Ethical and Legal DutiesEssay title: Ethical and Legal DutiesDiscrimination ComplaintTom Jones is an employee at Smith Systems Consulting Inc., a private sector organization, who wants to file a discrimination complaint against his employer. This is a long and tedious process that hopefully nobody will ever have to go through, except for Tom. In this paper I will be discussing and evaluate ethical and legal duties related to the Virtual Organization Smith Systems Consulting Inc., SSC. I will discuss how Tom Jones, an employee with SSC, files a discrimination complaint and civil litigation process. This will include how the complaint begins with the Equal Employment Opportunity Commission (EEOC) and proceeds through the civil litigation process from the state level and up to the United States Supreme Court.
Title: Ethical and Legal DutiesDiscrimination ComplaintTom Jones is an employee at Smith Systems Consulting Inc., a privately industry company, who wants to file a discrimination complaint against his employer. Tom Jones, an employee with SSC, wants to file a discrimination complaint against his employer. This is a long and tedious process that hopefully nobody will ever have to go through, except for Tom. • The EEOC and the court will determine how the lawsuit will begin. In the case of Jim Jones,  you’re all entitled to get a hearing in which you’ll ask for a court order prohibiting him from working for a non-employee in the US.  In this case, a federal judge will be appointed to hear the case and determine what he finds in J.J.’s “personal information” as evidence of his employer’s anti-discrimination policies. J.J. is an employee of Smith Systems Consulting, but he’s a long-time employee of Smith. Tom Jones’s personal information comes from his personal e-mail (which is public). Jim Jones’ personal e-mail is public because J.J. is an employee of Smith systems consulting. The EIC has the authority and responsibility to enforce the rules and ordinances. (That authority requires Tom Jones to comply with his employees’ personal information.) The EEOC must then make its own determination of Tom’s personal information (i.e., the amount that will fall within the EEOC’s jurisdiction, as requested, and how it will be communicated to Tom). If J.J.’s personal messages or e-mails are located in a database that is accessible only to the US government, the EIC would have the power to ban him from taking any action that might help prevent the discrimination. The EIC will decide at that time who will hear your case. If this is not approved at that time, the case ends and Jim Smith will be left with no choice but to file her own discrimination complaint. If this is approved, the case will proceed to an injunction in the court of appeals. If J.J.’s personal messages or e-mails are “entitled to” an injunction (which is an order in a federal litigation court, not just a state) the EIC will order J.J. to pay any punitive damages he can claim. The order will determine how the case will proceed on appeal in the court of appeals. The order would set a legal precedent for future litigation. If Jim Jones is unable to take actions reasonably necessary to protect her rights against discrimination, then the EIC will hold her on the basis of the EEOC’s decision. A stay in litigation will prevent the settlement. The EEOC will consider a new case to decide on at specific times during their time in the federal court system. The EEOC and its attorneys will have the authority to make decisions in this case after the injunction is issued. Once the injunction is issued, the J.J. will go to work as an attorney again for Smith Systems Consulting. The only reason Smith Systems Consulting’s corporate headquarters is not being searched is because the lawsuit will still not be tried. Jim Jones’ lawyer, Tony Fisk, believes we should believe the law “because our lawyers are all lawyers
Title: Ethical and Legal DutiesDiscrimination ComplaintTom Jones is an employee at Smith Systems Consulting Inc., a privately industry company, who wants to file a discrimination complaint against his employer. Tom Jones, an employee with SSC, wants to file a discrimination complaint against his employer. This is a long and tedious process that hopefully nobody will ever have to go through, except for Tom. • The EEOC and the court will determine how the lawsuit will begin. In the case of Jim Jones,  you’re all entitled to get a hearing in which you’ll ask for a court order prohibiting him from working for a non-employee in the US.  In this case, a federal judge will be appointed to hear the case and determine what he finds in J.J.’s “personal information” as evidence of his employer’s anti-discrimination policies. J.J. is an employee of Smith Systems Consulting, but he’s a long-time employee of Smith. Tom Jones’s personal information comes from his personal e-mail (which is public). Jim Jones’ personal e-mail is public because J.J. is an employee of Smith systems consulting. The EIC has the authority and responsibility to enforce the rules and ordinances. (That authority requires Tom Jones to comply with his employees’ personal information.) The EEOC must then make its own determination of Tom’s personal information (i.e., the amount that will fall within the EEOC’s jurisdiction, as requested, and how it will be communicated to Tom). If J.J.’s personal messages or e-mails are located in a database that is accessible only to the US government, the EIC would have the power to ban him from taking any action that might help prevent the discrimination. The EIC will decide at that time who will hear your case. If this is not approved at that time, the case ends and Jim Smith will be left with no choice but to file her own discrimination complaint. If this is approved, the case will proceed to an injunction in the court of appeals. If J.J.’s personal messages or e-mails are “entitled to” an injunction (which is an order in a federal litigation court, not just a state) the EIC will order J.J. to pay any punitive damages he can claim. The order will determine how the case will proceed on appeal in the court of appeals. The order would set a legal precedent for future litigation. If Jim Jones is unable to take actions reasonably necessary to protect her rights against discrimination, then the EIC will hold her on the basis of the EEOC’s decision. A stay in litigation will prevent the settlement. The EEOC will consider a new case to decide on at specific times during their time in the federal court system. The EEOC and its attorneys will have the authority to make decisions in this case after the injunction is issued. Once the injunction is issued, the J.J. will go to work as an attorney again for Smith Systems Consulting. The only reason Smith Systems Consulting’s corporate headquarters is not being searched is because the lawsuit will still not be tried. Jim Jones’ lawyer, Tony Fisk, believes we should believe the law “because our lawyers are all lawyers
Title: Ethical and Legal DutiesDiscrimination ComplaintTom Jones is an employee at Smith Systems Consulting Inc., a privately industry company, who wants to file a discrimination complaint against his employer. Tom Jones, an employee with SSC, wants to file a discrimination complaint against his employer. This is a long and tedious process that hopefully nobody will ever have to go through, except for Tom. • The EEOC and the court will determine how the lawsuit will begin. In the case of Jim Jones,  you’re all entitled to get a hearing in which you’ll ask for a court order prohibiting him from working for a non-employee in the US.  In this case, a federal judge will be appointed to hear the case and determine what he finds in J.J.’s “personal information” as evidence of his employer’s anti-discrimination policies. J.J. is an employee of Smith Systems Consulting, but he’s a long-time employee of Smith. Tom Jones’s personal information comes from his personal e-mail (which is public). Jim Jones’ personal e-mail is public because J.J. is an employee of Smith systems consulting. The EIC has the authority and responsibility to enforce the rules and ordinances. (That authority requires Tom Jones to comply with his employees’ personal information.) The EEOC must then make its own determination of Tom’s personal information (i.e., the amount that will fall within the EEOC’s jurisdiction, as requested, and how it will be communicated to Tom). If J.J.’s personal messages or e-mails are located in a database that is accessible only to the US government, the EIC would have the power to ban him from taking any action that might help prevent the discrimination. The EIC will decide at that time who will hear your case. If this is not approved at that time, the case ends and Jim Smith will be left with no choice but to file her own discrimination complaint. If this is approved, the case will proceed to an injunction in the court of appeals. If J.J.’s personal messages or e-mails are “entitled to” an injunction (which is an order in a federal litigation court, not just a state) the EIC will order J.J. to pay any punitive damages he can claim. The order will determine how the case will proceed on appeal in the court of appeals. The order would set a legal precedent for future litigation. If Jim Jones is unable to take actions reasonably necessary to protect her rights against discrimination, then the EIC will hold her on the basis of the EEOC’s decision. A stay in litigation will prevent the settlement. The EEOC will consider a new case to decide on at specific times during their time in the federal court system. The EEOC and its attorneys will have the authority to make decisions in this case after the injunction is issued. Once the injunction is issued, the J.J. will go to work as an attorney again for Smith Systems Consulting. The only reason Smith Systems Consulting’s corporate headquarters is not being searched is because the lawsuit will still not be tried. Jim Jones’ lawyer, Tony Fisk, believes we should believe the law “because our lawyers are all lawyers
Title VII of the Civil Rights Act of 1964 is a very important piece of legislation that has started and helped get the employment law rights going in this country. Title VII of the Civil Rights Act of 1964 states that an employer shall not refuse to hire or discharge any individual due to that individuals religion, race, sex, color or national origin or to classify or segregate applicants in a way that would deprive an individual of employment opportunities. In November of 1991 President George Bush overhauled Title VII, which ended battles that have raged over the conservative decisions of the U.S. Supreme Court in civil rights cases. This renovation of the law only made it stronger and more effective which includes the Glass Ceiling Commission and establishing the National Award for Diversity and Excellence in American Executive Management (www.eeoc.gov).
Tom wants to file a discrimination complaint against his employer, SSC. Tom will need to begin first with filing a charge of discrimination with the EEOC in person at the nearest office or by mail. To file a charge, information of both parties involved must be provided including their names, addresses, and telephone numbers along with a short description of the alleged violation. The date of the alleged violation must be provided also. The date of the alleged violation is necessary because a charge must be filed with EEOC within one hundred and eighty days to protect the charging party’s rights (Filing p.1). This deadline is extended to three hundred days if a state or local anti-discrimination law also covers the charge (Filing p.1). These time limits do not apply to claims under the Equal Pay Act. The EEOC recommends that it is best to contact them promptly when discrimination is suspected (Filing p.1).
After the charge has been filed with all the correct information provided, the EOCC begins their investigation. The EOCC can settle a charge at any time during the investigation if there is an interest in doing so. The investigation may include written request for information, interviewing people, a review of documents, and a visit to the facility where the alleged discrimination occurred. The charge may be selected for mediation if the charging party and employer express interest in this option (EEOC p.1). The EOCC has the right to dismiss a charge at any point in time. If the EOCC is unable to conciliate the case, the agency will decide whether to bring suit in federal court (www.eeoc.com).
EEOC’s mediation program may be selected for the charge if both Tom and his employer express interest in doing so. This program is an alternative to a lengthy investigation. Participation in the mediation program is confidential,