Bandad Automotive

1. Given Bandag Auto’s size, and anything else you know about it, explain why and how the human resource management function should be reorganized.
Bandag is a company that employs about 300 people. The company was original under the management of Jim’s father but now the company is being operated by the son, Jim. The Human Resource Management oversee these human resource departments. The company HR management are the workers between the workers. Bandag Automotive Human resource managers team is being ran directly by the book. The company should change it up a little bit. They should have kept the approach the father was taking. Getting to know your employr will help the manager know who and what they have hired. Instead of comparing other businesses pay they should pay according to their employers performance.
2. Recommend what Bandag should change and/or improve upon regarding the current HR systems, forms, and practices the company now uses.
Bandag should do a credit check now. It will let them know who is trusted and to make sure their employers are trustworthy. Upon hiring the applicant they should drug test each possible employer. This will also help the company know who they are hiring instead of finding later that the applicant is on drugs. Having the applicant will also eliminate some of the accidents that occur. Bandag should improve their people skills. If you are do not work with your employees then it will be hard for the employers to work with the company. This could result in hours and theft from the company.
3. Jim fired an employee for creating what the manager called a poisonous relationship. Explain whether or not the employee has a legitimate claim against the company and the actions the company should take. The employer Henry Jaques does not have a legitimate claim against the company. As stated in the case Henry performed well on his job but he was having a problem with interacting with other employers. If the employer is causing problems amongst other employers it can cause a problem within the company. This will result in employers not doing exactly what is needed when it’s needed. Before firing Henry the company should remove him from the department and try him working in another department. If the problem is still occurring then the company should have a talk with Mr. Henry. This will give the company a legitimate reason to back up their decision later in the future. If placing the individual in another department do not work the company should suspend the individual without pay. Give the employer a write up and explain the situation that is at forth. If the individual come back to work with the same attitude then termination should be the last result. After so many chances the company cannot keep allowing the individual to cause a poisonous environment for the employees. The company need all paying bodies to do as they job description says and not be disrupted because one employer want to have their way. After several trying’s to work with Henry termination was a legitimate reason. All signs point back to Mr. Henry being poisonous so Mr. Henry will not have a case against the company. Bandag Automotive is about working together not working against one another. If there is a problem that is taking place and an employee feels that needs to be addressed it is best the individual come to their supervisor and address the concern instead of attempting to solve the problem his/her self.
4. Miriam, the controller, is basically claiming that the company is retaliating against her for being pregnant, and that the fact that the company raised performances issues was just a smokescreen. Explain whether or not EEOC and/or courts would agree with her and the actions the company should take now.
I believe the company should not have fired her as soon as she asked for lesser hours. EEOC will probably look at the case and make the company pay. Instead of firing her off back he should gathered enough information on Miriam and then sat down and talked with her. If Jim had a legitimate reason to fire Miriam then the company would be fine and the lawsuit would not hurt the company. The company should have listened to Miriam’s suggestion out instead of not thinking it thoroughly. Jim should have weighed Miriam’s suggestion out. He should have thought about the labor that he could save. If Miriam performance would not change he should have granted her request.
5. An employee who is deaf has asked to switch jobs to be a delivery driver person and he was turned down. He is now threatening to sue. Recommend what the company should do and describe why.
According to Berke, most companies concern about their source of communication. In today’s time modern technology communication between employers and deaf employees has become easy for the deaf. E-mail, instant messaging, chat programs, and text paging. Even the telephone is no longer a barrier because of the ability to use relay services. Studies have shown that people with disabilities are very loyal and reliable employees, which is a real plus in a good economy when the labor market is tight. Hiring a deaf/hoh person not only gets the employer a good worker, it also gets that person out of dependence on federal support. Small businesses can get a tax credit for up to $5,000 for providing accommodations to hearing impaired employees. In some cases, vocational rehabilitation agencies can also help pay a new employee's wages temporarily (Berke, 1997). Jim should send the employer out with another employer just to see how the deaf/hoh employer would work and to see if he/ she is capable of doing the job. The impaired wmployer will inform the boss on how well the deaf/hoh employer worked and this will determine if he or she is qualified for the position. To avoid a lawsuit Jim should have considered trying the employer and not disqualifying him because of his disability.