Employer And Employee Relation

768 Words May 13th, 2011 4 Pages
Assignment #1-Comprehensive Case-Bandag Automotive

1. Given Bandag Auto’s size, and anything else you know about it, explain why and how the human resource management function should be reorganized.
Bandag automotive is a family oriented business that has great potential for maximum growth. The only issue is that the human resource management function there is not operated in a productive way. Bandag automotive should focus on a brand new strategy to develop a more structured and organized human resource unit. The management function should be able to recruit great employees, handle payroll, administer benefits, and also provide services, such as help resolve work related problems. A new human resource management function
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Also, he later reported that he had mental issues, in which was never mention to management before he was terminated. Therefore, Henry does not have a legitimate claim against the company, because it is the law to notify your employer of any mental illness or disabilities. For future incidents the actions the company should take in this type of situation, is to move the employee to another department, and if the problem persist give the employee a final and after that proceed to termination. If Jim would have used that alternative, the outcome of this situation would have probably turned out better.
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 situation with Miriam, she was fired for a legitimate reason because of her misconduct at work. The EEOC would not agree with her considering those circumstances. Miriam is trying to use her pregnancy as an excuse, in which have nothing to do with her termination. In this situation the company should make sure the allegations against her are legit, and have proof present to the courts or EEOC. If the company cannot provide proof then this will be a case to be turned around in favor of Miriam.
5. An employee who is deaf has asked to
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