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However, the franchisor should not be held liable unless it can be proven that it has central control over the day-to-day employment decisions of the subsidiary. I will assume that the franchisee is independently owned and the franchisor has no control over its labor relations and no control over it financial. In cases such as this, a critical component in determining liability is which entity made the employment decision of the person making the claim.
Factors that are considered in determining the existence of an illegal hostile work environment include: the conduct's frequency, the conduct's severity, any physical threat or humiliation (as opposed to merely offensive remarks), and the conduct's unreasonable interference with the employee's work performance...
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Common topics in this essay:
- EEOC and Sexual Harassment of Women in the Workplace
- Equal Employment Opportunity and Discrimination
- Equal opportunity
- Sexual Harassment in the Workplace: Are Employers Doing Enough?
- The effects of nontraditional forms of employment on employees and employers
- ‘The Employment Relationship Is A Crucial Facet Of Any Business, But Often That Relationship Has To Be Terminated. Employees Are Protected From Being Unfairly Dismissed By Statutory Intervention, Yet The Employment Right
- Education: Equal Opportunity?
- Equal Opportunity in Early Childhood
- Equal Opportunity
- Equal opportunity in the nursery setting
- Equality: Equal Treatment or Equal Opportunity?
- Human Rights and Equal Opportunity Commission
- An Action for Equal Opportunity
- Equal Opportunity Employment
- equal opportunity
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