1. Identification of the “critical or relevant facts” from the case ” Paul Cronan was working for New England Telephone Company while diagnosed with ARC – Aids Related Complex and started showing symptoms of AIDS. His supervisors started to get concern with his job performance and health due to his very poor attendance, and the increased amount of absences. During spring 1985, Paul had requested permission on two different days to leave work due to a doctor’s appointment. Paul’s supervisor Charles O’Brian refused to grant him permission a third time, unless he informs him on the reason for the appointment. Charles O’Brian told Paul Cronan that it is company practice to inform the person’s supervisor of any matter which could involve affecting the attendance of an employee.
Charles O’Brian insisted on knowing the nature of the doctor’s visits. He promised Paul Cronan that the information would be held in confidence. Charles O’Brian instructed Paul Cronan to see the New England Telephone Company’s doctor. The doctor determined that he had AIDS and recommended to see a psychiatrist. Within the company it became public news that he had AIDS. Other employees were getting afraid of the chance of getting AIDS from Paul Cronan.
The Term Paper on Paul Cronan Employees Company Aids
Paul Cronan Case This case involves a corporate response to AIDS in the workplace. The return to work of Paul Cronan, a person with AIDS, after a much publicized law suit, led to a walkout of his coworkers. This case documents the circumstances which preceded the work stoppage. Analyzing this case from Paul Cronan's supervisors point of view there are three main ethical issues to be considered: ...
Paul Cronan started to feel very unsafe to return to work and had requested a medical leave. He soon started receiving sickness benefits. Paul Cronan’s physician sent a medical certificate stating that he was considered disabled for an estimated time frame of three months. The benefits for being disabled was approved for the three months and then extended for 9 months. Paul Cronan decided to sue New England Telephone Company for discrimination against his disability. It was decided by Paul Cronan to settle out of court and they had reached an agreement to let him return to work, and reach a financial settlement.
They agreed to reassign Paul Cronan to a new facility in Needham. They also denied all of the allegations and had admitted to no wrong doing. New England Telephone Company agreed to educate the new workers about AIDS at the new facility in Needham. New England Telephone Company held an education meeting between workers and AIDS medical specialists. The doctors informed the employees there was no way AIDS can be transmitted with casual contract. The first day that Paul Cronan returned to work he was exposed to threats from his coworkers because of his sexuality and illness.
Many workers filed a grievance with their union which protested his reinstatement as a violation with the health and safety agreement of the employees contract. The employees requested if they could receive their daily assignments outside in their trucks instead of inside the office to reduce the chance of contacting with Cronan because of the fact that they felt threatening about getting AIDS. When the company declined the request, it led to a walk out of 29 employees. The employees felt unsafe and did not want to risk their health with the chance of contact with Paul Cronan. 2. What are the key issues? The legal issue: Is it legal to discriminate Paul Cronan because of his disability to protect other employees.
3. What are the “legal rules” that apply in this case. Paul Cronan was discriminated against the company New England Telephone Company because of his discrimination. According to the Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act it is against the law to discriminate a person on the basis of color, race, sex, disability, age, and national origin. If a company makes an employment decision based on people with disabilities that is considered discrimination. Titles I and V of the American Disabilities Act, states that “a qualified individual with a disability is someone who satisfies skills, experience, education, and other job-related requirements of the position held or desired and who, with or without reasonable accommodation, can perform the essential function of that person.” (1) Unlawful Employment Practices sec.
The Essay on 401 K Plans Company Stock Employees
401 (k) Plans There are many economic issues facing the nation today. While some are extremely important in determining how the economy is balanced, others are not. Although this is true, that does not necessarily make these lesser important issues obsolete. Take, for example, the recent issue of corporate leaders matching contributors to the 401 (k) plan with company stock, instead of with cash. ...
2000 e-2 section 703 states “It shall be an unlawful employment practice for an employer – to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.” (2) 4. List of Observations Paul Cronan’s supervisor promised him that the reason for the doctors visits would be held in confidence and that he needed to know based on the amount of days that he was absent. New England Telephone Company had no right to inform other managers and employees about his condition. He started to feel unsafe to return to work because of the harassment that he had AIDS and that he was gay. This was discrimination against his disability and he started to fear for his life. After his became healthier, he was ready to return to work, and nobody from the company would return his phone calls.
This would fall under the laws of the American Disability Act and the Unlawful Employment Practices. New England Telephone Company discriminated against his disability. This discrimination is against the law. After Paul Cronan and the company went to court they decided to settle out of court, and they offered him his job back at another plant. He agreed, but the other new workers did not feel safe to be working with him, and 29 people walked out on the job. The employees felt unsafe and did not want to risk their health with the chance of contact with Paul Cronan.
The company discriminated against him before, now the employees are against him. He is still being discriminated against his disability with AIDS. This is still against the law according to Titles I and V of the American Disability Act. 5. Drawing Your Conclusions The conclusion that I would like to make for the Legal Analysis Model is to inform New England Telephone Company that they can not discriminate Paul Cronan in any way because this would be against the law. They are going to have to have additional training workshops and for the other workers and explain to them the risks involved on getting AIDS with casual contract.
The Essay on Hiring Disabled Employees
Hiring Disabled Employees Approximately 54 million noninstitutionalized Americans have physical, intellectual, or psychiatric disabilities. Of these cases, 26 million are classified as having a severe disability. Severe disabilities include Alzheimer's disease, autism, mental retardation, and long-term use of a cane, crutches, walker, or wheelchair. Historically, individuals with disabilities have ...
The employees must understand completely that there risk of getting AIDS would be very low. Paul Cronan can not be treated any different then other employees. The outcome should be that if any of the employees want to discriminate against Paul Cronan that is against the law and certain actions will be brought to the table. None of the employees should be allowed to be treated differently because of Paul Cronan and he should not be treated any different because of his disability.
