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Paul Cronan Case Analysis
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CRITICAL OR RELEVANT FACTS The Paul Cronan case evolves from a corporate organization’s response to AIDS in the workplace. This case study involves three parties: (1) the company, (2) Paul Cronan’s supervisors and (3) Paul Cronan. I will be evaluating this case from the point of view of the Plaintiff – Paul Cronan. Paul Cronan, diagnosed with AIDS, returned to work after a much-publicized lawsuit. His return to work led to a walkout of his coworkers. Prior to this walk out the following events occurred. Cronan contacted his first boss, Charlie O’Brian, asking for permission to leave work for a doctor’s appointment on three occasions. On the third request Cronan was asked to disclose the nature of his illness. O’Brian told his immediate supervisor, Paul Cloran (who in turn told his supervisors). On the next day, upon his return to work Cronan’s manager informed him that it was required by company policy for him to see the company doctor for evaluation. Over the weekend a co-worker, who informed him that news about his condition had spread over the office, contacted Cronan. Paul Cronan contacted O’Brian, asking to be put on medical leave. Months later when he was well enough to return to work he contacted his new supervisor, Richard Griffin, who informed him that he needed a medical release to return to his job. He also asked Griffin for a transfer to a less volatile environment. Paul Cronan enlisted the help of the Civil Liberties Union of Massachusetts to file a $1.45 million law suit based on the claim that AIDS was a handicap covered by the statutes prohibiting discrimination and the company violated state privacy lay by disclosing his illness.
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