Metallurgy Plus Custom 500
Case Study: Metallurgy Plus & Custom 500
1. Industrial Relations issues include:
- Lack of due diligence by the company for not carrying out proper investigations into a plausible allegation.
- Insufficient protection of a worker by the management\supervisor resulting in exposure to mental and emotional harassment and eventual violence.
-Inaction by a supervisor following a worker’s complaint of harassment\intimidation.
- Measures should have been put in place to stop or address the allegations and assure the workforce of the confidence placed in the worker at the center of the matter
- Following the initial step taken by James Green to report the matter to his supervisor, he could have gone further to ensure his suspicions and evidence of tampering were addressed.
- The first report should be followed up with a formal complaint to his Union or Union Delegate, when it was evident that there was no action taken by the company.
-The verbal abuse should also have been reported.
2. The allegations that some of the company’s products were showing up in unauthorized locations on the local market should have been investigated by management to identify the credibility, or lack thereof, of the claims. The company did not ensure the safety and security of a worker (James Green) because of their failure to investigate and isolate the issues, which eventually led to an attack by another worker. James was working in an uncomfortable work environment because of this inaction. The labour laws explicitly state that the company has a responsibility to provide a “safe working environment.”
James’ complaint to his supervisor was left unattended which resulted in an escalation of the allegations, rumors and eventual attack. At this stage, it would not have been necessary to escalate the matter to the Union if the supervisor carried out due diligence. Not enough was done by the company to ensure James’ integrity remain intact. However, after recognizing
1. Industrial Relations issues include:
- Lack of due diligence by the company for not carrying out proper investigations into a plausible allegation.
- Insufficient protection of a worker by the management\supervisor resulting in exposure to mental and emotional harassment and eventual violence.
-Inaction by a supervisor following a worker’s complaint of harassment\intimidation.
- Measures should have been put in place to stop or address the allegations and assure the workforce of the confidence placed in the worker at the center of the matter
- Following the initial step taken by James Green to report the matter to his supervisor, he could have gone further to ensure his suspicions and evidence of tampering were addressed.
- The first report should be followed up with a formal complaint to his Union or Union Delegate, when it was evident that there was no action taken by the company.
-The verbal abuse should also have been reported.
2. The allegations that some of the company’s products were showing up in unauthorized locations on the local market should have been investigated by management to identify the credibility, or lack thereof, of the claims. The company did not ensure the safety and security of a worker (James Green) because of their failure to investigate and isolate the issues, which eventually led to an attack by another worker. James was working in an uncomfortable work environment because of this inaction. The labour laws explicitly state that the company has a responsibility to provide a “safe working environment.”
James’ complaint to his supervisor was left unattended which resulted in an escalation of the allegations, rumors and eventual attack. At this stage, it would not have been necessary to escalate the matter to the Union if the supervisor carried out due diligence. Not enough was done by the company to ensure James’ integrity remain intact. However, after recognizing