Situation one:
New Corp did not follow the protocal they put into place regarding letting there employees go. Pat complied with everrything the company asked of him and had no proper notification that his work performance was an issue. The issue only occured after he voiced his feeling at a school meeting. The senoir manager at the company had no right terminating Pat because of his actions at the school meeting. Pat did not let the members of the meeting know where he was employed at however the senoir manager did know him. The manager's behavior was an example of discrimiunation disparate- treatment and retaliation. This behavior is unacceptable and if Pat decided to proceed with litigation he could win.
Situation two:
New Corp was responsible for ensuring the information recieved by Sam was correct. Therefore someone should have aske Paula if she was pregnate. Then the management team should have educated her on the risk verses the benefits of the potential position. The manager should have also inquired as to why Paula wanted to change her department. Upon reviewing the information Paula would have grounds to file a sexual harrassment claim and retalitation suit against Sam and possible New Corp for not addressing the situation promptly.
Situation three;
Paul has a potential claim regarding unsafe work environment however he is not abe to do both sue the company and collect workers compenation. because workers compensation is an exclusion remedy. The law prevents the employee from conducting both under the same claim. There has to be new symptoms as a result from the original claim.
