Mitigation Case Study

After the manager has discussed with the employee the reason for termination it is important to allow the employee to express his/her feelings. During this time the employee is allowed to say something in his/her defense. Also allows the employee to vent frustration about the termination. This will lessen the likelihood that employee will try some sort of retaliation. Additionally, is there was some misunderstanding on either the manager or the employees part this would be the time to clear it up.

Most companies do not allow such behavior or misconduct resulting in termination. So an individual cannot turn around and collect unemployment benefits; NMSA 51-1-7 Paragraph A. Sec 2. In addition, one can be denied because if it is determined by the division that the individual has failed without good cause either to apply for available, suitable work when so directed or referred by the division to accept work when offered. This is meaning that an individual must continue to look for

Additional Damages– The Courts felt that the employer owes an obligation of good faith and fair dealing in the way in which it dismisses an employee. They did not condone terminating employees in a callous and insensitive way and showing no regard for well-being when terminating an employee. The plaintiff Mr. Beatty stated that his termination was carried out in a dishonest, unfair and insensitive way even though the termination was “without cause”. He was called to Mr. Lebeter’s office and informed of his dismissal and given his letter of termination. He stated this

The main obstacle though I have been dealing with is the aftermath of quitting my job without another lined up. I have constantly applied at other businesses and it feels next to

The company has the right to terminate an employee as long as the termination does not discriminate or

Wrongful Termination (a.k.a. Wrongful Dismissal) is a legal phrase that refers to any situation in which a worker’s employment is ended by the employer (terminated) in breach of contractual terms of employment, or due to any of the following: discrimination, retaliation, an employee’s refusal to be involved in illegal activity, or an employer’s

The U.S. Equal Employment Opportunity Commission ensures that people are not discriminated against in the work place for things such as their race, gender, disability, age, religion, or color. EEOC also protect people that have filed a complaint. You cannot be terminated because you have filed a complaint or a lawsuit (“About the EEOC:Overview, n.d.). Www.eeoc.gov provides information for any situation pertaining to employment. Their services may be needed because of being fired, denied employment, or denial of a promotion. Whatever the need, EEOC have laws to protect those in the labor force.

They said it was due to compliance, but no evidence was provided to me that day for the nature of compliance I have not met. They said that I wasn’t meeting compliance and I was not adequate for their company. I believe my termination was something all my managers were looking forward to and they had to find by all means, a reason to support their decision. Anyway, the attitude of management toward me was unbearable and I feared my work environment. I noticed my direct supervisor Richard Fikani, was nicer and helpful toward me at first when I started working there, but for some reason his attitude changed toward me and he was not willing to help me anymore, and he had intentionally undone some of the work I have done properly. My peers have made more complicated compliance matters than I had done, but they were never sanctioned for it. After they stated the reason for my termination, they would not let me go to my desk to get my belongings, and they went to get my belonging for me and made me exit buy the back door. There are some of my peers that unperformed in comparison to me but they were never fired. I was the only one fired that

her last employer was NorCal Farm Labor, Inc., Inc., Inc. and she had been employed for about eight months. Her job duties while employed at NorCal Farm Labor, Inc. mostly involved working with grapes. Applicant testified that her duties included tying vines and cutting growth on the

This paper will outline a complaint process and illustrate the civil litigation that could follow if the Equal Employment Opportunity Commission, through mediation and arbitration cannot resolve a charge. The complaint is based on a scenario of an employee, named John. John works for a private sector business and he wishes to lodge a complaint of discrimination against the company he works for. This paper will explain the steps that are taken, from the beginning with the (EEOC), Equal Employment Opportunity Commission. The paper will continue explaining the process by illustrating the civil litigation steps from the state level to the highest level of the United States Supreme Courts.

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

Finally, for references of fired employees, make sure you are only stating facts. The employers that are contacting you have qualified privilege, so they have the right to know all the unbiased information you have about the employee.

I was recently fired from job and I know this would be the perfect example on associated judgment biases and traps. Although I am not sad, anger or mad about the decision I did learn a lot about decision making and ways to handle situations. As you all know I am finishing up my classes to receive my master degree. The position I was in would cause my company to have to pay me more due to the fact there was no room for growth after I officially received the master degree. Instead of management sitting me down and explaining anything to me closer to graduation they started to ignore my questions and make my time at work extremely difficult almost making me feel as though they wanted me to quit There reasoning for firing me was “I wasn’t doing

By pursuing employment in the state

c. Make sure that all other influenced are covered and verbalized during the interviews .