Legal Questions Affecting Workers

No employers shall discharge, threaten to discharge, intimidate or coerce any permanent employee by reason of such employeeÆs jury service, or the attendance in any connection with such service, in any court of the United States.

Jury System Improvement Act not only grants an employee the right of action against any employer whose actions violate the law, it also provides for government-paid counsel to represent an employee in such a case. Further, if an employee uses a private counsel in a case brought under the Jury System Improvement Act and wins the case, the court is allowed to award fees for the employeeÆs legal counsel.

Nix, therefore, has a legitimate claim against his employer if Nix is a permanent employee (as specified in the Act). The Act is not intended to apply to temporary employees, i.e., people hired on a day-to-day basis as needed or people hired for a specific temporary period. The wording of the Jury System Improvement Act includes the phrase ôin any court of the United Statesö. Court rulings have interpreted this phrase to mean any court in the United States, as opposed to a narrower interpretation of only federal courts.

A claim under the Jury System Improvement Act applies only to the loss, the threat of loss, reducti

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federal employment law, even if the workplace policy does not otherwise contravene any law. In the case of the Martin Co., an anti-nepotism policy is in effect (and has been in effect for a long time). The company, however, has been highly selective in its application of the policy and in its adherence to the requirements of the policy. The disparate outcomes have occurred primarily in relation to two demographic groups that are specifically covered by federal employment law. The first violation involves the children of male employees at the Martin Co. While the companyÆs anti-nepotism hiring policy prohibits the hiring of children of current employees, the company has, nevertheless, hired male children of current male employees but has not hired any female children of current male employees, even though female children of current male employees have applied to the company for employment. This selective application of the companyÆs anti-nepotism workplace policy, therefore, has created an adverse disparate outcome for female children of current male employees seeking employment at the company. The second violation involves the children (male and female) of current female employees. While the company, as noted above) has h
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Approximate Word count = 2235
Approximate Pages = 9 (250 words per page)

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