 2. From an ethical standpoint, should NLRA posting requirements be different for a nonunionized workplace versus ...Should a union be able to access Department of Motor Vehicles records to find employees’ residential addresses so union organizers can visit employees at home for organizing purposes? Explain. 1. Evidence indicates that many buyers do not read beer labels and perhaps do not care about precise alcohol content. Given that evidence, if AB did, in fact, dilutes its beer, would that dilution constitute an ethical ...
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