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Southern New Hampshire University *
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-620-X2321
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Law
Date
Jan 9, 2024
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docx
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Uploaded by BaronIron7876
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MODULE 8: EMPLOYMENT LAW
Short Paper: Employment Law
WCM-620: Manage Difficult Conversations
Southern New Hampshire University
Courtney Wooden
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MODULE 8: EMPLOYMENT LAW
Applicable Laws
In the final project case study, there are many times that ABC Corporation faces legal
risks. The first risk that the corporation faces would be from Kareem. He believes that he was
wrongly terminated due to his religious beliefs. This would go against the Equal Opportunity
Employment laws that have been put in place in the United States to protect individuals from
discrimination based on their religious beliefs among other things. The reason for Kareem’s
termination was based on his excessive breaks and drop in productivity.
The company
terminated Kareem without understanding why he was taking more breaks and why it affected
his productivity, which leaves the company vulnerable to legal actions. Based off of the
information that was provided by Kareem, Janet, Michael, and Kathy in their interviews, Kareem
was a good employee and that he received praise from his direct supervisor, Janet. It is also clear
that he was never given a performance review to address the issues that arose regarding his
excessive breaks and drop in productivity. Without this review Kareem may not have known that
he was not meeting the standards of the company and therefore was not given a chance to find a
solution that worked for both Kareem and the company.
Accountable Audience
In this scenario there are many parties that need to be held accountable for the potential
legal failures. The first party that should be held accountable would-be Kareem. When Kareem
began his job eight months prior to his termination he should have disclosed his religious
requirements since they would affect him throughout his workday. The next part that should be
held accountable would-be Janet. Janet should be held responsible because as Kareem’s direct
supervisor she should have spoken to him as soon as she became aware of Kareem’s excessive
breaks and drop in productivity. She should have spoken with Kareem before the issue was taken
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MODULE 8: EMPLOYMENT LAW
to Thomas. Lastly, Thomas should be held accountable. Thomas is shown throughout his
interview that he only cares about the bottom line and that anything that affects said bottom line
will not be tolerated. Had Thomas been more approachable then Kareem may have felt more
comfortable with discussing his religious beliefs. Thomas did not foster an environment that
allowed for that conversation.
Recommendation of Strategies
The best way for the call center to create a culture of accountability would be for the
managers and supervisors to make sure they are providing employees with regular assessments
of their work. A lot of the issues from the case study could have been avoided had there been
clear communication between staff and management. By providing employees with some type of
performance review, managers and supervisors can get more information from the employees as
to why they are not meeting the standards set forth by the company and provide solutions that
can satisfy both the company and the employee. Another recommendation that could be made
would be to create a type of open-door policy for employees so that if they have issues that they
need to discuss they are able to do so without feeling that they are causing problems. It is
important that employees feel comfortable speaking with management about issues to create an
environment that promotes diversity and accountability.
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MODULE 8: EMPLOYMENT LAW
Reference:
SNHU Case Study. (2020). Final Project Case Study. For use in WCM 620 Manage Difficult
Conversations.