Does the employee have a legally viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment?

Review the Sexual Harassment tutorial, which is found in the
lecture. After viewing the Sexual Harassment tutorial, completing the reading,
and reviewing the lecture notes in conjunction with the CO, answer the
following questions about the tutorial scenario and facts.
Based upon the scenario, You will prepare a 5-8 slide PowerPoint
presentation with voice over. Include the following in your presentation;

Does the employee have a legally
viable claim for quid pro quo sexual harassment and/or hostile environment
sexual harassment? What is the likely outcome?
Analyze the legal factors for the
potential claim(s) in the context of the employee pursuing legal action
against the employer.
Let’s shift gears. Using the same
scenario, assume that you are in the HR Department of your organization,
and that you were just presented with the scenario as an example used to
explore policies and procedures that will avoid sexual harassment
liability. Your boss has asked you to make preliminary suggestions (which
will be presented to the legal counsel) regarding sexual harassment
protocol that will avoid potential liability. What would your top five
suggestions be and why?

Your PowerPoint presentation will also include voice thread
narrated or similar technology. This is an individual assignment.

HRM593
Week 5 Case Anaylsis Paper Latest 2018
May
John
worked for Acme as a senior analyst. He suffered a heart attack and took
medical leave from his job. Prior to the heart attack, his supervisor opened a
locked drawer in his work desk and found prescription drugs that were not
prescribed to John. The supervisor thought that John had been acting a bit
strangely, but decided that he would confront him about it later. The
supervisor did not confront John before the heart attack.
After
six months, John returned to work on a part-time basis. John worked reduced
hours for the next year. Acme was forced to reduce its workforce to cut costs.
Acme conducted a performance appraisal of all managerial employees and
discharged those with the lowest performance ratings. John, because of his
part-time status, had one of the lowest performance ratings. The company did
not look at performance pro-rata based on hours worked. John sued and alleged
that he was wrongfully terminated in violation of the ADA. John alleged that
his termination was a result of his disability.
Your
task is to analyze, identify and discuss the major components of the American
Disability Act ADA of 1990 as it applies to the above case study. You may use
the Internet and the library database for your search. Identify and analyze the
potential claims and defenses with in the case and determine if there were any
violations with respect to the ADA Act of 1990. Utilize the content in the ADA
Act to support your responses and conclusions.
Deliverable
You
will prepare a 1000 to 1500 word paper both explaining and highlighting the
specifics of the ADA Act of 1990 and how it relates to the case. Please
identify which laws if any were broken. Please include a minimum of three
references with your paper.