Answer:
I guess its the president
The answer to this problem is the "prejudiced nondiscriminators". Based on Mr. Robert Merton's typology of prejudice anddiscriminationn, prejudiced nondiscriminators may have no personal prejudice but still engage in discrimnatory bahavior because of the peer-group pressure or economic, political r social interest. Mr. Robert Merton is a known sociologist and he was being recognized on all of his contributions in the field of sociology.
Answer:
b. The Supreme Court may issue executive orders related to employee safety. The Supreme Court may issue rulings that interpret employment law.
Explanation:
The supreme court may issue executive orders related to employee safety and as a human resource expert she should know those executive orders and be upto date, as well as the supreme court may issue rulings interpreting the employment law that she must and need to be conscient of, because that is important for her job position. If the supreme court re-interpretates an employment law she should know the new interpretation to let her boss know how they ruling has changed and what changes they need to do to be up-to date with the new rulings.
Both the cases, Plessy v. Ferguson and Brown v Board of Education, involved interpretation of the Fourteenth Amendment.
In Plessy v. Ferguson (1896), the Supreme Court decided that racial discrimination in accommodations was permissible. After 58 years, the Supreme Court ruled in Brown v. The Board of Education of Topeka (1954) that racial accommodations were fundamentally unfair and therefore unconstitutional.
The Plessy v. Ferguson ruling, which sanctioned the "separate but equal" practises, was overturned by the Brown decision, making it a significant legal precedent. According to the Plessy decision's interpretation of the 14th Amendment, segregated facilities might be used to achieve legal equality.
Know more about Plessy v. Ferguson here
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