HRA 545 Personnel Law and Ethics Module 3 Assignment Case Assignment 3
Case #6 Van I. Irion, a Caucasian male who is a veteran of the United States Air Force, submitted an application for a position as a firefighter with Contra Costa County Fire Protection District in September 2000.The process for obtaining a position as a firefighter with Contra Costa County Fire Protection District involves several steps, which are set forth in the county’s Personnel Management Regulations (“PMRs”). First, applicants are given a written test, a physical agility test, and an interview with the County Department of Human Resources, the results of which are combined to come up with a score for each applicant. In addition, a 5% Veterans’ Preference Credit is added to the scores of veterans who apply.The Interview Schedules indicate that Irion received a numeric rating of 4. The Interview Schedules also appear to indicate that at least two minority candidates with lower initial rankings and lower Chief’s Interview scores were hired—#24 who is identified as Hispanic and received a rating of 3, and #53 who is identified as “Asian or Pacific Islander” and received a 3-4 score. In addition, one minority candidate with the same Chief’s Interview score of 4 and a lower initial ranking, #34 was hired. Finally, two minority candidates with Chief’s Interview scores of 4 and lower initial rankings than Irion, #68 and #69, appear to have been given initial conditional offers of employment, but they were not ultimately hired.Beadle, who was Personnel Officer for the Contra Costa County Fire Protection District at the time of the relevant events, states in his declaration that he was present at the meeting in which the Chief’s InterviewPanel made its recommendations for Academy Class 34 and that the panelists “did not recommend Mr. Irion for hire…because they unanimously felt his answers to questions illustrated that he was too rigid andwould be a difficult employee.”Irion asserts that Contra Costa County discriminated against him on the basis of veteran status, in violation of the Uniformed Services Employment and Reemployment Rights Act (“USERRA”). Under USERRA, employers may not deny a person employment on the basis of membership, including past membership, in a uniformed service. USERRA is violated when veteran status is a “motivating factor” in the employer’s action.Question: Was an applicant for a position as firefighter discriminated against because he was a United States Air Force veteran? Explain.
Case #7Ms. Walker was a permanent clerk typist in the Internal Revenue Service’s Atlanta office. Ms. Walker is a light-skinned black person. Her supervisor was Ruby Lewis. Ms. Lewis is a dark-skinned black person. The employees in the office in which Ms. Walker and Ms. Lewis worked were predominantly black. In fact,following her termination, Ms. Walker was replaced by a black person. The working relationship between Ms. Walker and Ms. Lewis was strained from the very beginning, since approximately November of 1985. Ms. Walker contends that Ms. Lewis singled her out for close scrutiny and reprimanded her for many things that were false or insubstantial. Ms. Walker’s relationship with her former supervisor, Virginia Fite, was a cordial one. In fact, Ms. Walker received a favorable recommendation from Ms. Fite.Ms. Walker met with Sidney Douglas, the EEO program manager for the Internal Revenue Service’s Atlanta district about the problems she was having with Ms. Lewis. Two weeks later, pursuant to Ms. Lewis’s recommendation, Ms. Walker was terminated. The reasons given for her termination were: (1) tardiness to work; (2) laziness; (3) incompetence; and (4) attitude problems. It is Ms. Walker’s belief that the reasons were fabricated and were the result of Ms. Lewis’s personal hostility towards Ms. Walker because of Ms. Walker’s light skin.1
Question: The issue is whether color discrimination includes difference between light-skinned and dark-skinned people of the same race. Explain.2
ADDITIONAL INSTRUCTIONS FOR THE CLASS
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.
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.
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.
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.
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.