Human Relations in Organizations Applications and Skill Building 10th edition Robert N. Lussier - Solutions

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A woman was hired as a dental assistant at age 20 and worked for the same dentist for over ten years. The dentist said on a number of occasions that she was the best dental assistant he ever had. Over time, the dentist began to complain that the woman’s clothing was too tight and revealing and
Are workplace appearance and grooming policies necessary? If so, what policy would you recommend with regard to office workers who have some contact with clients/customers? To what extent should the policy differentiate between male and female employees?
It is often said that one of the benefits of a diverse workforce is that employees will better understand and relate to their diverse customers. Does this justify making hiring decisions on protected class grounds? Assigning work so that the protected class characteristics of employees and
In response to a report that a female inmate at the Southern Nevada Women’s Correctional Facility had been impregnated by male guard, the Inspector General of the corrections department conducted an investigation. The IG found, among other things, that SNWCF had become "an uninhibited sexual
Has it become too complicated for employers to develop legally defensible employment tests? Why do you say this? Would it be better for employers to rely more heavily on interviews instead?
In 2006, a white police captain took a civil service exam required for promotion to police inspector He received the highest score on the exam and the results of the exam were certified by the city. However, the city had no open inspector positions at that time. The city had previously been sued
A customer service representative had been employed by a company for about eight years and had received three promotions during that time. He had moved up to a position where he was responsible for monitoring the performance of other call center employees. He worked mostly from home but was
The Southeastern Pennsylvania Transit Authority adopted a physical fitness test to use in the hiring of transit officers. The test included a component in which candidates had to complete a 1.5 mile run in no more than 12 minutes. The test was created by a consulting physician who determined that
Physical fitness and strength tests are likely to create adverse impact against women, as well as older workers and those with disabilities. What should employers do to minimize adverse impact when hiring for jobs that have genuine strength and physical fitness requirements?
The U.S. Forest Service employs “smokejumpers” whose job it is to parachute into remote areas of national forests to fight fires. Smokejumpers must pass an annual physical fitness test that includes finishing a 1.5 mile run in 11 minutes or less. Ronnie Rucker passed the test and worked as a
Employees assigned to the sausage packing area of a meat processing plant have a physically demanding job. They walk the equivalent of four miles a day and are required to lift approximately 35 pounds of sausage at a time to heights as high as five feet. Employees working in this area experience a
To improve employee health and lower insurance costs, many employers have turned to wellness programs. These programs typically entail an extensive baseline assessment of current health status and incentives for participation. What should employers do to make sure that their wellness programs
An airline was in a hurry to hire flight attendants. After conducting interviews, it issued conditional offers of employment, contingent on successful completion of background checks and medical exams. The background checks would be completed later, but the medical exams were conducted immediately
A police officer began making complaints to his superiors about a fellow officer whom he believed was not spending sufficient time performing the community service work to which both officers had been assigned. At a meeting with the police chief and the officer’s supervisors, the officer became
The U.S. Forest Service operates twenty-eight Job Corps Civilian Conservation Centers. These centers are residential facilities located in remove, rural areas They offer education, vocational training, and counseling. Students, ages 16-24, engage in work-based learning to conserve, develop, and
Facts1. What was the legal issue in this case? What did the appeals court decide?2. What factors does the EEOC use to determine whether a procedure constitutes a “medical examination” under the ADA? How does the appeals court apply these factors in this case? 3. Why does it matter whether
A woman applied for a job with the United Way. She sent her resume but omitted her most recent place of employment, a company that she was in the process of pursuing a discrimination claim against. The woman was offered a job with the United Way following an interview, but the offer was
A man was hired as a team leader at a fast-food restaurant and shortly thereafter made a night manager. The man had two felony convictions, one in Indiana related to the delivery of crack cocaine and the other in Texas for failing to pay child support. The drug conviction occurred nine years prior
What should employers do to make it less likely that an audit of their I-9s will reveal problems? Would you recommend that employers who are not legally required to do so voluntarily participate in the E-Verify program? Why or why not?
In light of the many legal concerns surrounding references, should employers provide substantive references on former employees? Only verification of job titles and dates of employment?
A company won a contract to do cleanup work following the 2010 explosion of the Deep water Horizon drilling rig in the Gulf of Mexico. The company outsourced its hiring to a temporary staffing firm. The staffing firm hired “technicians” to serve as general laborers, manually removing tar balls
Thompson, an experienced advisor to high worth individuals, was hired by the Riverside Trust, which managed the estate of Robert DeNiro. About two years later, Thompson was being terminated from his position under circumstances he believed were amiable, but actually, he was accused of taking
You have been contacted by another employer and asked to provide information regarding one of your former employees. The request includes a consent form signed by the former employee. You look into the former employee’s file and find that he was employed by your company from June 1997 to October
What policy would you recommend an employer adopt regarding use of criminal history in hiring decisions? Why? Would the policy differ according to the type of job in question? If so, how?
A 24-year-old woman was working as a photographer covering an event known as the “Porn Star Costume Ball.” The event was held at a Sacramento hotel. A fire department captain allowed firefighters to attend, to drive their fire trucks there, and to use the occasion to “pick up” women. The
Naperville Psychiatric Ventures hired a staff person to care for patients in its residential facility for minors, but did not do the background check required by law. Had it done so, it would have learned that the staffer had a drug conviction, and that he had changed his name prior to applying for
One legal scholar argues that employers should be encouraged to adopt anonymous hiring processes in exchange for qualified immunity from disparate treatment claims brought by rejected job candidates. Among other things, this would entail elimination of all in-person and telephone interviews. What
A licensed physician from the United Kingdom was recruited to work at a clinic in Pennsylvania. During his employment interviews, the physician was told that the clinic wanted him to obtain board certification from the American Board of Radiology. To do so, a physician must complete four years of
An employee was approached by a “headhunter” who informed her that a direct competitor of her current employer was “very interested” in hiring her. The headhunter cited the details of an attractive compensation package that the rival firm intended to offer. Her supervisor heard of the
Chattman, a good 20-year employee of Toho Tenax America who was African-American, was fired after an incident of horseplay at work. Horseplay was a common occurrence in that department. Chattman, who had worked as a shipping coordinator, alleged that his immediate supervisor, Tullock, a Caucasian
A 56-year old man whose wife had cancer applied for a “scheduler” position. He had held this job previously before leaving to work elsewhere. A 40-year-old man was hired instead. As a former scheduler, the 56-year old had experience wit the SAP system used by the company. The maintenance
Retaliation claims are ever more common. The urge to “get back at” employees who complain about discriminatory treatment is apparently difficult to resist. What should employers do to lessen the occurrence of retaliation?
An operations manager was hired by a trucking company at age 50. Up until the year of his termination at age 62, the operations manager had received generally positive performance appraisals from the branch manager, as well as numerous raises and commendations. However, about eight months before
Plaintiffs were employees of Kraft of Hispanic descent. Over several years, their immediate supervisor made derogatory comments about Hispanics, and indicated his belief that Hispanics were “dummies” while white people were smart. He assigned plaintiffs to scrub the parking lot and clean sewers
The Presidential Rank Award is the highest recognition given to career employees serving in the federal government. This prestigious award is accompanied by a substantial bonus of up to 35 percent of the employee’s pay. Employees must be nominated and recommended by their supervisors. Not all
In light of the way in which disparate treatment cases are decided, why is it important that employers document the reasons for their employment decisions? Develop and consistently adhere to policies? Carefully monitor and review decisions, particularly terminations? Train supervisors?
In December 2008, an account representative took a leave of absence to have a baby. Her employer had no maternity leave policy. Shortly after giving birth, the woman told a partner at the firm that she would return to work as soon as her doctor released her. However, she suffered complications and
A cheese steward at a restaurant served 25-30 ounces of wine pours to guests at a particular table. The steward told the table server not to charge for the wine. The cheese steward looked for, but could not locate, a manager to authorize the free pours. Providing free wine to customers that ordered
A 62-year-old was regarded as a “good” employee during the ten years that she was employed. A new site director, who had previously worked at the same facility, allegedly commented that she thought the 62-year-old had already retired. At an office party. She told the 62-year-old that “You
Geleta was the Project Director coordinator for a city-wide mental health initiative for children and their families. In that role, he supervised 20 employees, and oversaw the planning, implementation and evaluation of his department’s operations. After a meeting he attended in which a dispute
A woman was terminated in 2007 from her job as general sales manager at a radio station because of complaints about her bullying other employees. The woman subsequently filed a sex discrimination charge with the EEOC. She later began her own company that sold radio advertising time to
A woman was hired by a staffing agency that leases employees to construction contractors. She was assigned to work for a construction company that is one of the staffing firm’s major clients. She was subjected to harassment and informed her supervisor at the staffing agency about the harassment.
On behalf of firefighter candidates living outside North Hudson, the NAACP sued alleging that the North Hudson residency requirement had a disparate impact on African-American candidates. The trial court found that it did, and North Hudson appealed. The appeals court affirmed.1.What were the legal
What type of application policy would you favor? Should non-selected candidates be considered for future positions of the same type? If so, for how long? Should former employees be considered for rehiring?
This case involves the recruiting and hiring of Executive Team Leaders (“ETL’s” – essentially, assistant managers) for target stores. The EEOC brought suit on behalf of four African-American applicants [only three are discussed in the excerpt because their cases are more closely related to
A 16-year old girl from Ecuador came to Ne York to work as a nanny for her stepsister. The girl was to provide babysitting, while the stepsister promised to provide room and board and an $80 weekly wage, to enroll her in high school, and to assist her with getting into and paying for college.
How should job candidates respond when confronted with inadvisable pre-employment inquiries?
Walmart has relied heavily on a word-of-mouth approach to hire new truck drivers. Rather than advertise for applicants, current drivers are asked to distribute “1-800 cards” to people they think might be potential applicants. Those people then call Walmart headquarters. If they meet minimum
If you had signed an arbitration agreement with your employer, would you be required to arbitrate rather than go to court? What would determine whether you would be held to this agreement?
If you decided to take legal action against your employer (assume for the moment that there is no mandatory arbitration agreement in place), how would you go about doing that? How long would you have to take action?
What, if any, legal obligation do employers have to reasonably accommodate disabled job applicants during the recruitment process? What types of modifications to the recruiting process might be called for?
Spears was seeking employment and negotiating both with Amazon.com and with a firm called Intelligrated. Amazon made 2 offers to Spears which he rejected, because he believed they did not pay enough, or offer enough stock options. In a letter dated June 19, 2008, Amazon increased its offer to 504
A logistics company used a subcontractor to deliver packages. The contract company owned the vehicles used by drivers to deliver packages, while the logistics firm owned the warehouse facilities and all other equipment. Drivers were hired and paid by the contract company. Every morning, the
An employee with epilepsy took physician-prescribed barbiturates to control his condition.He was originally assigned to work at the plant as a temp. However, Benchmark had a practice of hiring temps who performed well as permanent employees. The plaintiff was offered the opportunity to apply for
The plaintiff Judy Jones began working for Oklahoma City Public Schools as a teacher in 1969. She was the principal of an elementary school for approximately fifteen years. In 2002, she was promoted to Executive Director of Curriculum and Instruction. Her performance in this position was rated as
Regardless of the eventual outcome of the Northwestern University case, should student-athletes be considered employees of the universities they attend? Why or why not?
The exotic dancers at a nightclub sign independent contractor agreements at the beginning of their employment and are paid entirely by the tips they receive from appreciate customers. The club does not recruit dancers. Instead, women interested in working there come in for a dancing audition and
Luann Lepkowski is one of about two hundred employees of Telatron Marketing, a company that provides “customer relationship management services” to corporate clients nationwide. Since early 2006, Ms. Lepkowski has been assigned to work exclusively on the Bank of America account. The computer,
Twenty-six garment workers who worked in a factory in New York City’s Chinatown sued six contractors that used the factory and an apparel manufacturer for violations of the Fair Labor Standards Act and state law. Because the contractors could not be located or had ceased doing business, the
What, if anything, is good about this agreement? What, if anything is problematic about this agreement? Should it say other things?
How should companies that use temp workers supplied by temp agencies deal with those workers if performance problems emerge? If temp workers complain about inequitable treatment? If temp workers request leave under the Family and Medical Leave Act?
A full-time safety and security assistant at a public school also coached the high school golf team. His coaching duties included supervising tryouts, coaching players during tournaments, conducting daily practices, transporting team members to matches, scheduling matches, communicating with
Try your hand at drafting an independent contractor agreement that a company that sells carpeting might use for its installers. Don’t worry about making your agreement sound like legalese. Focus instead on what such an agreement should specify.
Stan Freund installed home satellite and entertainment systems for a company that sold these systems. The company scheduled installations, although Mr. Freund could reschedule them. The installer worked on his own, but was required to wear a company shirt, follow certain minimum specifications for
Three truck drivers who resided in California performed freight pick-up and delivery services for EGL in California. All three Drivers signed "Leased Equipment and Independent Contractor Services" agreements. The agreements stated that it was the intention of the parties to create a vendor/vendee
An employee was subjected to severe national origin and religious harassment over a period of at least three years. The harassment included numerous death threats, vandalism, and workplace graffiti. The employee made many complaints to company officials, but the perpetrator(s) were never identified
An employee of a car dealership signed an arbitration agreement. The agreement included a cost-sharing provision that would require the employee, who erned about $20,000 per year, to pay a deposit of five days’ pay ($400-$500) to take a dispute to arbitration. This deposit had to be paid within
A server signed an arbitration agreement when she was hired by a restaurant in September 2009. She left the job in July 2010 but was subsequently re-hired in March 2011. She was not asked to sign an arbitration agreement upon being re-hired. The server alleged that she was sexually harassed
If you go to court and win your discrimination case, to what remedies would you be entitled?
If you end up suing, how likely is it that your case will actually go to trial? How long do you think it will take to obtain a final outcome in your case?
What type of legal compliance strategy would you advise an employer to adopt? Why?“Pushing the envelope” in areas of legal uncertainty or erring on the the side of caution?Doing no more than the minimum required by the law or going well beyond that?Responding to legal problems as they arise or
The XYZ Company had twelve employees for the first half of 2014. It signed a contract with a major retailer in June 2014 and hired an additional eight employees to handle the extra work. The contract was cancelled in January 2015, and the company terminated the eight new hires. In March 2015,
Plaintiff was an employee of AutoZone, and alleged that AutoZone had violated the Americans with Disabilities Act (ADA). The jury decided in favor of the plaintiff, and the magistrate judge approved $100,000 in compensatory damages, $200,000 in punitive damages, $115,000 in back pay, and an
Would you advise an employer to use arbitration agreements? Why or why not?
An employee sued his employer for discrimination. The employer sought to have the case removed from court by invoking an arbitration agreement that the employee had previously signed. After severing unconscionable terms from the agreement, a district court compelled arbitration of the dispute.1.
One way to generate an interesting discussion regarding the enforcement of employment laws is the following:
How should employers that operate in different states and cities deal with lack of uniformity in employment laws?
Why are time management skills important? How can you benefit by using the time management information discussed in this chapter?
State the three priority determination questions and when an activity on the to-do list is a high, medium, low, or delegate priority.
List the three steps in the time management system.
From the 68 time management techniques items, list the three most important techniques you "should" be using. Explain how you will implement each technique.
Which career stage are you in? Does the information stated about your career stage relate to your career? Explain.
Make a resume following the chapter guidelines. Bring your resume to class.
Which of the 10 tips for getting ahead need the most and least conscious effort on your part? Explain your answer.
Assume you get hired or promoted to a management position. Will you develop a relationship with your employees based on friendship? Describe the relationship you plan to develop.
List seven areas of global diversity.
How would you feel about working with a person with AIDS? Why?
List the steps in handling a complaint.
Have you or anyone you know been sexually harassed? If yes describe the situations in acceptable language to everyone.
How do you feel about groups being legally protected against discrimination?
What are your views on dating coworkers? Have you, or will you, date coworkers in the future?
How do you feel about having a women boss? Why?
Have you experienced any cultural differences in human relations with minorities? If yes explain?
Identify a complaint you brought to a supervisor. If you never filed a complaint, interview someone who has. Describe the complaint and identify the steps the supervisor did and/or did not follow in the complaint model.
List techniques to increase your power bases.
Give two examples, preferably from an organization you work(ed) in, of people using power. Identify the power base, describe the behavior, and how it affected human relations and performance.
Describe five influencing tactics.
Give an example of when you or someone else used one of the five influencing tactics in an organization you work/ed for to achieve an objective. Be sure to state the tactic.
Discuss the necessity of organizational politics and three political behaviors.
Give an example of reciprocity, preferably from an organization you work(ed) for. Explain the trade-off?

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Human Relations in Organizations Applications and Skill Building 10th edition Robert N. Lussier - Solutions

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