| Case Study 10 | An Anti-Nepotism Policy | | [Type the author name] | | [Type the abstract of the document here. The abstract is typically a short summary of the contents of the document. Type the abstract of the document here. The abstract is typically a short summary of the contents of the document.] | Table of Contents 1. Describe the issues in the case 2 2. Provide a clear explanation of the union’s position 2 3. Explain management’s position 4 4. Relate the two positions to the contract language 5 5. Discuss your analysis of the remedy 6 Bibliography 9 1. Describe the issues in the case On November 2, 2006 Journeyman Mechanic Keith Walton was discharged for violating the anti-nepotism policy …show more content…
The so called policy also states “may become subject to immediate discharge on the first offense” (Sloane & Witney, 2011). The Union stands that the word “may” establishes a choice which in hand the Company so chose to discharge the grievant with no evidence to support the claim of nepotism. The Union for all of the above reasons requests that the board restore Keith W. Walton, an almost 8 year highly rated veteran, to his job of Maintenance Mechanic at the Manatee Plant, and to make him whole for all wages, seniority, benefits, and overtime hours denied him during the period of his improper discharge (Sloane & Witney, 2011). 3. Explain management’s position The Company reflects that Mr. Walton’s discharge was just and without prejudice on the following grounds. When the Company added the section entitled “Employment of Relatives,” in June of 2003 it states that “ it is the policy of the Company not to employ applicants who are relatives of employees” (U-3). The Union tried in September 2003 during contract negotiations to change the anti-nepotism policy (Co. Brief, p. 13) by adding “relatives of employees shall not be denied the opportunity of working for the Company” (C-15, p. 2, item 42). However, in the 2005 contract negotiations the matter of the anti-nepotism policy was not brought up. The Company therefore states that the Union is attempting to change the rule in an improper forum and “Arbitral jurisprudence clearly establishes” (Co.
Identify and describe the specific issues Maalick encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider?
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1st meeting: after 5 months and a half, during this meeting, the management team are saying that they told her that she was being unsubordinated
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An abstract is something your write after you have finished your paper that sums up what you have written. It should be noted, however, that even though this is generally the last thing you write, it is placed at the beginning of the paper. The abstract should never introduce new material, only sum up what is written in the paper. To
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The aim of this early conciliation is to encourage as many cases as possible to settle ‘compromising’ the claim through a settlement agreement (previously called a ‘compromise agreement’) an agreement achieved through Acas conciliation (a ‘COT3’). Appendix 3 is an early conciliation Flow Chart (ACAS)
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Small State University is facing the dilemma of how to allocate the $17,400 that the state agreed to give to the management department. Each qualified candidate’s employment information is given to help determine the merit raise decision. Before the decision can finalize, research and analysis will be conducted. A case solution will include the implementation of management approval, budget recommendations, communication and essential steps of the new policy to the university, and fair distribution of merit raise.
Americans depend on government bureaucracies to accomplish most of what we expect from government, and we are oftentimes critical of a bureaucracy’s handling of its responsibilities. Bureaucracy is essential for carrying out the tasks of government. As government bureaucracies grew in the twentieth century, new management techniques sought to promote greater efficiency. The reorganization of the government to create the Department of Homeland Security and the Bush administration’s simultaneous push to contract out jobs to private employers raises the question as to whether the government or the private sector can best manage our national security. Ironically, the criticism of the bureaucracy may be a product
In the Romano Pitesti case, Tickton-Jones’ Management Team is faced with a situation that is not altogether uncommon in the business world, in that some employees feel that members of the Sales staff are being given “special” treatment by the company. Romano’s actions have probably not been as bad as what has been described to Management, but due to the fact that employees are still trying to find their place in the new, combined company, any hint of “unfairness” is immediately put under a microscope by other employees, and therefore, Management will have to take some sort of action, in order to show the other employees that their concerns are being taken seriously.
Discrimination in the workplace occurs when an employee experiences harsh or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Discrimination is one of the biggest problems people face in the workplace and it must be dealt with forcefully.
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In relation to labor laws, the case explains the required conduct between the employer and the employee during work termination. The employer is required by law to provide the employee with a letter or notice of termination before the actual date. Keating (p. 258) states that the labor laws require the employer to pay the employee the employment benefits based on the number of years of service and the kind of work. In many cases benefits are awarded to employees under both casual and permanent basis. The employer should ensure that the employers are awarded their rightful amounts since it is much left at the discretion of the employer. Therefore, McKee was entitled to a notice of termination and service or employment benefits.
Write the abstract here. Write a concise summary of the key points of your research. (Do not indent.) Your abstract should contain at least your research topic, research questions, participants, methods, results, data analysis, and conclusions. You may also include possible implications of your research and future work you see connected with your findings. Your abstract should be a single paragraph double-spaced. Your abstract should be between 150 and 250 words.