When a female expresses herself in a half-naked selfie with an obscure musical lyric underneath, what is she saying about herself?
One of the things that I discovered through various relationships and not just romantically, is that you can share information about yourself but as soon as it leaves your mouth, you have no control over how it will be perceived and what impact it will make on that relationship.
In lighter terms, the ‘adjusting’ is as simple as being on a date with someone and them telling you that they were always arguing, not getting enough sex, and feeling quite neglected with their ex.
Selfies, when used to excess show a lack of depth and a shallow personality.
Therefore, the EEOC concluded there was a violation of the Rehabilitation Act and ordered remedial action. Potter (2009), EEOCRace Discrimination: Former employee alleged, among other claims, that the Postal Service discriminated against him on account of his race and gender by disciplining him and terminating him for chronic tardiness and absenteeism. The EEOC found that despite the employee's strongly expressed reluctance to meet with the manager about his EEO claim, the manager repeatedly ordered him to do so, and expressly told the employee he wanted to meet about his EEO claim.
The Court of Appeals found that the fact that the employees supervisors were the same race, combined with the employees undisputed long history of chronic lateness and absenteeism, substantially weakened any inference of race-based discrimination. The EEOC found that the manager's repeated orders were a violation because they reasonably likely would deter protected activity, and the employee stated he felt intimidated and bullied by the manager to drop his EEO claim.
The Postal Service contended that the employee's computer access was taken away in accordance with USPS policy and not for any discriminatory reason. Potter (2009), EEOC Rehabilitation Act - Violations: Employee alleged that he was discriminated against when the Postal management did not allow him to return to duty.
The EEOC determined that the Postal Service articulated legitimate, nondiscriminatory reasons for its decision and that the employee failed to establish that the Postal Service's articulated reasons were groundst for discrimination. The EEOC Administrative Judge found that the Postal Service violated the Rehabilitation Act by making a disability-related inquiry and not allowing the employee to return to work.