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This post addresses race discrimination/retaliation.

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1- Brief summary of this article.
2- What did you learn about the topic.
3- How the article makes you appreciate a Human Resource Department.

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1-Brief summary of this article.
This article is about a UPS worker who claims unjustifiable discriminatory practices. The court found that the plaintiff, Jeanette Jackson, claimed she was not promoted by her employer, United Parcel Service, because of her race. The first claim the plaintiff made was in 2004, by testifying that her supervisor did not complete the paperwork and requirements necessary for her to be eligible for promotion. The court found that the supervisor did not complete the necessary requirements for any employee in that year, not just her. The claim of race discrimination was therefore unfounded.
In 2007, the plaintiff again claimed race discrimination by alleging that her supervisor failed to rate her satisfactorily, which would make her eligible for ...

Solution Summary

The solution provides a detailed discussion for each question in the case.

Employee Failed to show Race Discrimination or Retaliation

See Also This Related BrainMass Solution

Grievance Practices

15-slide presentation; a minimum of 13 slides must contain speaker notes of 150-200 words

After spending some time observing the day-to-day operations of the company; you have noticed a trend in employee and labor relations issues. These issues include perceived unfair treatment from managers, distress over disciplinary actions, and anxiety about new human resources (HR) policies.

Aware of the union and nonunion entities within the comapny, you have observed that the production supervisors are unclear on the facility's union grievance procedures, and the nonproduction supervisors are unclear on how to handle employee concerns in their offices. Employees often feel that they do not have the means to fully voice their concerns. With this level of confusion on grievance procedures, employee morale and performance has begun to decline, affecting the company's ability to stay competitive.

As the HR consultant, you see an opportunity to educate the company's management team on grievance practices. You decide to review guidelines on dispute resolution and grievance procedures and prepare a presentation for the company's owner.

Prepare a presentation on developing a work climate in which grievances are a last resort and how to properly address them when they do occur. Your presentation should include the following components:

Include recommendations on a strategy that the company can incorporate to proactively avoid grievances. Your recommendation should include a way to create an environment in which employee issues are identified and addressed before they move into a formal grievance process. Recommendations for creating positive employee relations should be discussed.
Include recommendations for a dispute resolution process for the nonunion offices. Your proposal should include a sample procedure for nonunion employees to follow when complaints arise.
Present step-by-step guidelines for handling grievances in the production facility. Your presentation should include recommendations for investigating complaints, working effectively with union representatives, and summarizing supervisor responsibilities. Include cautions about actions to avoid when handling grievances.
Include a proposal for training to educate the line managers on handling grievances and avoiding grievances to ensure violations do not occur. Specifically, discuss the areas that such training should cover.

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