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Case Studies Human Resources and Ethics

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Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge. A short time after the written warning was issued, Joan called work to say she was not going to be in because her babysitter had called in sick and she had to stay home and care for her young child. Joan's supervisor, Sylvia, told her that she had already exceeded the allowed number of absences and warned that if she did not report to work, she could be suspended. When Joan did not report for her shift, Sylvia suspended her for fifteen days. In a subsequent hearing, Joan argued that it was not her fault that the babysitter had canceled, and protested that she had no other choice but to stay home. Sylvia pointed out that Joan had not made a good faith effort to find an alternate babysitter, nor had she tried to swap shifts with a co-worker. Furthermore, Sylvia said that the lack of a babysitter was not a justifiable excuse for being absent.

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The fall of socialism has brought about a renewed engagement with magical objects and practices in Mongolia. However, many years of religious repression during the seventy years of socialist rule have led people to believe that their knowledge of religion, spirit powers and magical phenomena is insufficient at best. It is beyond doubt that much knowledge and many religious objects were lost during socialism, especially during the purges of the 1930s. Yet, rather than analysing people’s dealings with spirit powers and magic as based on insufficient knowledge, this article attends to the current lack of knowledge about such phenomena, as well as to the ‘absent knowledge’ manifest in the aesthetics of certain objects and acts, as a precondition for their efficacy as magical objects and practices. As such, it is argued that it is this lack of knowledge that has made the phenomena in question more, and not less, magical and powerful.

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Discrimination and Harassment Case Study Analysis

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Case studies about discrimination in the workplace

In August of 2018, a young woman was hired to become the shipping manager for a small printing company. She is 26 years old, has a boyfriend that she is living with, and has plans to get married and have children, eventually. The general manager of the company was not included in resume selection, interview process, or the training of the young woman, but did do an initial welcome interview when she was hired. After he had met with her and had some time to get to know her a little bit, he was disgruntled at the human resources manager for hiring someone who would need time off for a wedding and for children sometime in the future. He approached the human resources manager and told her “Next time you decide to hire someone, hire a young able-bodied man so we don’t have to worry about him taking time off for personal reasons”. The tricky part in this scenario is that the general manager did not actually say these things to the female employee but to the female human resources manager. The comments that were said, made the female human resource manager uncomfortable because she too, may have a future situation like the one he is ridiculing the shipping manager for.

            This young woman was discriminated against since she was planning for her future as a wife and a mother. Regardless of her plans, or any female employed by the company, the discrimination took place because she is a woman, and once she decides to have children, she will need to utilize medical leave in order to give birth to her children. The human resources manager also shares in the same scenario, to which the GM has now openly given his criticism. The general manager in this case has decided that she would not be a good fit for the position because she will have weightlifting limitations and will have to take time off work. His comments and actions are sexist because he has already decided that she is not fit for the position for reasons that have not even happened yet.  The comments made by the manager could potentially be a serious liability for the company, and an immediate investigation must be done to determine whether or not legal action should be taken against him. According to a case settlement against the Consolidated Edison Company of New York, Inc. in 2015, The company continued to discriminate between 2006 thru 2014, whereas the company subjected countless women to sexual harassment and/or various forms of sex discrimination . Con Edison was blatantly discriminating against women Attorney General Eric Schneiderman said, “This agreement sends a clear message to employers across New York State: All women, including those working in male-dominated workplaces, are entitled to equal justice under the law.” United States EEOC (Press Release 9-2015). Although this case is an extreme example, it gives a clear understanding of how the behavior of the general manager is unacceptable and will not be tolerated. This case is one of the thousands of different scenarios that continue to happen daily.  

Investigating Discriminatory Actions

            A case like the example shown is a lot easier to investigate because it was extreme discrimination and most of the circumstances were well documented. However, as shown by the amount of time that these women were given disparate treatment, it took many years to finally determine that Con Edison was engaging in illegal actions. The situation that is occurring with the new female shipping manager, as well as the human resources manager, will continually be more difficult to prove sexual discrimination, and senior management will have a difficult time trying to prove the blatant abuse of power by the general manager. According to a recent study, “researchers surveyed about 6,000 U.S. military employees, and in their findings, they showed that reporting incidents of harassment often triggered retaliation. Under such conditions, it’s no wonder that for many of these employees, the most “reasonable” thing to do was to avoid reporting.” (Dessler, G., 2016). At this point, the shipping manager is not aware of the statements made by the GM, but the comments made by him have put the human resources manager in an uncomfortable position, as the comments that were made could potentially be directed at her in the near future as well.

In situations such as this, employers are legally obligated to investigate complaints (harassment, discrimination, retaliation , safety, and ethics) in a timely manner. In addition, any appropriate corrective action is required to be taken by the employer to ensure illegal actions and behaviors cease immediately. (SHRM, 2018). One major problem with this case is that it has yet to happen. The comments made by the general manager have not come into play yet, but if and or when it does, he will have violated the Pregnancy Discrimination Act of 1978. This law was put in place in order to protect women’s rights in the workforce. Title VII of the Civil Rights Act of 1964 prohibits sex discrimination on the basis of pregnancy, therefore, “Women affected by a pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-related purposes, including receipt of benefits under fringe benefit programs, as other persons not so affected but similar in their ability or inability to work”. (EEOC, 1978).  

The human resources department has been put in place to ensure that all employees are treated fairly and equally, and to make sure that equal opportunity employment always occurs. The role of human resources management involves documentation of employee grievances, terminations, absences, performance reports, timekeeping of vacation and sick time, and compensation and benefits information. When any type of sexual discrimination or harassment happens, it is typically reported to the HR administration. In this case, however, the HR manager has been indirectly discriminated against, so an outside investigator should be.

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What is the difference between discrimination and harassment?

Discrimination is when someone treats you differently because of certain characteristics. These characteristics could include race, color and national origin as well as religion.

Harassment is unwelcome behavior and can sometimes be illegal. Harassment can include something said, written, or physical contact. They create a hostile atmosphere and are deliberate in their acts.

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case study discrimination in the workplace marian

Discrimination in the Workplace: A Case Study

Case elements of a hostile work environment, can john make a complaint, ability to protect the employer, progress of the complaint process.

It is evident that any employee of the company wants their workplace to be distinguished not only by its benefits and privileges but also by a friendly corporate culture in which it is pleasant to develop professionally. On the contrary, if verbal humiliation, insulting jokes, and disrespect are regularly directed towards the staff, then even with the guarantee of keeping the position, the enthusiasm to work for the benefit of the company is lost. In 1964, a federal law was adopted regulating discrimination in employment based on color, religion, gender, and national origin. According to the Act, an employer may not disrespect or humiliate an employee’s personality regardless of the conditions of work (“Title VII,” n.d.). In the case study, John is humiliated and groundlessly insulted by his supervisor, apparently because of his supervisor’s racist tendencies. The man must file a complaint with a commission for labor discrimination cases, which must be supported by evidence. According to Perry & Heller (2017), a complaint about a hostile work environment requires that the complainant falls into a legally protected category: race, religion, sexual orientation, pregnancy, age, and physical health. In addition, the man must be able to demonstrate humiliation. Finally, the complaint must be justified by a change in a work environment that has become destructive to the employee.

Based on the above, it is not difficult to understand that John has every reason to count on filing a complaint. The manager regularly calls the employee an idiot, although no such insults have been noticed against non-Hispanic employees. In that case, discriminatory practices by national origin and skin color should be mentioned. It was essential to clarify that the EEOC supported people who suffered from racism and discrimination in the workplace. Indeed, management’s disrespectful approach has a negative impact on an employee’s professional status, so John is concerned. John should have a prima facie case, as a complaint is not enough, just an oral statement or blind faith. For this reason, the next time he communicates with the supervisor, the man may begin taping to confirm that he is insulted or insulted by other Hispanic-origin employees through derogatory language.

Based on legislative practice concerning labor conflicts, there is no basis for a complaint to be appealed to a superior. On the contrary, all the elements confirm that the boss acting on behalf of the employer commits a professional crime, so that sanctions will be imposed on them. It is worth noting that the manager’s personal rights are not affected, as only the labor relations between the leader and the subordinate are considered. An additional factor contributing to the lawsuit’s development will be deemed to be the HR Management Division’s protocol drawn up when John approached them for assistance.

The first step is for John — if the man is discriminated against, he should contact an EEO counselor at his workplace. As a general rule, the time required to approve a complaint should not exceed 45 days from the date of humiliation (“Overview of federal sector,” 2016). It is possible to file a complaint in person or by mail, including online. From the time of filing, if the complaint is approved, EEOC has 180 days to investigate. This is followed by a hearing with the administrative judge, who will issue a final verdict on the case of discrimination. Only after the application has been processed, formed, and approved does John have the right to go to the Supreme Court.

“ Overview of federal sector EEO complaint process .” (2016). U.S. Equal Employment Opportunity Commission. Web.

Perry, S. & Heller. (2017). “3 things that may indicate a hostile work environment.”

Schwartz Perry & Heller. Web.

“ Title VII of the Civil Rights Act of 1964 .” (n.d.). U.S. Equal Employment Opportunity Commission. Web.

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Black History Month 2024 Celebrates the Arts and Artists that Enrich Us

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Each year, Black History Month brings another opportunity to discover contributions that enrich our nation. The 2024 theme, “African Americans and the Arts,” explores the creativity, resilience and innovation from a culture that has uplifted spirits and soothed souls in countless ways across centuries. FEMA joins the nation in this celebration of the arts and artists that demonstrate the influence and resilience of these creators.

The creative impulses of Black and African American artists cannot be contained. Their impact is rooted in ancient cultures that spread around the world through the African diaspora and was carried by people who often arrived on our shores involuntarily. Yet, a people so strong, resilient and hopeful will still rise in the face of adversity. 

Black and African American cultural contributions are still being discovered and acknowledged.  We can find these contributions everywhere—from the visual and performing arts, literature, music and fashion to culinary creations and social movements. 

It is impossible to not be moved by what this culture has created:

  • Extraordinary artists like Gordon Parks, whose cameras revealed an unseen America, the canvases of Jean-Michel Basquiat and the films of Melvin Van Peebles and Spike Lee. 
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  • The prose and poetry of Maya Angelou, Langston Hughes, Phillis Wheatley, Alex Haley, Amanda Gorman and countless others who shared and illuminated the black experience and imagination. 
  • The dynamic and rich achievements for courageous musicians like singers Marian Anderson, Nat King Cole and Ray Charles, and composers Quincy Jones, Barry White, James Cleveland and Jay-Z, that emerged from spirituals, gospel and the blues to influence and shape R&B, rock and roll and hip-hop. 

Libraries could be filled with stories about those who have turned a little into a lot and “made a way out of no way.” Fortunately, many of these stories are being told through collections at places like the Smithsonian National Museum of African American History and Culture (NMAAHC), the Birmingham Museum of Art, the Detroit Institute of Arts and the African American Art Museum of Dallas. We encourage all to seek out other celebrations and events that illuminate these achievements are taking place around the nation this month and all year long.

Additionally, please consider taking some time to explore online resources including this list of curated documentaries , the Smithsonian NMAAHC Black History Month site and other Smithsonian museums to learn about contemporary artists , along with the federal Black History Month portal .  

The diversity of our communities enriches us in so many ways and strengthens the fabric of this nation. FEMA is committed to breaking down barriers and serving the needs of all people and supporting them before, during and after disasters. 

To celebrate Black History Month, explore some FEMA resources that help to advance our efforts both to support the arts and work toward equity:

  • Fact Sheet on Art and Culture: Helping People Before, During, and After Disasters (fema.gov) This fact sheet explores how we can support art and culture institutions in shaping our community resilience efforts.
  • Office of Equal Rights | FEMA.gov This office at FEMA works toward creating a discrimination-free workplace and equal access to FEMA programs and services, for all disaster survivors.
  • Equity | FEMA.gov We are focused on reducing barriers and increasing opportunities so all people, including those from vulnerable and underserved communities, can get help when they need it.
  • The U.S. Fire Administration celebrates Black History Month (fema.gov) This page highlights black history in the fire service. 

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