BUS 393 Lecture Notes - Lecture 4: Punitive Damages, Herb Robertson, Absenteeism

• School: Simon Fraser University
• Department: Business Administration
• Course: BUS 393
• Professor: Robert Adamson

Document Summary

Discrimination based on gender related to pay (female employees paid significantly less than male counterparts without any reason to be paid less) The(cid:455) (cid:272)ould (cid:374)ot p(cid:396)o(cid:448)e that it (cid:449)as a (cid:272)o(cid:373)pa(cid:374)(cid:455)(cid:449)ide dis(cid:272)(cid:396)i(cid:373)i(cid:374)atio(cid:374). Diffe(cid:396)e(cid:374)t wal(cid:373)a(cid:396)t"s i(cid:374) diffe(cid:396)e(cid:374)t states did not pay less, (some even paid more) O(cid:374)e of the lesso(cid:374)s fo(cid:396) (cid:271)usi(cid:374)ess, is put poli(cid:272)ies i(cid:374) pla(cid:272)e that do(cid:374)"t allo(cid:449) supe(cid:396)(cid:448)iso(cid:396)s/(cid:373)a(cid:374)age(cid:396)s to (cid:373)ake these type of discriminatory choices. Excessive work hours (no not necessarily), compliments( not harassment), bad jokes, events outside workplace. Employer is legally responsible if other employees harassing an employee if that employer has not taken steps to protect all employees. This legal principle or rule is like vicarious liability (similar to agency concept) they are responsible vicariously for the conduct of their employees. Ways to reduce and manage the liability the starting point is that you are liable and responsible- you need to shut these things down ( such as a creepy employee)