Wal-Mart Legal Compliance and Job Analysis

The experimentation process will help continuously to answer the questions: what is the amount of value that a position will bring to the organization and how can the job be done more efficiently and effectively? Job Analysis further helps in making “Job Description” and “Job Specification” as it is used as point of reference.

As stated on the corporate website (2017), “Walmart is the largest retailer in the world, where 2.3 million associates meet the needs of more than 260 million customers every week.” These numbers are huge, and with so many locations around the globe, they have had allegations been made by employees regarding their dissatisfaction about poor work conditions, gender discrimination, low wages, poor benefits, and inadequate health care. Walmart has been criticized for its policies against labor unions and this issue has prompted public outrage, (Johansson, 2005) which is of great concern for the market. The company has also faced criticism for being anti-union, but it has claimed that it is rather pro-associate, whereby employees

The purpose of this paper is to go over a lawsuit that was filled by the United States Equal Employment Opportunity Commission. The paper will cover who the EEOC (Equal Employment Opportunity Commission) is and their role in the lawsuit. It will go over whether or not the lawsuit promotes social change. The paper will also go over how the EEOC as well as other news groups released information about the case to the public. I will then give my take on how I would implement new strategies to make sure the problem does not come up in the workplace again.

Over the last several decades, workplace issues have become an area of controversy for most employers. This is because the regulations surrounding what practices are considered to be discriminatory have increased dramatically. To enforce these issues, the Equal Opportunity Employment Commission (EEOC) is playing a central role in making employers follow these provisions of the law. A recent example of this occurred, with the case EEOC v. HCS Medical Staffing Inc.

It is somewhat surprising that employers continue to violate employment laws dealing with discrimination. One case, Catterson v. Marymount Manhattan College, litigated and settled in 2013, was especially egregious. According to the EEOC (2013), the college had refused,

Case Review: Davis Supermarkets, Inc. v. National Labor Relations Board 2 F.3d 1162 (DC. Cir. 1993)

EEOC’s role in this case was to file lawsuit against the employer (Exel) on behalf of the

This model could be used to ask simple questions of these standards, such as " How can we improve upon this task so that job satisfaction is achieved, producing higher rewards?" Job analysis is used as a point of reference for Job Description and Job Specification.

The EEOC’s role in this lawsuit was to hold the employer accountable for benefiting from modern day enslavement so that companies could be aware of the ramifications of conducting such business. The EEOC first attempted to reach a pre-litigation settlement, and then filed the lawsuit in the U.S. District Court for the District of Hawaii. After no success, the EEOC quickly filed lawsuits in the U.S. District Court for the District of Hawaii and the U.S. District Court of the Eastern District of Washington.

The judge ruled in favor of the plaintiff and declared that the City was responsible for the employer’s action based on Title VII which was subject to an affirmative defense. The Supreme Court found that the work environment was hostile and it was attributable to Silverman and Terry’s behavior. The Supreme Court also found that the employer is vicariously liable for some tortious conduct on behalf of the supervisors, Bill Terry and David Silverman.

These points together could and was found by a jury to be under Maine law, to be false imprisonment, the defendant unlawfully acted to intentionally cause confinement or restraint of the victim within a bounded area. Wal-Mart employees did use physical barriers, threating actions and did not have legal authority to

Discrimination continues to run rampant throughout organizations in both the United States and worldwide. The Supreme Court case, Dukes vs. Wal-Mart Stores, Inc., dealt with 1.5 million current and former female Wal-Mart employees that claim that they had been a victim of gender discrimination. The ensuing pages will discuss the specific issues that the plaintiffs encountered, followed by suggestions from a human resource manager’s stand point in rectifying adverse impact within the Wal-Mart organization.

Most times changes in a organization's hiring policies generates positive results, saving the organization time and money, or creating a more pleasant work environment. Unfortunately, Walmart has not had positive results to their retroactive changes to their hiring policies. According to a Reuter survey, Walmart forcefully introduced their new hiring policy which new employees are hired on a 180 days temp contract. This policy has been implemented to ease the effects of the potential rise in health care costs due to Obama Care. Representatives of Walmart find these new changes to the hiring policy unfair due to the weak job market. My belief is change is in order. Walmart has set a poor example for many companies and has created what I feel

Wages and benefits are not the only complaints Wal-Mart is now facing. Recently, Wal-mart was accused of denying women equal pay and opportunities for promotion (Bianco, 2003). Wal-Mart attempts to distract from their past and present diversity issues by devoting an entire section of their webpage to this subject but until Wal-Mart can show statistical proof reflecting their claims of fair wages, good benefits, and equal treatment, the complaints by the unions and consumers will continue. These upper level management decisions are having a negative impact on the company and providing an unhealthy organizational culture for the organization.

Wal-mart is the number one retail store in the U.S. and was founded by Sam Walton in 1962. Wal-mart has expanded to include the U.S., Mexico, Puerto Rico, Canada, Argentina, Brazil, China, and various other places. In 1988, Wal-mart developed the Supercenter concept to meet the growing demand for one stop family shopping. Supercenters combine grocery and general merchandise all under one roof. Their purpose is saving people money to help them live better (Wal-Mart, n.d). Even their success Wal-mart has still had many lawsuits for violating labor laws and