HRA 545 Personnel Law and Ethics Module 2 Assignment  Case Assignment 2

HRA 545 Personnel Law and Ethics Module 2 Assignment  Case Assignment 2

HRA 545 Personnel Law and Ethics Module 2 Assignment  Case Assignment 2

Case #3 In July 1994 Elvis R. Stewart, an African American, began working for the McDonald’s restaurant located inside the Wal-Mart store on Benson Boulevard in Anchorage, Alaska. Stewart’s shift was from 7:30 p.m. until closing, the time of which varied. Stewart also worked at Taco Bell. Stewart’s shift at Taco Bell was from 11:30 a.m. until 7:00 p.m. In order to work both shifts, Stewart carried a change of clothes and personal items in a duffel-type bag. He would change out of his Taco Bell uniform, and into his McDonald’s uniform, in the Wal-Mart bathroom. He used the Wal-Mart bathroom, instead of the Taco Bell bathroom, because it was larger and less crowded with customers.Wal-Mart had a nationwide policy of stationing a member of its management team at its exits to check for receipts of purchases made by Wal-Mart and McDonald’s employees, and to check for stolen items that might be concealed in their personal bags. Management conducted the checks before employees left the store at the end of their shifts.According to Stewart, sometime during his third week of employment, Hardy stopped him as he was exiting McDonald’s at the end of his shift. Hardy asked to search Stewart’s bag, and then proceeded to dump the contents of Stewart’s bag onto the counter and look through it. According to Stewart, this type of bag search continued until mid-February 1995. Steward testified that he routinely objected to the searches. Stewart asked Hardy whether he searched certain people because they were black. Hardy answered yes.Question: Were the searches motivated by race discrimination? Explain.

Case #4 Elizabeth Salsbury, a speech language pathologist employed by SunDance, was notified by letter from SunDance dated February 26, 1999, that the company was compelled to reduce its workforce and that Salsbury’s job would be terminated effective March 1, 1999. The letter informed Salsbury that she would receive 80 hours’ worth of severance pay after signing a separation agreement and general release.A provision of the agreement stated, “This Release and covenant not to sue also expressly, and without any limitation of the foregoing General Release, includes bot is not limited to any claims which Releasor may have or may assert under federal or state law prohibiting employment discrimination and claims growing out of any legal restrictions on the rights of Company to terminate its employees, whether statutory or arising under common law, including without limitations: Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act. Releasor on behalf of herself and other releasers expressly agrees that she will not institute, commence, prosecute or otherwise pursue any proceeding, action, complaint, claim, charge or grievance against Company or any other released parties in any administrative, judicial or other forum whatsoever with respect to any acts or events occurring prior to the date hereof in the course of Releasor’s dealing with Releasee.”Salsbury decided not to sign the Separation Agreement.Question: Can severance pay be given conditional to the employee’s promise to forego proceeding under Title VII of the Civil Rights Act and/or the Americans with Disabilities Act? Explain.1

HRA 545 Personnel Law and Ethics Module 2 Assignment  Case Assignment 2
HRA 545 Personnel Law and Ethics Module 2 Assignment  Case Assignment 2

Case #5 Howard Saari was employed by Smith Barney, Harris Upham & Co., Inc., as an account executive beginning in July 1988. He alleges that his work was satisfactory at all times. According to Saari’s complaint, on or about December 14, 1988, a “sum of money, supposedly belonging to a client of Smith Barney, was supposedly stolen from the desk of a Smith Barney employee.” Saari alleged he was questioned about the theft and was later asked to take a polygraph test concerning the incident, which he refused. Saari claims he was then terminated for his refusal to take the polygraph examination.Saari became a registered representative of the NYSE and thereby subject to its Rule 347, which provides that “Any controversy between a registered representative and any member or member organization arising out of the employment or termination of employment of such registered representative by and with such member or member organization shall be settled by arbitration.”Saari contends that the enforcement provisions of the Employee Polygraph Protection Act show no such flexibility.Question: Is the arbitration requirement in violation of the EPPA? Explain.2

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Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.

Check Out Also: HRA 545 Module 1 Assignment Case Method: How to Analyze the Cases

Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.

One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.

I encourage you to incorporate the readings from the week (as applicable) into your responses.

Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately.

In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.

Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).

Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.

APA Format and Writing Quality

Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).

Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.

I highly recommend using the APA Publication Manual, 6th edition.

Use of Direct Quotes

I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.

As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.

It is best to paraphrase content and cite your source.

LopesWrite Policy

For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.

Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.

Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?

Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.

Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.


Communication is so very important. There are multiple ways to communicate with me:

Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.