Employees with implied agency authority:
Simba Makawa Video Productions is a small company with only a few employees working at a time. The only employees with implied authority are the director of photography to make camera-related purchases within the budget.
Doctrine of vicarious liability:
As the owner of a video production company, I could potentially be held liable for the behavior of your employees if that behavior resulted in harm to another person or property. This is because, as an employer, you have a duty of care to ensure that your employees act in a responsible and professional manner while on the job. If an employee of your video production company engages in behavior that causes harm to someone else, you could potentially be held liable for that harm under the doctrine of vicarious liability. This doctrine holds an employer responsible for the actions of its employees that occur within the scope of their employment.
Anti-discrimination laws:
Simba Makawa Video Production company is required to follow federal anti-discrimination laws. These laws are designed to protect individuals from discrimination on the basis of certain protected characteristics, such as race, national origin, gender, age, and disability. In California, my video production company is required to follow both federal and state anti-discrimination laws. At the federal level, the main law that applies to employers is Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, national origin, religion, and sex. In addition to Title VII, California also has its own state anti-discrimination laws that apply to employers, such as the Fair Employment and Housing Act (FEHA). FEHA prohibits discrimination on the basis of additional protected characteristics, such as sexual orientation, gender identity, and marital status.