Case Study: Barrera Recycling Company
1. Erin McNamara, an employee of the Barrera Recycling Company, had approximately six or seven verbal reprimands from her superior and General Manager, Rafael Gomez. These reprimands were in response to McNamara's work performance and lack of ability to follow safety standards that are required by the company. Her behavior included sleeping through safety meetings, reading of magazines during work hours, failure to wear safety gloves while working, and failure to wear a hard hat while working. Due to this continued behavior discussed between McNamara and Gomez, and the lack of change in such, McNamara was disciplined by a three day suspension. When returning to work after the suspension, McNamara then continued with a similar pattern of behavior
COI Donnie Piveral Case Study
278 Words | 2 PagesHe has received counseling on several items that could be fixed by his immediate supervisor. Recently the supervisory staff of third shift has seen some concerning items in the job performance of COI Donnie Piveral #130847. COI Piveral has received log entries concerning bad counts and lack of job performance while conducting offender pat downs. Despite several counseling sessions
Earth First Recycling Case Study
462 Words | 2 PagesCreditors Relief is assisting Earth First Recycling with their financial situation. It has come to the attention of Randy Tigar and Earth First Recycling that Pearl Beta Funding, LLC, represented by MCA Servicing and Steven Berkovitch, Esq., sent a UCC Lien Notice. As a result, Paychex is withholding funds designated of the payment of taxes. First, if Paychex does not release the funds immediately, it will be deemed a breach of the agreement between Paychex and Earth First Recycling.
Williamson V. City Of Houston Case Study
345 Words | 2 PagesWilliamson v. City of Houston, 148 F. 3d 462, Court of Appeals, 5th Circuit (1998) Facts: Linda Williamson worked as a police officer in a specialized division in the Houston Police Department. Williamson alleged a coworker, Doug McLeod, engaged in harassing behavior that created a hostile work environment for eighteen months. McLeod continued the harassing behavior after she told him it was offensive and to stop. Williamson reported McLeod’s harassment to their supervisor, Sergeant Bozeman.
Examples Of Opening Statement For Jeanna Miller
506 Words | 3 PagesMs. Boles stated new employees, as part of the training program, are required to read the Rules of Conduct. Ms. Boles stated Ms. Miller signed the policy, which includes the policy regarding sleeping on duty. The Rules of Conduct were reviewed again on September 13, 2017, after Ms. Oliver noticed Ms. Miller behavior was becoming a more serious issue. VI. Clarifying Questions – Mr. Rowe
Case: Lachance Vs Erickson
184 Words | 1 PagesName of Case: LaChance vs. Erickson Court: U.S. Court of Appeals, Federal Circuit, and the U.S. Supreme Court Parties and their roles:. LaChance, director, Office of Personnel Management petitioner; Erickson et al Responded Relevant facts: Federal employees made false statements to agency investigators with respect to their misbehavior. The legal issue(s) raised: The legal issue raised was that the respondents, federal employees were charged by their agencies because each of them made false statements to the agency investigators with respect to their misconduct.
Example Of FMLA Violation
247 Words | 1 PagesAs far as your example of FMLA violations, and the unjustified termination of Weth, I have seen similar situations. Not necessarily based on the use of FMLA, but in situations where the performance evaluations were not properly used. I recall one situation where a sergeant took over
Case Study: Haployees In Cold Bay
659 Words | 3 PagesHap went to the City to use a dozer to doze off the pile the contractor left on the airport, the City Administrator told him they do not loan equipment, they could enter into an agreement but that would need council approval. Hap got upset, went into the Library and had a conversation with the Mayor ( not sure how heated as another department employee went outside as he was embarrassed with how Hap was acting),the Mayor came outside from that conversation and told our employee she felt threatened by what happened in the library. Hap went to the office and told the employees “ if they assisted the City in any way they would be sent home for the day or terminated. ( got an answer that said sent home, the other said terminated, I believe the terminated). When did this happen?
Essay On Triangle Shirtwaist Factory Fire
1292 Words | 6 PagesThe Triangle Shirtwaist Factory fire was an influential event in American history that caused workers and business owners all of the country to revisit their work-related regulations. Many dangers that occurred as a result of the factory owners’ actions caused the tragedy to be more harmful than necessary. Other preventable mistakes made by the firemen and their equipment added to the tragic nature of this event. America has learned that factories and businesses need safer rules and work environments to protect their employees. Because of this tragic event in the nation’s history, the government passed an abundance of laws to support the safety of workers and their work conditions.
Senglas Inc. Case Study
867 Words | 4 PagesCase Summary: James Tilden is the HR Manager for SenGlas, Inc., a 50+ year company that currently has 7 management staff members and 300 employees. On Friday, Mary Booth, the shipping coordinator, came to Tilden to file a complaint against one of her co-workers, Bob Simonsky, for his harassing behavior toward her. Booth, a 5 year employee, accused Simonsky, a 20 year employee, of behaving in a threatening manner due to his negative feelings about working directly with women. Booth states that the harassment has caused her to have anxiety about coming to work which has caused her to have headaches everyday. Booth had enough of the harassment and had told her immediate supervisor before going to Tilden with the complaint.
Horton Automatics: Workplace-Rule Violation
287 Words | 2 Pages3-7: Arbitration (pg. 77) Horton Automatics and the Industrial Division of the Communications Workers of America, the union that represented Horton’s workers, negotiated a collective bargaining agreement. If an employee’s discharge for a workplace-rule violation was submitted to arbitration, the agreement limited the arbitrator to determining whether the rule was reasonable and whether the employee violated it. When Horton discharged employee Ruben de la Garza, the union appealed to arbitration. The arbitrator found that de la Graza had violated a reasonable safety rule, but “was not totally convinced” that Harton should have treated the violation more seriously than other rule violations. The arbitrator ordered de la Graza reinstated.
R. Williams Construction Co. V. OSHRC: Case Study
736 Words | 3 PagesEven though working conditions are the responsibility of the employer, it is the job of the employee to practice and implement safe working practices. In order to determine if the company is responsible, a complete report including the employee’s actions should be considered. The incident could just be an outcome of employees not practicing safe working procedures. Whether the penalties are sufficient, that would depend on the outcome of a complete investigation of the
Domestic Violence Policy Paper
924 Words | 4 Pages1. Purpose ACME Educational Company (ACME) institutes this policy as part of its commitment to a healthy, safe organizational climate and to the prevention and reduction of the incidence and effects of domestic violence. ACME recognizes that domestic violence is a workplace issue and impacts the workplace even if the incidents occur elsewhere. Incidents of domestic violence cross economic, educational, cultural, age, gender, racial, and religious lines. They can occur in heterosexual and same sex intimate relationships, including marital, cohabiting, or dating, as well as in non-intimate heterosexual or same sex relationships, such as between coworkers or perpetrated by supervisors, and can occur between strangers.
Sexual Harassment Ethics
1289 Words | 6 PagesThe reasoning behind it is to motivate employers and mangers to establish a zero tolerance policy. Managers or board members should take each complaint seriously and set good examples for other employees. Since employers are at liability in cases like this, they must act immediately and investigate complaints. Employers cannot
Example Of A Social Analysis Paper
1315 Words | 6 PagesWhen he was around everyone made sure to follow all the rules for handling packages. While working there I witnessed a huge battle between my full time manager and a unloader. During the summer time the factory would be very hot and so sometimes tempers would rise. Before leaving work that day, the word was the employee had been fired and events like this was these were the
Read Case 5: A COMPETENT BOW Employee
592 Words | 3 PagesIn “CASE 5: A COMPETENT BUT SLOW EMPLOYEE” Christie Baird, First Deputy County Clerk, concerns of a new employee’s performance are discussed (Brett, Aguirre, & Kickham K, 2011). Heather, a new employee, is hired to work in the Clerks Office because she appeared qualified, welcoming, and not going to leave in a short time as the pervious employee did. This employee’s appealing background, and pleasant personality, also persuaded the hiring committee to be less strict on their reference checks. The pervious employee was described as the model employee, which left Rebecca with high standards to meet. After six months of working at the Clerk’s Office, Heather’s job performance is described as minimal, and she expresses difficulties in several
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