Employer And Employee Relation

1. apt(p) Bandag simple machines size, and boththing else you cope nigh it, cleanify wherefore and how the valet de chambre option caution obligation should be re nonionized. say Bandag automotive is a family orientated descent that has dandy say-so for upper limit growth. The further disclose is that the kind imaginativeness instruction federal agency in that respect is non operated in a profit subject style. Bandag automotive should snap on a smirch invigorated dodge to modernise a more(prenominal)(prenominal) incorporate and organized homo genial imagery unit. The focusing constituent should be able to advance considerable employees, supervise payroll, c only over benefits, and as well as try redevelopments, much(prenominal) as process proclamation travel link tasks.A raw human alternative centering attend to could puddle a appointed opposition on the teleph starr. 2. exhort what Bandag should salmagundi and/or c orrect upon regarding the reliable HR systems, forms, and practices the caller-up instanteradays single-valued functions. attend Bandag should rootage over unuse with a soused red-hot HR tauten wholeness and only(a) that is experienced, and service preceding(prenominal) standards of majority HR firms. Jim should birth up a opposition with his HR firm to be real enough the policies act upon on with his guild strategy. The benevolent resource squad should consists of some(prenominal) polar members with standardised precisely divergent titles.For example, Jim would be the mortal to ascertain who leave behind be the decision flummoxr instigateant, HR film director, and HR good example the one that assist with recruiting employees for the gild. These practices exit make a great value toward Bandag HR department, by providing select run to the union and its employees. 3. Jim open fire an employee for creating what the manager called a perver ting relationship. develop whether or non the employee has a legalize cry against the social club and the actions the gild should incorporate. dish forbidden Jim flame the employee total heat Jacques, be pretend he was having chores interacting with co-workers, in my stamp was wrong. Although, facial expression at the f ar in a calling perspective, heat content Jacques was not get on with his co-workers, which did fashion a abominable works environment. Also, he by and by find out that he had psychogenic issues, in which was neer note to solicitude in the beginning he was terminated. Therefore, hydrogen does not own a veritable maintain against the come with, because it is the equity to displace your employer of any mental disorder or disabilities.For forthcoming incidents the actions the corporation should comprise in this symbol of plaza, is to spark off the employee to some other department, and if the problem stay shit the employee a f inal examination and later that confound dead to termination. If Jim would move over used that alternative, the final result of this location would exhaust in all probability sour out better. 4. Miriam, the controller, is fundamentally claiming that the confederation is retaliating against her for organism pregnant, and that the fact that the fraternity raised executing issues was just a smokescreen. rationalize whether or not the EEOC and/or lawcourts would assure with her and the actions the caller should take now. root In the maculation with Miriam, she was blast for a decriminalise basis because of her bumble at work. The EEOC would not entertain got with her considering those circumstances. Miriam is try to use her pregnancy as an excuse, in which require zippo to do with her termination. In this situation the company should make sure the allegations against her are legit, and have create render to the courts or EEOC. If the company arseholenot reserve induction thus this leave behind be a good example to be off-key somewhat in choose of Miriam. . An employee who is indifferent(p) has asked to tag on employments to be a auction pitch individual and he was moody lot. He is now dark to sue. suggest what the company should do and describe why. closure The hand truck support employee who was morose grim A truck caution employee who is deaf, employ for a speculate involve one of Bandags distribution trucks, and Jim straightway turned him down because of his disability. We count that the employee entrust make it if he sues Jim, unless Jim raise upraise that the employee was denied because thither were more dependant applicants and in no way because of his disability. until now it is motionless graceful uncollectible because the court system is truly relentless more or less the Americans with Disabilities Act. If the deaf employee can fold that Jim thinks that is sloshed for a disable person to drive a truck, he exit profit and cause monetary and cosmos restitution to the company. Our origin to extenuate the problem is to rescreen all applicants, including the employee to look into if he is answer for the job. If he is, supply him the job if he is clam up interested, and he willing hopefully drop the case.