Tuesday, June 10, 2014

Review of injury lawyer marketing personal::Who Is Primary When Billing Auto Injury Claims in the ...







Review of injury lawyer marketing personal::Who Is Primary When Billing Auto Injury Claims in the ...








Ｔｈｅ               ｅｃｏｎｏｍｙ               ｈｕｒｔｓ               ｍａｎｙ               ｐｅｏｐｌｅ               ｉｎ               ｄｉｆｆｅｒｅｎｔ               ｗａｙｓ,               ａｎｄ               ｎｏｔ               ｓｉｎｇｕｌａｒｌｙ               ｔｈｅ               ｐｅｏｐｌｅ               ｗｈｏ               ａｒｅ               ｌａｉｄ               ｏｆｆ               ｆｒｏｍ               ｐｏｓｉｔｉｏｎｓ               ｏｆ               ｅｍｐｌｏｙｍｅｎｔ,               ｂｕｔ               ｏｆｔｅｎ               ｔｈｅ               ｐｅｏｐｌｅ               ｗｈｏ               ｈａｖｅ               ｔｏ               ｍａｋｅ               ｔｈｅ               ｄｉｆｆｉｃｕｌｔ               ｄｅｃｉｓｉｏｎｓ               ｔｏ               ｓｅｌｅｃｔ               ｗｈｏ               ｗｉｌｌ               ｂｅ               ｓｅｐａｒａｔｅｄ               ｆｒｏｍ               ｔｈｅ               ｏｒｇａｎｉｚａｔｉｏｎ.

Ｄｕｒｉｎｇ               ｂｕｓｉｎｅｓｓ               ｃｏｕｒｓｅｓ,               ｓｔｕｄｅｎｔｓ               ｗｉｌｌ               ｅｘｐｌｏｒｅ               ｔｈｅ               ｒｅａｌｍ               ｏｆ               ｆｉｒｉｎｇ               ａｎｄ               ｈｉｒｉｎｇ,               ｔｈｅ               ｌｅｇａｌｉｔｉｅｓ               ａｎｄ               ｔｈｅ               ｅｔｈｉｃａｌ               ｐｏｓｉｔｉｏｎｓ               ｔｈａｔ               ｍａｋｅ               ａ               ｄｉｆｆｅｒｅｎｃｅ               ｗｈｅｎ               ｃｏｍｍｉｔｔｉｎｇ               ｔｏ               ｂｏｔｈ               ｄｅｃｉｓｉｏｎ               ａｎｄ               ｔｈｅ               ｐｏｔｅｎｔｉａｌ               ｐｒｏｂｌｅｍｓ               ａｆｔｅｒ               ｓｕｃｈ               ａ               ｄｅｃｉｓｉｏｎ.

Ｓｏｍｅ               ｃｏｌｌｅｇｅｓ               ｐｒｏｖｉｄｅ               ｓｔｕｄｅｎｔｓ               ｗｉｔｈ               ｉｎｖｅｎｔｅｄ               ｏｒｇａｎｉｚａｔｉｏｎｓ               ｔｏ               ｄｅｖｅｌｏｐ               ｔｈｅｓｅ               ｔｈｅｏｒｉｅｓ               ｆｒｏｍ,               ａｎｄ               ｉｎ               ｔｈｅ               ｃａｓｅ               ｏｆ               ｔｈｅ               Ｕｎｉｖｅｒｓｉｔｙ               ｏｆ               Ｐｈｏｅｎｉｘ,               ｔｈｉｓ               ｏｒｇａｎｉｚａｔｉｏｎ               ｉｓ               ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.

Ｔｈｅ               ｆｏｌｌｏｗｉｎｇ               ｗａｓ               ｍｙ               ａｓｓｅｓｓｍｅｎｔ               ｄｕｒｉｎｇ               ｔｈｅ               ｃｏｕｒｓｅ               ｒｅｇａｒｄｉｎｇ               ｓｅｌｅｃｔｉｏｎ               ｏｆ               ｐｅｒｓｏｎｎｅｌ               ｆｏｒ               ｓｅｐａｒａｔｉｏｎ               ｆｒｏｍ               ｔｈｅ               ｏｒｇａｎｉｚａｔｉｏｎ.

ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.

ｉｓ               ａ               ＵＳ               ｃｏｍｐａｎｙ               ｗｉｔｈ               ａ               ｗｏｒｋ               ｆｏｒｃｅ               ｏｆ               ａｐｐｒｏｘｉｍａｔｅｌｙ               350               ｐｅｏｐｌｅ,               ａｎｄ               ｔｈｅ               ｃｏｍｐａｎｙ               ｍａｒｋｅｔｓ               "ｂｒａｎｄｅｄ               ｓｐｏｒｔｓ               ａｐｐａｒｅｌ"               ｗｉｔｈ               ａ               "ｆｏｃｕｓ               ｅｘｃｌｕｓｉｖｅｌｙ               ｏｎ               Ａｍｅｒｉｃａ'ｓ               ｓｐｏｒｔ-ｃｒａｚｙ               Ｇｅｎｅｒａｔｉｏｎ               Ｙ               ｓｅｇｍｅｎｔ"               (Ｌｅｇａｌ               Ｅｎｖｉｒｏｎｍｅｎｔ               ｏｆ               Ｂｕｓｉｎｅｓｓ,               ｎ.ｄ.).

Ｕｐｏｎ               ｄｅｖｅｌｏｐｉｎｇ               ｔｈｅ               ｏｎｌｉｎｅ               ｍａｒｋｅｔｉｎｇ               ｄｉｓｔｒｉｂｕｔｉｏｎ               ｃｈａｎｎｅｌｓ,               ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.

ｉｔ               ｂｅｃａｍｅ               ａｐｐａｒｅｎｔ               ｔｈｅ               ｃｏｓｔｓ               ｆｏｒ               ｍａｉｎｔａｉｎｉｎｇ               ｔｈｅｓｅ               ｃｈａｎｎｅｌｓ               ｗｅｒｅ               ｂｅｙｏｎｄ               ｔｈｅ               ｍｅａｎｓ               ｏｆ               ｔｈｅ               ｃｏｍｐａｎｙ,               ａｎｄ               ｔｈｅｓｅ               ｉｄｅａｓ               ｗｅｒｅ               ｓｈｅｌｖｅｄ.

Ｕｎｆｏｒｔｕｎａｔｅｌｙ,               ｔｈｉｓ               ａｌｓｏ               ｒｅｑｕｉｒｅｄ               ｃｈａｎｇｅｓ               ｉｎ               ｓｔａｆｆｉｎｇ               ｔｏ               ｒｅｄｕｃｅ               ｓｔａｆｆ               ｉｎｃｒｅａｓｅｓ               ｔｈａｔ               ｗｅｒｅ               ｍａｄｅ               ｆｏｒ               ｔｈｅ               ｃｈａｎｇｅｓ.

Ｃｏｍｐａｎｉｅｓ               ｆａｃｅ               ｍａｎｙ               ｉｓｓｕｅｓ               ｗｈｅｎ               ｒｅｄｕｃｉｎｇ               ｔｈｅ               ｎｕｍｂｅｒｓ               ｏｆ               ｔｈｅｉｒ               ｓｔａｆｆ,               ｉｎｃｌｕｄｉｎｇ               ｋｅｅｐｉｎｇ               ｍｅｍｂｅｒｓ               ｗｈｏ               ａｒｅ               ｐｒｏｄｕｃｔｉｖｅ,               ａｓ               ｗｅｌｌ               ａｓ               ｍａｉｎｔａｉｎｉｎｇ               ｔａｌｅｎｔ               ｌｅｖｅｌｓ,               ａｎｄ               ｉｎｃｒｅａｓｉｎｇ               ｔｈｅ               ｎｕｍｂｅｒ               ｏｆ               ｓｔａｆｆ               ｍｅｍｂｅｒｓ               ｗｈｏ               ｃｏｎｔｒｉｂｕｔｅ               ｔｏ               ｔｈｅ               ｂｉｇｇｅｒ               ｐｉｃｔｕｒｅ.

Ｈｏｗｅｖｅｒ,               ｃｏｍｐａｎｉｅｓ               ａｒｅ               ｆａｃｅｄ               ｗｉｔｈ               ｈａｒｄ               ｄｅｃｉｓｉｏｎｓ               ｔｈａｔ               ｉｎｃｌｕｄｅ               ａｖｏｉｄｉｎｇ               ｉｓｓｕｅｓ               ｏｆ               ｄｉｓｃｒｉｍｉｎａｔｉｏｎ,               ｓｅｖｅｒａｎｃｅ               ｐａｃｋａｇｅｓ,               ａｎｄ               ｌａｙｏｆｆｓ               ｗｉｔｈｏｕｔ               ｐａｙ.
               Ｔｉｔｌｅ               ＶＩＩ               ｏｆ               ｔｈｅ               Ｃｉｖｉｌ               Ｒｉｇｈｔｓ               Ａｃｔ               ｏｆ               1964               ｐｒｏｈｉｂｉｔｓ               ｄｉｓｃｒｉｍｉｎａｔｉｏｎ               ｂａｓｅｄ               ｏｎ               ｒａｃｅ,               ｃｏｌｏｒ,               ｒｅｌｉｇｉｏｎ,               ｓｅｘ,               ａｎｄ               ｎａｔｉｏｎａｌ               ｏｒｉｇｉｎ               (ＥＥＯＣ,               1997).

Ａｄｄｉｔｉｏｎａｌｌｙ,               "ｔｈｅ               Ａｍｅｒｉｃａｎｓ               ｗｉｔｈ               Ｄｉｓａｂｉｌｉｔｉｅｓ               Ａｃｔ               ｏｆ               1990,               ａｎｄ               ｓｅｃｔｉｏｎ               501               ｏｆ               ｔｈｅ               Ｒｅｈａｂｉｌｉｔａｔｉｏｎ               Ａｃｔ               ｏｆ               1973"               ｗｅｒｅ               ｄｅｖｅｌｏｐｅｄ               ａｌｏｎｇ               ｗｉｔｈ               ｔｈｅ               Ｒｅｖｉｓｅｄ               Ｓｔａｔｕｔｅｓ               ｏｆ               1977               ｔｏ               ｐｒｏｔｅｃｔ               ｅｍｐｌｏｙｅｅｓ               ｆｒｏｍ               ｄｉｓｃｒｉｍｉｎａｔｉｏｎ               ｏｆ               ｄｉｓａｂｉｌｉｔｙ,               ａｓ               ｗｅｌｌ               ａｓ               ｓｅｘｕａｌ               ｈａｒａｓｓｍｅｎｔ               ｉｓｓｕｅｓ.

Ａｄｄｉｔｉｏｎａｌｌｙ,               ｔｈｅ               ａｍｅｎｄｍｅｎｔｓ               ｏｆｆｅｒ               ｆｏｒ               ｔｈｅ               "ｒｅｃｏｖｅｒｙ               ｏｆ               ｃｏｍｐｅｎｓａｔｏｒｙ               ａｎｄ               ｐｕｎｉｔｉｖｅ               ｄａｍａｇｅｓ               ｉｎ               ｃａｓｅｓ               ｏｆ               ｉｎｔｅｎｔｉｏｎａｌ               ｖｉｏｌａｔｉｏｎｓ               ｏｆ               Ｔｉｔｌｅ               ＶＩＩ"               (ＥＥＯＣ,               1997,               ｐａｒａ.

1).

ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.

ｏｐｅｒａｔｅｓ               ａｎ               "ａｔ               ｗｉｌｌ"               ｅｍｐｌｏｙｍｅｎｔ,               ａｎｄ               ｉｎｔｅｎｄｓ               ｔｏ               ｌａｙｏｆｆ               ｔｈｒｅｅ               ｐｅｏｐｌｅ;               ｔｈｅｓｅ               ｔｈｒｅｅ               ｐｅｏｐｌｅ               ｍｕｓｔ               ｄｅｍｏｎｓｔｒａｔｅ               ｒｅａｓｏｎｓ               ｆｏｒ               ｔｈｅｉｒ               ｄｉｓｍｉｓｓａｌ               ｔｈａｔ               ａｒｅ               ｂｏｔｈ               ｆａｉｒ               ａｎｄ               ｌｅｇａｌ.

Ｓｈｏｕｌｄ               ｔｈｅ               ｅｍｐｌｏｙｅｅｓ               ｆｅｅｌ               ｔｈａｔ               ｔｈｅｙ               ｗｅｒｅ               ｄｉｓｍｉｓｓｅｄ               ｆｏｒ               ｄｉｓｃｒｉｍｉｎａｔｏｒｙ               ｒｅａｓｏｎｓ,               ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.

ｃｏｕｌｄ               ｂｅ               ｆａｃｅｄ               ｗｉｔｈ               ａ               ｌａｗｓｕｉｔ.
               Ｔｈｅｒｅ               ａｒｅ               ｆｉｖｅ               ｐｅｏｐｌｅ               ｉｎ               ｔｈｅ               ｆｉｎａｌ               ｌｉｓｔ               ｏｆ               ｏｐｔｉｏｎｓ               ｆｏｒ               ｅｍｐｌｏｙｅｅｓ               ｗｈｏ               ｃｏｕｌｄ               ｂｅ               ｄｉｓｍｉｓｓｅｄ               ｆｏｒ               ｔｈｅ               ｌａｙｏｆｆｓ:               Ｃａｒｌ               Ｈａｉｍｅｓ,               Ｂｒｉａｎ               Ｃａｒｔｅｒ,               Ｓａｒａｈ               Ｂｏｙｄ,               Ｎｏｒａ               Ｍａｎｓｏｎ,               ａｎｄ               Ｊｅｎｎｙ               Ｍｉｌｌｓ.

Ｅａｃｈ               ｍｅｍｂｅｒ               ｈａｓ               ｐｏｓｉｔｉｖｅ               ａｎｄ               ｎｅｇａｔｉｖｅ               ａｓｐｅｃｔｓ               ｏｆ               ｔｈｅｉｒ               ｃａｒｅｅｒｓ               ｗｉｔｈ               ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.

ｔｈａｔ               ｃａｎ               ｉｎｆｌｕｅｎｃｅ               ｔｈｅ               ｆｉｎａｌ               ｄｅｃｉｓｉｏｎ.
               Ｏｎｅ               ｏｆ               ｔｈｅ               ｈｉｇｈｅｓｔ               ｐｒｉｏｒｉｔｉｅｓ               ｏｆ               ｒｅｔａｉｎｉｎｇ               ｅｍｐｌｏｙｅｅｓ               ｉｓ               ｈｏｗ               ｔｈｅｙ               ｆｉｔ               ｉｎｔｏ               ｔｈｅ               ｎｅｗ               ｄｅｓｉｇｎ               ｔｈｅ               ｃｏｍｐａｎｙ               ｗｉｌｌ               ｍｏｖｅ               ｔｏ,               ｔｈｉｓ               ｒｅｑｕｉｒｅｓ               ｒｅｖｉｅｗ               ｏｆ               ｔｈｅ               "Ｓａｍｐｌｅ               Ｓｋｉｌｌ               Ｓｅｔｓ               &               Ｊｏｂ               Ｒｅｓｐｏｎｓｉｂｉｌｉｔｙ."               Ｃｕｒｒｅｎｔｌｙ               Ｂｒｉａｎ               Ｃａｒｔｅｒ               ｈａｓ               ｓｕｆｆｅｒｅｄ               ａｎ               ｉｎｊｕｒｙ               ｗｈｉｃｈ               ｃｏｕｌｄ               ｂｅ               ｔｈｅ               ｄｉｒｅｃｔ               ｒｅｌａｔｉｏｎ               ｔｏ               ｈｉｓ               ｐｏｓｉｔｉｏｎ               ｗｉｔｈ               ＦａｓｔＳｅｒｖｅ,               ａｎｄ               ｗｈｉｌｅ               ｔｈｉｓ               ｉｓ               ａ               ｃｏｎｓｉｄｅｒａｂｌｅ               ｉｓｓｕｅ               ｗｈｉｃｈ               ｍｕｓｔ               ｂｅ               ｅｘａｍｉｎｅｄ,               ｉｔ               ｉｓ               ｎｏｔ               ｒｅａｓｏｎ               ｔｏ               ｍｏｖｅ               ｈｉｓ               ｐｏｓｉｔｉｏｎ               ｗｈｅｎ               ｈｉｓ               ｓｋｉｌｌ               ｓｅｔｓ               ｄｏ               ｎｏｔ               ｒｅｆｌｅｃｔ               ｎｅｅｄ               ｆｏｒ               ｔｈｅ               ｃｕｒｒｅｎｔ               ｆｕｔｕｒｅ               ｏｆ               ＦａｓｔＳｅｒｖｅ.

Ｓａｒａｈ               Ｂｏｙｄ               ｈａｓ               ｂｅｅｎ               ｗｉｔｈ               ＦａｓｔＳｅｒｖｅ               ｆｏｒ               15               ｙｅａｒｓ               ａｎｄ               ｈａｓ               ａｌｗａｙｓ               ｂｅｅｎ               ａ               ｆａｉｔｈｆｕｌ               ａｎｄ               ｒｅｓｐｏｎｓｉｂｌｅ               ｅｍｐｌｏｙｅｅ;               ｈｏｗｅｖｅｒ,               ｈｅｒ               ｐｏｓｉｔｉｏｎ               ｉｎ               ｔｈｅ               ｏｆｆｉｃｅ               ｉｓ               ｂｅｉｎｇ               ａｕｔｏｍａｔｅｄ               ａｎｄ               ｗｉｌｌ               ｎｏ               ｌｏｎｇｅｒ               ｂｅ               ｎｅｅｄｅｄ               (Ｌｅｇａｌ               Ｅｎｖｉｒｏｎｍｅｎｔ               ｏｆ               Ｂｕｓｉｎｅｓｓ,               ｎ.ｄ.).

Ｒｅｍｏｖａｌ               ｏｆ               ｐｅｒｓｏｎａｌ               ｗｈｏｓｅ               ｐｏｓｉｔｉｏｎｓ               ｗｉｌｌ               ｈａｖｅ               ｔｏ               ｂｅ               ｆｉｌｌｅｄ,               ｄｅｆｅａｔｓ               ｔｈｅ               ｐｕｒｐｏｓｅ               ｏｆ               ｌａｙｏｆｆｓ.

Ａｓ               ｃｒｉｔｉｃａｌ               ｓｋｉｌｌｓ               ｋｅｅｐ               ｅｍｐｌｏｙｅｅｓ               ｓａｆｅ               ｄｕｒｉｎｇ               ｔｉｍｅｓ               ｏｆ               ｒｅｃｅｓｓｉｏｎ,               ｔｈｅ               ｏｎｌｙ               ｏｔｈｅｒ               ｇｏｏｄ               ｄｅｃｉｓｉｏｎ               ｉｓ               ｔｏ               ｌａｙｏｆｆ               Ｊｅｎｎｙ               Ｍｉｌｌｓ,               ｔｈｅ               ｄｏｗｎｓｉｄｅ               ｉｓ               ｔｈａｔ               ｓｈｅ               ｉｓ               ｐｒｅｇｎａｎｔ               ａｎｄ               ｍａｙ               ｆｅｅｌ               ａｓ               ｉｆ               ｈｅｒ               ｊｏｂ               ｉｓ               ｂｅｉｎｇ               ｄｏｗｎｓｉｚｅｄ               ｄｕｅ               ｔｏ               ｈｅｒ               ｃｈａｎｇｅ               ｉｎ               ｆａｍｉｌｙ               ｓｉｚｅ.
               Ｒｅｖｉｅｗｉｎｇ               ｔｈｅ               ａｔｔａｃｈｅｄ               ｔａｂｌｅ               ｅｎａｂｌｅｓ               ｕｓ               ｔｏ               ｕｎｄｅｒｓｔａｎｄ               ｔｈｅ               ｒｉｓｋ               ｔｈａｔ               ｉｎｖｏｌｖｅｓ               ｅａｃｈ               ｏｆ               ｔｈｅ               ｅｍｐｌｏｙｅｅｓ               ｕｐ               ｆｏｒ               ｃｏｎｓｉｄｅｒａｔｉｏｎ               ｆｏｒ               ｄｏｗｎｓｉｚｉｎｇ.

Ｗｈｉｌｅ               ｔｈｅ               ｃｏｍｐａｎｙ               ｄｏｅｓ               ｏｐｅｒａｔｅ               ａｎ               "ａｔ-ｗｉｌｌ"               ｅｍｐｌｏｙｍｅｎｔ,               ｌａｗｓ               ｒｅｇｕｌａｔｉｎｇ               ｅｍｐｌｏｙｅｒｓ               ｔｏ               ｒｅｄｕｃｅ               ｄｉｓｃｒｉｍｉｎａｔｉｏｎ,               ｓｔｉｌｌ               ａｐｐｌｙ               ｔｏ               ｔｈｅ               ｐｒｏｃｅｓｓ               ｏｆ               ｓｅｐａｒａｔｉｎｇ               ｅｍｐｌｏｙｅｅｓ               ｆｒｏｍ               ｔｈｅ               ｃｏｍｐａｎｙ.

Ｔｈｅ               ｈｉｇｈｅｓｔ               ｒｉｓｋ               ｆｏｒ               ａ               ｌａｗｓｕｉｔ               ｉｓ               Ｎｏｒａ               Ｍａｎｓｏｎ               ｗｈｏ               ｉｓ               ａｎ               ａｃｔｉｖｉｓｔ               ａｎｄ               ｐｒｏｃｌａｉｍｅｄ               ｆｅｍｉｎｉｓｔ.

Ｗｈｉｌｅ               ｔｈｅ               ｂａｓｉｓ               ｆｏｒ               ｈｅｒ               ｌａｙｏｆｆ               ｗｏｕｌｄ               ｂｅ               ｆｏｕｎｄｅｄ,               ｉｔ               ｃｏｕｌｄ               ｓｔｉｌｌ               ｒｅｓｕｌｔ               ｉｎ               ａ               ｌａｗｓｕｉｔ.

Ｍｅｄｉｕｍ               ｒｉｓｋ               ｉｎｃｌｕｄｅｓ               Ｃａｒｌ               Ｈａｉｍｅｓ,               ａｓ               ｔｈｅｒｅ               ｉｓ               ａｌｒｅａｄｙ               ａｎ               ｉｓｓｕｅ               ｗｉｔｈ               ａｎｏｔｈｅｒ               ｅｍｐｌｏｙｅｅ               ｉｎ               ｒｅｇａｒｄｓ               ｔｏ               ｈｉｓ               ｓｅｘｕａｌ               ｏｒｉｅｎｔａｔｉｏｎ,               ａｎｄ               ａｄｄｉｎｇ               ｈｉｓ               ｎａｍｅ               ｔｏ               ｔｈｅ               ｄｏｗｎｓｉｚｉｎｇ               ｃｏｕｌｄ               ｓｅｎｄ               ｔｈｅ               ｗｒｏｎｇ               ｍｅｓｓａｇｅ               ｔｏ               ｏｔｈｅｒ               ｅｍｐｌｏｙｅｅｓ.

Ａｄｄｉｔｉｏｎａｌｌｙ,               Ｃａｒｌ               Ｈａｉｍｅｓ               ｈａｓ               ｔｈｅ               ｐｏｔｅｎｔｉａｌ               ｔｏ               ｂｅ               ａ               ｖｅｒｙ               ｐｒｏｄｕｃｔｉｖｅ               ｍｅｍｂｅｒ               ｏｆ               ｔｈｅ               ｕｐｃｏｍｉｎｇ               ｃｈａｎｇｅｓ               ｂｙ               ｂｅｉｎｇ               ａ               ｃｏｎｓｕｌｔａｎｔ               ｆｏｒ               ｔｈｅ               ｉｎｆｏｒｍａｔｉｏｎ               ｓｙｓｔｅｍｓ.

Ｍｅｄｉｕｍ               ｒｉｓｋ               ａｌｓｏ               ｄｅｓｃｒｉｂｅｓ               ｌａｙｉｎｇ               ｏｆｆ               Ｓａｒａｈ               Ｂｏｙｄ               ｂｅｃａｕｓｅ               Ｎｏｒａ               Ｍａｎｓｏｎ               ｃｏｕｌｄ               ｅｎｃｏｕｒａｇｅ               ｈｅｒ               ｔｏ               ｆｉｌｅ               ｃｌａｉｍｓ               ｉｎ               ｒｅｇａｒｄｓ               ｔｏ               ａｇｅ               ｄｉｓｃｒｉｍｉｎａｔｉｏｎ;               ｈｏｗｅｖｅｒ,               ｌａｙｉｎｇ               ｈｅｒ               ｏｆｆ               ｗｉｔｈ               ａ               ｓｏｌｉｄ               ｓｅｐａｒａｔｉｏｎ               ｐａｃｋａｇｅ               ｃｏｕｌｄ               ｒｅｄｕｃｅ               ｂｏｔｈ               ｈｅｒ               ｄｅｓｉｒｅ               ｔｏ               ｄｏ               ｓｏ               ａｓ               ｗｅｌｌ               ａｓ               ｈｅｒ               ａｂｉｌｉｔｙ               ｔｏ               ｐｒｏｖｅ               ｎｅｅｄ               ｔｏ               ａ               ｌａｗｙｅｒ.

Ｆｉｎａｌｌｙ,               ｂｏｔｈ               Ｂｒｉａｎ               Ｃａｒｔｅｒ               ａｎｄ               Ｊｅｎｎｙ               Ｍｉｌｌｓ               ａｒｅ               ｌｏｗ               ｒｉｓｋ               ｆｏｒ               ｌａｗｓｕｉｔｓ               ｉｎ               ｔｈａｔ               ｂｏｔｈ               ｊｏｂｓ               ａｒｅ               ｎｏｔ               ｎｅｃｅｓｓａｒｙ               ｆｏｒ               ｔｈｅ               ｕｐｃｏｍｉｎｇ               ｖｉｓｉｏｎ               ｏｆ               ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.,               ａｎｄ               ｔｈｅｉｒ               ｊｏｂｓ               ｃａｎｎｏｔ               ｂｅ               ｐｒｏｖｅｎ               ａｓ               ｅｓｓｅｎｔｉａｌ               -               ｔｈｅｒｅｆｏｒｅ               ａｒｇｕｍｅｎｔｓ               ｏｆ               ｍｅｄｉｃａｌ               (ｏｒ               ｐｒｅｇｎａｎｃｙ)               ｗｏｕｌｄ               ｎｏｔ               ｓｕｓｔａｉｎ               ａ               ｃａｓｅ               ｏｆ               ｄｉｓｃｒｉｍｉｎａｔｉｏｎ.
               Ｗｈｉｌｅ               ｔｈｅｒｅ               ａｒｅ               ｍａｎｙ               ｃａｓｅｓ               ｔｈａｔ               ｓｈｏｕｌｄ               ｂｅ               ｃｏｎｓｉｄｅｒｅｄ               ｆｏｒ               ｅａｃｈ               ｏｆ               ｔｈｅ               ｒｉｓｋｓ               ｆｏｒ               ｌａｙｉｎｇ-ｏｆｆ               ｔｈｅ               ｄｉｆｆｅｒｅｎｔ               ｅｍｐｌｏｙｅｅｓ,               ｈｅｒｅ               ａｒｅ               ｓｏｍｅ               ｓｔａｔｅｍｅｎｔｓ               ｔｈａｔ               ａｒｅ               ｔｏ               ｂｅ               ｃｏｎｓｉｄｅｒｅｄ:
               "[Ｗ]ｏｒｋｐｌａｃｅ               ｈａｒａｓｓｍｅｎｔ               ｔｈａｔ               ｉｓ               ｓｅｘｕａｌ               ｉｎ               ｃｏｎｔｅｎｔ               ｉｓ               ａｌｗａｙｓ               ａｃｔｉｏｎａｂｌｅ,               ｒｅｇａｒｄｌｅｓｓ               ｏｆ               ｔｈｅ               ｈａｒａｓｓｅｒ'ｓ               ｓｅｘ,               ｓｅｘｕａｌ               ｏｒｉｅｎｔａｔｉｏｎ,               ｏｒ               ｍｏｔｉｖａｔｉｏｎ."               (Ｒｅｅｄ,               Ｓｈｅｄｄ,               Ｍｏｒｅｈｅａｄ,               &               Ｃｏｒｌｅｙ,               2004,               ｐ.

453).
               Ｐｅｅ               Ｖ.

Ａｕｍ,               Ｉｎｃ.

573               Ｓ.Ｅ.

2Ｄ               785               (2002),               "Ｍｏｏｒｅ,               Ｊ.:...Ｒｅｓｐｏｎｄｅｎｔ               (Ｃｌａｉｍａｎｔ)               ｗａｓ               ａｗａｒｄｅｄ               ｗｏｒｋｅｒｓ'               ｃｏｍｐｅｎｓａｔｉｏｎ               ｂｅｎｅｆｉｔｓ               ｆｏｒ               ｄｉｓａｂｉｌｉｔｙ               ｆｒｏｍ               ｃａｒｐａｌ               ｔｕｎｎｅｌ               ｓｙｎｄｒｏｍｅ               ｒｅｓｕｌｔｉｎｇ               ｆｒｏｍ               ｒｅｐｅｔｉｔｉｖｅ               ｔｒａｕｍａ               ｔｏ               ｂｏｔｈ               ｗｒｉｓｔｓ."               (Ｒｅｅｄ,               Ｓｈｅｄｄ,               Ｍｏｒｅｈｅａｄ,               &               Ｃｏｒｌｅｙ,               2004,               ｐ.

280).

Ｒｅｔａｌｉａｔｉｏｎ               ｓｕｃｈ               ａｓ               ｆｉｒｉｎｇ               ｆｏｒ               ｗｏｒｋｅｒｓ'               ｃｏｍｐｅｎｓａｔｉｏｎ               ｂｅｎｅｆｉｔｓ               ｉｓ               ａｇａｉｎｓｔ               ｔｈｅ               ｄｅｃｒｅｅ               ｏｆ               ＶＩＩ.
               Ｔｉｔｌｅ               ＶＩＩ               ｐｒｏｔｅｃｔｓ               ａｇａｉｎｓｔ               ａｇｅ               ｄｉｓｃｒｉｍｉｎａｔｉｏｎ               -               "Ｆｏｒｂｉｄｓ               ａｇｅ-ｂａｓｅｄ               ｄｉｓｃｈａｒｇｅ               ｏｆ               ｅｍｐｌｏｙｅｅｓ               ｏｖｅｒ               ａｇｅ               40"               (Ｒｅｅｄ,               Ｓｈｅｄｄ,               Ｍｏｒｅｈｅａｄ,               &               Ｃｏｒｌｅｙ,               2004,               ｐ.

417).
               Ｄｉｓｃｒｉｍｉｎａｔｉｏｎ               ａｇａｉｎｓｔ               ｒａｃｅ               ｏｒ               ｓｅｘ               ｉｓ               ｐｒｏｈｉｂｉｔｅｄ               ｕｎｄｅｒ               Ｔｉｔｌｅ               ＶＩＩ,               ａｎｄ               ｇｒｏｕｐｓ               ａｒｅ               ｄｅｓｉｇｎｅｄ               ｔｏ               ｈｅｌｐ               ｐｅｒｓｏｎｓ               ｆｉｒｅｄ               ｆｏｒ               ｄｉｓｃｒｉｍｉｎａｔｉｏｎ               ｔｏ               ｏｂｔａｉｎ               ａ               ｌａｗｙｅｒ               ｅｖｅｎ               ｉｎ               ｃａｓｅｓ               ｗｈｅｒｅ               ｔｈｅｙ               ｃａｎｎｏｔ               ａｆｆｏｒｄ               ｏｎｅ               ｆｏｒ               ｔｈｅｍｓｅｌｖｅｓ.

Ｆｏｒ               ｉｎｓｔａｎｃｅ,               ｔｈｅ               ＮＡＡＣＰ               ｂｒｉｎｇｓ               ｃａｓｅｓ               ｏｆ               ｄｉｓｃｒｉｍｉｎａｔｉｏｎ               ｔｏ               ｃｏｕｒｔ               ｆｏｒ               ｐｌａｉｎｔｉｆｆｓ               ｗｈｏ               ｎｅｅｄ               ａｓｓｉｓｔａｎｃｅ.
               Ｉｎ               ｒｅｇａｒｄｓ               ｔｏ               ｔｈｅ               Ｐｒｅｇｎａｎｃｙ               Ｄｉｓｃｒｉｍｉｎａｔｉｏｎ               Ａｃｔ               -               "ｓｔａｔｅｓ               ｔｈａｔ               ａｎ               ｅｍｐｌｏｙｅｒ               ｃａｎｎｏｔ               ｆｏｒｃｅ               ａ               ｐｒｅｇｎａｎｔ               ｗｏｍａｎ               ｔｏ               ｓｔｏｐ               ｗｏｒｋｉｎｇ               ｕｎｔｉｌ               ｈｅｒ               ｂａｂｙ               ｉｓ               ｂｏｒｎ,               ｐｒｏｖｉｄｅｄ               ｓｈｅ               ｉｓ               ｃａｐａｂｌｅ               ｏｆ               ｐｅｒｆｏｒｍｉｎｇ               ｈｅｒ               ｄｕｔｉｅｓ               ｐｒｏｐｅｒｌｙ."               (Ｒｅｅｄ,               Ｓｈｅｄｄ,               Ｍｏｒｅｈｅａｄ,               &               Ｃｏｒｌｅｙ,               2004,               ｐ.

455).
               Ｗｈｉｌｅ               ｅａｃｈ               ａｒｅ               ｅｘａｍｐｌｅｓ               ｏｆ               ｈｏｗ               ｅｍｐｌｏｙｍｅｎｔ               ｌａｗｓ               ａｒｅ               ｐｒｏｔｅｃｔｉｎｇ               ｔｈｅ               ｆｉｖｅ               ｄｉｆｆｅｒｅｎｔ               ｅｍｐｌｏｙｅｅｓ,               ｔｈｅｒｅ               ａｒｅ               ａｌｓｏ               ｔｈｅ               ｓｅｃｔｉｏｎｓ               ｏｆ               ｔｈｅ               ｌａｗｓ               ｔｈａｔ               ｐｒｏｔｅｃｔ               ｂｕｓｉｎｅｓｓ.

Ｂｕｓｉｎｅｓｓｅｓ               ｈａｖｅ               ｔｈｅ               ｒｉｇｈｔ               ｔｏ               ｄｏｗｎｓｉｚｅ               ｗｈｅｎ               ｉｔ               ｂｅｃｏｍｅｓ               ｎｅｃｅｓｓａｒｙ               ｆｏｒ               ｃｏｎｔｉｎｕｅｄ               ｏｐｅｒａｔｉｏｎ               ｔｏ               ｄｏ               ｓｏ               -               ａｓ               ｌｏｎｇ               ａｓ               ｔｈｅ               ｌａｙ-ｏｆｆ               ｐｒｏｃｅｓｓ               ｉｓ               ｆａｉｒ               ａｎｄ               ｊｕｓｔ,               ｔｈｅ               ｃｏｍｐａｎｉｅｓ               ｃａｎ               ｌａｙ-ｏｆｆ               ｐｅｏｐｌｅ               ａｓ               ｎｅｅｄｅｄ.

Ｉｔ               ｗｏｕｌｄ               ｂｅ               ｗｒｏｎｇ               ｆｏｒ               ｔｈｅ               ｃｏｍｐａｎｙ               ｔｏ               ｄｏｗｎｓｉｚｅ               ａｌｌ               ｔｈｅ               ｏｌｄｅｒ               ｅｍｐｌｏｙｅｅｓ,               ａｌｌ               ｔｈｅ               ｆｅｍａｌｅ               ｅｍｐｌｏｙｅｅｓ,               ｏｒ               ａｌｌ               ｏｆ               ａｎｙ               ｏｎｅ               ｇｒｏｕｐ               ｉｎ               ｔｈｅ               ｃｏｍｐａｎｙ;               ｈｏｗｅｖｅｒ,               ｔｏ               ｒｅｍｏｖｅ               ｐｅｏｐｌｅ               ｆｒｏｍ               ｅｍｐｌｏｙｍｅｎｔ               ｉｓ               ｐｅｒｍｉｔｔｅｄ               ａｓ               ｌｏｎｇ               ａｓ               ｔｈｅｒｅ               ｉｓ               ｎｏｔ               ｄｉｓｃｒｉｍｉｎａｔｉｏｎ.

Ｉｔ               ｉｓ               ｉｍｐｏｒｔａｎｔ               ｆｏｒ               ｃｏｍｐａｎｉｅｓ               ｔｏ               ｂｅ               ａｗａｒｅ               ｏｆ               ｗｈｏ               ｔｈｅｙ               ｆｉｒｅ               ａｎｄ               ｔｏ               ｃａｒｅｆｕｌｌｙ               ｍｏｎｉｔｏｒ               ｔｈｅｉｒ               ｐｏｌｉｃｉｅｓ               ｉｎ               ｒｅｇａｒｄｓ               ｔｏ               ｆｉｒｉｎｇ               ａｎｄ               ｌａｙｉｎｇ-ｏｆｆ               ｍｅｍｂｅｒｓ               ｏｆ               ｔｈｅｉｒ               ｓｔａｆｆ.
               ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.

ｗｏｕｌｄ               ｂｅ               ｂｅｓｔ               ｓｕｉｔｅｄ               ｔｏ               ｌａｙ-ｏｆｆ               Ｂｒｉａｎ               Ｃａｒｔｅｒ,               Ｓａｒａｈ               Ｂｏｙｄ,               ａｎｄ               Ｊｅｎｎｙ               Ｍｉｌｌｓ,               ｎｏｔ               ｂｅｃａｕｓｅ               ｏｆ               ｔｈｅ               ｄｉｆｆｅｒｅｎｔ               ｔｈｉｎｇｓ               ｔｈａｔ               ａｒｅ               ｇｏｉｎｇ               ｏｎ               ｗｉｔｈ               ｔｈｅｍ,               ｂｕｔ               ｓｉｍｐｌｙ               ｂｅｃａｕｓｅ               ｏｆ               ｔｈｅ               ｓｋｉｌｌ               ｓｅｔｓ               ｔｈｅｙ               ｃｕｒｒｅｎｔｌｙ               ｃａｒｒｙ.

Ｗｈｉｌｅ               ｉｔ               ｃｏｕｌｄ               ｂｅ               ａｒｇｕｅｄ               ｔｈａｔ               ａ               ｐｌａｃｅ               ｃｏｕｌｄ               ｂｅ               ｆｏｕｎｄ               ｗｉｔｈｉｎ               ｔｈｅ               ｃｏｍｐａｎｙ               ｔｏ               ａｃｃｏｍｍｏｄａｔｅ               ｔｈｅｉｒ               ｓｐｅｃｉｆｉｃ               ｓｋｉｌｌ               ｓｅｔｓ,               ｔｈｅ               ｇｏａｌ               ｏｆ               ｔｈｅ               ｓｉｍｕｌａｔｉｏｎ               ｗａｓ               ｔｏ               ｆｉｒｅ               ｔｈｒｅｅ               ｐｅｏｐｌｅ.

Ｔｈｅ               ｔｈｒｅｅ               ｐｅｏｐｌｅ               Ｉ               ｆｉｒｅｄ               ｗｅｒｅ               ｔｈｅ               ｌｅａｓｔ               ｅｓｓｅｎｔｉａｌ               ｂａｓｅｄ               ｏｎ               ｓｋｉｌｌ               ｓｅｔｓ,               ｂｕｔ               ａｌｓｏ               ｂａｓｅｄ               ｏｎ               ｔｈｅ               ｒｉｓｋ               ｆａｃｔｏｒｓ               ｉｎｖｏｌｖｅｄ.

Ｔｈｒｅｅ               ｔｈｉｎｇｓ               ｔｈａｔ               ｉｎｆｌｕｅｎｃｅｄ               ｍｙ               ｄｅｃｉｓｉｏｎ               ｍｏｓｔ               ｗａｓ               ｗｈａｔ               ａｃｔｉｏｎｓ               Ｉ               ｆｅｌｔ               ｔｈｅ               ｉｎｄｉｖｉｄｕａｌ               ｗｏｕｌｄ               ｔａｋｅ               ａｆｔｅｒ               ｔｈｅ               ｆｉｒｉｎｇ               ｐｒｏｃｅｓｓ,               ｔｈｅ               ｓｅｖｅｒａｎｃｅ               ｐａｃｋａｇｅｓ               ｔｈａｔ               ｗｏｕｌｄ               ｂｅ               ｉｎｖｏｌｖｅｄ,               ａｎｄ               ｔｈｅ               ｐｅｒｃｅｉｖｅｄ               ｌｏｓｓ               ｏｆ               ｓｋｉｌｌｓ               ｉｆ               ｔｈｅ               ｍｅｍｂｅｒ               ｓｈｏｕｌｄ               ｌｅａｖｅ.
               Ｆｉｎａｌｌｙ,               ｄｅｃｉｄｉｎｇ               ｗｈｏ               ｓｈｏｕｌｄ               ｓｔａｙ               ａｎｄ               ｗｈｏ               ｓｈｏｕｌｄ               ｇｏ               ｉｓ               ｎｅｖｅｒ               ａｎ               ｅａｓｙ               ｄｅｃｉｓｉｏｎ.

Ｏｆｔｅｎ               Ｉ               ａｍ               ｄｒａｗｎ               ｔｏ               ｋｅｅｐｉｎｇ               ｔｈｅ               ｐｅｏｐｌｅ               ｗｈｏ               ａｒｅ               ｍｏｓｔ               ｐｒｏｄｕｃｔｉｖｅ               ａｎｄ               ｗｈｏ               ｃｏｍｅ               ｔｏ               ｗｏｒｋ               ｏｎ               ｔｉｍｅ               -               ａｌｗａｙｓ.

Ｔｈｅｓｅ               ａｒｅ               ｓｔｒｏｎｇ               ｃｏｎｓｉｄｅｒａｔｉｏｎｓ               ｆｏｒ               ｍｅ,               ｅｖｅｎ               ｔｈｏｕｇｈ               ｓｏｍｅｔｉｍｅｓ               ｔｈｅｒｅ               ａｒｅ               ｏｔｈｅｒ               ｃｉｒｃｕｍｓｔａｎｃｅｓ               ｔｈａｔ               ｍｕｓｔ               ｂｅ               ｃｏｎｓｉｄｅｒｅｄ.

Ｗｈｅｎ               ｄｏｉｎｇ               ｔｈｅ               ｓｉｍｕｌａｔｉｏｎ               Ｉ               ｗａｎｔｅｄ               ｔｏ               ｆｉｒｅ               Ｎｏｒａ               Ｍａｎｓｏｎ               ｂｅｃａｕｓｅ               ｈｅｒ               ｐｒｏｄｕｃｔｉｖｉｔｙ               ａｎｄ               ａｂｓｅｎｔｅｅｉｓｍ               ｍａｄｅ               ｍｅ               ｃｏｎｃｅｒｎｅｄ               ｔｈａｔ               ｓｈｅ               ｗａｓ               ｒｉｓｋｙ               ｆｏｒ               ｆｕｔｕｒｅ               ｐｒｏｄｕｃｔｉｏｎ               ａｎｄ               ｍａｉｎｔａｉｎｉｎｇ               ｇｏａｌｓ               ｔｈａｔ               ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.

ｍｉｇｈｔ               ｓｅｔ               ｆｏｒ               ｔｈｅ               ｃａｌｌ               ｃｅｎｔｅｒｓ;               ｈｏｗｅｖｅｒ,               Ｉ               ｈａｄ               ｔｏ               ｇｏ               ａｇａｉｎｓｔ               ｔｈａｔ               ｄｅｃｉｓｉｏｎ               ｂｅｃａｕｓｅ               ｕｌｔｉｍａｔｅｌｙ               ｓｈｅ               ｗａｓ               ａ               ｈｉｇｈ               ｒｉｓｋ               ｆｏｒ               ｃｏｓｔｉｎｇ               ｔｈｅ               ｃｏｍｐａｎｙ               ｍｏｒｅ               ｍｏｎｅｙ               ｔｏ               ｓｅｐａｒａｔｅ               ｈｅｒ               ｔｈａｎ               ｔｏ               ｋｅｅｐ               ｈｅｒ.

Ｉ               ｆｏｕｎｄ               ｔｈａｔ               ｔｈｅ               ｄｅｃｉｓｉｏｎ               ｈａｄ               ｔｏ               ｗｅｉｇｈ               ｉｎ               ｔｏ               ｏｔｈｅｒ               ｍａｔｔｅｒｓ               -               ｃｏｓｔ               ｅｆｆｅｃｔｉｖｅｎｅｓｓ,               ａｓ               ｗｅｌｌ               ａｓ               ｌｅｇａｌｉｔｙ.

Ｔｉｔｌｅ               ＶＩＩ               ｉｓ               ｖｅｒｙ               ｉｍｐｏｒｔａｎｔ               ｔｏ               ｍａｋｉｎｇ               ｓｏｌｉｄ               ｄｅｃｉｓｉｏｎｓ               ｔｈａｔ               ｃｏｕｌｄ               ｉｎｆｌｕｅｎｃｅ               ｔｈｅ               ｃｏｕｒｓｅ               ｏｆ               ｂｕｓｉｎｅｓｓ               ｆｏｒ               ｃｏｍｐａｎｉｅｓ               ｗｈｏ               ｍｕｓｔ               ｍａｋｅ               ｌａｙ-ｏｆｆ               ｄｅｃｉｓｉｏｎｓ.
               Ｗｈｉｌｅ               Ｉ               ａｇｒｅｅｄ               ｔｈａｔ               Ｃａｒｌ               Ｈａｉｍｅｓ               ｈａｄ               ｓｏｌｉｄ               ｒｅａｓｏｎ               ｔｏ               ｂｅ               ｕｐｓｅｔ               ｗｉｔｈ               ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.,               ａｎｄ               ａｌｓｏ               ｆｅｌｔ               ｔｈａｔ               ｈｅ               ｈａｄ               ｇｒｏｕｎｄｓ               ｆｏｒ               ｆｏｒｃｉｎｇ               ｔｈｅ               ｃｏｍｐａｎｙ               ｔｏ               ｓｅｔ               ｆｏｒｔｈ               ｓｔｒｏｎｇｅｒ               ｐｏｌｉｃｉｅｓ               ｔｏ               ｐｒｏｔｅｃｔ               ａｇａｉｎｓｔ               ｔｈｅ               ｈａｒａｓｓｍｅｎｔ,               Ｉ               ｗｏｕｌｄ               ｎｏｔ               ｈａｖｅ               ｆｏｕｎｄ               ｉｔ               ｅａｓｙ               ｔｏ               ａｇｒｅｅ               ｗｉｔｈ               ｃｒｅａｔｉｎｇ               ｈｉｍ               ａ               ｎｅｗ               ｐｏｓｉｔｉｏｎ               ｉｆ               ｉｔ               ｈａｄ               ｎｏｔ               ｂｅｅｎ               ｆｏｒ               ｈｉｓ               ｊｏｂ               ｒｅｃｏｒｄ               ａｎｄ               ｒｅｌｉａｂｉｌｉｔｙ.

Ｏｆｔｅｎ               ｃｏｍｐａｎｙ               ｐｏｌｉｃｉｅｓ               ｐｌａｙ               ａ               ｈｕｇｅ               ｒｏｌｅ               ｉｎ               ｅｎａｂｌｉｎｇ               ａ               ｃｏｍｐａｎｙ               ｔｏ               ａｃｔ               ｅｆｆｅｃｔｉｖｅｌｙ               ｉｎ               ｐｒｅｖｅｎｔｉｎｇ               ｌａｗｓｕｉｔｓ               ｔｈａｔ               ｍａｙ               ｒｅｓｕｌｔ               ｆｒｏｍ               ｄｏｗｎｓｉｚｉｎｇ;               ｕｎｆｏｒｔｕｎａｔｅｌｙ,               ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.

ｄｉｄ               ｎｏｔ               ｈａｖｅ               ａ               ｓｔｒｏｎｇ               ｐｏｌｉｃｙ               ｆｏｒ               ａｄｄｒｅｓｓｉｎｇ               ｉｓｓｕｅｓ               ｓｕｃｈ               ａｓ               ｔｈｅ               ｏｎｅ               ｔｈａｔ               Ｃａｒｌ               Ｈａｉｍｅｓ               ｅｘｐｅｒｉｅｎｃｅｄ,               ｔｈｉｓ               ｃｏｕｌｄ               ｈａｖｅ               ｌｅｆｔ               ｔｈｅ               ｃｏｍｐａｎｙ               ｉｎ               ａ               ｖｅｒｙ               ｂａｄ               ｐｏｓｉｔｉｏｎ               ｉｆ               ｈｉｓ               ｊｏｂ               ｈａｄ               ｂｅｅｎ               ｅｌｉｍｉｎａｔｅｄ               ｗｉｔｈ               ｎｏ               ｏｔｈｅｒ               ｐｏｓｉｔｉｏｎ               ｔｏ               ｐｕｔ               ｈｉｍ               ｉｎ.
               Ｏｖｅｒａｌｌ,               ｔｈｅ               ｆｉｎａｌ               ｄｅｃｉｓｉｏｎ               ｆｏｒ               ｗｈｏｍ               ｔｏ               ｌａｙ-ｏｆｆ               ｗａｓ               ｃｏｍｐｌｅｔｅｄ               ａｎｄ               ｔｈｅ               ｆｉｎａｌ               ｄｅｃｉｓｉｏｎｓ               ｗｅｒｅ               ｓａｆｅ               ａｎｄ               ｐｒｏａｃｔｉｖｅ               ｍｅｔｈｏｄｓ               ｔｈａｔ               ＦａｓｔＳｅｒｖｅ               Ｉｎｃ.

ｃｏｕｌｄ               ｈａｖｅ               ｆａｉｔｈ               ｗｏｕｌｄ               ｎｏｔ               ｒｅｓｕｌｔ               ｉｎ               ｌａｗｓｕｉｔｓ               ｔｈａｔ               ｃｏｕｌｄ               ｃｏｓｔ               ｔｈｅ               ｃｏｍｐａｎｙ               ｍｏｒｅ               ｍｏｎｅｙ.

Ａｄｄｉｔｉｏｎａｌｌｙ,               ｉｔ               ｋｅｐｔ               ｍｅｍｂｅｒｓ               ｏｆ               ｔｈｅ               ｓｔａｆｆ               ｗｈｏｓｅ               ｓｋｉｌｌ               ｓｅｔｓ               ｗｏｕｌｄ               ｓｕｉｔ               ｔｈｅ               ｃｏｍｐａｎｙ'ｓ               ｃｕｒｒｅｎｔ               ｇｏａｌｓ               ａｎｄ               ｅｎａｂｌｅ               ｔｈｅｍ               ｔｏ               ｂｅｇｉｎ               ｔｏ               ｇｒｏｗ               ａｇａｉｎ.
               Ｒｅｆｅｒｅｎｃｅｓ:
               ＥＥＯＣ,               Ｔｈｅ               Ｕ.Ｓ.

Ｅｑｕａｌ               Ｅｍｐｌｏｙｍｅｎｔ               Ｏｐｐｏｒｔｕｎｉｔｙ               Ｃｏｍｍｉｓｓｉｏｎ.

(Ｊａｎｕａｒｙ               15,               1997).

Ｔｉｔｌｅ               ＶＩＩ               ｏｆ
               Ｔｈｅ               Ｃｉｖｉｌ               Ｒｉｇｈｔｓ               Ａｃｔ               ｏｆ               1964.

Ｒｅｔｒｉｅｖｅｄ               ｏｎ               Ｊｕｌｙ               26,               2008,               ｆｒｏｍ
               ｈｔｔｐ://ｗｗｗ.ｅｅｏｃ.ｇｏｖ/ｐｏｌｉｃｙ/ｖｉｉ.ｈｔｍｌ
               Ｌｅｇａｌ               Ｅｎｖｉｒｏｎｍｅｎｔ               ｏｆ               Ｂｕｓｉｎｅｓｓ.

(ｎ.ｄ.).

Ｌｅｇａｌ               Ｉｓｓｕｅｓ               ｉｎ               Ｒｅｄｕｃｔｉｏｎ               ｏｆ               Ｗｏｒｋｆｏｒｃｅ.

Ｒｅｔｒｉｅｖｅｄ               ｏｎ
               Ｊｕｌｙ               26,               2008,               ｆｒｏｍ               Ｕｎｉｖｅｒｓｉｔｙ               ｏｆ               Ｐｈｏｅｎｉｘ,               ｒＥｓｏｕｒｃｅ.
               ＭＢＡ/560               Ｗｅｅｋ               ＦｏｕｒＭｉｎｄ               Ｍａｐ.

(ｎ.ｄ.).

Ｒｅｔｒｉｅｖｅｄ               ｏｎ               Ｊｕｌｙ               20,               2008,               ｆｒｏｍ               Ｕｎｉｖｅｒｓｉｔｙ               ｏｆ
               Ｐｈｏｅｎｉｘ,               ｒＥｓｏｕｒｃｅ.
               Ｒｅｅｄ,               Ｏ.

Ｌｅｅ,               Ｓｈｅｄｄ,               Ｐ.,               Ｍｏｒｅｈｅａｄ,               Ｊ.,               ａｎｄ               Ｃｏｒｌｅｙ,               Ｒ.

(2004).

Ｔｈｅ               Ｌｅｇａｌ               ａｎｄ               Ｒｅｇｕｌａｔｏｒｙ
               Ｅｎｖｉｒｏｎｍｅｎｔ               ｏｆ               Ｂｕｓｉｎｅｓｓ,               13ｔｈ               ｅｄｉｔｉｏｎ.

Ｒｅｔｒｉｅｖｅｄ               ｏｎ               Ｊｕｌｙ               6,               2008,               ｆｒｏｍ               Ｕｎｉｖｅｒｓｉｔｙ               ｏｆ
               Ｐｈｏｅｎｉｘ,               ｒＥｓｏｕｒｃｅ






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