Union Pacific Discrimination Case Study

Racism is defined as prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior. In the workforce, the issue of racism and discrimination has been brought to the center of conversations around the world. Companies claim to be “colorblind” and not hire somebody based on their race or gender, but the employment rates among minorities and women around the world is significantly lower than the majority in the given country. There is also the growing issue of minorities, such as blacks in america, making significantly less money than whites. This issue affects people all around the world who happen

On Friday, 17 July 2015, at approximately 1400 hours, I, Officer Allison Bigham, was contacted by a Parks Services Supervisor, Andrew Jones, in regards to an associate who was reported to have their cell phone on them. Jones stated that Miller had already been told to put the phone in her locker; however, she was being uncooperative. After updating Sergeants Frank Long and Charles Drakeford on the situation, I was instructed to pick up the associate, Victoria Miller, and escort her to the South Carolina Interview Room in order to complete a compliance verification audit. I met with Andrew Jones who stated that he would help me find Miller because Park Services had no way to contact her. Upon entering Boomerang Bay, Jones and I were flagged

On Saturday 10/26/2016 at approximately 2328 hours, Security Officers Christopher Paz, Ariel Weiland, Omar Alonso along with Supervisor Steven Evans were dispatched to the EMS Off load Ramp for an incoming (51S) Patient Standby In E.D. Upon arrival at 2328 hours Security met with E.D. Charge Nurse Johnathan Bacal who stated that there was a combative male patient being transported by the Orange County Fire Department. At 2330 hours, the patient, Alan Castillo (DOB: 08/03/84; Fin #86501337) was brought by Orange County EMS (Engine #83) with an escort from Orange County Sheriff's Deputy. He had been combative on the way in and kept stating that he wanted to leave. He was rapidly taken to the Special Care Unit, E.D. room #38 but once inside the

Message 1: In regards to the situation at our Anderson location where the GM terminated two employees without providing a reason for discharge, the company may be at risk for a wrongful termination discharge lawsuit. The risk will increase if the GM is not able to provide sufficient documentation or other evidence of the appropriate reason for his decision. The GM choose to exercise

The Aggrieved stated he received a Notice of Suspension for five work days for being Absence without Leave (AWOL) and failure to request leave with procedures by Area Manager Victor Cruz. The Aggrieved stated that his first line supervisor Margie Steward has been harassing, belittling and intimidating him since she became his supervisor. He said he took leave to care for a family member who became sick and he called in everyday he was absence. The Aggrieved said he reported the mistreatment by his supervisor to Mr. Cruz but he would ignore his repeated emails and phone calls. The Aggrieved stated he is the only African American in his work center and he is the only one who receives the unfair treatment by his supervisor Ms. Steward. The

The EEOC also administers and enforces the civil rights laws. The EEOC provides programs to prevent discrimination before it begins through programs such as education and outreach programs. They have the responsibility to provide guidance in all aspects of federal government equal employment opportunity program by assuring the compliance with EEOC regulations and providing. The role of the investigation is to fairly and accurately assess the claims and then make a verdict. If there was a positive discrimination case has happened, the EEOC will try to settle the charge, if not the EEO has the authority to file a lawsuit to defend the rights of individuals and the welfare of the public. If there is no case of discrimination, there will not be

On 2/17/16 at approximately 8:30 P.M, Shift Supervisor (S/S) Enmanuel Cabrera was notified by Safety Specialist Matthew Marsicano that IH services associate Elizabeth Andrisoqie was asked to be removed by IH services Project Manager (P/M) Courtney Berger via cell phone. Upon arrival, S/S Cabrera spoke with IH services associate Elizabeth Andrisoqie and advised her that IHS P/M Berger asked for her removal. At this time, IH services associate Elizabeth Andrisoqie refused to leave. After, S/S Cabrera advised IH services associate Elizabeth Andrisoqie, that her refusal to leave the premises forces security to contact the State Police for trespassing. Then at 8:35 P.M, S/S Cabrera called GSCC and asked to speak with the On Call Loss Prevention

Racism is something that is taught and passed down from generation to generation. If slave owners always thought of African Americans as property and that they are inferior, then their ancestors would only be taught the same thing. It is hard to break generational teachings if someone is taught it. For example, if their parents taught them that all African Americans are dangerous then they will grow up believing that we are dangerous. If you take a look at members of the Ku Klux Klan a lot of the members are generational members that have been taught that white people are inferior and no other race is as great as they are. In actuality, everyone is created even. According to Slavery in America (2009), “slave owners sought to make their slaves completely dependent on them, and a system of restrictive codes governed life among slaves” (2009). Also,

In the final analysis, this investigator was unable to substantiate the allegation that an officer used racial slur on another officer. It could not as well provide a conclusive result of the incident of October 4, 2017 in which Offender Taylor claimed was an assault on him but which staff insists was a use of force necessitated by offender hostility towards staff. Ms Samaan should be assured that a fact finding is been initiated in relation to the use of force and as soon as the finding is concluded, she will be briefed on the

The undocumented workers gained this protection from being discriminated and intimidated by their employer. The act of the petitioner reporting the workers to the IRA was indeed discrimination as no employer can hire or fire an employee at any time based off their involvement and participation with a union nor can they discourage membership or activity in any union making the petitioner guilty of constructive discharge. The purpose of reinstating the workers was to lessen the incentive for hiring undocumented workers by offering back-pay of six months and a reinstatement of work. Although reinstatement and back pay would deter unfair labor practices and treatment against undocumented employees as well as offer a relief for mistreated employees,

Union Pacific Railroad Company, headquartered in Omaha, Nebraska, is the largest railroad network in the United States. It has more than 46,500 employees, more than 8,000 locomotives, and runs on 32,000 route-miles of track in 23 states west of Chicago and New Orleans. UPRR’s diversified business mix includes Agricultural Products, Automotive, Chemicals, Coal, Industrial Products, and Intermodal. UPRR serves many of the fastest-growing United States population centers, operates from all major West Coast and Gulf Coast ports to eastern gateways, connects with Canada's rail systems, and is the only railroad serving all six (6) major Mexico gateways. UPRR provides value to its roughly 10,000 customers by delivering products in a safe, reliable, fuel-efficient, and environmentally-responsible manner. Safety in all aspects of its business

Even though Officer Nathan is capable of being a productive COII at YKCC, he has demonstrated a ghastly view of on-time attendance (possible abuse of leave). During his 9-26-15 thru

When a person is discriminated against their race, gender, and age. This is some of the most evident forms of discrimination. I believe the most qualified person should receive the job, regardless of race or ethnicity. When employers disrupt workplace discrimination, legally they can be sued by the person or persons and receive bad publicity. When a employee hurts from unfair treatment due to their race and religion. Proving discrimination is difficult as is can occur in a number of work-related areas, during your initial hiring phase, during training or even after you get the job and have to participate in job evaluations. As far as ethnicity goes, Americans come in every color, shape, and size and a successful business is one that understands

While the world has unanimously advanced and is more accepting of change, the workplace continues to be a place of discrimination, prejudice and inequality. Discrimination is broadly defined to ‘distinguish unfavourably’, isolate; and is context based (Pagura, 2012). Abrahams (1991) described the workplace as an ‘inhospitable place’ where gender disparity and wage gaps persist (Stamarski & Son Hing, 2015). Among other states and countries, the Australian government actively implements and passes laws to protect and maintain equal employment rights. While the objective of these laws is ‘to eliminate discrimination,’ the regulatory mechanisms in the legislation are largely ineffective at achieving this ultimate goal (Smith, 2008). However,

The Union Pacific Corporation is one of the largest rail transportation companies. The works of the company range from shipping goods such as farming, automotive and biochemical goods. UPC transports from all key routes of the West Coast and Gulf Coast ports to Eastern entryways, which also is connected with Canada’s rail systems and other major entrances to Mexico.