The article displayed how Kroger, a major national retail chain, fail to comply with the federal laws and stop the harassment of a young teen employee in Little Rock, Arkansas. Following the teen’s numerous unfiled complaints, the EEOC stepped in and corrected the situation following a lawsuit against Kroger. EEOC claims the harassment had begun shortly after the teen was hired, and continued throughout her employment, without Kroger showing any regard to her safety. Faye A Williams, regional attorney of EEOC’s Memphis office states “Employees – especially very young employees such as in this case, should be about to report the incident without fear of sexual harassment.” Williams follows by stating “Further, companies must respond appropriately when an employee makes a complaint of sexual harassment. …show more content…
The parties in this case worked in great faith to resolve this matter and the commission is pleased with the resolution.” The resolution was a settlement of $42,500 payment for the sexual harassment lawsuit.
As well as paying monetary damages to the former employees at the location, as well as train its manager at the location on sexual harassment including the responsibilities of supervisors once a report of sexual harassment is made. Especially for a major retail chain such as Kroger, this type of incident is highly inappropriate for the way it was responded too. For the young teen beginning her work career, being treated the way she had at work, and the management team neglecting the situation was terrible. In this form on situation I definitely believe the manager should have as well been taken responsibility as the assaulter. It’s a good beginning for Kroger to redistribute its sexual harassment policy to all its employees, but if I was manager, it wouldn’t been handled in a safe, timely
manner.
The legal action was meant to set precedent about a public employer’s (or any employer) responsibility when it comes to the action of employees and claims of sexual harassment. For a human resources manager there are several implications. One is to make sure everybody has a copy of not just company policies on sexual harassment but all company policies and that each employee sign and agree that s/he has read and understands them. Another implication is that there should be regular training on how to prevent harassment. Perhaps even a liaison should be appointed for “delicate” matters such as sexual harassment.
One of the issues in the case EEOC v. Target Corp. is that the EEOC alleged that Target violated the Title VII of the Civil Rights Act of 1964 by engaging in race discrimination against African-American applicants who were interested in management positions. It is argued that Target did not give the opportunity to schedule an interview to plaintiffs, Kalisha White, Ralpheal Edgeston and Cherise Brown-Easley, because of racial discrimination. On the other hand, it argues that Target is in violation of the Act because the company failed to retain and present records that would determine if there was reason to believe that an unlawful practice had been committed.
In an express recognition that every sexual harassment case is likely to be profoundly circumstance-driven, Mansfield J appropriately focused on assessing the credibility of the witness, whether the alleged event did in fact occur, and whether it occurred in the way which she alleged it occurred, with a range of evidence before him. Some of the alleged conducts were directly denied: with regard to an April 2005 allegation concerning A Hickinbotham, after assessing the ‘reasonable’ time period in which the incident should have been reported given the surrounding circumstances (e.g. Poniatowska’s position at work), the judge rejected her claim on ground of the significant delay in reporting the incident. Reasonableness was again considered in dealing with a September 2005 allegation concernin...
There is an evil company in Arkansas, some say. It's a discount store-a very, very big discount store-and it will do just about anything to get bigger. You've seen the headlines. Illegal immigrants mopping its floors. Workers locked inside overnight. A big gender discrimination suit. Wages low enough to make other companies' workers go on strike. And we know what it does to weaker su...
Discrimination in the workplace continues to be topics and issues of discussion, despite efforts to minimize or eliminate its ugly head. Discrimination is defined as the unfair or prejudicial treatment of people based on race, gender, disability or age (Fieser, 2015). Furthermore, some companies has used other forms in conjunction with discrimination like sexual harassment to mask unjust treatment in the workplace. Lilly Ledbetter was an employee at Goodyear Tire & Rubber Company, Inc. for over 19 years. During this period, she consistently received low rankings in her annual performance-and-salary reviews. As a result, Lilly received significantly lower raises than her male counterparts, which led to her filing a civil lawsuit
David Dunlap, a 52-year old African American male with 25 year boilermaker experience, 15 years of which include foreman experience, brought suit under Title VII, alleging racial discrimination by the TVA after being looked over after interviewing for positions within the TVA. The district court agreed that “Dunlap had been subjected to discrimination under both disparate treatment and disparate impact analyses, concluding that TVA’s subjective hiring processes permitted racial bias against both Dunlap and other black applicants” (Walsh, 2010). The case was heard by the 6th District Court of Appeals and that court “affirmed the disparate treatment claim, reversed the disparate impact claim, and affirmed the district court’s award of damages and fees to Mr. Dunlap” (Walsh, ...
Walmart, the world’s largest retailer and private employer, has established a highly profitable business centered on a low-cost strategy that utilizes logistical efficiencies to create a competitive advantage. Yet, to maintain this low-cost strategy, Walmart has engaged in ethically questionable practices, including gender discrimination in promotion and pay. While the Supreme Court recently ruled against class certification of 1.5 million women in the Dukes v. Walmart case due to a lack of proof that Walmart operated under a “general policy of discrimination”, overwhelming evidence demonstrates that gender discrimination is a persistent problem rooted in the culture of Walmart, despite gender-neutral policies (Biskupic, 2011).
1) Albertson's has created some positive effects within it's value chain. Johnston has recognized that it is important to keep prices as low as possible. One thing he has done to achieve this is consolidate distribution centers. They are also using the web to coordinate shipments and reduce billing & invoicing costs. Albertson's has also upgraded several IT systems including its financial and human resource software. The use of RFID tags on product shipments has also helped to decrease their costs.
Anna’s claim comes under the broad rubric of the unlawful employment practice of sexual harassment which has become known as “hostile work environment” developed under Title VII of the Civil Rights Act of 1964:
Businesses have a social responsibility to provide equal opportunities for their employees no matter their sex, race, age, nationality, and religion. Yet, abusive behavior is the highest ranking ethical issue in the business world.
Wal-Mart maintains aggressively, a distinct and consistent corporate culture through out its operations. The issue is that local managers and supervisors are given unguided discretion on the hiring, firing, promoting, and disciplining of employees (Hart, 2006). These individual managers bring with them their own beliefs, biases, stereotypes, and assumpt...
Where these organizations fail to protect the youth that they employ, the federal (and State) government, by way of passing labor laws and through the administration of the Equal Employment Opportunity Commission (EEOC), attempts to ensure that teens are fairly educated and represented if such a hostile work environment occurs. It is through the EEOC’s guardianship that the government has recognized as well as acknowledged a need to protect teenagers from harassment in the workplace and have more recently been active in taking action against organizations that fail to do so. Despite these efforts, an increasing number of...
Not only the plaintiff face the problem, but other women share the same challenges and are unable to cope up life In the store. She then goes to the Brian Woirhaye, who was one of the assistant manager and discusses the problem she has with her supervisor. Unfortunately, he did nothing about her case and no investigation was made, nor had he done any written report about her complain. Some days later she went to Marci Turner, who was an assistant store manager and informed her complain but Turner did nothing and no investigation was made about her case.
McDonald’s, workers from Virginia are suing their stores for racial discrimination and sexual harassment .The 10 plaintiffs nine of whom are African-American, and one of whom is Hispanic say they were wrongfully fired last year and replaced with mostly white workers because their managers believed there had been “too many black people working in the store.” The lawsuit claims that women were harassed and groped and that minorities were subjected to racist taunts. It also claims that managers referred to one restaurant as “the ghetto store.” The meaning behind calling the store ghetto store is the lowest form of disrespect, no manners and
Employee stakeholders have another story. The discrimination lawsuits ranging from female employees not getting equal pay or equal positions, to disabled employees, class-action lawsuits stating that Wal-Mart doctors questionnaires to prevent disabled workers from applying, Wal-Mart does not rank very high with these employees. Lawsuits stemming from Wal-Mart’s failure to monitor labor conditions at oversea factories and hires illegal immigrants add to the rift in relations between the employees and the company. Wal-Mart continues to deny charges...