The Legal Environment of Business Essay Example

The Legal Environment of Business Essay Assume that you are the supervisor of an employee who has been accused of sexually harassing a fellow co-worker. What steps would you take to handle the situation? What are the potential legal issues of which you must be cognizant? How would you help your company avoid a potential charge of discrimination (by the employee bringing the internal charge) and/or retaliation (by the individual charged with the alleged violation)? Harassment of any kind can be down right nasty. The role of a supervisor is twofold. They must protect the well being of the company they represent as well as keep their employees informed and safe. It takes special innate and learned character traits to be an effective supervisor. One important trait I suppose would be the ability to represent three different parties at the same time. The parties being: the company, the staff in which they supervise and self. Let’s take this scenario as a case to study. For the sake of this illustration, I am Ashley. Jamie is hired as a set designer for a major company in L. A. She is a young, educated, spirited and married. One of the things that Ashley liked about Jamie when she hired her was her personal sense of style. We will write a custom essay sample on The Legal Environment of Business specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Legal Environment of Business specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Legal Environment of Business specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The company sends Jamie all over the world to build movie and theater sets, whoever, most of her work is done in the companies L. A. warehouses. Given Jamie’s natural personality, she is always smiling, complementing others on their work as well as their personal appearance. A typical greeting from Jamie would be, â€Å"Good morning Gwen. I love your shirt. That color really looks great on you†. Another example would be, â€Å"Mr. Thomas, looking sharp†! That’s typical of what she would say to one of the board members. The industry Jamie works in is all about fashion, style and design and she is no exception. She always wears outfits that show she thought about it. Everything about Jamie demands attention in the most unintentional way. She isn’t loud and grandiose. In fact, even though she loves to give complements and highlight the good in others, she doesn’t like a lot of attention placed on her. Miles was hired one year after Jamie, also as a set designer. He was about five years Jamie’s senior and was recently engaged. Just as Jamie was with everyone, she smiled when she talked to Jamie and complemented his work and his appearance. Well one day, Miles made a comment to Jamie that made her feel uncomfortable. He said, â€Å"Jamie, what is your husband doing that keeps you smiling all the time†. She was really offended but she didn’t want to make a big deal out of what could very well have been nothing. She just ignored him and kept working. She thought that would be the first and last time he would say anything so inappropriate to her again so she just went on about her work as usual. But it didn’t stop. In fact it got worse. The comment that pushed Jamie over the edge if you will, is when the crew was working on a new set in Hawaii. It was during summer so it was really hot and humid. Jamie was wearing a simple white tank top and some blue jeans that had been cut off just above her thigh area. She was sitting straddled about a huge palm tree that had fallen down during the island’s last hurricane. Miles says, in front of everyone, â€Å"Hey Jamie, I sure would like to be that palm tree right about now†. Jamie was livid! She told him off real good and then went to talk to her supervisor Ashley about the sexual harassment she feels she has been experiencing at the hand of her co-worker Miles. Brabners says, â€Å"It is now unlawful for an employer to subject an individual to harassment. Harassment is defined as unwanted conduct on the grounds of a recipients sex or unwanted conduct of a sexual nature. (2008) Ashley is genuinely concerned about the accusations that has been brought to her attention and takes immediate actions. According to the Supreme Court, in order for the company not to be held liable for Miles’ alleged misdeeds, Ashley has to be sure to use reasonable care to prevent and correct the sexually harassing behavior. If everyone involved unreasonably failed to take advantage of the complaint procedure or other preventive opportunities provided by the company and termination, demotion or reassignment is a result, then the company is clear of liability. (391, Beatty) The first thing Ashley did was talk to both Jamie and Miles separately and they gave written statements to their perception of what happened. She was conscience not to take sides or express favor of one side over the other. During this process, she had each of them bring someone out side of the company with them for personal support as well as to be a witness to Ashley’s none biases position. Both Jamie and Miles were instructed to keep the situation confidential and to not discuss any parts of the accusations at work or to anyone in affiliation with the company whether during company hours or not. After a month long internal investigation, Miles was offered a lower paying position in another department. He refused and threatened to sue. He didn’t stand a chance at winning because evidence had proven that he had indeed been sexually harassing Jamie as well as other female and homosexual employees. Ashley really could have fired him but instead she offered him a position that he more than likely would refuse. He voluntarily ended his employment as predicted. The way Ashley chose to handle this situation save the company from a law suit from either Jamie or Miles. She also saved the company from having to pay unemployment because Miles quite voluntarily. He was never denied employment. Even after he was found guilt of sexual harassment, he could have continued working for the company yet he refused. Prevention is the best tool for the elimination of sexual harassment. An employer should take all steps necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment under Title VII, and developing methods to sensitize all concerned. Guidelines on Discrimination Because of Sex U. S. Equal Employment Opportunity Commission After that incident, the company had everyone go through sensitivity training which dealt with handling every thing from race to religion in the work place. The company also developed a peer mediation group system. This process is to be used before it goes to upper management. This way an issue can be resolved without the treat of unfavorable consequences. Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the basis of sex as well as race, color, national origin, and religion. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. Title VIIs prohibitions against sex-based discrimination also cover sexual harassment. According to The U. S. Equal Employment Opportunity Commission, this includes practices ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender, including same sex harassment. (EEOC) Harassment of any kind is unacceptable and more laws are being passed to protect the civil rights of all people. We all have a responsibility to make where we work safe in every way. This includes sanity. Reference: Beatty, Jeffrey F. nd Samuelson, Susan S. (2008). Legal Environment Third Edition. Thomson Higher Education. Mason, OH. Brabners, Chaffe, and Street. (2008). Discrimination on Grounds of Sex. Retrieved May 5, 2008 from http://www. discriminationonline. com/employer/sex_discrimination. asp Lectric Law Library. (2008). Guidelines For Employers On Sexual Harassment. Retrieved May 5, 2008 from http://www. lectlaw. com/files/emp32. htm The U. S. Equal Employment Opportunity Commission. (2008). Sex-Based Discrimination. Retrieved May 5,2008 from http://www. eeoc. gov/types/sex. html

Bohr Atom Energy Change Example Problem

Bohr Atom Energy Change Example Problem This example problem demonstrates how to find the energy change that corresponds to a change between energy levels of a Bohr atom. According to the Bohr model, an atom consists of a small positive charged nucleus that is orbited by negatively charged electrons. The energy of an electrons orbit is determined by the size of the orbit, with the lowest energy found in the smallest, innermost orbit. When an electron moves from one orbit to another, energy is absorbed or released. The Rydberg formula is used to find the atom energy change. Most Bohr atom problems deal with hydrogen because it is the simplest atom and the easiest to use for calculations. Bohr Atom Problem What is the energy change when an electron drops from the n3 energy state to the 1 energy state in a hydrogen atom? Solution: E hÃŽ ½ hc/ÃŽ » According tothe Rydberg Formula 1/ÃŽ » R(Z2/n2) whereR 1.097 x 107  m-1Z   Atomic number  of the atom (Z1 for hydrogen) Combine These Formulas E hcR(Z2/n2)h 6.626 x 10-34  J ·sc 3 x 108  m/secR 1.097 x 107  m-1hcR 6.626 x 10-34  J ·s x 3 x 108  m/sec x 1.097 x 107  m-1hcR 2.18 x 10-18  JE 2.18 x 10-18  J(Z2/n2)En3E 2.18 x 10-18  J(12/32)E 2.18 x 10-18  J(1/9)E 2.42 x 10-19  JEn1E 2.18 x 10-18  J(12/12)E 2.18 x 10-18  JΔE En3  - En1ΔE 2.42 x 10-19  J - 2.18 x 10-18  JΔE -1.938 x 10-18  J Answer The energy change when an electron in the n3 energy state to the n1 energy state of a hydrogen atom is -1.938 x 10-18  J.

Literature Essay Example | Topics and Well Written Essays - 1250 words - 7

Literature - Essay Example When the Greeks became interested in biography, nothing was recorded about the man to whom they ascribed their literary treasures. It is only a romantic story that he was a blind minstrel. Homer wrote Iliad in an impersonal, elevated, formal verse, employing language that was never used for ordinary conversation; the metrical form used is dactylic hexameter, one form of Versification. In terms of style, there has been no real distinction made between the two works. This writing style of his intensifies the emotion and dramatic effect of the story, giving emphasis on the words that carries the â€Å"clue† bringing suspense and curiosity to the readers. However, since ancient times many readers believed that Iliad and Odyssey were written by different people. If Iliad deals with passion, insoluble dilemmas, having no real villains with an ultimately cruel and tragic universe, the Odyssey is its opposite. In Odyssey, the wicked are destroyed, right prevails and the family is reun ited – with rational intellect. However, this is not so much of an issue because really good writers can write from whatever perspective they want to do the story and Homer is no ordinary writer. In a direct way, Homer was the â€Å"parent† of all Greek literature; drama; historiography and even philosophy all show the mark of the issues, comic and tragic, all raised in the epics and the techniques Homer used. Marcus Aurelius, whose full name is Marcus Aelius Aurelius Antoninus is a Roman emperor and a stoic philosopher. In his domestic policy, Marcus Aurelius was a champion of the poor, for whom he founded schools, orphanages and hospitals and alleviated the burden of taxes. He also tried to humanize criminal laws and the treatment of slaves by their masters. As a philosopher, he is remembered for his 12 books of moral precepts called Meditations. All was written in Greek while

Persuasive Paper Part 3 Research Example | Topics and Well Written Essays - 2000 words

Persuasive Part 3 - Research Paper Example In the United States, as per the Federal legal provisions, every state is required to maintain a sex offender registry. The purpose of this law was to extend the identity, names and addresses of the proclaimed sex offenders to the public so as to empower the common people and enable them to protect themselves and their children from possible sex offenses. However, in a practical sense, the sex offender registry happens to be quiet exhaustive and bulky and it is not possible for the people to commit to memory the names and addresses of all the sex offenders. Thereby extending to the people an exhaustive list of sex offenders replete with the name of people who got involved in varying gravity of sex offenses is not likely to protect the masses against sex offenses (Paludi, 2008, p. 178). Yet, on the other side, having one’s name in the sex offender registry could much harm the life of an individual. ... Hence, it will be totally unreasonable and farfetched to enter the names of such people in the sex offenders list. On the one side such an approach will do no practical good to the people, and on the other side such an approach will only make it difficult for the redeemable sex offenders to enter the social mainstream (Yessine & Bonta, 2006). People are bound to be unsympathetic towards the individuals whose name is in the sex offender registry. Hence, the contemporary sex offender registration laws need to be changed so that only those sex offenders who are liable to indulge in sexual offenses in the future get listed in the registry and the individuals who got listed by indulging in some momentary public indecency could get a chance to lead a normal life (Sullum, 2003). The existing sex offender registration laws happen to be counterproductive in their scope and intention because they are punitive in their spirit (Hodgson & Kelley, 2002, p. 225). The very objective of saving the ci tizens from sexual offenses gets overlapped by the act of labeling people who indulged in varying degrees of sexual offenses in a generalized category of sex offenders. It will be reasonable to conclude that not all sex offenders are beyond rehabilitation. There is a category of sex offenders which is open to social rehabilitation. Thereby, making an individual open to stigmatization by placing one’s name in the sex offender registry and pushing one into isolation is certainly not the right way to rehabilitate a sex offender (Wilson & Petersilia, 2011). In fact it increases the likelihood of a registered sex offender further engaging in sexual offenses. Simply speaking, compiling a long list of sex

Polaroid Advertising Campaign Essay Example | Topics and Well Written Essays - 2000 words

Polaroid Advertising Campaign - Essay Example This market arose due to the increased demand for technology products. It is at this time of history that the world war and competition for the world’s meager resources came to the peak. Technological growth also became a subject of importance an inventions became an order of the day. It is in record that at this point in history industrial revolution peaked (Qualters 2003). The company manufactures films and it is on record that the recent sales were about 50 films and over 100 types of cameras worldwide. The company is famous for instant film cameras that were replaced very recently in the year 2008 due to the onset of digital cameras because of digital technology (Porter 20005). For a start, Polaroid went through the growth phases that any newly established company could undergo. As have been noted above, the growth was propelled by apart from existence of adequate market; the competitors like Kodak Express also enabled the growth of the company. In fact, Polaroid, using it s strong strategies displaced Kodak from the market and made Kodak flee completely from the instant film technology field (Boone & Kurtz 2011). However much Polaroid posed stiff competition to its other competitors in their field of competition, there also existed other firms like the Nixon and Minolta who differentiated and specialized in pro ducts unique enough to file competition for Polaroid. This made Polaroid experience technical difficulties in their operations that resulted solely from competition from these firms. The state went as far as making Polaroid apply for bankruptcy state in the United States courts in the year 2001. The bankruptcy majorly affected their assets due to overtrading that the corporation was engaged in (Bushman 2010). Almost immediately, the firm undertook a reorganization exercise where it considered acquisition procedures, it approached several firms in a bid to strengthen its operations due to partnerships and mergers. This period could not allow Po laroid to be engaged in acquisitions. The company as a result needed to employ better strategies to increase its production of relevant products, the sales of such products to realize better revenue as well as engaging in cost reduction and minimization measures. One way that it identified could help it realize better returns was through thorough marketing campaign (Bushman 2010). Corporate/ Marketing Campaign Normally, corporate have both general and specific corporate objectives and marketing campaign strategies. The general major corporate objectives of any company are profit maximization objective for the shareholders to realize better returns in form of dividends. This is also geared towards ensuring that the investor confidence is busted and well directed (Cant, Strydom, & Jooste 2009). The other objective of establishing any corporate organization is to maximize the wealth off the shareholders. It is in the interest of any realistic shareholder to anticipate growth in form an d nature of their firm. This growth is only achievable if there is profitability and that part of the profits realized is reinvested in prospects like long-term assets that are meant to realize returns to the company. Polaroid during its formation had an objective of being the world leader in film technology. It also had the objective of diversifying its asset base by being one of the participants in

Effect of Technology on De-Skilling

Effect of Technology on De-Skilling Critically assess the contention that the introduction of new technologies into an organisation inevitably leads to de-skilling? As technology becomes ever more prominent in working practices the de-skilling debate is becoming more crucial. The following arguments will look at the effects of new technology with regard to de-skilling from the social deterministic point of view, particularly within the craft and service industries. The social deterministic view is that technology has no impact whatsoever on an organisation, apart from the strategic choices made by those who control the organisation. Marxists believe that the introduction of new technology has negative social connotations, arguing that technology is introduced by management with the sole intention of controlling and de-skilling labour. This perspective has been adopted by Braverman. Managerialists however, favour the positive social impacts of technology, believing it is management choices that determine the effects that technology has. Bravermans (1974) de-skilling thesis, based on Marxist theories, focused on the Taylorist aspects of breaking down complex skilled work into simple unskilled tasks. This enabled the introduction of technology to replace workers. Braverman also theorised that the introduction of new technology into the workplace, was carried out with the intention of replacing workers or making them work faster, as in the case of Fords production line assembly. Braverman argued that together, these were the two principal factors which led to the degradation and de-skilling of work. Braverman (1974:171) states, The unity of thought and action, conception and execution, hand and mind, which capitalism threatened from its beginnings, is now attacked by a systematic dissolution employing all the resources of science and the various engineering disciplines based upon it Braverman argues that the introduction of capitalist equipment is introduced with the intention of de-skilling workers by simplifying task s in a Tayloristic manner, or by simply replacing workers roles with technology. Much of Bravermans theory was based upon his own personal experience as a sheet metal worker, and subsequently an office worker. Bravermans de-skilling theory is associated mainly with the craft and service style proletariat industries. However, skills today can be perceived as something very different to skills in the 19th century. Certainly the jobs today differ greatly from those in the past. Barron and Robinson (2007) use the more recent example of the catering industry. New technology has enabled the outsourcing of production, provisions and labour. In essence this has lead to the de-skilling of catering workers, through the removal of many of their tasks. For example, chefs in many of the hospitality industry sectors are no longer allowed to demonstrate individuality and creative flair, but instead produce a standardised product. . Standardisation, or industrialisation, in foodservice, aims to guarantee consistent output while controlling the production process. Typically, this involves the replacement of skill with technology. (Barron and Robinson, 2007). Here the Tayloristic aspects of Bravermans de-skilling thesis are evident as the production process is broken down into simple controlled tasks, whereby new technology can replace workers. This process may be even more evident in multi-national corporations, where the same standard of product and service is expected worldwide. The Tayloristic principles adopted by many fast food restaurants, particularly noticeable in McDonalds, have led to repetitive and un-skilled tasks (Ritzer:2004). Ritzer argues that many of these have been made possible by developments in technology. Bravermans theory is demonstrated perfectly here. A Tayloristic management style coupled with the introduction of new technology has led to the simplification of jobs and ultimately their de-skilling. Ritzer also examined how the principles implemented in McDonalds were becoming more apparent in other sectors of society, such as call centres, supermarkets and even hospitals. The development of technology alongside Tayloristic management principles has meant it is possible for companies to outsource call centres, from Western European and American countries to India and other developing third world countries. Marxist theorists view the introduction of capital as a way for managers and companies to control and de-skill labour by reducing bargaining power and use value (Corbett:2009). The outsourcing of call centres is removing jobs from employees in Western Europe and America. Employees and knowledge are replaced by technology, so diminishing the bargaining power of the labour force. Outsourcing also employs lower skilled labour which translates to reduced wages and increased profits. Hence, the capital introduced has been employed to control and de-skill workers. Marxists have a radical perspective of how workers should accept the means and ends of a firm, arguing that workers should resist against the firm. They argue that the introduction of capital is exploiting workers as a higher value product is created, but wages are generally not increased (Roberts:2009). Profit made by workers is disproportionately divided between employees, managers and owners and as such a conflict of interest arises (Roberts:2009). Bravermans hypothesis and Marxists views on social determinism are not without detractors or limitations. The social -deterministic managerialist perspective of new technology holds the view that technology has no impact whatsoever on de-skilling. The decisions to de-grade or up-grade the skill of workers are the strategic choices of those who control the organisation. This perspective is supported by the New Technology Power Loop, which demonstrates that the design and choice of new technology, that is the strategic choices of management, can shape the control of a workforce. This in turn defines the level of expertise needed for implementation. The social-deterministic managerialist perspective holds the view that the expertise of the workforce has an influence over the design and choice of the technology at the beginning of the loop. Looking back to the example Barron and Robinson use of the hospitality industry it can be said that it is managements decision to standardise product s and menus through the simplification and de-skilling of jobs and the subsequent introduction of new technology. Wood (1987) considers the decisions of management regarding the introduction of technology, Certain tasks may be de-skilled in content because of technological changes, yet this may not amount to the de-skilling of any particular individual. Unskilled men may be allocated to these jobs, which for the purpose of argument may require a higher level of skill than they previously exercised, and skilled men who occupied the job prior to the change might be moved to superior skilled jobs, for example, the maintenance of new technology. Here Wood argues that, with the right job reorganisation technology can lead to the upgrading of skill. Atwell (1987) examines the work of data entry clerks in an insurance company. These are relatively unskilled workers who are able to enter the insurance claims onto the system and then pass them onto the examiner to process. In this example the examiners job is upgraded as the lower skilled tasks have been removed. The data entry clerks have also gained ne w skills as the introduction of technology has enabled them to begin entering insurance claims, a more highly skilled task than they were previously completing. The de-skilling effect, which the introduction of new technology can bring, can be revoked by managements strategic choices. The introduction of new technology, and the de-skilling effect it may or may not have, cannot be fully divorced from the context in which it occurs. The social-deterministic model also supports the theory that the successful introduction of new technology can be reliant on the tacit knowledge and skills of employees, as the choice of technology made by managers is affected by the expertise of employees. Wilkinson (1982) uses the example of the optical lens manufacturer. When new technology was introduced, the highly skilled staff were retained in order to exploit their knowledge and experience of the production processes. This indicates that not all skills can be degraded with the replacement of workers with technology. Jones and Wood (1984) also argue the importance of existing working knowledge and tacit skills to the effective implementation of new technology. As a result, it is impossible to say that new technology completely de-grades workers skill as the tacit knowledge that many have would still be regarded as a skill. Furthermore, the social-deterministic technology power loop model suggests that the tacit knowledge is ne cessary for successful introduction of new technology. Although some aspects of a workers job may have been de-skilled the worker has the ability to enrich their job with other tasks, perhaps more complex than their prior job, thus wholly up-skilling their job. Managerialists support the social -determinism theory and talk of technology as enabling organisational change and improvements (Corbett, 2009) Fincham and Rhodes (2005 need to check whether this is a direct quote and add page number) stress that technological development should be seen as a positive force, as part of the progressive elimination of alienating working conditions and their replacement with work which is more socially integrating is happening more or less as part of industrial evolution. In the instance of outsourcing, although the introduction of new technology is initially de-skilling, it is removing the lower skilled jobs from the economy and making way for more highly skilled jobs to be created as part of the economic development. Therefore, although in the short term technology has increased job mobility by providing temporary job cuts, it can have positive effects, such as en-skilling, as workers learn new trades. New technology may well have had an effect on the increasing number of career changes, but if this is leading to workers gaining new skills in new careers then surely it is re-skilling (the growth of wholly new skills) in the long term. Littler (1982, 1990) and Littler and Salaman (1982) critiqued Bravemans work arguing that if industrial capitalism itself can create new skills there can be no simple de-skilling process Fincham and Rhodes (2005:396). The managerialist perspective holds the view that, technology has no impact on people or performance in an organisation independent of those who would use it and the responses of those who have to operate it (Jones, 1982:199). This suggests that the introduction of technology has no impact on a firm, unless a resistance against technology is made by those who have to use it or operate it. Managerialists have a unitarist perspective on workers co-operation with management decisions. They believe that management should be able to make strategic choices that benefit the firm and that will have the desired economic outcome. Workers, from this perspective are required to co-operate with the means and ends of the firm as management will have the workers best interests at heart. The means of a firm relates to how work is organised, and the ends, the creation of private profit (Roberts:2009). In relation to the introduction of new technology, the managerialist view is that workers should co- operate with the strategic choices made by firms. It can however, be said that it is un-realistic to presume that managers always have employees best interests at heart. From this point of view a Marxist approach can be adopted, holding a negative opinion of the social impact of technology. They believe that management introduce capital with the sole intention of control and de-gradation of working practices and skill. Thus to conclude, the managerialist social-deterministic view that technology can have a positive social impact on working practices, disproves the contention that the introduction of technologies inevitably leads to de-skilling. Managements strategic choices, regarding job re-organisation, job numbers, and the type of technology employed, will always have an effect on the level of de-skilling which occurs. Subsequently, the level of de-skilling cannot be divorced from the context in which it occurs. Many factors can revoke the level of de-skilling, be it the tacit knowledge of existing employees or managements re-organisation of job roles once technology has been introduced. Furthermore, managerialists hold a unitarist perspective of how workers should re-act to change. The underlying belief that managers have workers best interests at heart would encourage employees co-operation with the means and ends of a firm. In addition, managerialists view the introduction of technology as a method of enabling change and economic development within an organisation, and should be viewed as a positive force.

Late April, Early May :: Personal Narrative Writing

Late April, Early May Eileen was special. At least, that's how all of the teachers described her. But all of the kids knew that saying she was "special" was really just a nice way of saying that she was handicapped, or retarded as most of the kids said. The problem with Eileen was that she wasn't completely retarded so she knew when she was being made fun of, which was often. Whenever I'd see her in the halls there would always be a string of kids behind her making jokes and doing impressions of her. She acted as if she didn't notice, but I could always tell from the look on her face that she heard them perfectly, and I could tell that it hurt. I had seventh period gym with Eileen. This is where, for the first time, I was able to see firsthand the torment and ridicule that Eileen had to go through. We were doing pull-ups on a large metal bar one day. When it was Eileen's turn to go, she got up on the bar, went down, and then began with all of her might to pull herself back up. All of the kids began to chuckle as she struggled terribly, all red in the face. It was at this point that we all saw something fall from Eileen's shorts and plop down on the floor beneath her. "She's shit herself," someone exclaimed. It was true. Eileen was pushing so hard trying to pull herself up that it came out right there in front of the entire class. After she had gotten down the class was still laughing hysterically. She looked more confused than embarrassed really. To be honest, I couldn't tell if she was indifferent about what had just happened or if she was horribly embarrassed but just didn't quite know how to react to the situation yet. She bolted out the door in tears just moments later. In the weeks following that incident I didn't see Eileen much. Maybe she couldn't handle coming back to school so soon after what had happened, or maybe I was just lucky enough to have a break from seeing her being constantly belittled and mocked. Not that anyone would ever admit that they really cared, but during those weeks I heard a few kids inquire as to where she was. I think that people liked having her around because she was almost like a safety net for them.