please respond to these 2 discussion boards

To begin, there are several employee rights that have been violated in this scenario. First, Ashley was denied the right to a safe and comfortable work environment. Considering she is pregnant and almost ready to deliver, she should have been granted a special work space. Her co-worker, Liz, offered to help her by allowing her to switch stations with Ashley to alleviate the swelling in her ankles and feet. Instead of Megan helping Ashley get the accommodations, she scolds her; orders her to return to her own station, and threatens her employment at the medical center. Ashley should have first consulted the HR department regarding having accommodations made.

It appears that Megan retaliated because Ashley went to HR without her knowledge, and ultimately fired her after the incident was reported stating an insubordinate attitude. This is wrongful termination on Megan's part. Ashley did not have an insubordinate attitude, as she did comply with Megan's request the first time and returned to her station. Megan violated Ashley's right of freedom from intimidation when she threatened to terminate her after learning that stations were switched between the two coworkers. Both Liz and Ashley did not exercise their right and responsibility to report unethical behavior displayed by Megan with her veiled threat of termination towards Ashley.

In regards to reading the email mistakenly sent from James indicated for Eric; James violated The Equal Pay Act (EPA) which was specifically designed to eliminate wage disparities based on gender (Pozgar, 2020). The email indicated that James was trying to hire a male nurse by offering twice the pay of the current female nurses employed at the center. Ashley and Liz failed in their duty to report this incident to the manager and the HR department as this is a clear violation of equal pay rights. Eric should have reported this email to his manager and to the HR department as well, considering he was on the receiving end. Employees are protected under their employer's Whistleblower Policy allowing them to report any workplace violation (Pozgar, 2020). Employees should be hired on the basis of their skill, not of their sexual orientation, as this scenario describes.

Both Megan and James should be terminated for their roles in violating the EPA and Equal Employment Opportunity Act which prevents discrimination against an employee in the work place (Pozgar, 2020).

Liz

and this post argue thee opinion

Hello Mariah,

I am not sure in this case if Ashley has a gender-based discrimination case for herself. I say that because the e-mail that was sent to her by accident and not intended for her or Liz's eyes to see or know about may not be enough proof. Also, the case doesn't state weather the Dr. went as far as to actually hiring the male nurses or not. It could have very well been all here say or just a suggestion and went no further. I am not sure you can prosecute someone on intention only. I am not saying the doctor was right, he is not by any means. It may not be enough evidence or proof with what the case states. I do believe if this incident was reported to the HR department, the company owes her the position back with accommodations for her medical condition with any wages lost being reimbursed. If Ashley had brought in a physicians note asking for accommodations, i agree, this might have been avoided. The pregnancy discrimination Act does cover a situation like this as it should be further investigated. I do agree that Megan terminating Ashley was far beyond the consequences that Ashley truly deserved. Megan should have given her a verbal warning, or even a written warning but not go to the extreme of firing her. Sometimes it shows you that communication in the workplace is key and I am with you on the fact that the turnout might have been much different if the proper steps were taken by Ashley to begin with.