Case Study Fresh To Table

Esther Matz
Dr. Emmanuele Archange Bowles
MAN 4301
Assignment 3
Case Study – Fresh to Table
Fresh to Table, a company that was created by Mossberger, is a company that serves restaurants. It helps restaurants find appropriate resources to minimize their expenses and losses and maximize their benefits and freshness. In just four years Fresh to Table built itself up and had employed 120 employees.
Fresh to Table has some unique policies and benefits that it provides it employees with. They have the benefits such as health insurance, occasional bonuses and paid time off. They also provide additional benefits such as memberships to the local gym, a fully stocked kitchen for the employees, and occasional company social events. Fresh to Table

The human resources department works with the employees and ensures everyone is happy and working to their maximum. Anika Jensen, Vice President of Human Resources at Fresh to Table, works to ensure the employees are satisfied. The human resource policies show that the company is aiming to ultimately help their employees who are helping them. Most of the employees do enjoy working for Fresh to Table and are enjoying the benefits the company offers.
Fresh to Table also has some technological resources that the company purchased to help with internal communication. An example of this is a program called Slack, where there are discussion forums, private messaging, email and other such forms of communication that can be used within the company.
In many circumstances, employees take advantage of the work resources to take care of personal things. Some companies do not allow their employees to use paid time to take care of personal items. However, Fresh to Table is unique in this aspect. Fresh to Table allows their employees to use paid time to check their personal emails and take care of other personal things. However, they make a requirement that it cannot negatively affect their work or take them away from fulfilling their work

They just fired one of their employees and while dealing with the aftermath of firing an employee, they discover the need to investigate three other employees, who have been engaging in inappropriate behavior. I think Mossberger and Jensen should have a private meeting with each of these three employees and ask them to explain this behavior. They should then reexplain what the company’s policies are and how they want the office to run. If the employees seem like they will try and improve their behavior, then the company should set up an improvement plan and follow up at a later date. If, however, the employees do not seem like they will work on improving their behavior, then the company will have no choice but to fire