November 13, 2015-Completed “Do the Right Thing” Charter University Online Course for Employees I Completed “Do the Right Thing: Charter Values Course for Employees,” which influenced me to later on contact HR and write a letter of the discrimination, racism, humiliation, and belittling I and others were experiencing at the workplace under my Supervisor, Anthony Lamonea. Please refer to the emails, and the letter I submitted to Human Resources (HR) on February 26th, 2016, for the details of the kind of hostile work environment the Supervisor, Anthony Lamonea had created. 3 Months Prior to February 26, 2016 Clock-in System Problems I arrived inside the workplace 10 minutes prior to my start time, which was 9 am. The clock-in system was down. …show more content…
I was not being compensated to drive from Riverside to Irwindale, and back to Riverside, which I later found out from HR that I should have been paid for this. This had gone on for years prior to this incident. On this particular day, I had parked the company vehicle at the bottom of the hill inside the gate of the Charter parking lot. My shift was about to end in about 20 minutes. I moved the car to the top of the hill, because I was going to leave, and I needed to load up the vehicle with bags of work related equipment, in order to prepare to return the equipment and car to the Riverside Charter location. Once, I had moved the car, I went back to my cubicle inside the building and continued to do my work. My Supervisor showed up late to work. He wasn’t there the whole day, but when he arrived after I had already moved the car, he called me into his office and told me to close the door. So I closed the door and sat down. He began to curse at me, and told me “Are you trying to be the boss parking at the top!” Then I told him respectfully, “I will move the vehicle right now. I was just trying to move the equipment and load up my stuff to leave. I did not know that the parking spaces have changed since my last shift.” Then he started getting angry and exploded at me with curse words, “Fuck you gun slinger.” He then threatened me, saying “You know what? Let’s see what HR has to say. I’m going to have you terminated immediately!” He lifted up the phone and calling the HR department to have me terminated immediately with no warning, without no write up, but HR was not available. So he decided to write me up instead. I had been left out of the loop for the department meetings, therefore; he was trying to write me up for something I was unaware about. After he wrote me up, my shift was over, and I left his office, and I moved the company vehicle to the bottom of
Yes, there can be different moral rules for different ethnic and cultural groups. Every culture should be allowed to follow their own set of moral rules to a certain extent .
Do the Right Thing is a dramatic comedic film that was directed by Spike Lee. The movie was released in 1989. Lee served in three capacities for the film: writer, director and producer of the movie, Ernest Dickenson was the cinematographer and Barry Alexander Brown was the film’s editor. For this film, Lee garnered together some notable actors and actresses, including Ruby Dee and Ossie Davis, Rosie Perez, Samuel L. Jackson, John Tuturro and Martin Lawrence. The setting of the movie is in Bedford-Stuyvesant; which is a neighborhood in Brooklyn, New York. This particular neighborhood is made up of several ethnic groups that include African Americas, Italians, Koreans, and Puerto Ricans. The movie takes place on a particularly hot day during the summer time. The extreme heat causes tensions between the different races in the neighborhood. In this paper, I will attempt to show how mise-en-scène, camera work, editing, and sound are used to convey “explicit” and “implicit” meaning in one scene in Do the Right Thing.
In this particular case study there was an employee Jeanette Landis whose supervisor Paul was submitting a termination request to the Human Resource department. His reasoning for submitting the termination request comes from consistently poor job performance on the part of Landis. He communicates that there was numerous attempt made by leadership to help Landis improve the poor performance. However, no attempt at seemed to have a positive impact on her reaching her sales goals. After months of poor job performance Paul finally submits request for termination. Of course the employee was not happy about the termination news. In response to termination paperwork being submitted, Landis has responded by seeking legal action against the organization.
an experience I had earlier this year in a diversity seminar that was held on my job. We had a
In the 10 years Mazey had been employed with Hudson, he was observed throwing things which barely missed employees, yelling at subordinates “in a rage” and making “derogatory and demeaning remarks” possibly regarding ethnicity or origin, among other inappropriate behavior (Yemen & Clawson, 2007). Mazey can be considered as a workplace bully. Hocker and Wilmot (2011) define bullying as “repeated and persistent patterns of negative workplace behavior that is ongoing for six months or longer in duration” (p. 175). The excessive bullying behavior Mazey displayed created interpersonal tension that affected productivity. Hudson associates were hesitant, or refused to work with Mazey due to prior...
In today’s workplace, African Americans continue to be subjected to overt discrimination. This can take the form of ethnic jokes, racial slurs and exclusionary behaviors by Euro-American co-workers and managers. Even more disturbing is the verbal abuse, calculated mistreatment and even physical threats experienced by some African Americans while on the job. African Americans have also faced overt acts such as being reassigned to lower level projects, not receiving a promotion even though they were equally qualified and receiving less wages than other employees, even less qualified new hires. The discrimination can be so pervasive that African Americans feel uneasy and threatened, demotivated and disrespected, eventually feeling forced to leave to search for other employment.
Axtman, K., & Clayton, M. (2005, August 12). Worker right or workplace danger? (Cover story). Christian Science Monitor, 01-10. Retrieved from https://web-ebscohost-com.libdatab.strayer.edu/ehost
HR supervisor George Robles spoke to employee Charlie is a driver that was asked to work one night and was asked to meet with Micky. Once he met with Micky a full time supervisor he was greeted with a hostile tome and was to le to just go away to work with little to no direction. Charlie stated that Micky used unprofessional language with him as well.
The weather is sizzling hot and tensions are slowly coming to a boil in this Bedford-Stuyvesant Brooklyn neighborhood. Slowly but surely we see the heat melt away the barriers that were keeping anger from rising to the surface. The Blacks and the Hispanics own the streets the Koreans own the corner store and of course the Italians own the pizzeria, the Cops who happen to be all Caucasian, prowl the streets inside out, looking for anyone to harass. Toes are then stepped on and apologies are not made. Spike Lee creates the perfect set-up for a modern day in Bed-Stuyvesant. Without fail Spike Lee is transformed into an anthropologist. Spike Lee’s goal is to allow viewers to glimpse into the lives of real people and into a neighborhood they call home. After all this isn’t just some flight into an imaginary ghetto. It’s a journey into real life, real people and of course real circumstances. In the words of the local DJ Mr. Señor Love Daddy its time to, “ Waaaaake up!" and see what real life is really about.
They have created an intimidating, hostile, and offensive work environment and one occasion, alleged Colonel Ross, assaulted me by coming up behind my back and aggressively touching my shoulder repeatedly and blocking me in a corner. When I turned around, he was within inches away from my face like a drill sergeant in a very hostile manner accusing me of deliberately refusing to open the door to let them in a security
Namie, Ph.D., Gary, and Ruth Namie, Ph.D. The Bully at Work: What You Can Do to Stop the Hurt and Reclaim Your Dignity On the Job. First Edition. Naperville: Sourcebooks, Inc., 2000. 274-275. Print.
Workplace harassment is unwelcome actions that are based on a person’s race, religion, color, and sex, and gender, country of origin, age, ethnicity or disability. The targets of the harassment are people who are usually perceived as “weaker” or “inferior” by the person who is harassing them. Companies and employers can also be guilty of workplace harassment if they utilize discriminatory practices against persons based on ethnicity, country of origin, religion, race, color, age, disability, or sex. These discriminatory practices have been illegal since the passing of the Civil Rights Act of 1964 (Civil Rights Act of 1964), and have been amended to be more inclusive of other people who experience discrimination by the Civil Rights Act of 1991 (The Civil Rights Act of 1991), and most recently, President Obama’s signing of the Lilly Ledbetter Fair Pay Act of 2009 (Stolberg, 2009).
There are many laws protecting employees and employers against harassment and discrimination. Harassment and discrimination constitutes more than just race, color, and religion. However, employees fail to report harassment and discrimination due to the lack of knowledge about their rights. Three of the most important laws e...
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Work plays an important role in our daily life, it is considered much more huge part of our personal life. During our daily work we make many relationships throughout our career history. Sometimes these relationships become lasting, and sometimes employment discrimination might happen. This relationships that we thought it last could be cut off by the devastation of claims of discriminatory treatment. Discrimination in the workforce has been an issue since the first people of workers in United States in the present day and as well in the past. Some employees were subjected to a harsh working conditions, verbal abuse, denial of advancement,, and many other injustices. There was also the fact that certain employees were being treated differently than other employees.