Employment law 3 Assignment Example | Topics and Well Written Essays - 750 words

Employment law 3 - Assignment ExampleIn this encase, Woolsey signed an employment agreement which contained Employee Confidentiality, Non-Disclosure and Non-Circumvention Agreement. In this regard, Woolsey committed himself to not disclose third parties information approximately MediLink such as trade secrets. Woolsey also committed himself not to work for a competitor of MediLink for a period of three years after termination of Woolseys employment. Woolsey can be make dod to live with breached Non-Disclosure and Non-Circumvention Agreement by coping hundreds of MediLink documents on his laptop, which he carried to-and-from his office. These agreements protect the ideas of the business deal. In addition, the employer spends effort and money training employees, and this should pillow privacy especially on the way the follow does business. Question B As the HR VP of MediLink, I would advice MediLink to treat the nurses as its employees. This is important because as company employ ees, the nurses will enjoy all benefits accrued to company employees. This translates to better provision of services to MediLink customers. Some of the benefits of having the nurses as MediLink employees are directly or indirectly connected to incentives employees get from the company. Some programs such healthcare programs, reward systems, and employment law that protect employees from unfair treatment by the employer would motivate the nurses to continue working for the MediLink and offer quality services to MediLink customers. Conversely, an employer has the right of control. The employer can ordinate the means and the manner in which the employee performs the job. In addition, since MediLink customers supplies with uniform and equipments and some fees, it means that the customers entrusts all this to MediLink. Therefore, it would be indispensable for MediLink to treat nurses as its employees. Shaw v. Zedco Employment law prohibits sexual harassment in a workplace and is con sidered to be a form of sexual discrimination, and it is stipulated under Title VII of the 1964 Civil Rights Act (M, Paludi, and C, Paludi 6). Carpenter, Newman, and Whatley were alleged to have sexually harassed plaintiff and subjected to a hostile work environment. However, in order to determine the case, it is decisive to point out some deliberations and facts concerning the law and the case at hand. Under Title VII, apart from the employers cosmos required to prevent sexual harassment, they are also supposed to take comely care to quick correct sexual harassment that has occurred (M, Paludi, and C, Paludi 6). In this case, the plaintiff reported the matter to Persons about alleged case of sexual harassment committed by her colleagues. Persons fired Carpenter and held disciplinary conferences with Newman and Whatley. In this regard, it is correct to argue that took the appropriate measures against the accused persons. In addition, Persons wrote to Plaintiff, urging her to reco nsider leaving her job and informing her that ZEDCO had hired a new manager for the Stockton facility and assured her of fair treatment. This means that the employer took reasonable care. In fact, for the employer to be lawfully responsible for sexual harassment, he must be aware that the harassment occurred and that he failed to take reasonable care. On a different dimension, it is crucial for employees experiencing sexual harassment in workplace, categorically and clearly severalize no to it. For example, if the behavior of his or her workmate offends