Employer And Employee Relation - 768 Words

Assignment #1-Comprehensive Case-Bandag Automotive 1. Given Bandag Auto’s size, and anything else you know about it, explain why and how the human resource management function should be reorganized. Answer: Bandag automotive is a family oriented business that has great potential for maximum growth. The only issue is that the human resource management function there is not operated in a productive way. Bandag automotive should focus on a brand new strategy to develop a more structured and organized human resource unit. The management function should be able to recruit great employees, handle payroll, administer benefits, and also provide services, such as help resolve work related problems. A new human resource management function†¦show more content†¦Also, he later reported that he had mental issues, in which was never mention to management before he was terminated. Therefore, Henry does not have a legitimate claim against the company, because it is the law to notify your employer of any mental illness or disabilities. For future incidents the actions the company should take in this type of situation, is to move the employee to another department, and if the problem persis t give the employee a final and after that proceed to termination. If Jim would have used that alternative, the outcome of this situation would have probably turned out better. 4. Miriam, the controller, is basically claiming that the company is retaliating against her for being pregnant, and that the fact that the company raised performance issues was just a smokescreen. Explain whether or not the EEOC and/or courts would agree with her and the actions the company should take now. Answer: In the situation with Miriam, she was fired for a legitimate reason because of her misconduct at work. The EEOC would not agree with her considering those circumstances. Miriam is trying to use her pregnancy as an excuse, in which have nothing to do with her termination. In this situation the company should make sure the allegations against her are legit, and have proof present to the courts or EEOC. If the company cannot provide proof then this will be a case to be turned around in favor of Miriam. 5. An employee who is deaf has asked toShow MoreRelatedGood Employer : Employee Relations1171 Words   |  5 PagesIntroduction Good employer to employee relations is one of the key ingredient factors in determining success of a particular organization. Many organizations are encouraged through the Human Resource Department to uphold values that promote the creation of a conducive environment in both the welfare of the employees and the employer in the realization of organizational goals. In retrospect, practices such as poor employee behavior, sexual harassment, substance abuse, fighting, internet abuse, andRead MoreEffect Of Good Employer On Employee Relation1265 Words   |  6 PagesIntroduction Good Employer to employee relation is one of the key ingredient factor as far as the success of a particular organization is concerned. As such many organization are encourage through the Human Resource Department to uphold values that will promote the creating of a conducive environment that will promote both the welfare of the employees and the employer in realization of the organizational goals. In retrospect, practices such as poor employee behavior, sexual harassment, substanceRead MoreEmployment Law as a Determinant of Employee-Employer Relations747 Words   |  3 Pagesas Determining Employee-Employer Relations Often times, employment law protects the rights of the employees within the employee-employer relationship. 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Number of words: 1500 (Excluding references, title page) Assess the advantages and problems facing an employer seeking to manage employee relations in a non-union environment. The issue of the ‘non-union’ firm has come to the forefront in Britain principally because it has been seen as an exemplar of one strandRead MoreEssay On Labor Relations Act714 Words   |  3 Pages National Labor Relations Act in section 7 give all employees protection of concercted activities the employee is a member of a union or not (Prozzi, 1986). Employee can actively engage in concerted activities to bargain collectively or for mutual protection. Even though employees have protections under section 7 and 8 of the National Labor Relations Act, those protections are not without limits. If employee organize a strike or a walk out, these are actions that protected under NLRA (Landry, 2016)Read MoreEssay Employee Relations1425 Words   |  6 Pagesapproaches and definitions of what employee relations is. â€Å"Employee relations is a common title for the industrial relations function within personnel management and is also sometimes used as an alternative label for the academic field of â€Å"industrial relations†. The term underlines the fact that industrial relations is not confined to the study of trade unions but embraces the broad pattern of employee management, including systems of direct communication and employee involvement that targets the individualRead MoreDeveloping an Analytical Approach to Industrial Relations Policy929 Words   |  4 Pageswant to define what industrial relations is. 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Today’s interpretation is much wider and refers to individuals as well as collective relationships in