No. An employer act is never discrimination unless there is a tangible employment action - the victim gets fired, demoted, suspended, pay cut, unwelcome transfer.
Giving someone else training is not tangible harm. No violation possible.
The communication between an employee and an employer regarding another coworker is very limited. Under the privacy acts, employers are not allowed to divulge personal information to any other employee regarding the coworker, without their consent.
The word coworker means a fellow employee; a person who works for the same employer as yourself.
That depends. Feeling harassed or discriminated against due to age is subjective and varies by individual. The best an employer can due is ask the question under reasonable circumstances, which would be a defense against a discrimination complaint. If the employee is approaching what most people consider retirement age, or if the employee has worked for the number of years to qualify for full retirement benefits, then it would be reasonable for an employer to inquire about the employee's retirement plans because the employer will need to plan for replacing the retiring employee.
It is a company that has put in it's policy and procedures employee manual a line that reads: "Either the employee or employer may terminate the employee-employee relationship at any time and/or for any reason." The caveat is that there can be no discrimination involved when terminating an employee. This policy appears to protect the employer more than the employee. The employee will simply resign without giving notice. Many courts will uphold this policy as long as there was no discrimination of any sort involved. T. Recio Consulting
No. That is discrimination in the US and most of Europe.
No, because they would be sued for discrimination and violation of labor laws.
Yes. An employer can fire anyone who fails a drug test regardless of their criminal history. FYI, in the majority of US states an employer has the right to fire any employee as long as the employee's status is not protected under EEOC laws and regulations regarding discrimination.
The employee's criticism of the employer
If an employer asks an employee if that employer can count on him or her, the answer should be yes. An employee must be reliable in order to benefit the employer.
Was the employee forewarned of the consequences of his or her actions? Are the employer's rules reasonably related to business efficiency and performance the employer might reasonably expect from the employee? Was an effort made before discharge to determine whether the employee was guilty as charged? Was the investigation conducted fairly and objectively? Did the employer obtain substantial evidence of the employee's guilt? Were the rules applied fairly and without discrimination? Was the degree of discipline reasonably related to the seriousness of the employee's offense and the employee's past record?
The collective labor law relates to the relationship between the employee, employer, and union. The individual labor law concerns the employees right to work.
If the employee built the item under the direction of the employer, using the employer's plans or specifications, the employer will be responsible. If the employee did not follow the directions of the employer, particularly if it strayed from the standards of a normal build, then the employee could be held responsible.