Fedex Case Study

Company policies and procedures establish the rules of conduct within an organization, outlining the responsibilities of both employees and employers. Company policies and procedures are in place to protect the rights of workers as well as the business interests of employers. Depending on the needs of the organization, various policies and procedures establish rules regarding employee conduct, attendance, dress code, privacy and other areas related to the terms and conditions of employment.

You have raised some great points as to J.C. encounter of unlawful religious discrimination. As you said J.C. tried to compromise with his employer by packing or wearing his dreads in a neat and professional matter. But as a result his employer refused which resulted in J.C. losing his job. I agree with your analysis that the company's actions toward J.C. is violation of Title VII. However I also believe that it is a violation of his first amendment right. As a citizen of this so called great land, we are allowed to practice our religion and face no form of discrimination. This case not only describes a violation against Title VII but also the first amendment

Fedex is the fastest delivery service. Faster than me, faster than cheetahs, faster than god… I will let the decisions arise out of mental thought. All my life I have been blind to the facts, FedEx can deliver before they even know they delivered. Only when I walk in the distribution centers, I will understand the velocity at which these valiant men and women work to get the services one desires. Like a beehive on speed, the boxes and products are alive. Each with the their own story, a brave and exquisite on the path to satisfaction.

Although many companies set dress codes, proper training should take place explaining the need for possible exceptions due to necessary accommodations, especially for management (Durant, 2017). While a grooming policy is instituted for various reasons, such as safety, professional image, as well as avoidance of inappropriate employee choices, modifications must be considered for religious beliefs or disability needs unless that accommodation puts undue hardship on the company (Bernardin & Russell, 2013). Loss of customers due to their concern over the appearance of an employee is not considered a hardship. In fact, the Court in EEOC v. Abercrombie reiterated that Title VII requires that “favored treatment”, not just neutrality” should prevail when a religious belief clashes with the employer dress and grooming policies (King, 2016). Likewise, an employer’s perception that customers may have a problem with a certain look, is not a valid reason that a person is not hired. In most cases, if the company reasonably should have known that a particular part of an applicant’s appearance is due to a religious belief, even if the applicant does not address the issue, the company is still held to the standard of accommodation. One possible exception to that “should have known” rule may be if the

FedEx’s external environment both positively and negatively affects the organizations operations. Their external environment consists of government, weather, and the economy. FedEx does not have a very large external environment because their operations are not affect by many outside sources.

In regards to the Critical Thinking case study “Are Dreadlocks Protected under Title VII?” Fed Ex employee Christopher Polk should not be allowed to wear dreadlocks (Bethel University, 2017). Title VII Civil Rights Acts of 1964 gleaned from the Department of Justice website, explains Title VII makes it unlawful for employers to discriminate against someone based on race, color, national origin, or sex. This includes females who are pregnant, gender identity, and religion (Justice.gov, n.d.). Interestingly, Title VII states that by refusal or failure to reasonably accommodate an individual’s “sincerely” held religious observances or practices violate one’s civil rights. (Justice.gov, n.d.). Additionally, in the article “No Dreadlocks Allowed”

I think that in the case of Mr. Polk and his religious hairstyle belief, he should have a right to be allowed to violate the grooming policy because he has a religious proclamation with the sanctity of his dreadlocks. He grew his hair out because of his religious views and I think if he was denied this right that it could probably be a violation of Title VII of the Civil Rights Act of 1964. That would mean that the company was discriminating against him and would not bend the rules for his religious beliefs. Mr. Polk should be given a special exemption from this rule that the Fedex policy holds. Bethel University (n.d.) says that “FedEx ordered Polk to cut his hair or be assigned to a job with no direct customer contact and lower pay. He

Barb: I found an article about a discrimination case against Consolidation Coal Company where they were found guilty of violating an employee’s right to their religious beliefs under Title VII. After 35 years with the company, they began to require their “employees to use a newly installed biometric hand scanner to track employee time and attendance” (Court Awards Over Half Million Dollars Againdt Consol Energy/Consolidation Coal in EEOC Religious Discrimination Lawsuit, 2015). She told her employer that this practice violated his “religious beliefs as an Evangelical Christian” (Court Awards Over Half Million Dollars Againdt Consol Energy/Consolidation Coal in EEOC Religious Discrimination Lawsuit, 2015). The company didn’t seek an alternative

My organization is FedEx. This company operates in the logistics sector and is based in Memphis. There are numerous regional subsidiaries and local partners that are part of the organization structure and help the company to operate around the world. There are multiple related business units from office services to customs clearance and ground shipments.

FedEx Corporation agreed to pay $228 million settlement in order to resolve the class action lawsuit that was brought by FedEx Ground drivers in California. Drivers claimed that the company misclassified them as independent contractors instead of employees. They allege that doing so resulted in shorting FedEx driver wages and benefits. According to Friday’s ruling (6/12/15), allegations were correct.

FedEx is a logistical service company specialized in transportation, e-commerce and business services. The success of FedEx lies on an efficient information system. The business process is as follows:

FedEx was first established in 1973 as a logistic company with the name Federal Express that be created by founder and first CEO Frederick W Smith. The Headquarters is in Memphis, Tennessee in the US. The company became well known for its fast and reliable delivery service around the world. On its first night of operation FedEx delivered 186 bundles to 25 urban locations in the US with only 389 employees and a 15 Dassault Falcon aircraft. In 1980 FedEx purchased a system for live updates on the packages. In this system, FedEx drivers share the current locations from the trucks to provide updates of the packages to the customers. This information was sent to a central computer of FedEx then the company improved the update system by introducing FedEx.com webpage. This webpage allowed the tracking data to be easily accessible. However, recently, FedEx uses Savvy bundle for packing and tracking the products across couriers. (Baldwin, 2016)

My company is FedEx. The company's stated mission, as per its website (2013) is that it "will produce superior financial returns for shareowners by providing high value-added logistics, transportation and related business services through focused operating companies." This mission statement highlights the following stakeholders: the shareholders and the customers. A further stakeholder not mentioned but critical to FedEx is the company's employees. For example, an often-cited maxim at FedEx is People-Service-Profit, highlighting that it is the people who deliver the value-added for the customers, and that this is how FedEx delivers profits. The company also mentions its partners as key stakeholders, and there will be the usual tangential stakeholders like governments, competitors, potential customers, and suppliers. Most of these are external stakeholders the internal ones are the employees and the shareholders. All managers, even senior managers, are employees and most are shareholders as well.

Logistics services in the supply chain can be considered as a service offering, with numerous logistics companies competing to offer comparable services to many of the same consumers. As consumers hunt for potential providers in this extremely competitive marketplace, logistics service suppliers should discover approaches to distinguish themselves and their service offerings so as to help them compete. One established method for companies to differentiate themselves is by building strong brands. For instance, FedEx has evidently distinguished itself through successful brand management. The brand value to consumers is usually signify as consumer-based equity which happens when consumers possess a high level of familiarity and awareness with the brand and retains some strong, constructive and inimitable brand associations in memory (Davis, 2003). Brand awareness is referred as the consumers’ capability to recognize diverse brand elements – brand

FedEx Corporation, situated in US, is one of the leading supply chain management solution providers in the world. With annual revenues as high as USD33 billion, the company offers incorporated business