2nd meeting: after 10 months, the management team told her that her behavior was still being not acceptable and that constitutes a second warning…
Does Ms. Baker have anything in writing at the time of her firing Ms. Attired?…
Robert Singer, made Brittany’s life unbearable at the office by constantly staring at her picture of her in her bathing suit, making inappropriate comments about her chest, taking and altering her bathing suit photo to where she appeared topless, and saving her picture as his screen saver without her permission. She told Robert to stop with the inappropriate comments, told fellow co-workers about the harassment that was taking place, and even went to speak to her supervisor Dwayne about Robert’s inappropriate behavior but nothing seemed to deter him from his harassment. During the conversation that Brittany was having with her supervisor, she was informed by an off-the-collar remark from Dwayne that Robert had harassed a fellow co-worker before and hasn’t seemed to learn his lesson from the previous situation. Her supervisor informed her that he would take care of the matter and speak with Robert. Robert, took down the offensive photos from his screen saver but never stopped the inappropriate comments towards Brittany.…
Assessment 3 Case Study – BSBMGT502B This is Assessment 3 for this Unit In this Webinar we will cover: The situation that happened leading up to the dismissal of Sam The unfair dismissal claim Discussion on the judgement What could have been done to avoid the situation …
In its own unhappy-making way, this pattern of interaction is as classic as a Little Black Dress, and it has a moniker and an acronym: Demand/Withdraw or DM/W. It isn’t a new pattern, of course—the so-called “nagging” wife shows up in folklore all over the world, in many varied forms, but research shows that DM/W is a powerful predictor of marital dissatisfaction and divorce. It’s also associated with depression, physical abuse, and the mental health symptoms of young adult children, according to a meta-analysis review conducted by Paul Schrodt and his co-authors. Of all the troubling relational patterns, Demand/Withdraw is truly worthy of HazMat status.…
The simulation took me through a series of steps to guide me on how to look at the situation from different ethical lenses. Identifying the rights and responsibilities and results of all that are involved would be my first lenses to look at. I took different approaches than what the simulation suggested but the end result was me letting her know that she could meet with me to discuss the situation and that she should review the company handbook to give her more insight on our harassment policies and so she would understand why I could not guarantee complete…
Sexual harassment or intimidation is cause for a meeting. These are often close-knit sessions, with only management, an HR rep and the person lodging the claim taking part. In some cases, a member of your company's legal team might take part. These meetings are designed to get one side of the story, with the target of the complaint participate in a separate meeting. These meetings are serious business, with a looming risk of lawsuits or even workplace violence hanging overhead.…
Mary Davis needs to debate on what she needs, what is morally right, and what her next action will be. If she needs to pay her bills then it does not matter as to what is morally right or wrong. She would need to focus on keeping her job and act as if she never wrote her article. If she is not desperate to keep her job she should do what is morally right to her which could be sticking to what she believes in. Going into her company and addressing that she was a very hard and consistent worker for them, but she will be leaving due to the situation. She could go to court ad fight that her ultimatum is unjust. She is obligated to be on the side of the company she works for or to pick her own side. She has to choose whether to keep her job or not.…
Zulekha was administrative assistant and her job was to preparing quotations, sales agreements, invoicing and other paper work. She holds BBA degree and was couple of months senior to me in the company. Zulekha was a cognitive miser who doesn’t want to spend energy and time on unnecessary issues and was not interested in people and their politics.…
As a resource, Ms. Pancake had proposed to micro manage my efforts to ensure the conceptual understanding of my responsibilities and I agreed. We had arranged to do so on Wednesday, December 7 as it would be less strenuous on her time schedule. This was to give her the opportunity to complete her required closing processes, while demonstrating to them that I was competent with my allotted tasks by completing them in the time requested. She and Mr. Rackers had accepted my proposal. As the day came, she was resolving an issue from the previous accounting week, and was speaking with Mr. Whittaker about invoicing. After speaking with him, she had walked back to office, but stopped by my cubicle to check my progress. The conversation went…
In this case the prelude to conflict consisted of the variables that made the conflict possible between Elka, my other co-workers, and I. These included, but were not limited to, Elka’s lack of self esteem, history of drug abuse, mental instability, and lack of education. On my part, they included my lack of managerial experience and my unfulfilled need to have a family in this country. The triggering event was the fact that decided to confront Elka as the office manager instead of as a friend, which awoke in her, feelings of apprehension, defensiveness, and betrayal. In contrast, I knew that joining a religious cult was the worst thing that could have happened to someone as vulnerable to external influences as her. The initiation of the conflict took place when I decided to put the interest of our company first…
I believe that our company stands to lose a lot as a result of a successful suit against us by Ms. Pollard. We have reason to believe that if these actions are taken to court, we will find it difficult to deny the allegations and defend ourselves in the lawsuit. Harassment is defined as a punishable offense, and is inappropriate and illegal for company workers, both management and the labor force, to participate in any behavior which is deemed harassing, threatening, demeaning or uncomfortable by the person who is claiming harassment. According to the Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA), and the evidence presented by Ms. Pollard, our workers and management have clearly participated in violations of those orders. A simple defense on our part is to claim that there was no hostile work environment created, and that these incidents were few and far between, however, according to the law petty slights, annoyances and isolated incidents will not rise to the level of illegality, but I believe the amount of abuse that Ms. Pollard has taken, and can prove against us, is clearly enough to reasonably see how she can claim a hostile work environment. The fact that Ms. Pollard may have been 'easy' with some of the other gentlemen or inviting in some other ways does not mean that she has no case. She has voiced her disapproval of her treatment on many occasions and has made…
(1) Exam #1 date. See your syllabus course schedule, as will be either Thursday 9/18 or Friday 9/19 during regular class time. Be on time or you may not be able to take the exam, and besides, some of you will need every class minute for the exam. Especially for freshmen, if you do not understand the pitfalls preventing some from doing well on exams and how to avoid them ... then read my article and the editorial by Dr. Allan Saxe "Why do some students succeed and others fail to achieve desired class grades, and academic goals & objectives?"…
A female client has informed Tom’s supervisor of sexual comments Tom has made, their out-of-office date and gifts he has bought for her. Tom denied the accusations although admitted to his attraction to his client.…
For me personally, I find http://www.choosemyplate.gov be a quick, simple reminder for all of us to be more mindful of the foods that we’re eating. I can already tell how much this is going to help people across the United States. The MyPlate icon emphasizes the fruit, vegetable, grains, protein and dairy food groups. With so many food options available to consumers, it is often difficult to determine the best foods to put on our plates when building a healthy meal. MyPlate is an uncomplicated symbol to help remind people to think about their food choices in order to lead healthier lifestyles. This effort is about more than just giving information; it is a matter of making people understand there are options and practical ways to apply them to their daily lives.…