Module 1 – Case
\nDISCRIMINATION, RETALIATION & THE LAW
\nDeveloping and Enforcing ADA Policy
\nFor your
\nfirst assignment in this Module, you will be experiencing some of the same
\nchallenges HRM professionals experience in prepare company policies.
\nSpecifically here you will be working on an organization-wide policy concerning
\nthe Americans With Disabilities Act.
\nAfter
\nbecoming familiar with the ADA’s requirements please discuss the following:
\nYou are a newly assigned top
\n HRM professional in your organization that offers carnival rides around
\n the U.S.. Your organization has 250 employees traveling carnival circuits
\n and 200 more back at the plant creating and making new carnival rides
\n (Ferris Wheel, Tilta-Whirl, etc.). Your boss has just entered your office
\n shaking his head in disbelief. He handed you an article written by someone
\n named Jacobs. He said “I am sure you know all of this stuff, but it is
\n a foreign language to me.” He wants you to develop an ADA
\n policy\/procedures document for your new Employee Handbook. Your boss is
\n concerned with staying in compliance with the ADA while achieving high
\n productivity, keeping costs in line and maintaining employee morale. Use
\n the Jacobs article as a spring board to your approach (since this is the
\n focus of your boss’ attention at this time). Hint: Be sure to look at the
\n employer information on the EEOC website.After you have developed
\n your policy and procedures section for the Employee Handbook, discuss how
\n you determined what should go into a policy\/procedures statement to
\n employees. Did you lean on policies\/procedures of other employers? If so,
\n which ones?Would you issue the same
\n Employee Handbook and\/or a different document to your supervisors? Why or
\n why not?
\nSubmit
\nthis paper by the module due date. Paper length:3-4 pages, not counting
\nthe cover and reference pages.
\nFor this
\ncase assignment, you will:(1) apply effective communication skills in a business
\nenvironment, (2) assess the ethical implications of business decisions and
\nactions, and (3) assess the impact of culture and diversity on business
\npractices.
\nAssignment Expectations
\nYour
\npaper should demonstrate critical thinking and analysis of the relevant issues
\nand HRM actions, drawing upon all of the required background readings and any
\nrelevant sources from your prior courses and your own library and Internet
\nresearch.
\nPrepare a
\npaper that is professionally presented (including a cover page, a “List of
\nReferences,” headings\/subheadings and a strong introduction and
\nconclusion). Proofread your paper carefully for grammar, spelling and
\nword-usage errors.
\nAddress
\nall aspects of the assignment as stated above.
\nProvide
\nprivate-sector employer examples of HRM programs, systems, processes and\/or
\nprocedures as you address the above assignment requirements. Provide the names
\nof the employers. Note–do not use your own organization as an employer example
\nin your case paper.
\nComplement
\nyour Internet search with library searches and be sure to bring in information
\nfrom the background readings. Evaluate resources and select only
\nlibrary\/web-based resources that provide reliable, substantiated information.
\nGive
\nauthors credit for their work. Cite sources of borrowed information in the body
\nof your text as footnotes, numbered end notes or APA style of referencing.
\nJacobs,
\nR. (2011, April). Disability Discrimination, Reasonable Accommodation, and the
\nModified Commute. Employee Relations Law Journal, 36(4), 59-68.<\/p>\n
Module 1 Slp
\nIn this
\nassignment, we will be taking a close-up look at gender discrimination in the
\nworkforce.
\nYou
\nshould be familiar with the Equal Employment Opportunity Commission’s webpage
\nand the wealth of information available there for employers (.eeoc.gov\/”>www.eeoc.gov). [Do not limit your
\nresearch to just information from the eeoc.gov website, however.]
\nNow,
\nplease read the following case study:
\nGender
\nInequality in the Workforce: A Human Resource Management Quandary.
\nYou can
\nfind the case study at:
\n.org\/wp-content\/uploads\/2013\/03\/March_2013_17.pdf”>http:\/\/jbsq.org\/wp-content\/uploads\/2013\/03\/March_2013_17.pdf
\nAfter
\nreading the case study, please answer the 10 questions found at the end of the
\ncase study.
\nReference
\nParcheta,
\nN., Kaifi, B.A., & Khanfar, N. (2013). Gender Inequality in the Workforce:
\nA Human Resource Management Quandary. Retrieved on March 6, 2013 from .org\/wp-content\/uploads\/2013\/03\/March_2013_17.pdf”>http:\/\/jbsq.org\/wp-content\/uploads\/2013\/03\/March_2013_17.pdf
\nAssignment
\nExpectations
\n1. Length
\n4-5 pages of double spaced 12 point font text, plus cover and reference page.
\n2.
\nStructure: Q&A style.
\n3. Style:
\nAPA format.
\nHRM
\nDiscussion Questions 1. Do you think there will ever be equal employment in the
\nworkforce? 2. Do you think there is a correlation between how women are treated
\nin society and how women are treated in the workforce? 3. What recommendations
\ndo you have for women in the workforce? 4. Do you think there will be a new
\nglass ceiling in the future? If so, who will it impact? 5. What can employers
\ndo to help women in the workforce? 6. Do you support affirmative action?
\nExplain why. 7. How is the Title VII of the 1964 Civil Rights Act different
\nfrom the Civil Rights Act of 1991? 8. Do you think that some women are not
\nhired for upper level management positions because a female may become pregnant
\nand may take a significant amount of time off which may hurt the organization?
\nDo you agree with this notion? 9. What other law suits can you think of
\nregarding unequal pay and benefits for women? 10. Should hiring be based
\nexclusively on merit? Justify your thoughts.<\/p>\n
Module 2 – Case
\nHIRING PRACTICES & LEGAL COMPLIANCE
\nImportance of Background Checks
\nFor this
\ncase assignment, begin by reading the following two articles concerning
\nbackground checks:
\nMeinert,
\nD.. (2011, February). Seeing behind the mask. HRMagazine, 56(2),
\n31-32,34,36-37.
\nWinn, E.
\n(Sept.-Oct. 2003) \u00e2\u0080\u009cEmployee Crime and Employer Punishment,\u00e2\u0080\u009d Progressive
\nRentals, 40-43. Retrieved Feb. 20, 2011 from.rtohq.org\/rent-to-own\/files\/backgroundcheck.pdf”>https:\/\/monkessays.com\/write-my-essay\/rtohq.org\/rent-to-own\/files\/backgroundcheck.pdf
\nDiscuss
\nthe important issues presented in these two articles.
\nWhat
\nexpert recommendations would you make to private-sector organizations deciding
\nwhether or not to conduct investigations or other pre-employment inquiries of
\nemployees?
\nWhat
\nnegative results could happen if background screening isn’t conducted? What
\ndoes the term “negligent hiring” mean and why might it apply when
\nthorough background screening isn’t conducted?
\nWhat
\nspecific laws governing the private sector should human resource managers be
\nknowledgeable of concerning screening pre-hires? Why?
\nTurn in
\nthis paper. Paper length:3-4 pages, not counting the cover and reference
\npages.
\nAssignment Expectations
\nPrepare a
\npaper that is professionally presented (including a cover page, a “List of
\nReferences,” headings\/subheadings and a strong introduction and
\nconclusion). Proofread your paper carefully for grammar, spelling and
\nword-usage errors.
\nAddress
\nall aspects of the assignment as stated above.
\nProvide
\nprivate-sector employer examples of HRM programs, systems, processes and\/or
\nprocedures as you address the above assignment requirements. Provide the names
\nof the employers.
\nComplement
\nyour Internet searching with library searches and be sure to bring in
\ninformation from the background readings. Evaluate resources and select only
\nlibrary\/web-based resources that provide reliable, substantiated information.
\nGive
\nauthors credit for their work. Cite sources of borrowed information in the body
\nof your text as footnotes, numbered end notes or APA style of referencing.<\/p>\n
Module 2 – SLP
\nHIRING PRACTICES & LEGAL COMPLIANCE
\nAnother
\nimportant aspect to finding the best person to hire is pre-hire assessments.
\nAfter reading\u00e2\u0080\u0094
\nFisher,
\nD. R., and Nobile, R. J. Employee selection: Best practices for reducing legal
\nrisk in pre-hire assessments. WorkLab Consulting, retrieved August 19, 2011,
\nfrom.com\/pdfs\/legal_selection_paper_f.pdf”>http:\/\/podiaconsulting.com\/pdfs\/legal_selection_paper_f.pdf
\nSelect
\none of the following open positions and develop a pre-hire assessment plan to
\nfill the opening:
\nPresident of a major retail
\n store chainAccountant in a major bankVice President of HRM,
\n communications technology firm, 240,000 employees
\nBe sure
\nto discuss how your plan relates to the Fisher and Nobile article and any other
\narticles that you have researched on applicant assessment for this assignment.
\nTurn in
\nthis paper by the module due date. Paper length: 2-3 pages, not counting the
\ncover and reference pages.
\nModule 3 – Case
\nDISCIPLINE & DISCHARGE
\nReasons for Dismissal
\nThis
\nassignment provides an example of one way a union-free company handled their
\nprocess of disciplining\/discharging an employee.
\nBegin by
\nreading–
\nWhitlock,
\nD. (2010, October). Discipline and Termination: Employment Law Blocking and
\nTackling. Construction Distribution, 13(4), 52. Retrieved August 19, 2011, from
\nABI\/INFORM Trade & Industry. (Document ID: 2184142161).
\nThen read
\nthe following situation:
\nSusan was
\nhired on January 12, 2011, as a mail delivery person for Val-Tech, a security
\nsurveillance company. She signed a “Receipt of Employee Handbook”
\nform that confirmed she had received several company policies dealing with
\nissues such as illness and discipline. The Handbook also stated that the first
\nthree months of employment was a probationary period and that employees could
\nbe discharged with or without reason during that time.
\nVal-Tech’s
\npolicy of progressive discipline included verbal and written warnings, followed
\nby suspension and ultimately termination. It also specified serious misconduct
\ncould lead to immediate dismissal. The attendance policy required a doctor’s
\nnote from employees who were absent for three consecutive days and allowed five
\npaid sick days a year, which couldn’t be banked.
\nNot long
\nafter starting her job at Val-Tech, Susan announced she was pregnant. She
\nfrequently had to take time off during the day to go to doctor’s appointments
\nand in most cases the absences were approved by her supervisor and she made up
\nthe time by working through her lunch hours. Her supervisor told her she didn’t
\nneed a note for these absences.
\nOn March
\n3 Susan began having severe pain at work. She went to the bathroom and suffered
\na miscarriage. When she told her supervisor, the supervisor was understanding
\nand offered to take her to the hospital. However, Susan opted to have her
\npartner pick her up and take her. The supervisor told her to rest over the
\nweekend and she would see Susan next week.
\nSusan
\nreturned to work the next Monday but was still in pain. After work she went to
\nthe hospital for an ultrasound, but was told she would have to come in the
\nfollowing morning. She informed Val-Tech of her appointment.
\nHer
\nultrasound revealed she needed to have immediate surgery. Susan called Val-Tech
\nto advise them of her situation. She ended up having the surgery at 3 a.m., on
\nMarch 7 and spent the day recovering. She didn’t call Val-Tech to update her
\nstatus, though she believed her supervisor had told her to take the day off if
\nshe had surgery. However, Val-Tech considered this an unreported absence.
\nSusan
\nreturned to work the following day, March 8, and was taken into a boardroom,
\nwhere her supervisor told her “your services are no longer required.”
\nShe was then escorted out the door.
\nThe note
\nin the file read: “Reason for dismissal: Poor performance and absenteeism.
\nEmployee was often late because of sleeping in and had been absent nine times
\nin two months. She was also frequently emotional at work, which affected her
\nability to concentrate and learn her tasks. This also distracted her
\nco-workers. Verbal discussion held with employee about wearing sweatpants to
\nthe office, but still did, and she spent too much time on her cell phone.
\nAccording to the company, Susan had been verbally warned about the clothing
\nworn, the cell phone usage and her absences.
\nSusan
\ndenied any of this had been discussed.
\nIn your
\nCase paper–
\nPlease
\ndiscuss whether or not the terms wrongful discharge, employment-at-will, and
\nprogressive discipline apply to the case.
\nCritique
\nthis situation and make a determination whether or not Susan’s termination was
\nappropriate.
\nAre there
\nprocesses, procedures, and policies that you recommend changing for the future
\nfor Val-Tech? Why?
\nIn your
\ndiscussion be sure to bring in HRM terminology, legal terminology, and any
\nother relevant information from your research and readings that pertain to this
\ncase.
\nTurn in
\nthis paper by the module due date. Paper length:3-4 pages, not counting
\nthe cover and reference pages.
\nAssignment Expectations
\nPrepare a
\npaper that is professionally presented (including a cover page, a “List of
\nReferences,” headings\/subheadings and a strong introduction and
\nconclusion). Proofread your paper carefully for grammar, spelling and
\nword-usage errors.
\nAddress
\nall aspects of the assignment as stated above.
\nProvide
\nprivate-sector employer examples of HRM programs, systems, processes and\/or
\nprocedures as you address the above assignment requirements. Provide the names
\nof the employers.
\nComplement
\nyour Internet searching with library searches and be sure to bring in
\ninformation from the background readings. Evaluate resources and select only
\nlibrary\/web-based resources that provide reliable, substantiated information.
\nGive
\nauthors credit for their work. Cite sources of borrowed information in the body
\nof your text as footnotes, numbered endnotes or APA style of referencing.<\/p>\n
Module 3 – SLP
\nDISCIPLINE & DISCHARGE
\nIn this
\nSLP assignment we will continue looking at the process of disciplining and
\ndischarging employees. Nearly everyone has experience with that process in some
\nmanner–either as the employee being disciplined\/discharged, as the employer
\nwho disciplines\/discharges others, or in some other way.
\nPlease
\nthink about your own experiences disciplining and\/or discharging employees. Or,
\nthink about your own discipline\/discharge experiences with you as the employee,
\nor stories about employee discipline and\/or discharge from your friends or
\nrelatives.
\nPlease discuss TWO different
\n discipline and\/or discipline situationsIn each of the two scenarios
\n that you provide, what led up to the employer’s decision? Did everything
\n go well from an HRM perspective? Discuss the process, and also the
\n strengths and drawbacks of the approach taken by the supervisor or HRM
\n representative.From the employee’s
\n perspective, was the discipline\/discharge viewed as fair?Were the employer actions
\n challenged in either of the examples that you provide? Please discuss.
\nTurn in
\nthis paper by the module due date. Paper length:2-3 pages, not counting
\nthe cover and reference pages.
\nAssignment Expectations
\nPrepare a
\npaper that is professionally presented (including a cover page, a “List of
\nReferences,” headings\/subheadings, and a strong introduction and
\nconclusion). Proofread your paper carefully for grammar, spelling and
\nword-usage errors.
\nAddress
\nall aspects of the assignment as stated above.
\nFor any
\nresearch conducted, complement your Internet searching with library searches
\nand be sure to bring in information from the background readings. Evaluate
\nresources and select only library\/web-based resources that provide reliable,
\nsubstantiated information.
\nGive
\nauthors credit for their work. Cite sources of borrowed information in the body
\nof your text as footnotes, numbered end notes or APA style of referencing.<\/p>\n
Module 4 – Case
\nLEGAL CONSTRAINTS ON EMPLOYEE BENEFITS
\nFMLA Leave Frustrations
\nIn this
\nassignment, you will be presented with a real-to-life situation that has likely
\nhappened in some form in organizations somewhere today. There will be
\nopportunity for you to respond as the HRM professional you are\/will be, and also
\nto add your own personal ideas and experiences as applicable.
\nBringing
\nin background materials, library research and\/or other research will help
\nstrengthen your response.
\nImagine
\nyou are an HRM professional in your organization’s head office. Your employer
\nrecently has expanded and you have been assigned HRM duties over that newly
\nacquired facility.
\nThe
\nfollowing situation has occurred recently in the newly acquired company:
\nManager
\nMike and employee Ellen have worked for this company for 15 years and 17 years,
\nrespectively. Ellen is a happy employee and has had satisfactory performance
\nreviews throughout her employment. Recently, though, she has frequently missed
\nwork because of health problems. In the last 10 months, Ellen has taken
\napproximately 10 weeks of intermittent FMLA leave. She just told Mike that she
\nwill be missing the next four days of work for a medical procedure. She gave
\nMike a note from her physician, which Mike grudgingly accepted. Aside from
\nEllen’s attendance, most employees in the organization have not noticed any
\ndeterioration in Ellen’s performance. Employees have grumbled often to Mike
\nabout the amount of work Ellen misses, however.
\nEven
\nthough Ellen is entitled to a total of 12 weeks per rolling calendar year of
\nFMLA leave, and she follows the company’s procedures in requesting leave, Mike
\nis tired of Ellen missing days of work. Lately, Mike has been much more
\ncritical of Ellen’s performance. At Ellen’s annual performance review two weeks
\nago, Mike gave Ellen a sub-par Assessment because of her lack of
\n“reliability.” He put Ellen on a performance plan and told Ellen that
\nif she does not improve her performance, she will be terminated. Ellen tells
\nher company’s receptionist (who also performs the HRM duties in the company)
\nthat she thinks Mike is treating her differently since he learned that she has
\na disability and since she started taking FMLA leave.
\nThe HR
\nRepresentative is perplexed on what to do and has called you for direction on
\nhow to tackle this situation.
\nTo
\naddress in your paper:
\nIs there
\na potential legal issue here? Please explain.Is it in this employer’s best
\ninterest to encourage employees to exercise their legal rights?
\nWhat do
\nyou think needs to be done? To whom and\/or with whom? Why? Be specific.
\nWhat are
\nthe important take-aways for employers to learn from this case?
\nIn your
\nopinion is creating an environment without retaliation possible in an
\norganization of managers who also care about productivity?
\nTurn in
\nthispaper by the module due date. Paper length:3-4 pages, not counting
\nthe cover and reference pages.
\nAssignment Expectations
\nPrepare a
\npaper that is professionally presented (including a cover page, a “List of
\nReferences,” heading\/subheadings and a strong introduction and
\nconclusion). Proofread your paper carefully for grammar, spelling and
\nword-usage errors.
\nAddress
\nall aspects of the assignment as stated above.
\nProvide
\nprivate-sector employer examples of HRM programs, systems, processes and\/or
\nprocedures as you address the above assignment requirements. Provide the names
\nof the employers. Note–Do not use your SLP organization as an employer example
\nin your case paper.
\nComplement
\nyour Internet searching with library searches and be sure to bring in
\ninformation from the background readings. Evaluate resources and select only
\nlibrary\/web-based resources that provide reliable, substantiated information.
\nGive
\nauthors credit for their work. Cite sources of borrowed information in the body
\nof your text as footnotes, numbered end notes or APA style of referencing.<\/p>\n
Module 4 – SLP
\nLEGAL CONSTRAINTS ON EMPLOYEE BENEFITS
\nIn this
\nSLP 4 you are asked to look at two court cases. Each case should concern one of
\nthe required benefits listed below. Each of the two court cases discussed
\nshould relate to a different benefit.
\nNote:
\nMost legal cases can be found in the TUI Online Library or Google Scholar.
\nTo access
\nGoogle Scholar:
\n1) Go to.google.com\/”>http:\/\/scholar.google.com\/
\n2) Click
\non Case law
\n3) Type
\nin your topic (sample nursing essay examples by the best nursing assignment writing service)
\n4) Click
\non the search button
\nWorkers Compensation offers
\n insurance benefits to employees who become ill or are injured at work.
\n This insurance is different in every state and is dictated at the state
\n level. In addition, some states require employers to purchase disability
\n insurance.Unemployment Insurance
\n provides compensation to employees who lose their job for no fault of
\n their own. It is different in every state and is mandated at the state
\n level. The first step is to register the business with the state\u00e2\u0080\u0099s
\n workforce agency and that is where you\u00e2\u0080\u0099ll learn what the state requirement
\n is.Social Security Taxes are
\n required to be paid on employees. The current rate for SS tax is 6.2%,
\n which both the employee and the employer pays, plus an additional 1.45%
\n for Medicare tax.COBRA Benefits are required
\n for employers with 20 or more employees who are subject to the
\n Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)..thethrivingsmallbusiness.com\/articles\/the-american-recovery-and-reinvestment-act-of-2009\/”>COBRAallows
\n the employee to maintain their insurance coverage at the employer\u00e2\u0080\u0099s group
\n rates for a period of up to 18 months. This coverage applies to former
\n employees, former employee spouses, dependent children and retirees.
\n[Please
\nnote that the Family and Medical Leave Act might also be listed here. Since it
\nis discussed in Case 4, however, it is not part of this SLP assignment.]
\nDiscuss
\nthe background of each case, its outcome, and the important takeaways for HRM
\nprofessionals.
\nTurn in
\nthispaper by the module due date. Paper length:2-3 pages, not counting
\nthe cover and reference pages.
\nAssignment Expectations
\nPrepare a
\npaper that is professionally presented (including a cover page, a “List of
\nReferences,” headings\/subheadings, and a strong introduction and
\nconclusion). Proofread your paper carefully for grammar, spelling and
\nword-usage errors.
\nBe sure
\nto provide the full reference citation for each case discussed.
\nAddress
\nall aspects of the assignment as stated above.
\nFor any
\nresearch conducted, complement your Internet searching with library searches
\nand be sure to bring in information from the background readings. Evaluate
\nresources and select only library\/web-based resources that provide reliable,
\nsubstantiated information.
\nGive
\nauthors credit for their work. Cite sources of borrowed information in the body
\nof your text as footnotes, numbered end notes or APA style of referencing.
\nModule 5 – Case
\nLABOR LAW; EMPLOYEE SAFETY
\nHyatt Regency Employee Discontent
\nTo begin this case assignment, please read the following articles concerning
\nsafety concerns of hotel housekeeping staff:
\nBrown, J. (2010, December). This Job Hurts! Labor Notes,(381), 16,10.
\nHyatt Housekeepers File Injury Complaints with OSHA (Nov. 10, 2010), Green
\nLodging News, retrieved August 19, 2011 from.greenlodgingnews.com\/hyatt-housekeepers-file-injury-complaints-with-osha”>https:\/\/monkessays.com\/write-my-essay\/greenlodgingnews.com\/hyatt-housekeepers-file-injury-complaints-with-osha
\nHotel Housekeeping Is Getting More Dangerous. (2006, June). Safety
\nCompliance Letter,(2466), 12. Retrieved August 15, 2011, from ABI\/INFORM Trade
\n& Industry. (Document ID: 1072236101
\nThen respond to the following:
\nWhat is the responsibility of managers in luxury hotels for the
\nsafety, health and security of their employees?
\nWhat are the legal protections that Hyatt housekeepers have
\nconcerning unionization and safety and health?
\nWhat do you think is at the root of the problem with the
\nhousekeeping staff at Hyatt Regency? Is this a safety issue, a labor relations
\nissue, both or neither?
\nDo all luxury motels have similar issues? If not, what is the
\ndifference at Hyatt Regency, do you think?
\nIf you were a newly assigned consultant at Hyatt Regency
\nheadquarters what would your actions be to resolve this issue?
\nTurn in this paper by the module due date. Paper length:3-4 pages,
\nnot counting the cover and reference pages.
\nAssignment Expectations
\nPrepare a paper that is professionally presented (including a cover page, a
\n“List of References,” headings\/subheadings and a strong introduction
\nand conclusion). Proofread your paper carefully for grammar, spelling and
\nword-usage errors.
\nAddress all aspects of the assignment as stated above.
\nProvide private-sector employer examples of HRM programs, systems, processes
\nand\/or procedures as you address the above assignment requirements. Provide the
\nnames of the employers.
\nComplement your Internet searching with library searches and be sure to
\nbring in information from the background readings. Evaluate resources and
\nselect only library\/web-based resources that provide reliable, substantiated
\ninformation.
\nGive authors credit for their work. Cite sources of borrowed information in
\nthe body of your text as footnotes, numbered end notes or APA style of
\nreferencing.<\/p>\n
Module 5 – SLP
\nLABOR LAW; EMPLOYEE SAFETY
\nIn this SLP assignment, you are working in an HRM department of a unionized
\nfacility. This is your second job in HRM and your first in a union environment.
\nThere was a newly filed grievance in your mailbox. It concerned yesterday’s
\ndischarge of an employee (Frank).
\nAs you get coffee from the empty break room you see a document titled
\n“Using the Seven Tests” laying on the table. Someone left it there.
\nYou pick it up, stick it in your binder and return to your office to look at
\nthe grievance form, the labor contract and this “Using the Seven
\nTests” article.
\nYou moan because the labor contract says that employees may not be
\ndischarged unless there is just cause. You know there will be a fight.
\nThe paper you found on the break room table was “Using the Seven
\nTests,” from.ueunion.org\/stwd_jstcause.html”>https:\/\/monkessays.com\/write-my-essay\/ueunion.org\/stwd_jstcause.html
\nYou wipe your brow and wonder what you have gotten yourself into. This was
\nthe Frank situation:
\nFrank operated a machine in Building A. He usually was an average worker,
\nbut working the past 4 weeks on that machine in Building A he had made lots of
\nmistakes on which products to accept and put in the box and which to reject.
\nThe Plant Superintendent came into work in the middle of the night because the
\nsupervisor called him. The supervisor checked Frank’s boxes and 6 out of 8 had
\nfaulty parts inside. The Superintendent terminated Frank’s employment and
\nwalked him out the door.
\nDiscuss the seven tests and how they relate to this situation. Is
\nthere more information that you will need to gather?
\nWhat will you do from here? Discuss.
\nWould you be concerned about the “Seven Tests” if you were
\nworking in a union-free environment? Why? Why does a
\n“discipline\/termination for just cause only” seem to be a “union
\nthing”?
\nBringing in background materials, library research and\/or other research
\nwill help strengthen your response.
\nTurn in thispaper by the module due date. Paper length:2-3 pages,
\nnot counting the cover and reference pages.
\nAssignment Expectations
\nPrepare a paper that is professionally presented (including a cover page, a
\n“List of References,” headings\/subheadings, and a strong introduction
\nand conclusion). Proofread your paper carefully for grammar, spelling and
\nword-usage errors.
\nAddress all aspects of the assignment as stated above.
\nComplement your Internet searching with library searches and be sure to
\nbring in information from the background readings. Evaluate resources and
\nselect only library\/web-based resources that provide reliable, substantiated
\ninformation.
\nGive authors credit for their work. Cite sources of borrowed information in
\nthe body of your text as footnotes, numbered endnotes or APA style of
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