Felicia Hendrix Letter

STATEMENT OF FACTS: Sheila White interviewed with Marvin Brown and obtained a job as a “track laborer” with Burlington Northern & Santa Fe Railway Company. Shortly after her hire date, however, she assumed forklift operator duties. This new assignment still fell under the “track laborer” position description, and White occasionally performed those duties although her primary responsibility was operating the forklift. Three months into her new job, White complained to the company that her immediate supervisor was sexually harassing her on the job. He was temporarily suspended and required to attend sexual harassment training. White was then informed that she was being reassigned to track labor duties only. White

According to the record and a strained relationship between Ms. Walker work and Ms. Lewis from the beginning. . . Ms. Walker claims that Ms. Lewis singled her out for scrutiny and reprimanded her for many things that were false or insignificant Ms. Walker met Director of Equal Employment Opportunity Program for the Atlanta

It was not fair of the Chief to release Dildine from duty with a lack of sufficient legal proof of his intent on being racist. In the book it says that there must be proper burden of proof and intent shown of unlawful discrimination. (Human Resource pg. 76) In this case the Police Chief said he released Dildine from his position because “any arrest could be challenged as racially motivated.” The head of the station had valid reasons for releasing him; however, Dildine did not do anything illegal. Under the EEOC, there is a strict nonretaliatory practice of employers punishing employees who exercise their legal rights (e.g. beliefs, freedom of speech). (Human Resource 76-77) Dildine’s actions were unethical and it definitely offended many people, but he did not cause harm to any of the protected groups. Therefore, without the proof of intent to be racist he has not displayed the illegal act of disparate

Entering into any field of law enforcement in this day and age requires a much more advanced understanding of our legal system and constitutional privileges. With such an enormous amount of recent scrutiny on law enforcement personnel due to the vast amount of negative publicity that has begun to surface through the media, becoming a probation officer seems to have inherited a similar meaning to that of any type of law enforcement representative. Being an advocate for the innocent victims of often times, violent crimes, holds some level of reward. It also forces new and established officers of the courts to maintain professionalism and lawful duties. A career in probationary duties is a great substitute to serving as a sworn officer; still, it is not for everyone. Civilian or non-sworn positions flourish in most probation and parole agencies these days, especially with the higher demand for space needed in prisons and jails and an increase in statistical criminal activity. Most people

This case study will examine four parts of out-of-town brown and the besieged probation supervisor. The first is what should Casey’s response be to the reporter concerning the agency’s recommendation. The second is if Casey elects to discuss her officer’s recommendation for some form of intermediate sanction, how can she justify such sanctions in general and in this case specifically. The third covers do you feel that the probation officer’s recommendation based on these facts is correct, why or why not. Lastly, which form of intermediate sanction would appear to hold the most promise for

Probationers are women convicted of non-violent drug crimes and other non-violent crimes. The problems for the probation office started when leadership from past administrator failed. The authoritarian administration led to too much control and workers not being successful. Some workers and

In this scenario, Maria, who is of Latino ancestry made a complaint about being passed over for a promotion because she is a Latina; she was born in America, and is a second generation. Maria holds a graduate degree, and has been with this company for 10 years, but has been in her position for seven years. The person who got the promotion was Alex, who is an Anglo, and has a graduate degree. However, he has less time in the company or in this position, and had better evaluations than Maria. Maria is the only Latina, and the only person of color; she believes that the reason her evaluations were lower, were because of bias towards white males, and because of the fear of clients not being able to understand her accent.

Dan Kelly Employees Pit University, Greensburg Maintenance department. This witness statement in regard to Joy Wisneski v Pitt University. This behavior has been going on for years, several employees and I have been harassed with Bill Franicola being Supervisor. A certain Group of employee, she use to hang out with our causing her problems due to what she knows with the Robertshaw Hall click.

The behavior of officer Smith has been becoming a distraction to the department; especially seen he is a respected leader amongst his peers. Officer smith poor attitude reflected during roll call whenever new policy or orders were implemented Smith was always sarcastic. He found new directive to be a nuisance. Smith seems to be a complete distract at work and this is not an ordinary behavior for him, especially seen he was such a productive officer. Sergeant Officer Stevens decided to file disciplinary charges against officer Smiths for his disruptive behavior, which resulted in his suspension and on his return to work he became less productive.

The Plaintiff never filed a formal complaint or informed another supervisor until after she was employed with the Correctional Educational System over one year. For the situation that no place there are several people to blame but we are not here to point fingers but to state the facts. According to the plaintiff testimony she endears harsh treatment because of her believe that she did not have any rights as an employee with under a year with the organization and no seniority compared to the supervisor being address. One question that comes to mind is “Who responsibly is it for employees to understand their rights and responsibility in the workplace?” Employees provide a handbook with an array of policies and procedures, but when individuals witness inappropriate behavior as well as allow to be the victim of inappropriate treatment, speaks volumes the system is broken. The system of On-boarding employees with knowledge about the workplace and ensuring proper training on how to handle incidents in the

During the interview it was mentioned that the Probation Officer would need to be a team player; this is something I am capable of and regularly practice. Currently within Henrico County: my supervisors, the school staff, and my immediate co-workers would all agree that I am

This should be addressed thoroughly throughout any and all changes within the department. It is critical that managers learn to be explicit about cultural behaviors that will aid in the way the organization operates. As our community is always changing and evolving, it’s important for the organization to have knowledge and understanding of the mission or main goal of the entity. It is very evident that the Probation Department is trying to implement and adapt to changes that allow better service to our clients. Within the department, there are many methods used by management to ensure that both the employer and employee understand each other and what needs to happen. Several entities utilize quarterly, monthly and weekly meetings to ensure that everyone is constantly reminded of the main goal and that issues can be

Dean Washington stated her desire to withdraw her recommendation for Mr. Richardson’s promotion and her desire fire him is for what she describes as “unprofessionalism” of his involving the police in an office matter causing unnecessary disruptiveness to the work place. The Dean taking such an action could open the university up to an additional retaliation claim. In Litigating employment discrimination cases, Andrew Friedman explains that anti-discrimination laws also contain provisions prohibiting retaliation against engaging in a constitutionally protected activity, such as filing a sexually harassment claim. He further explains that “to establish a prima facie case for retaliation, an employee must show 1) that she engaged in a protected activity; 2) that an adverse employment action occurred; and 3) that a causal link existed between that protected activity and the adverse action” (Friedman, 2012). For the causal link there has to be knowledge of the protected activity taking place at the time of the adverse action and it has a lot to do with the amount of time between the two actions taking place (Friedman, 2012).

Maria also claims that the reason for her low job evaluation is because of a built-in bias on part of her White male supervisors because she is the only woman and the only person of color in the department. Maria alleges that the company is engaging in discriminatory practices, however, the company states that Maria has had disciplinary action against her regarding attendance, she is loud and aggressive with co-workers and that the ability to clear communication was an imperative element of the position.

Furthermore, she is being alleged punished for something that is false! Although she was more concerned with her career, the employee’s need to know she miss them very much. During her suspension, she had the burden of worrying whether she would have my long-standing position of supervisor when she goes back to work again. The news sent her into a spiral of depression worrying about not being able to provide for her family in the case if she was fired. Her career means the world to her and she needed to know who is attacking her and why. Once receiving the email information, she defended herself and her character by responding to the initial insult. She hopes later on there will not be no retaliated by upper management for defending what she stood for. In addition to being insulted and depressed, when she goes back to work she will have to endure to a hostile work environment daily. Her crews she knows is upset because they have not heard from me, they have told her not contacted no one in Cross Mark. Ms. Waktins, have communication problems if you ask any questions when she address the group and she think you are not agreeing with her. They were continually harassing her today in regard to her performance and she felt unwanted. Their determination to relieve her of duties came about after one month of miscommunication between them and her. She