In the previous 10 years, we’ve had only one equal employment complaint, and now in the last few years we've had four or five.

What should we do about it? Why? Bandag Automotive*

Jim Bandag took over his family’s auto supply business in 2005, after helping his father, who founded the business, run it for about 10 years.

Based in Illinois, Bandag employs about 300 people and distributes auto supplies (replacement mufflers, bulbs, engine parts, and so on)

through two divisions, one that supplies service stations and repair shops, and a second that sells retail auto supplies through five “Bandag Automotive” auto supply stores.

Jim’s father, and now Jim, have always endeavored to keep Bandag’s organization chart simple. The company has a full-time controller, managers for each of the five stores, a manager that oversees the distribution division, and Jim Bandag’s executive assistant. Jim

(and his father, working part time) handles marketing and sales.

Jim’s executive assistant administers the firm’s day-to-day human resource management tasks, but they outsource most HR activities to others, including an employment agency that does their recruiting and screening, a benefits firm that administers their 401(k) plan, and a payroll service that handles their paychecks.

Bandag’s human resource management systems consist almost entirely of standardized HR forms they purchase from an HR supplies company. It supplies HR tools including forms such as application forms, performance appraisal forms, and an “honesty” test Bandag uses to screen the staff that works in the five stores.