Analysis Of The Supervisor's Claims About Jeanette Landis

Cynthia has always performed well in her job, and has received good performance appraisals. She has been denied a promotion to a more lucrative sales position because she was told she “is not attractive enough” for the position. Cynthia is likely a victim of

Though Mr. Zimpfer’s attorney was able to get a report from an I/O psychologist, Dr. Josephs, which verifies his ability to perform the duties described in the ad for the managerial position, the county could also get its own expert to rebut this psychologist’s findings in the report. If Dr. Josephs is able to convince this jury then there is sufficient evidence to conclusively prove that Mr. Zimpfer was a victim of discrimination, since her report shows that he is clearly more qualified for the position than Mr. Merriman is.

In paper, Greene’s Jewelry has a strong case against Jennifer Lawson because Jennifer breached the confidentiality agreements that she signed with Greene’s Jewelry. In the agreement, it specifically indicated that Jennifer could never disclose any information regarding “Ever-Gold” creating process, which is patented and owned by Greene’s Jewelry. Jennifer not only stole a draft letter that contains the details of creating Ever-Gold but also took it to Greene’s competitor Howell Jewelry World in order to obtain a job offer from the company. The employment contract that Jennifer signed with Howell is a certain evidence of her unjust enrichment. Regarding Jennifer Lawson’s claim that she encountered wrongful termination at Greene’s, it is simply a misinterpretation of Greene’s legitimate reduction in force. The company no longer had a need for any junior executive secretaries. The downsizing was unfortunately but legal.

As a marketing manager, you have recently turned down Nancy Conrad for a position as sales supervisor. Nancy believes the denial was due to her gender, and she has filed a sex discrimination charge with the EEOC. Explain the steps the EEOC will use to process the charge; include Nancy's options during the process.

Ms. Fortin worked for Miami Dade for about eight years. This company sells automotive replacement parts at wholesaler from a warehouse based in Miami Florida. She has been the working for them since 1986 and in 1994 she was laid off. Prior to Ms. Fortin getting layoff from her job, her manager was very pleased with her performance and her customer services skills. As a result, Ms. Fortin was promoted to several positions within the company. She was assigned to manage twenty-four governmental accounts. Consequently, after she took over those accounts, her sales increased and her customers were happy. Ms. Fortin as well as the other employees noticed that as the company’s profits increased, the employer showed less interested for their employees.

Respondents deny that they discriminated against Complainant based on her race. Respondents assert that they do not have enough information as alleged in the Complaint to identify Complainant or if she was at any of their locations. Respondents state that they questioned their staff and everyone denies Complainant’s allegation made in the Complaint and or cannot recall the Complainant. Respondents state that their company assures full and equal opportunity to all residence of the city to obtain fair and adequate housing for themselves and their families without

It is imperative to maintain one’s personal integrity in the face of potential layoffs. If embellishment or fabrication were utilized in an attempt to sway the argument in favor of avoiding layoffs,

Just for the fact that Mr. Zimpfer requires all the knowledge, skill, abilities and above all, 16 years of experience it’s evident that he was a victim of discrimination. MR. Brad Merriman, on the other hand, has less experience than Mr. Zimpfer; nevertheless, Mr. Merriman was hired for the position of employee relations manager. Besides the differences in experiences favoring Mr. Zimpfer, the only differences that may favor Mr. Merriman was his age. According to the case, Mr. Zimpfer was 52 years old when he applied for the position; meanwhile, Mr. Merriman was only 32 years old.“The ADEA prohibits employment discrimination on the basis of age against persons over forty. Its purpose is to promote employment of older persons based on their

4. Miriam, the controller, is basically claiming that the company is retaliating against her for being pregnant, and that the fact that the company raised performance issues was just a smokescreen. Explain whether or not the EEOC and/or courts would agree with her and the actions the company should take now.

In the case described in our textbook, The Civil Service board decided to give written exam to all candidates for the supervisor position. Board believes that this exam would be fair and objectives because it will eliminate subjective judgment and personal favoritism. While the board was making that decision Maxine Othman, the Manager of social service agency, offered that position to Sheryl Hines. The manager likes to give people a chance to grow to their full potential and decided to put Sheryl who was working for the company for seventeen years a chance to improve herself in the supervisor position. The Board made their decision that all candidates for the supervisor position need to take the exam. They want a person with the highest score

Paul will have to enter the request to the human resource department to get one of his employees terminated this is when Paul made the decision to have Jeanette Landis to be terminated. Landis fell to meet the sales quota over the last six months and Paul has stated that there have been many attempts made when it comes to discipline. However, Landis has made it known that if it happens she has threaten to sue the paper if they terminate her for this action. I would ask to see the data from the past six months when it comes to Landis sales. I would have to have facts so that I can confirm that the allegation and the data is accurate. I would make sure that this information stay confidential because if the data or allegations are incorrect it

The human resource management has been highly shaped by such cases by ensuring that there is discipline, respect and code of ethics in the organization. This is a step that the management has to take in order to evade the liability issues which may cost the company a huge sum of money. A major step that the human resource management has taken is formulating policies that prohibit sexual harassment, retaliation and other forms of discrimination. This has been the case since most prospective job applicants’ lookout for employers who comply with the governing laws that prohibit discrimination. The human resource management that has taken this step has contributed to building a good reputation for the company. Through the policy planning, the management is able to communicate to their officials and employees that the company would not be liable for any discriminatory misconduct. The human resource management has also been able to come up with penalizing measures for those who fail to comply with the policies. This keeps the

We have discussed the issues above regarding the company, our first recommendation to the company is that the company should take care of equal employment opportunities for every sales rep regardless of their gender. By looking at the case facts we can say that they do have the equal employment opportunity but only for the hiring process and once the women are hired they are not treated or compensated equally. The benefits and

Human resources management is key to the success of organizations as they build their infrastructure. This chapter focuses management’s ability to recruit, select, train and develop their employees which will fit the goals and objectives of the organization. The role of Human resources manager can be conducted by a department of one person depending upon the size of the company and their size (Satterlee, 2013). During the recruitment process, employers should implement tools to ensure a diverse workplace. In addition, as organizations hire to fill positions they must be mindful to train employees on the laws surround sexual harassment and current issues in the workplace.

The reading for this assignment covered human resource management. Items discussed in this chapter were the importance of human resource management in an organization, the planning process for human resources, how a manager needs to be familiar with U.S. federal laws and regulations, the steps in the employment process, and current issues faced by human resources. According to Dunlap & Garvin (2010), good employees can be the key to success in an organization. A human resources department has several important responsibilities that can affect an organization in either a positive or negative way.