Competency Assessment: (CU3 M1)
In a three-page Microsoft Word Docx or rtf file format document, please respond to the following three situations. Be thorough and complete in your responses. Use references to support your position and cite them appropriately:
1. Richard Mudd, an employee of Compuserve, is called for jury duty in Wayne County, Michigan. His immediate supervisor, Harvey Lorie, lets him know that he “must” avoid jury duty at all costs. Mudd tells the judge of his circumstances and his need to be at work, but the judge refuses to let Mudd avoid jury duty. Mudd spends the next two weeks at trial. He sends regular e-mails and texts to Lorie during this time, but on the fourth day gets a text message from Lorie that says, “Don’t bother to come back.” When he does return, Lorie tells him he is fired. Does Mudd have a cause of action for the tort of wrongful discharge?
2. More than four decades after the passage of the 1964 Civil Rights Act, many libertarians and conservatives continue to believe that the law is a violation of states’ rights. Do you agree? Why or why not?
3. Discuss in detail what OSHA is and the purpose of OSHA. Detail why OSHA is important to employers and the role of OSHA for employees. Next address each of the learning objectives for this Module:
Discuss employment-at-will and contractual employment.
Identify and discuss laws that generally regulate the employer-employee relationship.
- Describe the process of and rights under collective bargaining.
Your response should be typed, double-spaced in a standard-sized document (8.5" x 11") with 1" margins on all sides. You should use a clear font that is highly readable. APA recommends using 12 pt. Times New Roman font. Citations should be in APA format.
Employee - Employer Relationship
4 pts = Author thoroughly understands Employee - Employer Relationship and applies concepts to the scenario presented with great detail. Author offers additional information about Employee - Employer Relationship to support position. 3 pts = Author evaluates Employee - Employer Relationship and loosely applies concepts to the situation presented. 2 pts = Author explains Employee - Employer Relationship but fails to fully connect to the scenarios presented. 1 pt = Author mentions Employee - Employer Relationship but fails to connect to the scenario presented. 0 pts = Insufficient
Civil Rights Act
4 pts = Author thoroughly describes Civil Rights Act and relates to situation presented. Author offers additional examples. 3 pts = Author addresses Civil Rights Act and relates to example 2 pts = Author shows signs of understanding Civil Rights Act and relates to example. 1 pt = Author does not understand Civil Rights Act. 0 pts = Insufficient
OSHA, At-Will, Collective Bargaining
4 pts = Author synthesizes knowledge and discusses OSHA, At-will employment, and Collective Bargaining. . Author is thorough. 3 pts = Author understands OSHA, At-will employment, and Collective Bargaining. and relates with examples. Author connects position to example given. 2 pts = Author understands OSHA, At-will employment, and Collective Bargaining. and relates with examples. Author connects position to example given. 1 pt = Author loosely evaluates OSHA, At-will employment, and Collective Bargaining. and relates to example. 0 pts = Insufficient
This criterion is linked to a Learning OutcomeCourse Outcome 03: Understand the requirements for a valid contract and apply those requirements to specific contractual activities.
threshold: 3.0 pts
This criterion is linked to a Learning OutcomeCourse Outcome 04: Recognize the interconnectedness of the legal system to business, society and the environment.
threshold: 3.0 pts
Total Points: 12.0