Case 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. Booth had put down …show more content…
That Simonsky had made a threatening comment about Booth’s predecessor, Sally Jenkins, to Booth in which he stated, “I hate that maggot. I should have killed her when I had the chance.”
Tilden decided to review the sexual harassment policy before investigating Booth’s complaint.
Problem Identification: The shipping coordinator for SenGlas, Inc., Mary Booth, has presented a harassment complaint against a forklift driver, Bob Simonsky, to the Human Resource Manager, James Tilden. The detailed complaint gives an account of Siminonsky’s harassment towards Booth since she started working as shipping coordinator alongside him. Booth has already informed her supervisor about Siminosky’s actions but she wants Tilden to take action immediately.
Causes of the Problem: Simonsky’s actions have not been reported by any of the workers who have been witness to them, other than Booth. Only his bad temperament was mentioned previously but despite Tilden himself witnessing Simonsky’s bad attitude first hand, no actions have been taken to address it by management. Since Simonsky’s actions went unchecked, his bullying and harassing behavior becomes
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That being said, if the assertions made by Booth against Simonsky are true, then Simonsky should be terminated immediately. The complaints against Simonsky include a pattern of discrimination, bullying, and intimidation, as well as, a death threat against a former employee. If true, this shows Simonsky to be woefully prejudiced and possibly dangerous as well. It would be irresponsible for Tilden to allow such a person to continue to work for SenGlas. On a personal note, the allegations are very specific and name other witnesses involved so I do think they are true.
Implementation Steps:
Step #1: Look under the correct policy involving the behavior displayed by Simonsky, if that policy does not address the situation adequately then make sure to update that policy asap.
Step#2: Conduct investigation of Booth’s harassment complaint. Talk to the specific employees mentioned in the complaint in addition to employees that work around Booth and Simonsky on a daily basis. Additionally, speak with Sally Jenkins to get her accounts of working with Simonsky. Get Simonsky take on the allegations made against him and see if his accounts on the incidents have credibility. Upon discovering that Booth’s allegations are true then go to Step 3.
Step#3: Terminate Bob Simonsky’s
COI Donnie Piveral began his career with the Department of Corrections on December 1, 2014 at Maryville Treatment Center. COI Piveral is currently assigned as a Utility Officer on third shift. His probationary period completion date is originally August 31, 2015. Over the past several months, supervisory staff has been monitoring COI Piveral 's work performance.
In spite of being reassigned, the harassment continued whenever Williamson and McLeod were in the same room. Two months later the supervisor reassigned Williams and McLeod to work together. Williamson objected to having to work with McLeod again and even requested to be transferred out of the Criminal Division because of the persistent problems with McLeod. It should be noted that Williamson never used the term sexual harassment to describe McLeod’s behavior during the complaint until after her reassignment with McLeod. The supervisor advised Williamson to write down her complaint and take it to the Internal Affairs Division which she did.
Williamson later filed a complaint with IAD that Bozeman had retaliated against her for her complaint against McLeod. She advised she was shunned, taunted and given a less desirable assignment that caused her to lose overtime possibilities. IAD eventually found her sexual harassment to be not sustained and McLeod only received a written reprimand and Bozeman faced no disciplinary action. Williamson filed an EEOC complaint and this led to suit against the City of Houston. A jury ruled in Williamson’s favor and she was awarded lost compensation and punitive damages.
Williamson asserted she informed McLeod that his behavior was offensive and on numerous occasions she asked him to stop. He refused to comply with her request for him to cease his behavior. Therefore, she informed their supervisor, Sergeant James Bozeman. Williamson alleged she voiced her complaint to their supervisor on multiple occasions. However, McLeod’s behavior was not addressed and it did not change; as such Williamson eventually sought and received a transfer out of the division.
Mr. Zimpfer also retained a legal counselor Ms. Lynn Szymoniak in his defense of these allegations. Ms. Szymoniak retained the services of a industrial psychologist name Dr. Marcy to examine the resumes of the other job applicants. The staff’s objective was to shed light on whether Mr. Zimpfer was more qualified for the position than Mr. Merriman. Yes, accordingly to legal definition of discrimination and the stature of the EEOC age was a unfair disadvantageous to Mr. Zimpfer.
In 1990, while partnered with Officer McLeod, she made numerous complaints regarding Officer McLeod’s behavior, citing sexual harassment issues, to Sergeant Bozeman. Williamson claims, in part, that McLeod Created a hostile work environment by making inappropriate comments accompanied by unwanted and unwelcomed touching. Williamson made numerous complaints to a non-responsive Sgt. Bozeman. In April 1992, Williamson requested a transfer from the Criminal Division because of "sexual harassment" issues with McLeod.
Pitt university approval of this type of behavior the harassment is only going to continue. Julie Godzik police dispatcher is married to Robert Bob Godzik Maintenance #3 and me being a witness for Samuel Varriano in a complaint filed with the EEOC on defendant Robert Godik I believe that 's why I am being harassed. On the same
I have interviewed all of the Departments employees in Cold Bay, all of them have backed up the allegations the City, and a private individual have brought up against Mr. Kremer. Can you provide me their actual statements? Concerns; 1- Hap is a bully to employees, public and the City of Cold Bay employees. Our employees supported he is a bully, gets very agitated if things are not done his way.
Background Mary Marino, the grievant, was arrested due to a small amount of cocaine and a loaded handgun in her purse on September 22, 2006. She was not on the Company’s property at the time. After being released on $2000 bail, she went to work both that night and the next night. When the Company learned of the arrest and charges on September 24, Marino was discharged. The day after, September 25, the Union filed a grievance which prompted instant arbitration.
When I asked Robert Hoffman to start at 5:00 a.m. to avoid the harassment fromMichael Niehenke and Donna Myers requested denied. C. When Harry Feals and I work together we have Julie Godzik, Robert Godzik, Brain Weaver and Michael Niehenke . These employees have stared at us until Mr. Franicola come after they called him Other employees are aloud to work together 8. Of the Persons in the same, or similar situation as you who was treated worse than you? Harry Feals Maintenance # 1 Harry Feals Maintenance #1 Mr. Feals received 11 weeks of Work for false allegation filed on pitt alert line, now he is seeking professional health with counseling to help cope with working at Pitt at Greensburg. .
Bob’s Meltdown In today’s workplace communication is key, collaboration crucial and teamwork a top management buzzword. These facets encourage knowledge sharing, co‐operation and a joint sense of purpose. However, such an increase in interpersonal relationships too often creates an unwanted side effect: conflict. (http://www.emeraldinsight.com/doi/abs/10.1108/14777280310795784)
According to the United States Department of Labor, Occupational Health and Safety Administration, Whistleblower Protection Programs, Hopson should have been received protection from workplace retaliation. However, this was not the case; he did not receive workplace protection, so he pursued legal action. As the result of the lawsuit filed by Justin Hopson, the state attorney general’s office conducted an investigation into the state police and found only seven officers guilty of harassment. Punishments ranged from reprimands to 45-day suspensions.
This is a perfect example of the mistreatment of women come from her superior who is also about to get
Workplace bullying is a growing issue for all the organizations to manage people. Bullying is defined as acts or verbal comments that could 'mentally ' hurt or isolate a person in the workplace. As well as, sometimes bullying can involve negative physical contact. Furthermore, bullying usually involves repeated incidents or a pattern of behavior that is intended to intimidate, offend, and humiliate a particular person or group of people. Some scholars described bullying as the assertion of power through aggression (Workplace Bullying Institute, 2015).
Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees.