Grory V. Applied Signal Technology Inc Summary

Description In Mc Grory v. Applied Signal Technology, Inc., No. H036597, it discusses the case of wrongful termination of a manager who alleges gender discrimination claims. The facts of case describe John McGrory who worked as a department manager for Applied Signal Technology, Inc for 4 yrs from 2004. Later in 2008, Mc Grory gave Thomas a recorded verbal warning, after consultation with the HR department for her poor work performance and a written performance improvement plan in 2009. However, Thomas refused to sign the PIP citing complaints of being discriminated upon by McGrory due to her gender and sexual orientation (Askanas, 2013). The company hired an external female attorney to conduct the investigations labeled to the company by Thomas.
Even though the attorney found out that McGrory had not discriminated against Thomas and confirmed that she had performance problems, the attorney found out that McGrory was uncooperative during the investigation process. For instance, she reported that he had refused to answer questions associated with the ranking of his subordinates who had concerns about Thomas. Following the findings of the attorney’s report, the company terminated McGrory. As a
They should be able to achieve the overall organizational objectives. An effective performance management system is expected to focus on the employees through offering additional training to meet their development needs (Varma, Budhwar, & McCusker, 2015). This would enable the employees to improve their skills indicating their commitment towards improving their contributions to the overall organizational performance. Thus, the performance management system at Applied Signal was expected to assists all employees including McGrory to work together in order to meet the overall organizational goals and