...TUI University William A. Green IV Module One Case Assignment MGT 516: Legal Implications in Human Resource Management Dr. Kyle Steadham 18 August, 2014 Introduction For our module ones case assignment we will look at the Gelato Cheese Company. It has 100 employees at its principal processing plant. The plant crew is primarily young with 85% between the ages of 25 and 35. It is located in Heartland Corners U.S.A. which is comprised of 50% white and 25% African American with the remaining 25% Hispanic American, Asian American and others. The company requires a high school diploma for employment on its cleaning crew and the entire crew is white. Statistically, 75% of Heartlands Corners white population has completed high school while 25% of those in minority groups have completed high school. We will look to see if the company is in in compliance with Title VII of the Civil Rights Act (CRA) of 1964 and the Age Discrimination Employment Act (ADEA) and if the company should make any changes to their policies and why those changes are necessary along with recommendations. We will also discuss how Title VII of the CRA of 1964 and the ADEA may or may not apply and how disparate treatment and adverse impact may or may not apply. There is also a reference page at the end of the paper quoting references and a grading rubric. Compliance to CRA 1964 The CRA barred racial discrimination in businesses, voter registration, and in any program that received support...
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...Carter Cleaning Centre Case Study 1.This is not true for some reasons. Irrespective of who is hired, once the process violates equal employment law, Jack can be accused of discrimination. Jack was wrong in not orientating his mangers on Equal Employment Opportunity, what to do or not to do to employees and new hires .In the case study; female applicants were asked questions about childcare whereas male applicants were excluded. Applicants from minority populations were also asked questions about credit and arrest records while non-minority applicants were not asked. Other discriminatory issues in the company include lower payment for older employee with more experience compared to what is being paid younger employees for the same amount of job as well as reports of sexual advances towards women by a store manager. Discrimination was made towards a 73 year old worker who had worked with the company for more than 50 years but collects less pay than employee doing same job and of lesser age. Such action is unlawful under the Equal Pay Right of 1963. Discrimination exists in the company with respect to hiring and employee management. They discriminate against colour, sex, age and payment. With respect to colour, 3 white males and 3 white females were appointed as store managers. For sex, the interview process was sex biased by asking some questions from female applicants and not asking the male counterpart...
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...policies in order to ensure fair treatment and protection against discrimination. The organization currently requires its cleaning crew to have a high school diploma. The city the organization is located in is fifty percent white with a seventy-five percent high school graduation rate, and the other fifty percent are minorities with only a twenty-five percent graduation rate. The fact that Gelato requires their cleaning crew to have a high school diploma may be a violation of the Civil Rights Act of 1964. In addition, seventy-five percent of its employees are between the ages of twenty-five and thirty-five, which may be a violation of the Age Discrimination in...
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...Trident University International XXXXXXXXXX Management 516 Module1 Case Study: Gelato EEO and HRM 2013 Professor: INTRODUCTION Companies operating in the United States need to be in compliant with Equal Employment Opportunity Commission (EEOC) regulations. There are many laws that are governed by EEOC regulations but in this paper, I will review Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act (ADEA). I will apply these two laws to the Gelato company hiring practice operating out of Heartland Corners, U.S.A. With the data I have, I will evaluate if Gelato is in compliant with the Title VII of the Civil Rights Act of 1964 for hiring black and other minority groups in the local area. I will also explore their practices of hiring younger employees to determine if they are violation of the ADEA. Lastly, I will make recommendations for compliance with the Title VII of the Civil Rights Act of 1964 and ADEA if any or needed. THE ISSUE WITH GELATO Gelato is a larger cheese maker that distributes throughout the United States. Gelato is located in Heartland Corners, U.S.A. and employs approximately 200 hundred workers. Currently their employees’ racial make-up is 85 percent white and 15 percent other races. The population of Heartland Corners is 50 percent white and 25 percent African American with the other 25 percent mixed with Hispanic, Asians and other races. The question here is whether or not Gelato is...
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...Amanda Campbell Carter Cleaning Company Case Study #1 Jennifer’s first question regarding the Human Resources management practices revolves around discrimination within the stores. Her father, the owner, claims that because they hire “mostly women and minorities” that they cannot be accused of discriminatory practices. While this may be true, all of the managers within the stores were white and thus potentially discriminatory against the minority workforce currently employed. If there are minorities that are qualified for the management positions and have not or are not being promoted then according to the Title VII laws there could be grounds for a lawsuit by these employees. To address the sexual harassment charges and problems, Jennifer should create a policy statement condemning sexual behavior. Employees should be taught that sexual harassment will not be tolerated within her company and managers should be educated about sexual harassment. In addition, the manager that has been accused of sexual harassment “quid pro quo” should be disciplined for his behavior. Discrimination is defined as “taking specific actions toward or against the person based on the person’s group. Based on this definition the seventy-three year old man is not being discriminiated against because of his age. According to the problem presented there was not a threat or specific action being taken because of his age and the Equal Pay Act of 1963 states that pay differences derived from...
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...HUMAN RESOURCE EFH LT MANAGEMENT ™ EDITION Gary Dessler Florida International University .I r e i l t l C e J r l 3 . l l Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Hong Kong Singapore Tokyo Contents Preface xxiii Acknowledgments xxvii Introduction to Human Resource Management 2 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes...
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...•-V-? __ H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management What Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated...
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...•-V-? __ H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management What Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated...
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...COKE CASE STUDY: ISSUES IN THE GLOBAL SECTOR BY COREY J. GRIFFIN Coke is a major product brand that has grown from 1886 to becoming the number 1 brand in the world according to Interbrand’s Global Scorecard in 2003. All this success has not come with a little hardship, due to the fact that Coke is a global brand. Just as it was seen in the Nike case study, when a company becomes globalized it is hard to monitor and maintain every sector of the product name. On August 5, 2003 the CSE (Center for Science and Environment) released a critical press release that name 12 soft drinks brands, Coke brand included, that were sold in and around Delhi to have contain a deadly pesticide residues (CSE Press Release, “Hard Truths about Soft Drinks, 5 Aug 2003). CSE claimed that these dangerous pesticides were known to cause cancer, cause failure of the nervous and reproductive systems, birth defects, and damage to the immune system. Along with the hazardous chemicals found by CSE, there were very limited regulations in place for this industry to follow. These soft drink companies were receiving exemptions for the industrial licensing under the Industries (Development and Regulation) Act of 1951 that would have probably had a chance to take notice to these soft drink contamination events (CSE Press Release, 5 Aug 2003). In response to these very strong allegations from the Center for Science and Environment, Coke Enterprise of India launched their own internal investigation...
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...Pay Discrimination The article I have chosen to report on is a news article on the recent reversal of pay that women in their 20s have seen with women in this age bracket now reported by official government statics provided by ONS (the Office for national Statistics), to be earning 1.7 percent more than men of the same age in full time work. The article also covers the issues of underpaying to the young, paying under the minimum wage and the issue of female pay discrimination within other age groups. The article is written by the independents economic editor Sean O’Grady and was published on the 9th of December 2010. It has been more than forty years since the order for equal pay and this year is the first time women in any age category have been shown to earn more than men. In the article is suggests that the reason for this is the recent rise in women graduating from university. It then goes on to say that the overall difference in pay is down 2% on 2009 to just over 10%, this is still a very sizable gap but little compared to the recorded 36.5% in 1971. So why has the gap shrunk? Why is there still a large difference despite laws being in place to tackle the difference for 40 years? In this essay I hope to go into depth about these issues alongside others raised in the article such as paying under the minimum wage. It is widely known that women in full time jobs are often held back by having a family. They can be discriminated against and not given a fair chance when...
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...medical reason. In order to be eligible I had to go through an approval process. I had to be an employee that had worked for the company for at least a 12 month period and had worked at least 1,250 hours. I also had to obtain medical certification from my doctor proving that my leave was justified. The birth of a child, adoption, providing care for a spouse, child, or parent who has a serious health condition, are some of the reasons an eligible employee may file a claim for FMLA. Once approved, the employee will be entitled to twelve work weeks of leave in a 12 month period. FMLA also protects women from pregnancy discrimination. Employers must treat a pregnancy in the same manner that they would treat any other medical disability. Under the Pregnancy Discrimination Act of 1978, discrimination against pregnancy is forbidden when it comes to any aspect of employment, including hiring, firing,...
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...would be how the consumers would respond to my company opening an office in China. The language would be an issue, because the staff and myself would need to speak the language unless, we hire a translator on behalf of the company. However, the language would be an issue, we would have to work together as one as a whole to function properly. Another issue would be completion. How would the office cooperate, and how competitors could not compete and beat the office quota. 3. Yes/ No I think technology will help HMR to a certain extent. But technology can be a threat to a job depending on the type of job. But it can be a threat for HRM simply because it can cut off an employee income. 4. The prons of change: Productivity, Workforce Attitudes, Relationships Con of change: Fear Confusion Expense, Bad Choices Sometimes, I don’t like change because, to change from what I have learned and taught for years, and to adjust everything is really hard. What I have discovered about change is that it is good. Simply, `because one gets to explore new things and learn new training and upgraded upgrading and training. 5. Yes, this lady left the organization, because she felt as if the organization was not beneficial to her 6. Reengineering cost money to begin with. If one wants their company to prosper, then reengineering the company will cost. I can recall when my both and I were both fired from a previous company and we had to start all over again. With new...
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...Jones October 11, 2013 Abstract The purpose of this literature review is to identify, discuss, and address gender discrimination in the workplace. Due to the broad spectrum of research regarding gender discrimination, this paper will primarily focus on women and pregnancy discrimination. This paper will attempt to uncover the obstacles and challenges experienced by women as they are subjected to the employment process and, if accepted for employment, what could await them within their workplace once they begin working. The statistical data collected and compiled within this literature review will attempt to support and prove that discrimination still exists today. The laws and regulations enacted within the United States to protect employees from the discriminatory practices of employers and whether they are adequately enforced will be discussed at length. Introduction There are thousands of discriminatory cases each year brought against corporations and employers by their employees and/or formal employees. The discrimination against individuals on the basis of gender is most prominent within the employment process, but also exists in the workplace after the acceptance of employment. Gender has been the subject of workplace discrimination and litigation for many years and recent data indicates that this trend is continuing. These types of discrimination are spread widely to include the assignment of roles, responsibilities, pay rates, and promotions just to name a few...
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...and ethical issues and situations two companies, Apple Incorporated and ExxonMobil, are facing today. Some issues that will be discussed are Apple Incorporated's stand on "pro-discrimination" many state legislatures are trying to pass, Apple Incorporated's ethically questionable ResearchKit™ and whether or not this new tool will be a good advancement or an unethical way to make money by selling medical records to third-parties, and lastly ExxonMobil's continuing case with the New Jersey State legislature over oil contamination from ExxonMobil's refineries. This paper will discuss these situations, what is good and bad about these situations, and some possible actions the companies could take to remedy the situations. Apple Incorporated and ExxonMobil and the Ethical and Social Responsibility Issues They Face in Today's Society. In Andrea Chang's article titled "Apple CEO Tim Cook is forging an unusual path as a social activist", Chang discusses how in a recent interview Tim Cook took stance against "pro-discrimination" state laws that allowed people in the particular state to refuse service or goods to any person because of the owner's religious beliefs. This article talks about how Cook has personal interest in these issues as he is gay, and that he considers being gay one of the greatest gifts he has ever received. The article also includes that when Cook was making the statements about the "pro-discrimination" laws he was speaking for himself and...
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...Law March 1st, 2015 Professor Dr. Babb Abstract This paper explores the thoughts and variations with the “Equal Pay Act”. The thoughts and ideas of discrimination against those of different genders and how they relate to the pay scale. Being based on experience and time on the job plays a major part in the role of individuals involved in the working environment. Exploring the ideas and concepts behind this act and how it has transformed over a course of 50 years. Looking at real cases and even scholarly articles from individuals such as Christina Hoff Summers. Keywords: Equal Pay Act, Gender, Male and Female There are many laws that have prohibited individuals from being able to do certain things. One of the main things that we have seen throughout our time is the idea and concept that laws are not always for the people. When it comes to working a job, many people will focus on experience, education and previous job training that an individual has held to determine their pay. However, we have seen other issues that do not even apply to that. The “Equal Pay Act” was created so no one in the working lifestyle would be or could be discriminated against for any reason pertaining to the job and their pay. In a world full of opportunities, no one expects to go into somewhere and not receive the correct pay due discrimination which is illegal and unfair in many aspects of life. The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal...
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