Case Study: The Schools Of Mckeel Academy

We recognize all diverse experiences, including (but not limited to) LGBTQIA, people of color, gender diversity, people with disabilities*, and ethnic, cultural, and religious minorities.

Violations of Company X rules of acceptable behavior will be viewed as misconduct, which upon review can constitute immediate suspension. Pending further review and investigation some

I filed an application with Chesapeake Public School systems, so that I could become a part of an organization that values teamwork, dedication, and academic success. Chesapeake Public Schools exhibits a positive, collaborative, and cooperative learning environment not only for the students but for their employees as well. Being committed to the academic development and success with the help and support of students, parents, teachers, and other staff members is a plus to any working environment. These are great attributes for any organization to possess, which is why I chose to become a part of the Chesapeake Public School.

Under the “Inappropriate Conduct” section in the employee handbook, employees are subjected to discipline, including discharge

Violations of company standards, policies, procedures, and ethics program guidelines, could result in employee reprimand, probation, suspension, salary reduction, demotion, or dismissal. In addition, employees may be held responsible for damages and/or losses, or referred for criminal prosecution or civil action.

Upon completion of the investigation, if it has been determined that the accused employee has in fact engaged in inappropriate behavior, disciplinary action will be taken. Depending on the nature of the act and the severity this can include counseling with a written reprimand, suspension, or termination.

Judith Dixon would come and suggest everyone to take a diversity-training program. Gomez-Mejia, Balkin and Cardy (2012) describe this as a “program that provide diversity awareness training and educate employees on specific cultural and sex difference and how to respond to this in the work place” (Gomez-Mejia, Balkin, & Cardy, p.148). Judith Dixon would also try to take a look at all the positions in the company and see if any type of discrimination was used to fill them. Also, she should also implement Lockwood’s (2005) competencies for diversity management:

Thirty–nine members of Mrs. Penny Oss’ morning English classes at McAlester High School recently traveled to Tulsa to tour Tulsa Community College—SE campus. TCC is one of the best values among Oklahoma’s state–supported colleges and universities. TCC has four campuses in Tulsa. McAlester GEAR UP students toured the Southeast campus, encircling a landscaped green space and campus ponds. There are nine buildings on the TCC–SE campus. What makes the campus unique is that the buildings are connected by a series of sky bridges seamlessly tying the campus together.

If you have any questions about this policy or believe you have been subjected to harassment or discrimination in violation of this policy, you should immediately report the matter to Human Resources or you supervisor, or any other member of management with whom you feel comfortable. The greatest discretion will be utilized in investigation and, where

R/ stated that on 6-21-15 at about 1200hrs he was traveling in the area of the Edith Williams School. R/ further stated that he heard an ambulance coming his way. R/ stated that he pulled to the side of the road. R/ continued to state that he saw when a pebble hit his windshield . R / stated that he later discovered that his windshield had a crack in it. R/ was advised to travel to the Roy Lester Schneider Hospital to investigate who operating the ambulance at the time if he is certain that the pebble came from the ambulance. R/ was further advised he can obtain a copy of this report from the Farrelly Justice Complex for insurance purposes if he so

Any employer concerned with discrimination and prejudice should also note that through Title VII of the Act, the EEOC (Equal Employment Opportunity Commission) was created to investigate discrimination claims. It is imperative that employers develop company policies on discrimination that adhere to state and federal anti-discrimination laws and ensure that employees read them at recruitment and hiring. Employers must also display policies of their companies’ equal opportunities and ensure they are followed. It is also upon the employer to encourage employees to report any alleged cases of racial discrimination at the workplace and offer them protection against the perpetrators (Greenwald, Smith & Nosek, 2009). If there are claims of discrimination by any employee and investigations show the claims are valid, the employer must reprimand, provide training or terminate the accused party. Title VII prohibits business owners from retaliating against employees who present complaints of discrimination either on their own or other employees’ behalf. Employers must note that retaliation entails adverse actions such as refusing to hire potential employees or terminating others who make claims of discrimination (Gawronski & Bodenhausen, 2006). Employers are also prohibited by law from discriminatory tendencies in

As times are changing, so is the world’s vision of normal. Discrimination and segregation were a huge part of history, but the fact is that in this modern society, culture diversity is the new norm. Companies and organizations incorporate culture diversity in the workplace due to the benefits of various experiences, language skills, and productivity. Employees are the face of the company, and if they have the mentality of prejudice and ethnocentrism, it can affect the success of the business. While most people understand that the world is a melting pot, discrimination still exists in this world and these people are at a disadvantage. Whether it is because they are living in the past, had a bad experience, or have not been exposed to it, the world is a melting pot of culture, gender, and ethnicity. Regardless of how we are different, once “we can learn to appreciate that differences do matter and that becoming aware of those differences will make interactions with others much easier” (Devry University, n.d.).

The number of discrimination charges reached a record high in 2010, according to the U.S. Equal Employment Opportunity Commission (EEOC), a government agency that investigates discrimination charges on the basis of race, sex, national origin, religion, retaliation, age, disability, and genetic information (Wong, 2011, para. 1). Although the majority of discrimination is unethical and unnecessary in the workplace, certain benefits can be seen if it is executed properly. Understanding discrimination is becoming more crucial as the workforce continues to become more diverse. Knowing where discrimination does and does not belong in the workplace will help employers create effective and progressive workforces.

Any employee found to have showed any unsuitable conduct or behavior against others may be subject to corrective action. workers who believe they have been victims to any form of prejudice or racism which infringe the company’s diversity policy should seek out support from their supervisor or HR.

We embrace and reassure our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political