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Yes, a dress code requirement could potentially be considered disparate treatment if it discriminates against certain groups based on protected characteristics such as gender, race, or religion. Employers should ensure that dress codes are applied fairly and do not disproportionately impact particular individuals or groups.
What else can I help you with?
What statement about the treatment of slaves is NOT correct?
There are many statements about the treatment of slaves that are not correct. For instance it would not be true to say that slaves got preferential treatment from their masters.
Who should be billed for the treatment of an emancipated minor?
An emancipated minor is considered legally independent from their parents, so they would be responsible for their own medical bills unless they are covered under a health insurance plan held by a parent or legal guardian. Ultimately, the responsibility for payment would depend on the specific circumstances and agreements in place.
You're in the room when Dr Jones and the patient discuss a proposed treatment What would you listen for in the conversation to determine if the patient gave informed consent?
Did the patient demonstrably know: * What the treatment was for? (The ailment or condition). * What are the various phases of the treatment? * How long will the process take. * Risks * Changes as a result of the treatment, temporary and permanent. * Prognosis * Was the patient allowed to ask questions? * Did the patient acknowledge the above and still consent to the procedure?
If a slave master had children as a slave how were they treated?
Children born to slave masters and their slaves were usually considered slaves themselves. They faced discrimination and were subject to the same harsh treatment as other slaves. In some cases, they were sold to other slave owners.
In a Title VII civil action the plaintiff must prove disparate treatment or disparate impact In proving disparate treatment the plaintiff must convince the court?
First thing you'd need to do is file a charge with the EEOC. The EEOC will investigate your claim(s), gather information from your employer, etc and make a determination on whether there is merit to move forward or not. If there's not merit to move forward, this means that the EEOC does not feel, based on the facts given to them, that you have a strong enough case that they are willing to bear the cost of a law suit. However, they will then issue you a "Right to Sue" letter. You MUST have this letter in hand before you can sue. As to the answer, since you'd be the plaintiff, the plaintiff almost always has the burden of proof on their shoulders, while the defandents just need to cast doubt (in criminal) and in civil cases the defense would also need to prove that they didn't. The courts, however, put a greater burden on the plaintiff(s). There's a lot of documentation you need to prove a disparate treatment or impact case. I, for example, am not an attorney, just to let everyone know, but I am 2 weeks shy of being a paralegal. I, just went thru something like this with my own employer. EEOC decided that I didn't have a case. Well, before the EEOC decided that, my employer and I engaged in Mediation. Turns out, it worked out a heck of a lot better than if they had received notice that my EEOC claim had been denied. Ok back to documents, my attorney, since I just found out today that it was denied (06/05/09) advised me to either supeana redacted employment records such as attendance, disciplinary, FMLA/ADA (which if redacted is able to be released as it doesn't show any signs of who it is), since I worked in a call center (I don't now, work in a different part of the company) a copy of the schedules for everyone, how many and what time they called in, when they called in/if they called in, any emails from supervisors, managers, directors, that have to do with you, including the responses, and printed attatchments if there are attatchments in the email, copy of the written company policies for your position AT THE TIME YOU FILED THE COMPLAINT, amongst other things. So, as you can see, it'be a lengthy process. The EEOC only gave me 1 week to get this additional documentation to them, if I wanted to pursue it. Hope this helps! Scott
What is overt disparate?
Overt disparate treatment would be the mistreatment of any person based on their protected class. For example, if an employer mistreats an employee because of his or her race, religion, gender, disability, or sexual orientation. This type of treatment is illegal under The United States Civil Rights Act.
What is overt disparate treatment?
Overt disparate treatment would be the mistreatment of any person based on their protected class. For example, if an employer mistreats an employee because of his or her race, religion, gender, disability, or sexual orientation. This type of treatment is illegal under The United States Civil Rights Act.
How would you please use disparate in simple sentence?
There is a disparate bunch of songs on my hard drive that defy classification.
What is overt treatment?
Overt disparate treatment would be the mistreatment of any person based on their protected class. For example, if an employer mistreats an employee because of his or her race, religion, gender, disability, or sexual orientation. This type of treatment is illegal under The United States Civil Rights Act.
What is disparate?
Overt disparate treatment would be the mistreatment of any person based on their protected class. For example, if an employer mistreats an employee because of his or her race, religion, gender, disability, or sexual orientation. This type of treatment is illegal under The United States Civil Rights Act.
What is disparate discrimination?
There are two terms that use the word "disparate." Disparate TREATMENT means the employer treats people differently for the wrong reason. The employer uses somebody's race, age, sex, religion, etc. to change the terms and conditions of employment. Disparate IMPACT means that the employer has a rule or policy that at first would seem to be fair and neutral to all people, but in reality it has the consequence or unintended effect of being tougher on people of certain groups. For example, in the 1970s a power company in the deep South had a requirement that all their employees had to have a high school education and pass a general education test. Most white people passed the tests but a lot of black people failed. Because the public education system was racially unequal in the South in the 1940s and 1950s and 1960s, the power company's rule excluding a lot of black Americans from getting (or keeping) their jobs. That is unlawful under Title VII of the Civil Rights Act of 1964. Even though "well educated" versus "poorly educated" are not suspect classifications when it comes to federal employment law, at that particular time and place in American history any rule against poorly educated workers would be just like having a rule against hiring blacks.
Is it requirement to or for?
The correct phrase is "requirement for." For example, you would say, "There is a requirement for this position." Using "to" in this context would be grammatically incorrect.
What if you have one seizure during your life and have not had one in years. Is that considered a pre-existing condition?
Depends on how long ago it was and if you are still or was ever receiving treatment for the seizure. If it happened 10 yrs ago or later and you never received treatment, then no it would not be considered a pre-existing condition. If it happend 10 yrs ago and sooner and that you were receiving treatment, then yes it would be considered a pre-existing condition.
What is the opposite of matched?
The opposite of matched (matched up) would be unpaired. The opposite of matched (alike) would be unlike, different, disparate, or dissimilar.
Would a drug and alcohol treatment facility need to be accredited in order to accept private health insurance as payment from it's client's?
The facility would have to comply with whatever requirement the private health insurance company desires.
Did slaves had burials like pharaohs?
Nope not at all. Pharoahs were considered gods no way a slave would get the royal treatment
If i have a bachelor's degree in pharmacy would i be considered a pharmacist?
Within the US the bachelor's in pharmacy is no longer awarded. The requirement currently is a doctor of pharmacy (PharmD) degree.
