Employer And Employee Relation

The 1964 civil rights acts protects you from any act of discrimination and this could be detrimental to the company if Haimes says there is a kind of discrimination by the company. After several analyses it was decided to continue with the decision to layoff Haimes although this remains to be seen in court since Haimes joined an association to protect the gay community and will go against us for discrimination by sexual orientation. Sarah Boyd is a lady who has a lot in the company but its overall performance is average and does not have any special achievement, though it is painful for many years working in the company this is the second SELECTED for layoff. We were initially concerned that his age and the Age Discrimination Act could affect our company, but we had doubts that it would go against the company to which he had so much respect and for which he had worked for so many years. After evaluating and analyzing deeply Mrs. Boyd's situation it was decided to talk with her and her supervisor and explain them that layoffs in dispatch are inevitable and work out to make a severance package that is fair and acceptable to Mrs. Boyd and to the company. Jenny Mills is the third selected to layoff; her work is average and has no special achievement. Although his work is satisfactory overall their performance skills are not critical. In spite of that I and the lawyer and other people felt it was the best decision we were afraid there was something that could

The court should take a look at what the partners said like, “she was sometimes overly aggressive” (Nkomo, Fottler, McAfee, 7 edition, p. 57). The judge should rule in favor of Thelma Jones because she is being sexually discriminated. The employer did in fact discriminate unlawfully because you’re not allowed to tell a woman to be more “femininely” just to get a higher position.

A similar case where an employee claimed unlawful termination in comparable circumstances is Megivern v Glacier Hills Incorporated. In this case the employee, Megivern, alleged that her employer, Glacier Hills Inc. unlawfully terminated her due to her pregnancy. The judgement was ultimately given to Glacier Hills Inc and the termination was sustained. Glacier Hills was able to show the reasoning surrounding Megivern’s termination by providing her performance records. Megivern was a less than desirable employee and the timing of her termination was not due to pregnancy (Megivern v. Glacier Hills

Ms. Sabrina Baker is the HR consultant for Ace manufacturing company. Their company manufactures trade show displays for some businesses. The company consists of 15 employees who are assigned to the production department which is supervised by Mr. Daniel Custer as well as Operations Manager Mr. Dale Brison. The company consists of plant operations, sewing machine operations, production operations, printing department and the cutting machine operations. She stated that she also would review and determine liability Worker’s Compensation claims of his employees, thus will authorize medical treatment if necessary. She will also investigate the allegations and will prepare an employer’s report of occupational injury or illness, DWC-1 Worker’s Compensation claim.

The learners are requested to present the speech on the following areas of Industrial Relations and are requested not to use any Power Point presentation. They are allowed to use any creative method of presentation.

Her claim that the firing is really in retaliation to her extended time off for pregnancy and her requesting restricted hours of work certainly raises suspicion, coming so close to this. The US Equal Employment Opportunity Commission (EEOC) enforces discrimination based on retaliation and pregnancy. The Pregnancy Discrimination Act 1978 (PDA) prohibits discrimination against pregnant women, and related conditions as follows:

According to this case, employers should be concerned enough about the avoiding of discrimination in all of the employment decisions. The plaintiff in this case is a female attorney, Gallina, who is the associate in the law firm. The problem here began when the news of her having the baby reached her employer. This incident raised only after the news reached the employer and not when she started working for the company. As soon as her employer found out the case, he started treated her badly with unusually harsh language. According to law, employers should exercise care I the decision relating to the employees who have filed charges or even filed a case against discrimination. Employers also should exercise care and caution in their language

During this informative session, panelists will discuss the latest employment issues and best practices to limit your personal or corporate liability, and help employers

If I were in the position of the pregnant employee, I wouldn´t agree if the company fire me. As pregnant employees are overprotected, I would fight against the company until they lose the case.

According to the EEOC’s (2017) article, a real estate firm fired three people for being pregnant, they also fired two women in 2013 for the same thing and didn’t get punished for it. They are going to court by the EEOC and some states are suing too. According to the EEOC’s (2002) article, a Walmart in Arkansas got sued for firing a pregnant woman in 1991, the case was appealed in 2000. They got sued $200,000. According to the EEOC’s (2017) article “Wencor Group in Peachtree City, GA are getting sued for releasing a pregnant woman instead

* Employer will have a single body to negotiate terms and conditions which is simpler and time saving rather than dealing with workers individually.

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.

Based on Bandag’s size, it is important for the company to look closely at the human resource functions of the company. Currently, Jim’s executive assistant handles the day-to-day human resource management. It is important to first ask if Jim’s executive assistant has the expertise to deal with the day-to-day human resource tasks or is this an additional burden on the assistant. It may appear as a burden due to the many problems the company is experiencing. It may be in the company’s best interest to employ an in-house employee who will specifically deal with the daily human resource management tasks. This person should be a highly trained individual. This individual should be able to competently

Describe how the Unitarist and Pluralist approaches to conflict would explain the industrial action taken by the Construction Forestry and Mining Employees Union in forming the Barangaroo picket line.

Research into the effective management of the relationship between employers and employees has yielded many management theories that have helped shaped the present business landscape. These different theories have allowed managers to organise and manage people the way they best see fit. Two enduring management approaches are based off the Human Relations Management Theory and the Scientific Management Theory. Both theories address the issue of workplace optimisation with eminently different focuses.