Delta Airlines :: Essays Papers

Delta Airlines Who would have thought that a major airline of today could contribute it's success to Boll Weevil insects that decimated the cotton fields of the south. Some say there would not have been a Delta Airlines at all if it were not for the Boll Weevil infestation of the early 1920's. Even the name came from the Mississippi Delta where the Boll Weevil's plagued many cotton fields. According to the book Delta Airlines by Jones, C.E. Woolman was the assistant district agent working for the U.S. Department of agriculture's bureau of Entomology laboratory in Tullulah, Louisiana. Woolman was an agricultural engineering graduate from the University of Illinois and could be categorized as an aviation enthusiast. Along with Dr. B.R. Coad, Woolman developed a promising weapon against the insect but needed a more efficient means to spread it across a vast area. Congress gave the researchers a small grant that allowed them to acquire two ex-US Army Curtiss Jenny Aircraft. However, it was not until 19 23 that things started to happen for the two researchers. A man by the name of George Post, a New York Businessman from Huff-Daland Airplanes, Inc. was flying south when he was forced to land because of mechanical problems with his airplane. He landed in Tullulah and discovered Coad and Woolman's experimental dusting operation. He considered this to be a commercial opportunity he could not pass up. After convincing management, the Huff-Daland Dusters started at Macon, Georgia, in 1924. However, there was not much success so the operation moved to Monroe Louisiana. From Monroe, the business quickly grew but it was only seasonal so Wollman decided to diversify and set up operations in Peru. It was while in Peru that Woolman and his company secured South American airmail rights to fly between Peru and Ecuador. This was when Woolman first appreciated the possible value of a passenger service in 1927. When back in Monroe, Woolman secured some private financing from private businessmen a nd started his own Aviation Company. Delta's first aircraft were three five passenger Travel Air 4000s. On March 15, 1940, Delta added it's third crewmember, the Stewardess, to its air service on the DC-2 Aircraft. In 1941, Delta moved its general offices and overhaul base from Monroe to Atlanta. Through the years Delta merged with Northwestern and Western Airlines to become one of the largest airlines in the world.

Ethics Hw Week 6

ETHICS HW WEEK 6 ————————————————- 1. | Question:| Teddy's Supplies' CEO has asked you to advise him on the facts of the case, and your opinion of their potential liability. Write a memo to him which states your view of whether the company is exposed to liability on all issues you feel are in play. Include in your memo any laws which apply and any precedential cases either for or against Teddy's case which impact liability. Include your opinion of the â€Å"worst case† of damages the company may have to pay to Virginia.   | Your Answer:| Memo to CEO: Your company is in fact in liability for negligence in protecting the best interest of your employee, Pollard. Even though she participated in many of the sexual harassment situations your upper management did anything to stop or report any of the activities they were aware of. The people put n charge failed the compan y and Ms Pollard by not being responsible and assuming just as much responsibility as she had in the situation. Per the EEO guidelines: An employer is always responsible for harassment by a supervisor that culminated in a tangible employment action. If the harassment did not lead to a tangible employment action, the employer is liable unless it proves that: 1) it exercised reasonable care to prevent and promptly correct any harassment; and 2) the employee unreasonably failed to complain to management or to avoid harm otherwise An individual qualifies as an employee's â€Å"supervisor† if the individual has the authority to recommend tangible employment decisions affecting the employee or if the individual has the authority to direct the employee's daily work activities. A â€Å"tangible employment action† means a significant change in employment status. Examples include hiring, firing, promotion, demotion, undesirable reassignment, a decision causing a significant change in benefits, compensation decisions, and work assignment Employers should establish, distribute to all employees, and enforce a policy prohibiting harassment and setting out a procedure for making complaints. In most cases, the policy and procedure should be in writing. Small businesses may be able to discharge their responsibility to prevent and correct harassment through less formal means. For example, if a business is sufficiently small that the owner maintains regular contact with all employees, the owner can tell the employees at staff meetings that harassment is prohibited, that employees should report such conduct promptly, and that a complaint can be brought â€Å"straight to the top. † If the business conducts a prompt, thorough, and impartial investigation of any complaint that arises and undertakes swift and appropriate corrective action, it will have fulfilled its responsibility to â€Å"effectively prevent and correct harassment http://www. eoc. gov/policy/docs/harassment-facts. html By violating al of the above content we would recommend that Virginia be awarded damages for back pay, a psychological evaluation, a percentage of stocks/shares in the company for future earnings and action disciplinary to be taken against all parties involved| | | Points Received:| 25 of 30 | | Comments:| How did the management fail her? | 2. | Question:| The NJ Human R ights commission found that Pollard was the victim of Sexual Harassment and disparate treatment. Please answer these questions:   a. Provide the most current definition of â€Å"sexual harassment,† including a definition of quid pro quo and hostile environment sexual harassment. Name an appellate  court case where an employer was found liable for either quid pro quo or hostile environment sexual harassment. Describe the facts of the case, and the decision the court came to in the case. Include the citation to the case and a link to it online. Would the case apply to Pollard's case? Why or why not? Would you want to use this case in Teddy's favor or Pollard’s favor? (10 points)b. Explain which form of sexual harassment that you suspect NJ Human Rights commission found Virginia had been a victim of and why you feel that is the case. Provide law or a case to support your position. If you feel Pollard was not a victim of harassment in this case, explain why you feel that way, and provide law or a case to support your position;  Ã‚  (10 points)c. Explain what defenses to sexual harassment Teddy's had in this case (Include the name and citation of  at least two  federal or state sexual harassment case(s) which provide precedential support to your defense statement. (10 points. )d. What is disparate treatment and why do you think the Human Rights commission found it had occurred? Do you agree with this decision? (10 points. )  |   | Your Answer:| A. The legal definition of sexual harrassment is a form of sex discrimination. The legal definition of sexual harassment is â€Å"unwelcome verbal, visual, or physical conduct of a sexual nature that is severe o r pervasive and affects working conditions or creates a hostile work environment. Quid pro quo, a Latin term meaning â€Å"this for that,† occurs when your boss offers you benefits, or threatens to change your working conditions, based on your response to his demands for sexual favors. â€Å"I'll give you a raise if you go out with me†¦. † or â€Å"I'll demote you if you don't have sex with me† are examples of â€Å"quid pro quo† harassment. Hostile environment harassment occurs when physical, verbal, or visual sexual harassment is severe or pervasive enough to create a hostile or abusive work environment. This type of harassment does not require a loss or threat of loss of your job, or the promise of benefits. Comments about your body, sexual remarks, pornographic pictures displayed at the workplace, and touching and grabbing may all create a hostile work environment. In addition, the conduct must be unwelcome to you. If you like, want, or welcome the conduct, then you are not being sexually harassed. And if the conduct does not relate to your sex or have sexual references, it's not sexual harassment. 1998 the Supreme Court decided in Ellerth v. Burlington Industries, No. 7-569 and Faragher v. City of Boca Raton, No. 97-282 that companies may be held vicariously liable if supervisors sexually harass workers even if the employees do not report the harassment and suffered no tangible loss. By making employers liable for supervisors' sexual harassment encourages an employer, as no other regime does, to exercise the greatest possible care in screening prospective managers and in training, supervising and monitoring supervisory personnel. It gives employers an incentive to put effective policies and training programs in place. In fact, 54% of Fortune 500 employers admitted in one survey that fears of legal exposure prompted them to establish company policies against harassment. And experience has shown these policies and programs work. Companies that have implemented sexual harassment training programs have reported reduced numbers of claims that develop into lawsuits. http://www. hr-guide. com/data/A07202. htm yes this case would apply to pollards case because in this case too the sexual harassment was not being reported. The companies were too held liable for what was going on with their employers. B. I think they used the basic form of sexual haraasment in th eworkplcae because the boss did not threaten her with sexual advances but condonednthe mistreatment the other male employees had put on her. Even though she did not properly report the abuse I do feel that she was a victim because she encountered several incidents where her right swere violated. C. On June 26th, the U. S. Supreme Court decided the following two cases: Burlington Industries v. Ellerth Facts—The employee, Kimberly Ellerth, worked for Burlington Industries from March 1993-May 1994, as a salesperson in one of Burlington's divisions in Chicago, Ill. During her employment, she claims she was subjected to constant sexual harassment by her supervisor, Ted Slowik. Slowik was a mid-level manager. Burlington has eight divisions, employing more than 22,000 people in 50 plants around the U. S. Slowick was a vice president in one of five business units within one of the divisions. He had authority to make hiring and promotion decisions subject to the approval of his supervisor, who signed the paperwork. Slowik was not Ellerth's immediate supervisor. Ellerth worked in a two-person office in Chicago, and she answered to her colleague, who in turn answered to Slowik in New York. ttp://www. lkorn-law. com/articles/relevent/supreme_decides_sex_har. htm Faragher v. City of Boca Raton, and Burlington Industries Inc. v. Ellerth, the Supreme Court basically stated that the employer is responsible for the actions of the supervisor, even when the employer is unaware of the supervisor’s behavior. An employer can no longer claim that they did not know about the sexual harassment because the employee did not inform them, nor can they claim that they were unaware of the supervisor’s behavior. Out of the two cases listed above the first one is relevant to the case because even though she was disciplined for cell phone usage she was still sent to another area to be subjected to further humiliation by her male co-workers. The second case states where even though the Pollard did not reprt the abuse the supervisor was well aware of what was going on. D. Intentional discriminatory dealing with individuals having a disability or belonging to a particular group based on their age, ethnicity, race, or sex. The Human Rights commssion saw that Pollard was discriminated on due to her sex. Yes I fully agree with their decision. She should be awarded for all damages and future earnings. I would not want that particular job back but one in another area with maybe the same company. Read more: http://www. businessdictionary. com/definition/disparate-treatment. html#ixzz17DKebnxM | | | Points Received:| 40 of 40 | | Comments:| Great that you answered all parts of the question! Also I like that you used the case in which the cell phone discipline took place while it was determined that harassment occurred. This shows that 2 wrongs do not make a right! | 3. Question:| The CEO asks you to review the sexual harassment policy currently in place, which Virginia signed. He wants you to provide him with suggestions for change to it. Review the policy and give three recommendations for changes, enhancements and ideas for making the policy stronger. Include your reasons for these suggestions. If you find information online for making these changes, include citations and/or links to t hat information. Explain how your suggestions may have protected Teddy's in this case. Support these recommendations with current case law.   | Your Answer:| The contract signed by Virginia was vague. It also states that there will be a warning. She was terminated immediately. My suggestion would be to go further by having the employees attend sexual harassment training. They should also offer some type of support for their employees who think they are experiencing it or actually experiencing it. They should also make the supervisors and all employees aware of their no tolerance policy. â€Å"An employer should correct harassment that is clearly unwelcome regardless of whether a complaint is filed. For example, if there is graffiti in the workplace containing racial or sexual epithets, management should not wait for a complaint before erasing it. An employer should ensure that its supervisors and managers understand their responsibilities under the organization's anti-harassment policy and complaint procedures. An employer should screen applicants for supervisory jobs to see if they have a history of engaging in harassment. If so, and the employer hires such a candidate, it must take steps to monitor actions taken by that individual in order to prevent harassment†. An employer should keep records of harassment complaints and check those records when a complaint of harassment is made to reveal any patterns of harassment by the same individuals. http://www. eeoc. gov/policy/docs/harassment-facts. html| | | Points Received:| 18 of 20 | | Comments:| How should the employer â€Å"support † employees? | 4. | Question:| How would Pollard's case be impacted if her replacement had been a female? Would her case be different? Would her damages be different? Explain your answer.   | Your Answer:| Had Pollard been replaced by a female it would make her case weaker stating that it was her and her character in that position that caused the men to react the way that they did towards her. Replacing her with another male shows guilt on the companies side. Had they not been aware of the situation at hand or been doing something to avoid it, it wouldn't have made a difference if they would have hired another female. Her case would have been different beca use had they hired another female would have shown them being less guilty of any of the accusations against them. ecause they did hire a male, made them look more cautious or even suspicious. I don't know for sure if her damages would have been different but her case would have been. she was awarded damages on the jury thinking she was fired unlawfully. | | | Points Received:| 5 of 10 | | Comments:| Why do we blame the woman? The employer has a duty to protect its employees from harassment – that means the men MUST be required to abstain from harassment – not just work with all men. | Bottom of Form

An Issue Of Prison Overcrowding - Free Essay Example

Sample details Pages: 5 Words: 1613 Downloads: 10 Date added: 2019/08/02 Category Society Essay Level High school Topics: Prison Overcrowding Essay Did you like this example? Analysis of Prison Overcrowding Prison overcrowding has been a wide-ranging topic in the United States for decades now. This issue has been the contributing factor to prison violence, safety endangerment, increase in psychological problems, poor health care, and lack of rehabilitation. Overpopulated prisons have been a common topic in the media and has come to be a controversial issue. Don’t waste time! Our writers will create an original "An Issue Of Prison Overcrowding" essay for you Create order Is Prison Reform the answer? Will it indeed improve the penal system that has been operating in injustice? Prison Reform is the attempt to improve conditions inside prisons, while establishing a more effective penal system or implement alternatives to incarceration (Wikipedia) . I have chosen three sources to explore and engage with, to understand this topic more in depth. The first article was written by Andrea Caumont who works for Pew Research Center titled   Chart Week: The Problem with Prison Overcrowding. The second article is titled Are California Prisons Punishing inmates based on race? it comes from ProPublica and was written by Christie Thompson. The last article is titled Underfunded, Overcrowded State Prisons Struggle with Reform comes from USA News Today written by Gaby Galvin. In these articles I will review keys points and understand the correlation between the three sources. Social media editor, Andrea Caumont, has several publications. Caumont works at the Pew Research Center and explains her job on her LinkedIn profile :as collaborating with the researchers, and writers to research compound information into content that is easy to absorb with a broad audience being the target.   Chart of the week: The problem with prison overcrowding is an article that was written by Caumont in August of 2013 and, published by Pew Research Center on their website. In this article Caumont discusses the problem with prison overcrowding world- wide. Caumont interprets the prison occupancy chart, taken from The Economist Magazine, published on August 1, 2013. Caumont focus starts with the hunger strike initiated by the California prison inmates, in response to solitary confinements state policies at the state prison. Furthermore, she discusses the U.S Supreme court ruling, stating that overcrowding was an issue of cruel and unusual punishment. Caumont references many issues resulting from overpopulated prisons such as disease(TB), increased inmate misconduct, and lack of meaningful work opportunities to name a few. She distinguishes the rise in prison population from 1978 to 2009 from 307,276 to 1.6 million. Caumont uses concrete factual information in the article. Logos is most prevalent through the article as she uses statistic-based findings. However, there are some points in the article where she uses pathos and ethos. In the article she paints a picture to the reader with the   hunger strike the prisoners initiated. The reader is able to feel some emotions from this. Ethos is exhibited when Caumont references the reader attention to the U.S Supreme court ruling. Throughout this article Caumont analyze other sources who provide precise information based on other studies. The second article,   Are California Prison punishing inmates based on their race was published in ProPublica in April of 2013, by Christie Thompson. Thompson has written several articles mainly on prison issues in the United states, not limited to immigration, and criminal justice topics. Her work has been published in several outlets such as The Atlantic, New York Times, NPR in addition to ProPublica. Thompson was the recipient of the George Polk award for Justice reporting in 2016. In this article Thompson does an analysis and breakdown of California prisons coding system that is used to separate ethnicities, and medical complications, that led to lawsuits. This color-coding system includes six different colors, these colors are placed at the top of the inmate cells as a way to know the ethnicity of the person occupying the cell. State and Federal courts have ruled against the system a number of times. There has been reports of at least 5 jails in California using this same color- coding system. Prison personnel have made claims that this system helps to keep race- based violence to the minimum and prevent assaults/thefts. This claim was in response to a lawsuit, however legal advocates argue a different claim, stating this system sounds much like   segregation days. Federal officials backed up these arguments conveying this   color-system was flawed, and inequitable way for inmates to be kept. California overcrowding was contributed to race- based lockdowns. Subsequently, the color-coding system was   severe enough to constitute cruel and unusual punishment and required the state to cut its prison population. Thompson provides an other lawsuit claim, that had an analysis conducted limited physical exercise for inmates. In this lawsuit, an inmate complained of muscle atrophy and muscle pain, due to lack of exercise. Thompson discusses, state officials denial that lawsuit claims were indeed race-based. With the countless number of lawsuits being brought forth, Thompson, interview many different people on this issue. There are several strong points made by Thompson. She gains her readers attention with thought- provoking evidence. Thompson uses pathos, logos, and ethos in grabbing the readers attention. She uses logos when she provides evidence and fact-based information like when she states the analysis found that nearly half the 1445 security-based lockdowns between January 2010 and November 2012 affected specific racial or ethnic groups. Thompson uses pathos frequently throughout this article, to illustrate the suffering of inmates like when four inmates went to the hospital after a fight broke out. This article produces many credible outlets including resources that provide statements and evidence . The third article is   Underfunded, Overcrowded State Prisons Struggle with Reform by Gaby Galvin, who is a staff writer for US News World Report. The article was published on July 26, 2017, on the US News World Report website. Galvin begins this article with discussing the death of a correctional officer during a prison riot and puts focus primarily on the Delaware prison system. The main point she is making in the article is that prison overcrowding is a burden not only for prisoners but it, also, stresses correctional officers, and ultimately makes the entire system fail when it comes to the program, care, treatment, and rights of prisoners. Galvin elaborates on the riot that took place at the prison, and shows the use of pathos, as she reconstructs the sequence of event that took place on the day the correctional officer was killed James T. Vaughn Correctional Center. She states that his death was a catalyst in getting the Delaware legislation to take a public stance on issues that inmates have been complaining about for some time like abuse and health concerns. She examines the overcrowding prison population as well as the high turnover rate of corrections officers in the prison, correlating them with the cause of many of the issues that were occurring there. For example, she uses interviews to show that staff were sometimes burned out and inmates had programs and other rights taken because of overcrowding and understaffing issues were safety risks. She uses logos when she gives statistic-based information when she gives Bureau of Justice Statistics data. This article is very credible and informative. Rhetorical analysis shows that Galvin includes statistic-based information and conducts interviews with credible people. In concluding the analysis conducted on my three sources I have found that all of the sources used a substantial number of rhetorical tools. All three of my sources were very credible and provided concrete information. The claims that are made in each of the three articles correlate with a point or two that the other had touched on. Caumont claims are based primarily on statistical information. Caumont details how federal prison population decreased before increasing three years later. Galvin has a similar idea, that agree s with Caumont, stating a slight decline in 2015 and predicts an increase due to the political leanings of the new Presidential administration. Moreover, Caumont discusses the forced release of some of the prisoners in California correctional facilities due to practices considered cruel and unusual punishment and Thompson cites this ruling as well. She states that the Supreme court made the ruling after California color-coding system targeted race-based lockdowns. Caumont, however, neglects to mention this detail, and gives a small amount of detail on this issue, as Thompson goes more in detail. Thompson gives the reader a better picture on how the California prison system treated their inmates. While all sources discussed prison overcrowding, I dont feel a solution was ever achieved. Prison reform can, indeed, be the answer to prison overpopulation, but I think the key element is taking apart the system and looking at the foundation in which the system was built. First starting with the sentencing guidelines that incarcerate people for things such as child support. Second, the bail system should not be a monetary device in all situations. For instance, a DUI offender with no harm to person or property should be released the next day or there should be a program to take them to. Third, jail officials and all judicial officials should work to rehabilitate instead of incarcerating and locking away everyone without clear, unbiased, and just guidelines. The justice system clearly needs much work before true prison reform can take place. Prison reform can work if we acknowledge that we have failed many people and move forward with new solutions as a true united nation. Lets make Prison Reform great. Works cited: Caumont, Andrea. Chart of the Week: The Problem of Prison Overcrowding. Pew Research Center, Pew Research Center, 7 Feb. 2014, www.pewresearch.org/fact-tank/2013/08/02/chart-of-the-week-the-problem-of-prison-overcrowding/. Thompson, C. (2018). Are California Prisons Punishing Inmates Based on Race? [online] ProPublica. Available at: https://www.propublica.org/article/are-california-prisons-punishing-inmates-based-on-race [Accessed 11 Oct. 2018]. Galvin, Gaby. Underfunded, Overcrowded State Prisons Struggle With Reform. U.S. News World Report, U.S. News World Report, 27 July 2017, www.usnews.com/news/best-states/articles/2017-07-26/understaffed-and-overcrowded-state-prisons-crippled-by-budget-constraints-bad-leadership.