Matheson Flight Extenders Case Study
Matheson Trucking, Inc. vs. Matheson Flight Extenders warehouse workers
The discrimination case that I am discussing is the recent victory of five former and two current warehouse workers of Denver Colorado’s Matheson Flight Extenders, a branch of the Sacramento, California based-Matheson Trucking Company. This suit, stemming from incidents beginning in 2010, involved managers committing the atrocity of race discrimination, defamation of character, and demoralization.
My thoughts are intense anger at the treatment of these workers. What training or ethics class, or intro to being a decent human being did these managers miss? Moreover, how did upper management not put a stop to this outrage the very first time it was reported? I understand that investigations are required to verify the validity of an employee’s claim – but apparently, they chose to cover the conduct up, or did not complete the inquiry; thereby condoning the actions of those managers by lack of action. This only fueled their insolence and created an even bigger issue.
I definitely believe the jury made the right decision and handed down a verdict that would not only punish the actual managers, but also punished the company itself.
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An employee has the right to work in a safe environment, one that is free from hazards that could lead to serious harm. Causing dissention and the hostile work environment for employees created the potential for a violent incident to occur. At the very least, the potential for a costly mistake due to duress they were under, which could have caused physical harm. The defendants’ faced discrimination and retaliation based on their race. This appalling treatment violated Title VII of the Civil Rights Act of 1964 and by doing so, invoked the Civil Rights Act of 1991 allowing the monetary damages
Williamson V. City Of Houston Case Summary
620 Words | 3 PagesThe City of Houston then filed a timely appeal stating that they did not receive timely notice of the alleged violation and that the liability of Bozeman should rest with Bozeman and not be imputed to the City as having been notified of the complaint allegations. 5. Main issue: Does notifying an immediate supervisor who is not considered “upper management” satisfy the requirement of notification to the agency that in turn creates a situation of vicarious liability to the agency if they do not act on the alleged complaint? 6. Court Deciding:
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.
Case: Lachance Vs Erickson
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Summary Of Black Vs Usher Transport Case
750 Words | 3 PagesThe company fired the trucker due to a drug screen that stated that he tested positive for drugs, which was untrue. Also the company did not indicate that Black did not have a history using drug history. Later, the examiner came forward to admit that she had made a mistake in her report. The statement the examiner made should not be justified or ignored in this case. Since the company falsely accused the driver of being on drugs, he should be guaranteed his employment back and he should be compensated for back pay.
Jewelry Wholesale V. Jennifer Lawson For Breach Of Contract
1046 Words | 5 PagesLawson. Case to Consider for Ms. Lawson’s Position Juarez v. AutoZone: Rosario Juarez worked at AutoZone for five years and was fired for claiming that woman was given a glass ceiling for promotions along with an unfair hiring process that deterred a woman from getting jobs at the company. The company suggested that Ms. Juarez step down for not being able to take care of her son and work for the company simultaneously. In the end, Ms. Juarez got awarded 185 million in punitive damages, which at the time was the most ever granted to a single employee (Juarez v. AutoZone). It is vital for Greene’s to know the cases that will be presented to the public eye that will get the public rallied against them.
Anna V. Forklift Systems, Inc.
658 Words | 3 PagesIn the case of Anna v her employers, a case for employment discrimination was created when her supervisor Michael first violated company policy then refused to mitigate the results of that violation. Anna did her part by requesting that policy violations stop and then asking for mitigation when the policy violations resulted in a hostile work environment for herself. The company failed to address either the policy violations with the supervisor or the resulting actions of those policy violations. Case of Discrimination Claims of hostile work environment as a result of employee discrimination are on the increase (Saadem, 2011). Title VII of the civil rights act of 1964 is intended to provide protection and relief against discrimination on the basis of race, color, gender, national origin, and religion.
Catastrophe Management Case Summary
1533 Words | 7 PagesChastity Jones, an African-American and the defendant in this case, was denied a job offer due to her appearance. Catastrophe Management Solutions, located in Mobile, Alabama, announced that it was seeking candidates with basic computer knowledge to work as customer service representatives. Ms. Jones completed an online employment application, and was selected for an in-person interview at a later date with other applicants. Ms. Jones arrived dressed in a blue business suit with her hair in short dreadlocks. She interviewed with a company representative to discuss the qualifications of the position, then Ms. Jones and other selected applicants were bought into a room with CMS’s human resources manager to be informed they were hired for the
The Lockheed Martin Corporation: Age Discrimination Case
240 Words | 1 PagesAccording to an article on Law.com, The Lockheed Martin Corporation was ordered “To pay $51.5 million, including $ 50 million in punitive damages, in an age discrimination suit”. (Toutant, 2017) The plaintiff in the case, a former engineer at Lockheed Martin accused the company of laying of older workers to hire younger workers for the same positions. Robert Braden, plaintiff, also alleged the company never provided a reason or manner in which they decided who they would lay off. While the article is does not specifically mention the facts that were presented in court, one must conclude based on the outcome of the case, that there was sufficient evidence by the plaintiffs or lack of explanation by the defense which led the jury to decide in the favor of the jury.
Civil Rights Case Summary
1133 Words | 5 PagesThe women ended up standing up to their harassers and the women were fired. This type of retaliation from their harassers violated the title VII of civil Rights Act of 1964. The women took their case to the EEOC Attorneys. The Attorneys that trailed the case were Attorney Beatriz Andre and Daniel Seltzer. The Attorneys then who worked for EEOC filed the case with U.S. District Court for the Southern District of Florida.
Attitudes Shift On Paid Leave: Dads Sue Too Analysis
627 Words | 3 PagesHe also includes survey results and quotes the Civil Rights Act of 1964. Scheiber’s article is current, written only thirteen days ago, and relative to today’s workplace. Structure and Format: 20/20 – Overall, I found this article very professionally written. The author did not use any industry specific language and there were no grammatical errors found within.
The Sapphire In The Workplace
262 Words | 2 PagesWith the many cases that transpired over the years Black women have been discriminated against time after time. One for example “DeGraffenreid v General Motors”, per text states that “five black women brought suit against General Motors, alleging that the employer’s seniority system perpetuated the effects of
Racial Profiling In The Workplace
841 Words | 4 PagesCHALLENGES ENCOUNTERED WHEN TRYING TO CURB SEXUAL & RACIAL DISCRIMINATION AT WORKPLACES. Discrimination wrongfully inflicts disadvantageous treatment on persons based on their affiliation in a significant social group. Racial Profiling By definition, racial profiling is treating someone first as a “suspect,” using a person’s race, religion and/or ethnicity alone as a sufficient prognostic indicator of potential unlawful behavior.
Mckennon Vs. Nashville Banner Publishing Co.: Case Study
1635 Words | 7 PagesThe case of McKennon vs Nashville Banner Publishing Co. raised an important question that past courts fail to accurately rule on. The problem at hand is whether an employee who has been dismissed from their job because of age, but whom is also been found to have committed a serious misconduct while they were previously employed, a misconduct that would have normally resulted in the immediate termination of the employee, is in violation of the Age Discrimination in Employment Act of 1967. The question presented to the court was - is the employee allowed any relief from the employer who wrongly terminated them in the first place, even though a wrongdoing was discovered during the discovery period? In previous cases, such as the Summers vs State Farm Mutual Automobile Insurance Co, the courts ruled in favor of the employer and dismissed the discrimination of the employee and did not offer any type of relief to the employee over their wrongful dismissal (Hoffman, 1996).
Ethical Theory Of Corporate Crime
1012 Words | 5 PagesBecause of employees’ limited resources and dependence on the employer, and because it is so difficult to prove a negative, justice requires that organizations not assume that their employees have behaved improperly in the absence of adequate evidence (Cliff & Desilets,
Summary Of The Missteps Case Study
296 Words | 2 PagesThe major missteps that occurred in this case are as follows: Character Missteps • Simon • made an error in his duties and his shortcoming that warranted the attention of “The Boss” for disciplinary action • The Board • Was not fair and consistent in conducting disciplinary activities (Armstrong 2006, 881) • Simon was not allowed to be present and represented • Matter was not confidential. The action towards Simon was made public by the board. They neglected to inform Simon of the conclusion and did not allow him to answer his case and defend himself. (University of York : Human Resources n.d.) • Presumably no investigation was reviewed The Governing body should have asked questions as of to whether or not Simon was aware of the action
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