Overview
Case Study 23
Jennifer Willis worked for Coca Cola Enterprises, Inc. (CCE), in Louisiana as a senior account manager. On a Monday in May 2003, Willis called her supervisor to tell him that she was sick and would not be able to work that day. She also said that she was pregnant, but she did not say she was sick because of the pregnancy. On Tuesday, she called to ask where to report to work and was told that she could not return without a doctor’s release. She said that she had a doctor’s appointment on “Wednesday,” which her supervisor understood to be the next day. Willis meant the following Wednesday.
Case Study 24
Burlington Coat Factory Warehouse, Inc., had a dress code that required male salesclerks to wear business attire consisting of slacks, shirt, and a necktie. Female salesclerks, by contrast, were required to wear a smock so that customers could readily identify them. Karen O’Donnell and other female employees refused to wear smocks. Instead they reported to work in business attire and were suspended. After numerous suspensions, the female employees were fired for violating Burlington’s dress code policy. All other conditions of employment, including salary, hours, and benefits, were the same for female and male employees. Was the dress code policy discriminatory? Why or why not? [O’Donnell v. Burlington Coat Factory Warehouse, Inc., 656 F.Supp. 263 (S.D. Ohio 1987)]
FOR BOTH CASE STUDY USE APA CITATION
Use 2-3 references per case study! from google scholar or the textbook:
1- Textbook: Frank B. Cross, Roger LeRoy Miller (2021) The Legal Environment of Business: Text and Cases, Cengage, ISBN: 9780357634646
2 - Good source from Google Scholar
DO NOT USE artificial intelligence (I will check!)