Highland Products Essay

The review of Chern’s Flagship Store and analyzing its full-time sales associates hiring data for evidence of adverse impact, “a substantially different rate of selection in employment decisions that adversely affects a protected group, protected groups under title VII of Civil Right Act include race, color, religion, sex, national origin, age discrimination, and the American with Disabilities Act (Phillips, Gulley, 2015). This evaluation described by, Section 4D of the Uniform Guidelines states that “a selection rate for any race, sex, or ethnic group which is less than 4/5ths (or 80%) of the rate for the group with the highest rate will generally be regarded by the

Clark's company currently demonstrates improper practices of discrimination, particularly toward women. Such as the lack of equal opportunity for promotions, in which two employees were denied as such. And the gender disparity in which most females are in low paid jobs. Furthermore, the

The next stage is a stage of providing the actual change actions. Here, the company has chosen a new CEO and President, Douglas Daft, who was an opposite of Ivestor. Daft was a delegator, who wanted to turn Coca-Cola to a most desired company by employees in the world. He also saw a company as a head of the class, when speaking about diversity of workforce and business. Daft was fast in his actions. He has put Ware on the position of Vice-President for Global Public Affairs, as he was concerned about diversity issues in the company as well. They applied Ware’s suggestions about supporting the diversity from the top-executives and tying compensation increases to the achievement of diversity goals. On this stage, the U.S. District Court for the Northern District of Georgia approved the Settlement Agreement, which was used to non-hourly U.S.-based workers of the company, excluding its bottlers and called for pay-back to employees, future pay equity and equal employment opportunity. Task Force was created to provide an independent supervision of company’s compliance and was reporting on implementation of these programs. On this stage, Coca-Cola learned a lot about its past mistakes and provided dozens of changes to its policies and procedures. As it is not possible to change a whole organization in a short-time period, Coca-Cola was implementing changes during the next decade after a lawsuit and even created a document, called “Manifesto of

While Pao may have been motivated in part by the desire to increase public awareness, one of her primary interests must have been to the desire resolve her personal grievance, which resulted from the way she’d been treated during her tenure at Kleiner Perkins. That Pao had her day in court to address these issues is somewhat rare. Evidence suggests that attorneys accept few of the cases brought forward by employees (Mahony & Klaas, 2007). Most who find themselves with a grievance are left to the dispute resolution processes established by their companies, or with no course of action at all.

The criteria used to evaluate employee performance, was the main issue of the disagreement between the two men. Jack strongly believed that employees should receive merit increases based on productivity and contribution to the organization, and that extraneous factors such as the number of children employees have, age, and the number of years to retirement should not be considered. Chester, on the contrary, believed that the merit increase should be also based on the extraneous factors. According to Jack, the criteria used by Chester were not rewarding productivity and quality of work and

1) What are some of the factors causing the problems in measuring performance in the Southeast Asia sector?

The company began to see that their costs was higher than the other medical groups and decided to start lowering the operating cost of the hospitals by consolidating different areas of the company. The first area of interest was billing due to other companies having already done the same consolidation and had a positive result in being able to reduce costs within their companies. There would need to be a new director to oversee the new consolidated department and the two lead candidates was Kyle from the Utah office and Colleen from the Denver office. Both managers had gotten their MBAs and had started with the company when it was still starting out and growing. The board that was to decide who was to be promoted to the new position consisted of a former boss of Kyle who was biased in favor towards him to be promoted. When the board was leaning in

One way that a manager can help ease the pain of an employee that’s been laid off is to let them know that a layoff may occur as soon as the manager receives word that there may be one in works. This will give the employee a jump start on looking and preparing for their finances and job skills and resume updates. Also if possible grant the employee a generous severance package which could provide economic benefits that reflects management’s

Your honors, this case is about the fundamental right of shareholder protection. The right of a small businesswoman to pursue her goals and not be punished for her initiative and contribution that is so essential to American business. That is the right

World Color Press, Inc. it was a worker’s compensation claim which involved allegations of federal law violations. The plaintiff in this case was the senior vice president and chief financial officer was the defendant in the case. The senior vice president was hired in 1974 and fired 1982 in which he alleged was a retaliatory discharge. He was opposed to the company’s accounting practices and suggested it violated federal securities law. His claim was based on general accounting practices and principles. He noted that these principles would have overstated and inflated the income in 1981 and asset valuation of the company. The court agreed with the plaintiff on his claims as well another section of federal securities law which states it is illegal to make false statements to the federal government. This was made clear in mandated public policy. During this case the Wheeler v. Caterpillar Tractor Co. was cited this case involved federal regulations on safety of the Nuclear Regulatory Commission and Palmateer v. International Harvester Co which reported alleged criminal activity to the local police. The mandated public policy help verify the federal laws been broken in each case. The vice president was a consider a high level manger and the defendant tried state the case that the retaliatory discharge should only apply to low level managers. Under the federal guidelines everyone should be treated equally and fairly no matter their position in the company. The courts did not agree with the defendant because he was classifying the employees which is also

These kinds of acquisitions can cause the company to payout thousands of dollars. Even though we work in right-to-work state, if we go against any law listed under the Title VII of the Civil Right Act will lose this case. In 1991, The Civil Right added remedies to benefit the employees. These remedies were compensatory damages, which employees are “Money awarded to compensate the injured party for direct losses. Compensatory damages may include future pecuniary loss, emotional pain, suffering, inconvenience, mental anguish, loss of enjoyment of life, and other no pecuniary losses. Punitive damages are permitted when it is shown that the employer’s action was malicious or was done with reckless indifference to federally protected rights of the employee (Bennett−Alexander−Hartman, 2007; “p” 87). This memo is recommending the general manager of Anderson Cost Club needs to have documents on all his employees. The suggestion for this case will be a lost to us because we have no reason to fired Pablo, his work performance, and attendance was on target. The acquisitions made by Sue have to be proven not true. She also can fall under the retaliation policy.

This case is bout Erin McNamara who work for Recycling company for about 20years and was transfered to a different facility, where she was let go in under a year. McNamara had been spoken too many times about not wearing safety glasses and other violations she had done. McNamara was warned of the consequences of her actions on several occasions. She was disciplined after another offense with suspension. After returning to work she was in violation again and was then fired. This case is one that is hard to pick a side on. On one hand you have someone who has been on job for about 20 years. They have norms that they have become comfortable with. They company allowed her to do this job this way for the past 20 years and move her o a new facility

Toshiba seemed to be a very successful company with high profits for about seven years in a row. However, during this time a scandal was occurring where the upper management team members pocketed millions of dollars. Toshiba practiced unlawful accounting practices and over estimated their future profits. This scandal is an example of improper use of internal control and the misuse of the path-goal theory by over stating goals, which management knew employees would not be able to accomplish without using some type of loophole to top management benefits.

Respondent Union Pacific Railroad Company ("UPRR"), submits this position statement in response to the discrimination charge filed by, Frank Fuentes (“Complainant”). In the Charge, the Complainant alleges discrimination based on age when he was denied the promotion to the position of Senior Manager Operations Practice (SMOP). UPRR has fully-investigated the allegation and as shown in this Position Statement, there is no merit to the Complainant's Charge.

Criteria - Suitability criteria should be relevant to the job. This ensures that rational decisions based on evidence are made about a candidate’s suitability for the job. Therefore, the approach should be professional, organised and decisions recorded in accordance with legal aspects and equal opportunities as described above.