This streamlined, straightforward casebook offers a fresh perspective on employment discrimination law, presenting a procedural-based approach lacking in other texts with interactive materials. While still providing traditional coverage, Employment Discrimination: Procedure, Principles, and Practice, Second Edition emphasizes the importance of procedural issues in workplace cases. Numerous exercises and problems foster classroom discussion. Practice tips situate students in the role of a practicing lawyer.
The inexcusable treatment of Sears employees: A cautionary tale
Sears Archives Home Page
Employers acknowledge their employees' need for time off to mourn the loss of a family member or someone whom the employee considers family. Employment laws don't mandate bereavement leave, and, because of the sorrowful nature of this kind leave, it's not the type of leave that employers advertise like generous vacation policies. Bereavement leave is the employer's benevolent response that says the company understands the devastation that accompanies grief and an employee's need to put aside work to manage personal feelings and issues during this difficult time. When an immediate family member dies, the grieving employee should contact either her supervisor or the HR department with information about the days she needs to be off work. Time off from work is for handling funeral arrangements and attending funeral and memorial services. The company reserves the right to request documentation, such as an obituary or funeral program, as proof of the death.
Sears Retirees Fight Group Life Insurance Termination
McNichol, Detroit, Mich. This case raises two important issues. The second issue is whether discharge of a fuel island attendant because of management disapproval of her social relationship with a district manager co-employee is discrimination in violation of the Elliot-Larsen Civil Rights Act. The answer to both questions is no. Plaintiff was employed by the defendant as a fuel island attendant.
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