AMR Case Study

In today’s society, it is crucial for employees to understand the significance in the use of social media outlets such as Twitter and Facebook. This subject will discuss the primary reasons companies allow the usage of social networking sites in the workplace. It will also explain the positive impact social media usage has in the workplace, such as allowing communication to a broader audience. In addition to the positive usage, this topic will also explore the negative implications usage can cause. Because social media is still relatively new, there are not many laws establishing the proper guidelines for these sites in the workplace. Scholarly articles such as the ‘Workplace impact of social networking” examine the effects of not establishing said policies, an error which results in an unhealthy work environment. Ultimately, employees can positively influence the workplace by using social media if they have the proper guidelines to follow.

It is somewhat surprising that employers continue to violate employment laws dealing with discrimination. One case, Catterson v. Marymount Manhattan College, litigated and settled in 2013, was especially egregious. According to the EEOC (2013), the college had refused,

The United States Supreme Court, as well as federal district and state courts, defines employee rights and an employer’s liability for employment law violations. Treatment on the job, including hiring, firing, and promotions, must be based on qualifications and merit and not on race, gender, age, sexual preference or how one responds to sexual advances. Yet despite these laws and policies, many employees continue to suffer from workplace harassment and employment discrimination.

3. If you were a member of the NLRB, how would you rule in this case and why?

The company offered inconsistent versions of why Mr. Gill was terminated and who did the termination. They were indifferent to Mr. Gill’s concerns and did nothing to address those employees engaging in blatant racial harassment even after other black employees complained and, most damaging, the company retaliated against Mr. Gill when he complained by terminating his

The Hartford NLRB office filed a complaint of unlawful dismissal of Mrs. Dawnmarie stating that the party was involved in protected concerted activity on Facebook at the time when she criticized her senior. In addition, NLRB identified several unlawful provisions within the company’s manual of conduct. However, before hearing, the company opted for an out of court settlement with Mrs. Dawnmarie besides revising their unlawful provisions in their handbook.

The Hartford NLRB office filed a complaint of unlawful dismissal of Mrs. Dawn stating that the party was involved in protected concerted activity on Facebook at the time when she criticized her senior. In addition, NLRB identified several unlawful provisions within the company’s manual of conduct. However, before hearing, the company opted for an out of court settlement with Mrs. Dawn besides revising their unlawful provisions in their handbook.

When looking for prospective employees, employers do not enjoy rifling through Facebook pictures of obscene pictures and statuses with crude language. Bad behavior of employees, even off the clock, made public by social media

Though the National Labor Relation Board (NLRB) strives to protect the employee’s rights. Still the employers terminate the employees either legally or illegally while considering their social media posts, with great serendipity. A decision issued by the NLRB board, after detailing the cases in Acting General Counsel memos on September 28, 2012. The salesman was fired from his job a week after posting the photos of an embarrassing car accident while selling the products on Facebook. The act made by the salesman was devastating the company’s service, and was neither concerned, nor protected by the NLRB, led him to lose his job (NLRB 2015).

After research, the case I have chosen for my law review assignment is, Amanda Hawkins et.al v. Anheuser-Busch, Inc. This case peaks my interest because it occurs in a manufacturing environment with a union presence. This is where the majority of my work experience lies. The four defendants in this case propagate claims of sex-discrimination, retaliation, sexual harassment and a hostile work environment (Amanda Hawkins et.al v. Anheuser-Busch, Inc., 2007). The individual at the center of the allegations was terminated, only to be reinstated by the union after a six month suspension. I understand why unions were created and the need for them at the time. However, it has been my experience that when working in a union environment, an organization’s

The idea of employee rights involves many complex issues. An employee’s right to a workplace free of discrimination and harmful environmental factors is obvious. Yet, other issues surrounding privacy, personal expression, and communication monitoring are not

The purpose of this literary review is to enlighten my viewers of the importance of the ethical idea of companies crossing the lines of business with your personal life, when involving social media accounts. Most of my research has operated from the ATU library using the find it tool. Furthermost, the researched information use was from peer-reviewed research journal. I will discuss includes social media cons in the work environment, if it is ethical to get fired over a post, and laws that protect both parties. Social media includes an assortment of electronic communications—most commonly networking sites such as Facebook, LinkedIn, Myspace, Pinterest, Instagram, and the likes thereof. Social media also covers all forms of blogs, including Twitter (a micro-blog), wikis, online journals, diaries, personal newsletters, and World of Warfare and YouTube also are included under the umbrella term of social media (Lieber 2011).

This report reviews and analyzes individual rights afforded by the constitution and their applicability to the suit for wrongful termination in the case of Korb versus Raytheon. The specific constitutional rights under review are the freedom of speech, freedom of information and challenges associated with employment law. Lawrence Korb, a former Assistant Secretary of Defense and current employee of Raytheon, a large equipment manufacturing company for the U.S. military was terminated after making public statements criticizing defense spending and calling for a reduction of Navy’s fleet. Raytheon, a manufacturer of

Social networking sites such as Twitter or Facebook have created a new ethical dilemma for many businesses. Corporations, small businesses, and even universities are struggling create policies to manage their employees social networking behaviors. Social networking access, particularly for recruiters, can provide personal information about potential employees, which would otherwise not be available. A business must follow statutes and guidelines when disclosing information to the public. Individuals on social networking sites have no such constraints. Employees can and do make comments about their employers online. Employers can and do watch what employees post online. Any individual can send or post potentially damaging information

It’s unfortunate that this company was so poorly represented by these employees. However, studies suggest this type of behavior can be predicted and thusly avoided via pre-screening of potential employees’ social media profiles. It is better for both