In addition to the monetary component, the settlement calls for hotel managers to receive improved training on employment discrimination. Although nearly four years have passed since the 9/11 attacks, terrorism remains prominent in the minds of most Americans. Employers should recognize and be prepared to remedy instances of discrimination and hostile attitudes toward workers who are unfairly stereotyped as supporting terrorism or anti-Americanism simply because of their national origin and/or religion. New ftc regulations Address Disposal of Employees' "Consumer Information". The federal Trade commission (FTC) issued new regulations, effective june 1, 2005, governing the disposal of consumer information (including background checks) about employees and applicants. What do the new regulations require? The regulations require that persons and entities who maintain or possess "consumer information" for a business purpose properly "dispose" of such information by taking "reasonable measures" to protect against unauthorized access to or use of the information in connection with its disposal. How is "Consumer Information" defined?
A brief Summary of the lord of the rings - andy commons
We will post a further update following the publication of the ninth Circuit's decision. Hospital Settles Wage/Hour Class Action for.75 Million. Settlements of California wage/hour class actions continue to dominate the news. Recently, a southern California hospital agreed to pay.75 Million to more than 1,000 hourly workers to settle claims that the hospital denied compensation to employees who missed rest periods and meal breaks, amongst other claims. The size of the settlement highlights the profound risks associated with employers' failure to ensure that employees receive appropriate meal and rest periods. Indeed, with a long statute of limitations for such wage claims and a rigid system of penalties, the amounts at issue can quickly skyrocket. Employers should be vigilant regarding compliance someone with meal and rest period laws, and promptly correct any non-compliance. Famous New York hotel Settles National Origin Discrimination Complaint. The Equal Employment Opportunity commission eeoc recently announced a 525,000 settlement of claims it pursued against the Plaza hotel on behalf of 12 Muslim, Arab, and south Asian employees. The workers claimed that, following the september 11 terrorist attacks, co-workers referred to them in an offensive and derogatory manner, and otherwise subjected them to a hostile work environment.
Indeed, the e-mail "downplayed the obligations set forth in the attached Policy. And omitted the crucial fact that the policy would become an employee's exclusive remedy for employment related claims of virtually every kind and description." In short, the court found that "the e-mail announcement undersold the significance of the policy.". While gd failed in this case to enforce an otherwise valid arbitration agreement, the first Circuit's analysis is a helpful guide for employers who seek to distribute arbitration agreements and other important personnel contracts and policies via e-mail. Ninth Circuit Will Reconsider Casino's summary Requirement that Women Bartenders wear makeup. In January, we reported on a decision by a three-judge panel of the ninth Circuit affirming the dismissal of a casino bartender's claim that the casino's requirement that all women wear makeup constituted sex discrimination. ( ) However, the ninth Circuit recently announced that the decision of the three-judge panel will be reviewed by its entire panel, signaling a possible reversal. The larger panel will focus on the core issue: whether the makeup requirement imposes an unequal burden on women in violation of Title vii.
Gd did not require employees reviews to respond to the e-mail or otherwise acknowledge that they had received and read the e-mail and attachments. Further, although gd monitored whether employees opened up the cover email, it did not track whether employees clicked on and read the attached links. Following his termination, campbell sued gd in a massachusetts state court. Gd removed the matter to federal court and then sought to compel arbitration of Campbell's claims. The district court denied gd's motion on the ground that the mass e-mail message failed to provide the minimal level of notice required to enforce an agreement to arbitrate ada discrimination claims. The court of Appeals affirmed, finding that actual notice of the new policy did not occur. However, the court identified certain measures gd could have taken to cause a different result. First, gd should have required a specific response to the e-mail from all employees or otherwise confirmed receipt of the e-mail and policies by forcing employees to click a box on a computer screen. Second, gd should have explicitly stated in the cover e-mail that employees would be bound by a mandatory arbitration policy and prohibited from pursuing discrimination claims in the courts.
Thus, the court concluded that the mmpi questions constituted an unlawful pre-offer medical examination in violation of the ada. The court also rejected rac's defense that, because it did not engage a psychologist or other medical professional to interpret the responses to the mmpi questions, the questions did not constitute a medical examination. Employers should exercise extreme caution when implementing pre-offer tests with applicants (which includes current employees who seek promotions). If such tests are designed to reveal, or have the effect of revealing, mental illness or other medical disorders, employers face substantial risks if they decide not to hire or promote an individual based on the results of such tests. Employers frequently rely upon e-mail to distribute new and/or updated personnel policies and agreements to employees, including mandatory, binding arbitration provisions. A decision from the first Circuit court of Appeals (covering Massachusetts and other Northeastern states) provides guidance to employers regarding the effective use of e-mail to notify employees of, and bind them to, a mandatory arbitration policy. General Dynamics gov't Sys. Corp., campbell worked for General Dynamics gd for two and a half years before gd terminated his employment for absenteeism and tardiness. Approximately one year after Campbell commenced employment, gd distributed a company-wide e-mail announcing the implementation of a new "Dispute resolution Policy." The cover e-mail made broad and vague references to arbitration of workplace disputes, and it included links to the actual arbitration policy and.
D-day and Omaha beach - a brief summary - history
Employer's Use of "Personality" Test violated ada. Decision Highlights Risk of Using e-mail to distribute Important Personnel Policies. Ninth Circuit Will Reconsider Casinos Requirement that Women Bartenders wear makeup. Hospital Settles Wage/Hour Class Action for.75 MillionFamous New York hotel Settles National Origin Discrimination Complaint. Reminder: Fenwick west will host a resume breakfast Briefing on July 14, 2005 entitled "Employers' and Employees' rights in the world of Blogs." we hope to see you there.
A decision from the seventh Circuit court of Appeals (covering Illinois and other Midwestern states) highlights the risks associated with an employer's use of personality tests with applicants. Rent-a-center, Inc., three account managers sued their employer in an Illinois federal district court claiming that Rent-a-center's rac use of a popular personality inventory/test to disqualify them from promotion violated the Americans with Disabilities Act ada. Rac implemented a multi-part test for its promotion applicants, which included hundreds of questions from the minnesota multiphasic Personality Inventory mmpi. Rac claimed that it used the mmpi questions solely to measure personality traits. The Equal Employment Opportunity commission, which investigates and prosecutes alleged ada violations, takes wallpaper the position that psychological tests "designed to identify a mental disorder or impairment" qualify as unlawful pre-offer/pre-promotion medical examinations, while psychological tests "that measure personality traits such as honesty" do not. In Karraker, the court found that the mmpi questions used by rac did not necessarily diagnose or detect psychological disorders, but that the responses to various questions could clearly reveal mental illness (for example, paranoid personality disorder).
What does Islam have to say about it? How should Muslims regard drugs? To know this, we must see what the quran and the sunnah (prophetic tradition) say regarding intoxicants and narcotics. Allah Almighty states in the noble quran what means: "O. More, monopoly, or Ihtikaar in Arabic, is a prohibited practice in Islam because it leads to injustice. The Prophet Muhammad, sallallaahu alayhi wa sallam, has made explicit and specific statements about.
For example, he said: "Whoever withholds food (in order to raise its price has certainly erred!" Muslim Also: "Whoever strives. More, first: Major Shik one of the most important things Muslims must know and pay attention to is the issue of Shirk (Associating partners with Allah in worship its seriousness and its different types, so that our Tawheed (belief in the Oneness of Allah) and. The word Shirk in Arabic means. More, marriage, as prescribed by Allah, is the lawful union of a man and a woman based on mutual consent. Ideally, the purpose of marriage is to foster a state of tranquility, love and compassion in Islam, but this is not always the case. Islam discourages divorce but, unlike some religions, does make provisions for divorce by either party.
Malcolm X: a brief summaryHistory in an hour
More, people should make use of what Almighty Allah has made lawful for them and beware of what he has prohibited. He left nothing which is good without making it lawful out of His grace, and nothing which is evil except that he prohibited it out of His mercy. So, just as he conferred upon you the bounty of making the good lawful, he also conferred upon you. More 'the big Chill? a specially researched Time magazine cover story dated February 16 1987, startled the world with horrifying details of a new disease aids. Since aids is infectious and fatal, it has produced a new breed of untouchables from whom both men and women flee in fear of their very lives. Publicity writing on the subject has created such. More, the young Muslims of today are facing an ever-increasing number writings of dilemmas. One of these is drugs.
Scholars have three different opinions on how the consent condition. Allah Almighty honored man and created him with His own Hand and blew into him from His Spirit. Then, he made his angels prostrate to him and subjected to him all that is in the heavens and the earth all from Him. Moreover, he made him a successor on earth and bestowed talents and blessings upon him so that he can dominate the earth. More, a brief summary of the principles of Ghuslis as follows: First, a muslim should make driving his/her intention for purification, then wash the privateparts. Then make wudhoo' (ablution) like the wudhoo' done for prayer, then pour water on hisright side, then the left side. Then water should be poured on his head, covering the entire body with water.
him, narrated that the Prophet. More, ruling of foods and drinks: According to principle, all good and beneficial things are lawful and all harmful and evil things are unlawful. Moreover, all substances are lawful and permissible to use, except those proven otherwise by evidence, or those which cause certain and evident harm. 1- Allah Almighty has made all that which entails benefit. More, the commands mentioned in the quran and Sunnah to follow the laws of Allah and His Messenger, sallallaahu alayhi wa sallam, and the prohibitions of introducing innovations into the religion are quite clear. Allah says (what means say o muhammad, 'if you should love allah, then follow me, so Allah will love you and forgive you your sins. Consent: A sale is not valid unless there is mutual consent between the two parties. In the quran, Allah Almighty says (what means but only in lawful business by mutual consent. Quran 4:29 But, how can the consent condition be met between the two contracting parties?
And if you are on a journey and cannot find a scribe. More, reviews according to the faqihs, usurpation refers to usurping other's possessions by force without having the right to take them. Usurpation is prohibited according to juristic consensus, for Allah, The Exalted, says (what means And do not consume one another's wealth unjustly. Quran 2: 188 Usurpation is considered one of the grievous ways of eating. More, the insurance contract The commercial insurance contract is one of the unlawful contracts because of the gharar (risk due to uncertainty about the sold item) involved. The messenger of Allah, sallallaahu alayhi wa sallam, was reported to have forbidden the gharar-based selling. Muslim on the authority of Abu hurayrah, may allah be pleased with.
Terminal Station (film) - wikipedia
A summary gives a short overview, or the main points, of something longer. She talked for days about the 800-page romantic novel, but her boyfriend's summary was "Girl meets boy, boy meets girl, boy rides horse into sunset, girl meets new boy. Summary is a noun, and "summery" is an adjective, but they sound alike and both describe something short. A summer feels like a short piece of a long year, and a summary is a short statement about a longer piece. When a long speech or writing needs retelling in a short amount of time, a summary conveys the meaning in fewer words. Often a book cover has a summary of what's inside, and an introduction has a summary of the main points in a chapter. Mortgaging refers to the security for a debt against an article that can cover it london or its value (in case of non-fulfillment). Mortgaging is permissible according to the noble quran, the sunnah (Prophetic Tradition) and the consensus of Muslim scholars. Allah, Exalted be he, says (what means.