A former employee of a Pasadena Trader Joe’s filed a wrongful termination suit alleging he was fired for complaining about an instance of sexual harassment. The incident occurred during a holiday gift exchange. The former employee, Paul D. Roberts, complained after receiving a gift resembling a male sex organ at the 2014 Christmas party at one of the Trader Joe’s grocery stores located in Pasadena, California where he worked at the time. Trader Joe’s recently settled the suit with court papers in Los Angeles Superior Court indicating that the case was resolved without divulging specific terms of the settlement. Robert originally sought unspecified compensatory and punitive damages. His suit alleged wrongful termination, sexual harassment, failure to prevent sexual harassment in the workplace, negligence and workplace …show more content…
The gift was handed to him by a co-worker, Armina Asefvasziri, according to court documents for the case. Roberts opened the wrapped package and was immediately “shocked, embarrassed and humiliated” as he discovered that the gift was a small penis with testicles that would “grow” when submerged in water. He was distraught by what he saw as an obnoxious and offensive item especially as he received it in front of his supervisor and the co-worker who gave it to him was female. He stated that he left the party and later filed an internal complaint. He told supervisors at Trader Joe’s that if he had provided a similar gift to a female co-worker, he would have been reprimanded or even fired. He stated in court documents that he only received nonchalant responses – his supervisors did not take him seriously. In January 2015, a human resources representative for Trader Joe’s advised Roberts that the incident/complaint was being investigated, but according to statements made in the lawsuit, Roberts was fired two days
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.
Damages are a fundamental principle in the American legal system. However, a number of recent cases in the United States have sparked a debate on the issue, the most famous one being the “hot coffee lawsuit”1. In 1994, Stella Liebeck bought coffee at a McDonald’s restaurant, spilt it, and was severely burnt. She sued the McDonald’s company, received $160,000 in compensatory damages, and $2.9 million in punitive damages. A judge then reduced the punitive damages to $480,000. The final out-of-court settlement was of approximately $500,000. For many, this case is frivolous (meaning that the plaintiff’s prospects of being successful were low or inexistent), but it really highlights the question of excessive punitive damages compared to the damage suffered and its causes.
Customer loyalty is another competitive advantage. Trader Joe’s doesn’t provide membership card to the customer, however customer still would like to choose Trader Joe’s just because of this
The retail grocery industry consists of the following strategic groups: grocery chains, small and large discount grocery (e.g. Dollar Stores and Walmart), wholesalers, and fresh-focused and specialty markets. Trader Joe’s could be categorized as a specialty fresh-focused store and it is often compared to Whole Foods, another organic store, defining it as its key competitor. Yet, it still competes with the large grocery retailers and now, Amazon grocery services.
A waitress at the local Pennsylvania Red Lobster served a African American couple. The wife order prime rib and was not pleased with the rib or the serve of the waitress. After paying for the meal she submitted a customer comment card in the comment box. The waitress then took the comment card from the box and destroyed it. This incident caused the waitress her job. She was fired.
Lichenstein, N. (2007) Why Working at Walmart is Different Connecticut Law Review, Volume 39 Number 4, May 2007
Walmart exclusively? It is a product of the times we live in and neither helps nor hinders. It's merely a part of a system of retail service that does exist and would exist with or without Walmart. The strange focus on places like Walmart but not Target or Home Depot or JCPenny or Kohl's always flabbergasts me. Like, because Walmart is the biggest, it's the guiltiest or something. Which is dumb. Nobody fucks workers like "softlines" retail. Walmart doesn't even come close.
Gamble, John E., Strickland, A.J. Thompson, Arthur “Whole Foods Market In 2006: Mission, Core Values, and Strategy”, Crafting & Executing Strategy 15th Ed., McGraw-Hill Irwin, 2007
Facts of the case: Anna’s immediate supervisor, Michael, repeatedly required that she have “closed door” meetings with him. Closed-door meetings violate company policy. Other employees were aware of these closed-door meetings and, as a result, rumors began to spread that Anna and Michael were having an office romance. In fact, in these closed-door meetings Michael tried to convince Anna to lend him money, a practice that also violates company policy. Anna repeatedly denied the request and Michael stopped asking. However, the rumors continued and affected Anna deeply. She was treated like an outcast by her co-workers. Anna asked Michael to clear up the rumors, but he found them amusing. Anna had two evaluations where she scored low points for “integrity” and “interpersonal relations” as a consequence of the rumors. She was passed over for two promotions for which she applied where her skills and experience were superior to the employees who were promoted. She filed an action against her employer on the ground that her supervisor had created a hostile work environment because he refused to stop the rumors.
Sharp’s business philosophy is to use its innovative technology “to contribute to the culture, benefits and welfare of people throughout the world” (Noda 25). Sharp is constantly trying to position itself as a leader in innovation as further supported by its business creed, which states to “constantly be aware of the need to innovate and improve” (Noda 25). However, this focus on innovation and creativity has not always been consistent with how the company has been operated. The history of the company is replete with periods of both innovation and imitation.
The packet even stated that sexual harassment could be reported confidentially to an "800" number or to a supervisor. Steinhoff realized that some customers would be talking to her in a sexual manner but she never thought she would be getting it from a manager. Steinhoff reported the sexual harassment to another manager Solomon Makonnen, who blew it off and told her to talk to a branch manager. Steinhoff told Makonnen that she just wanted Bredenburg to be reprimanded and for the sexual conduct to stop. Unfotunately Bredenburg continued harassing her so she decided to take the case to court. The jury came to a verdict awarding Steinhoff $25,000 in compensatory damages, and $250,000 in punitive damages.
Whole Foods Market (WFM) was founded in 1980 as a single local grocery store by John Mackey for natural and health foods. By 1991, WFM had 10 up-and-running stores with revenues of about $92.5 million in United States Dollars (USD), and a net income of about $1.6 million in USD. In 1992 WFM became a publicly traded company with its stock trading on the NASDAQ. By 2006 Whole Foods Market had progressed into the world’s largest retail chain of natural and organic foods supermarket. As of September 2007 WFM has 276 stores up-and-running. 263 of the stores are located throughout 37 of the U.S. and the District of Columbia. 7 of the stores are in Canada and 6 in the U.K.
Mr. Joseph Casias who has given his services in the Walmart for almost five years and has worked with his team indefatigably and industriously but even after all his efforts and dedication to his work, he has been terminated, who is not only dyed-in-the-wool of the company but was also nominated as an associate of the year. A card carrying medical patient was diagnosed
However, she chose to discuss the allegations with him while in my presence. Not expecting to participate in the confrontation, I was once again shocked, embarassed, and rattled because minutes before, unwanted advances were made for a second time by a man nearly old enough to be my grandfather. Immediately, he was fired and I was mortified and torn, feeling somehow partially responsible. Granted, I was a naive 16 year old girl, that grew up sheltered, not grasping the magnitude of what had occurred or the possible ramifications for the florist. Unfortunately, I was the victim of sexual harassment, which is the unwanted behavior in a sexual manner perpetuated on another individual (Ferrell, Fraesch, Ferrell, 2011). In order to prove sexual harassment, three criterial for a hostile work environment must be met. Those criteria are unwelcomed advances, it alters the conditions of employment, and a reasonable person would find the behavior offensive (Ferrell, et al, 2011). Not only did each of the criteria apply in my case, but I was also underage and according to the law could not consent
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...