to 7a.m. where she was constantly faced with sexual discrimination and harassment. It was because of this harassment that led Mrs. Ledbetter to file a complaint with the Equal Employment Opportunity Commission (EEOC) eventually leading her to testify in front of Congress. Mrs. Ledbetter had been propositioned to perform sexual favors by a supervisor in return for good job performance reviews. After Mrs. Ledbetter filed a formal charge with the EEOC against Goodyear in July of 1998 she faced many more problems pushed onto her from her employer.
The medical staff nurse pleaded guilty to one count of wrongful disclosure of individual health information for personal gain. The case is currently awaiting a trial, but the nurse will be penalized for violating HIPAA. The argument found in this article was the nurse put the whole clinic in jeopardy. The physician stated there are consequences and made staff aware of the consequences of violating patient privacy. The solution was terminating the employee and providing briefing staff members on HIPAA laws and regulations.
While Andrea was collecting data for the partnership return she came across data that “bothered her greatly.” She discovered the partnership's 'Miscellaneous Revenue' account actually consisted primarily of expense reductions. She also noticed that expenses had been blatantly lumped into the previous year which resulted in a significant increase in net income for the current year. Andrea did not feel comfortable with this information and confronted Ed to reconcile these differences. At this point Ed lost his temper and became confrontational spewing banter that she was not hired to audit numbers, his previous tax preparer had inquired about this, and had been fired as a result. Andrea decided to resign as tax preparer for Skyline Views, LLP.
Assignment #1Davis v. County Commissioners of Dona-Ana Davis v. County Commissioners of Dona-Ana Shunovia Crenshaw Instructor: Dr. Jean Gordon Business Employment Law HRM510 Date 4/22/2012 Abstract Davis v. The Board of County Commissioners of Dona-Ana was sued by a female complaining that they were liable for the abuse she received by Mr. Herrera. Mr. Herrera was hired by Mesilla Valley Hospital under the assumption that he was an outstanding person and they had received an exemplary report from his previous employer. Because of the reference they received they hired him. He resigned from the other job because he was accused of sexually abusing a female inmate while under his care. The plaintiff is suing because she feels that the detention center is liable for the actions of Mr. Herrera.
Employee feedback was discouraged. Critique of Lehman’s corporate policy was not tolerated, and questioning of its risky business practices snubbed or worse, as in the case of Lehman’s “whistle blower” Matthew Lee. According to Andrew Clark of the Guardian (2010), Lee “a worried accounting executive at Lehman Brothers raised alarm about what he saw as dubious number-crunching at the doomed Wall Street Bank” (para. 1). Just one month after alerting auditors to his findings, Lee was dismissed from his role as senior vice president of the financial division citing workforce reduction.
Leticia Wise-Wright Social Security Number xxx-xx-xxxx A. REPORTING FACTS In Ms. Wise-Wright’s EDD claim she states that she was terminated for not following company policies. On April 30, 2007, Ms. Wise-Wright was terminated based on her lack of improvement regarding her adherence to the company’s time and attendance policies. On February 28, 2007, Ms. Wise-Wright was given an Oral Written Warning for her unsatisfactory and unplanned absences. Ms. Wise-Wright was reminded about company policy on attendance and if it happened again it would lead to further disciplinary action up to and including termination.
Jane Thompson claims to have been sexually harassed at a business luncheon by Bill Smith. She threatens to take legal action against Mr. Smith as well as Propmore for not protecting her against such actions. It Mr. Bradford’s job to investigate the situation and decided what action to take. Sexual harassment is against the law and against Propmore’s Corporate Policy. The problem is the person in question is not an employee of Propmore or did the incident take place at Propmore.
With Citigroup’s organizational culture it has guided employees toward the behaviors and attitudes that have put the company at risk. The company must revert to what is important that is the customers and focus on the core values of the organizations, and the vision of the organization. To change Citigroup’s organizational culture there needs to be a shared responsibility among the leaders of the company, managers, and employees. By having a shared responsibility will make Citigroup’s organizational culture more effective and productive. Having shared responsibility will allow each employee to achieve or accomplish his or her full potential, and acting with the greatest level integrity when dealing with one another, and customers.
Recently, we have faced the issue regarding the memo claiming that the number of women stood up against workplace sexual harassment by a man of power in the retail and entertainment industry. Then, the Metoo movement was born, where people of all races, ages, background, regions, disability, working in different industries, stood up and voiced that they also have been sexually harassed or sexually assaulted.Unfortunately, these are not the first national headlines connected to workplace harassments in the past few years and major companies have found themselves on the front page for not taking stronger steps to prevent and address claims of harassment. According to the articles, Sandra Pezqueda had dishwasher and chef’s assistant at the
With Diana’s history of poor people skills and large turnover in staff at her own restaurant, her superiors would not want Diana in charge of training the new managers. · Self-management: Diana has showed on several occasions that she is very inflexible to her staff when it comes to company policies and procedures. When three employees tried a new customer service tactic, Diana fired them for the initiating the change in service. Instead she should have discussed the deviation from company policy with them and explained how important the company policies are. She has to realize that sometimes employees have new ideas that could benefit the entire company.