Workplace Violence Case Studies

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Question1:Spatula City 1. Identify at least five (5) concerns (issues) raised by Mr. Braddock’s termination list and discussion with you.
There are no documentation about the review of employees’ performance appraisals.
Lack of fair rules and work policies/ unfair dismissal
Non-existent performance improvement plan employees.
Termination based subjective supervisor reasons
Poor communication policies to the employees.
Ten female and just two male
Discuss in detail
No documentation - The manager evaluates the employees irregularly and even though he keeps the record of the appraisal as he said, the data has been lost due to negligence. Maintaining good documentation for the decision making of human resource is significant. Actually, record
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The U.S. Department of Labor Occupational Safety and Health Administration(OSHA) in 2002 define the workplace violence in one paper, workplace violence is violence or the threat of violence against workers. It can occur at or outside the workplace and can range from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job-related deaths. So in this case, the employer of the store believe that Salvador subdues the attackers in the workplace is workplace violence. However, the man who was assaulted is the robber, and he is not the worker in this place. In this respect, the action that Salvador assaulted a robber who is not a worker or employee is not a typical workplace violence. That is my first point of claims for…show more content…
Issue: The meat packing plant company had dismissed Rocky because of keep promotional materials during his garage sale event. Did Rocky violate the company policies if the photo be post on Facebook and no one has seen promotional meats selling?
Rule: Rocky violated the company policies that forbid the selling of promotional materials; although he did not actually sell the items.
Analysis: Placing the company promotional products during the garage sale could be viewed as selling the items because the event could have resulted into an exchange of monies. However, Rocky can against as defamation from the friend.
Conclusion: Rocky has no claim against the dismissal, hence dismissal was rightful.
If his friend had not posted on the Facebook, the company probably could not have established that Rocky was violating the policy of the company. If the management could have heard from other employees that he had promotional items at the event, it could have conducted further investigation to establish if he indeed had the items; although the investigation would be complicated due to privacy right violations.

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