Maria Gamble V. Jdimytai Damour

Wal-Mart is rated as largest of the United States retail stores and as the world’s biggest retail chain. Sam Walton started this company in 1962 with the three policy goals as service to the customers, personal respect and to strive for excellence. Wal-Mart is globally operating over 4,150 retail facilities currently. Wal-Mart store is the leading retail store (www.walmart.compar. 1) in Canada and Mexico as well as in the United Kingdom.

The Alison Peterson v. Grocery Depot Inc tort lawsuit is about an incident that occurs in countless grocery stores across the United States. Peterson is alleging Grocery Depot Inc. was negligent in their duty of care to her as a business visitor. Grocery Depot Inc. as a property owner has a legal duty to maintain the grocery store premises in a safe and hazard free condition or to warn a customer about any situation that could be dangerous. Peterson alleges Grocery Depot Inc breached this duty, which resulted in her slip and fall.

Wal-Mart Stores, Inc. Walmart is the biggest importer of foreign products in the United States. For this, Walmart created a code of conduct for its foreign suppliers as “Standards for Suppliers”. To meet this code of conduct foreign supplier need to follow all the local law, rules and regulations of country and the working condition of industry like pay, hiring forced labor, child labor and discrimination. This code of conduct states Walmart may make on-site inspection to the foreign products that is going to be imported in Walmart USA by which it can cancel or reject the low standard product while site inspection. These are included in Walmart’s supply contract with its suppliers in foreign countries. The foreign workers who are importing goods to Walmart from China, Bangladesh, Indonesia, Swaziland and Nicaragua sued Walmart to the US district court alleging that they were third party beneficiaries to the Walmart’s contract to its foreign suppliers that due to the Walmart’s breach of standard they were due damages from Walmart. Their employees violated the standards because of Walmart failed to investigate on working condition of foreign suppliers. Even knowing the standards were being violated Walmart failed to implement the standards mentioned there in contract. The U.S. court held that the litigants were not intended third party beneficiaries to Walmart’s contract to its foreign suppliers and terminated the

Upon arrival, I made contact with Walmart Loss Prevention Officers, Fabiano Estrela, and Marion Edwards. The defendant, later identified as Derrick Warren Jordan, was located in the loss prevention office with Estrela and Edwards.

Beth Ethier, Accused of Retaliating Against Workers, Walmart Says It Closed Stores Over Plumbing Problems, SLATE (Apr. 20, 2015), http://www.slate.com/blogs/the_slatest/2015/04/20/walmart_accused_of_closing_stores_to_punish_activist_workers_union_files.html.

In this case, Betty Dukes, a female Wal-Mart employee, with five other women, filed a class-action against the violation of civil rights by the Wal-Mart company. The claim was that the

A decision to reinstate employees by the NLRB, regarding a retailer engaged in unfair labor practices by a judge in the case of Design Technology Group, LLC (Bette Page), et al., has been settled. The company terminated three employees who engaged in a concerted activity that was protected through discussions on Facebook. The issue occurred when the manager was away and found that the business was closed an hour early based on the following reasons safety, harassments by local street people, these issues were previously brought to human resources. The employees closed the business early with permission from the owner. The store manager angrily scolded employees over the phone upon hearing this.

With Walmart being one of the world’s largest companies in revenue, The No FEAR Act comes with both advantages and disadvantages. The employees have an advantage because they cannot be discriminated against when applying for the job, meaning they may not be asked questions pertaining to religion, sexual orientation, Gender, Race, amongst that the NO FEAR Act also protects those within the company and will not allow employees to be mistreated, punished, or fired for informing authorities of misconduct in the company. When the Act is violated, a proper written document must be reported to The National Labor Relations Board. In November of 2012 The National Labor

District Court for the Northern District of California granted class certification, potentially making Wal-Mart liable for any acts of discrimination of 1.6 million of their current and former female employees. As this case continued to move forward, the plaintiffs alleged that these practices were consistent between every store of Wal-Mart Stores Inc. and in return, they sought “class-wide injunctive and declaratory relief, lost wages, and punitive damages.” The defendant fought this class certification, stating that each member of the class should file individual litigation. Wal-Mart Stores Inc. claimed that, “the size of the class made it impossible to manage and increased the costs

Furthermore, Wal-Mart always consistently placed their profits before the health of their employees. They always don’t care about the people and usually give the low wagers to the full timer. Just one example is Deborah Shank, who was in a collision involving a semi-trailer in 2000, resulting in permanent brain damage and confinement to a wheelchair. Years later, Wal-Mart sued her family for medical costs and leaving Mrs.Shank to rely on Medicaid for around the clock care. (Enkivillage.com, 2016) This action did by Wal-Mart is very unforgivable because Wal-Mart is lacks of compassion. Besides, Wal-Mart always gives low wagers to their employees. This cause the full timers of Wal-Mart still have to rely on food stamps and welfare just to get

Since 2009, 3,044 federal court lawsuits have been filed against Walmart and 12% of those have involved issues with employment (Van Voris & Fisk, 2012). One plaintiff who won her suit against Walmart was Meredith Boucher, an assistant manager at a Walmart store in Windsor, Ontario (Fairchild, 2012). She had been a Walmart employee for ten years and had received several work awards from her employer. She sued for mistreatment in the workplace and was awarded $1.49 million, more than she asked for (Fairchild, 2012). Meredith claimed she was a victim of mental and verbal abuse and was bullied by her store manager, Jason Pinnock; he ridiculed her in front of other employees and referred to her as a “gong show” and “stupid” (Fairchild, 2012). He made her count a row of skids to prove she could count to 10 in front of her coworkers (Canadian Press, 2012). Meredith started having physical problems from the workplace bullying and stress; she began vomiting blood and

In the case of Dukes v. Wal-Mart Stores, Inc., the District Court of the Ninth Circuit certified a class of 1.5 million females currently and formerly employed by Wal-Mart Stores, Inc. The plaintiff class sought injunctive and declaratory relief, punitive damages, and back pay; due to the alleged violation of Title VII of the Civil Rights Act in regards to alleged discrimination against female employees in promotions and wages. In Wal-Mart Stores, Inc. v. Dukes, the petitioner filed an appeal to the Court of Appeals for the Ninth Circuit and then the United States Supreme Court to challenge the class certification’s validity as well as the class’s entitlement to monetary relief under Federal Rule of Civil Procedure 23.

A 48-year-old man, Michael Rice, works for the supermarket firm Wal-Mart. While Michael was at work, he was helping a customer carry their newly purchased television to their car and collapsed to the floor. A week later, Michael unfortunately passed away and an insurance company ended up paying out $300,000 for loss of his life. From the beginning, it seemed to be a sad and not extremely unusual. Until there was a twist regarding who benefited from what the insurance company paid out. Unfortunately it was not Michael’s family, Wal-Mart ended up getting every dime of the pay out. This was not the first time an incident like this happened. Wal-Mart had thousands of policies on employees regarding an incident similar to this. Every time an employee passed away, the corporation enjoyed money from the pay out of insurance companies.

In the case of Dukes vs. Wal-Mart Stores Inc. (Dukes), the court found that there was a lack of significant proof that Wal-Mart had a general policy of discrimination (Schipani,

” A Walmart store manager says to a worker who has recently been on strike. “I need to talk with you about an attendance issue. As you can see, I will be using my notes.” These are the first lines of an intimidating script read to striking Wal-Mart workers, which a judge found to be “coercive” and illegal. “It is very important for you to understand that the Company does not agree that these hit-and-run work stoppages are protected, and… it will not excuse them in the future,” managers were instructed to tell workers.