1. Make a list of the five specific HR problems that you think Carter Cleaning will have to grapple with.
• Experiencing high turn over
• Orientation and training of the employees for the new dry cleaning portion of the business.
• Nontraditional workers and their needs.
• Evaluating the total compensation system for all locations.
• Challenges of a small business dealing with benefits and health care
2. What is the first thing you would do if you were Jennifer?
If I was Jennifer, I would tried to find new ways to provide transactional services. Do we have a human resource manager? Do we offer benefits or insurance?
1. Is it true, as Jack Carter claims, that "we can't be accused of being discrimatory because we hire mostly women and minorities anyway?". No. The 1964 Civil Rights Act states "to fail or refuse to hire or discharge an individual, or to otherwise discriminate any individual, with respect to his or her compensation, terms, conditions, or privileges of employment because of his or her race, color, religion, sex, or national origin" is an unlawful practice for an employer. Just because you hire or are talking to a minority doesn't mean you can't discriminate against them.
2. How should Jennifer and her company address the sexual harassment charges and problems.
Jennifer should implement proper training of the employees as a preventative action. She should also be sure to take call complaints seriously. Carter should issue a company statement against the behavior.
3. How should she and her company address the possible problems of age discrimination?
If the older gentlemen is performing the same tasks as other laundry clearks, then a pay rate should be established and followed for that position,
4. Given the fact that each of its stores has only a handful of employees, is her company covered by Equal Rights Legislation?
Yes, all companies must follow the EEOC laws.
5. And finally, aside from the specific problems,...