Your physical facilities and products are insured and protected, and your company is attempting to ensure the safety and well-being of your employees. There is talk that possible sanctions may be enforced against the government of this country to halt its activities against its people. Financial performance in this country has been solid, and the forecast is equally looking up. It is your task to write a statement to be presented to your CEO regarding the future of the company's operations in this country. Should the company continue regular operations, halt operations based upon the actions of the government, or leave this country as a public show of support for the people?
The employee must show that he informed management about his issue and given then time to try to resolve it. It is important to let the company try to resolve the problem by showing good faith. This will show that if he qualified for an office position we could have placed him there but he did not let us know of his issue until after he quit. Steele v. Offshore Ship Building, Inc., 867 F.2d 1311, 1307 (11th Cir. 1989) the court ruling stated, "To prove constructive discharge, the employees must demonstrate that their working conditions were so intolerable that a reasonable person in their position would be compelled to resign."
When the situation became worse, the supervisors should have been reprimanded or even fired for their lack of action and their involvement with the harassment. The safety of their employees should have been one of their greatest priorities, and they were actually lucky that no one was seriously injured. There are a number of actions that FedEx needs to take after this incident to prevent this from happening again. A harassment and discrimination seminar should be given to all new and existing employees in order to raise awareness of the seriousness of these issues. A strict written policy needs to be drafted by Board of Directors with the help of the HR department.
This action has the potential of stopping production completely and bringing the company to the brink of bankruptcy, at which point the company may be forced to agree to the employee (i.e., union) terms of employment. On the other hand, the employee can control his or her work effort on the job, can seek to change employment practices internally, or can leave the company whenever he or she wants. 2. What are the limitations of disparate impact statistics as indicators of potential staffing discrimination? Sample Response: Disparate impact statistics describe existing demographic patterns, but they do not necessarily explain the reasons these patterns exist.
the reluctant security guard A lawyer could tell me how to proceed without violating the law , the company policies , or my employment contract , or at least , in case I should violate one , I will still make a better informed decision Propriety of Firing Tuff Tuff violated company policy ... Paper Topic: The Reluctant Security Guard The Reluctant Security Guard A Case Study Summary of the Facts David Tuff is a security guard of Blue Mountain ... The company policy prohibited the security guards from reporting such incidents to the police Tuff complained against this new company policy ... Because of this , Tuff was fired Propriety of Tuff ‘s Action As a matter of right , Tuff had every right to speak what he spoke to the media ... Thus , his act of revealing company policies to the media is , in the final analysis inappropriate What he should have done If I were Tuff , I would have not been so rash as to incite public outcry against my employer ... Since Tuff violated company policy he violated an agreement he voluntarily entered into ... However , Blue Mountain created a new company policy ing the security guards to just escort intoxicated persons including drunk drivers , from the parking lots onto the public road ...
If managers neglected to tell workers of the risks, they would go directly against OSHA’s goals. OSHA’s goals are to reduce occupational hazards through intervention, promote a safety and health environment through compliance, cooperative programs and strong leadership and maximize effectiveness and efficiency by strengthening capabilities and infrastructure (OSHA). The text discusses that workers’ rights include needing to know all information and the basis of the assumed risks to decide whether the risks are acceptable to them. It is the employer’s responsibility to educate their employees and the employees’ right to refuse to work in such conditions (Beauchamp, Bowie, & Arnold, 2009, p. 110). The case study asks
Employment-at-will gives employers the right to legally terminate an employee from a job whether the reason is good, bad or none at all (Halbert and Ingulli, 2012). So, by law I have the right to terminate Jennifer for not being productive and efficient in her daily tasks. I will take several steps before I actually come up with my final decision. As a manager for the accounting department I want what is best for the company and my employees. The company as a whole will do anything necessary to provide help and support of the staff members.
The organization already has an effective employee relations program in which the management style is a teamwork approach instead of a command and control approach. There is also a open door policy that is in place to employees can voice their concerns and questions to management. Any problems related to the organizations decision making should be dealt with in house instead of unionization. What Management Can Legally Do * Bar non-employee union representatives from the property * * Prevent employees from distributing pro-union material during working hours * * Prohibit the distribution of pro-union materials by non-employees, provided the union is unable to reasonably communicate with employees in some other way * * Explain to employees why unionization is unnecessary * * Offer personal opinions about union policies * * Predict the negative effects that unionization could have on the organization, as long as its based on facts outside of the employer’s control * * Advise employees that they are not required to sign union cards and petitions, vote
Conversely, under the minority view, the burden of proof lies more with the plaintiff showing not only intolerable conditions but that the employer created these conditions causing the resignation. This is defined as the Specific Intent Test. Human Resources Task The reasonable person test focuses on the employer’s actions on the employee whereas the specific intent test focuses on the employer and what causal factors were created to cause the employee to quit. These two tests can overlap in the way that the plaintiff must demonstrate that a reasonable person
While I knew it was wrong to use the customer list from the beginning, to hear somebody articulate in person how they were harmed made me realize that other people can dramatically be hurt if we behave unethically. I also realized that the tone at the top of the organization is critical if you want to create an organization that is ethical. Our frame shop manager had the intent of honoring her agreement with her previous employer, but my encouragement for her to use the customer list made it easier for her to make an unethical decision as well. Lynn Sharp Paine’s article on Managing for Organizational Integrity discusses how ethical issues occur at all levels of an organization. Paine states that, “ethics has everything to do with management” (Paine 106).