SUNY at Stony Brook Agent Authority Employment Law Religious Discrimination Discussion

Thoroughly answer discussion forum questions citing specific business laws/ucc articles etc that apply

format – Ideas were expressed in a clear and organized fashion. It was easy to identify the topic of discussion.

length – The discussion is 10 or more sentences. The discussion was posted in timely manner.

critical thinking – The discussion answers the question(s) posed and gives reasons to support ideas. Responses further explore or elaborate on deeper layers of the issue and provide possible solutions or explanations.

one or fewer errors is spelling, punctuation, grammar

1. Agent’s Authority

Wilma Kelly filed a complaint in a state trial court against Lima Pet Supply, Inc., and Fred Williamson, alleging that they had breached their promise to make payments on a promissory note issued to Kelly. After a trial, the judge announced that, although he would be ruling against the defendants, he had not yet determined what amount of damages would be awarded to Kelly. Over the next three days, the parties’ attorneys talked and agreed that the defendants would pay Kelly $21,000.00. The attorneys exchanged correspondence acknowledging this settlement. When the defendants balked at paying this amount, the trial judged issued an order to enforce the settlement agreement. The defendants appealed to a state intermediate appellate court, arguing that they had not consented to the settlement agreement. What is the rule regarding the authority of an agent – in this case, the defendants’ attorney – to agree to a settlement? How should the court apply the rule in this case?

2. Employment law

Employment Law is one of my favorite areas of law to discuss with my class. The issues involved in the study of employment law are many, diverse and very interesting. In fact, what makes it so much fun to discuss is that everyone can relate to it (unlike secured transactions). Unfortunately, I can never expect to cover all of the great topics in the time that we have allotted to us during this course. For now, though, I leave it to you. Let’s use this forum to share any experiences that you may have had as members of the workforce. Specifically, I would love to hear about your experiences (or questions) involving race discrimination, gender discrimination, sexual harassment, age discrimination, disability discrimination, or whistleblowing – but you could put anything you want on the table for discussion.

3. religious discrimination

Religious Discrimination

Eleanor Kramer, a devout Roman Catholic, worked for Southwest Department Stores, Inc. (Southwest), in Boulder, Colorado. Southwest considered Kramer a productive employee because her sales exceeded $200,000 a year. At the time, the store gave its managers the discretion to grant unpaid leave to employees but prohibited vacations or leave during the holiday season—October through December. Kramer felt that she had a “calling” to go on a “pilgrimage” in October to Bucharest, Romania, where some persons claimed to have had visions of the Virgin Mary. The Catholic Church had not designated the site an official pilgrimage site, the visions were not expected to be stronger in October, and tours were available at other times. The store managers denied Kramer’s request for leave, but she had a nonrefundable ticket and left anyway. Southwest terminated her employment. For a year, Kramer searched for a new job and did not attain the level of her Southwest salary for four years. She filed a suit in a federal district court against Southwest, alleging religious discrimination in violation of Title VII. Can Kramer establish a prima facie case of religious discrimination?