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Case Study: St. Mary's Honor Center Vs. Hicks

1603 Words7 Pages

Discrimination or Not As employer make decisions which affect employees’ positions, lives, and overall well-being, it is important that those decisions are made in a fair and equitable manner. Through avenues such as culture fit, position qualifications, and performance, management has a consistent and reasonable basis for adjustments, promotions, and terminations. However, when organizations make such judgements without this strong basis, they open themselves up for potential discrimination claims, litigation, and monetary judgements. One such controversial case is St. Mary’s Honor Center versus Hicks. Presented is the main issues of the case, variables at play, an assessment of the outcomes, and recommendations going forward.
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Again in 1980, Mr. Hicks was promoted into the position of “six shift commander” (Bogardus, 2012, p. 562). Even further, Hicks performance, over the passed two years, had been recorded as satisfactory by each of his supervisors (2012). Then in 1983, the Missouri Department of Corrections and Human Resources (MDCHR) conducted an investigation that ultimately resulted in a re-structure of the of the organization, including upper management re-alignments and replacements. As a result, John Powell was appointed the new chief of custody ( Hick’s new immediate supervisor) and Steve Long was appointed the new superintendent of the facility (FindLaw, 2015). All of these changes would have dramatic impact on Hicks and his

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Mr. Zimpfer also retained a legal counselor Ms. Lynn Szymoniak in his defense of these allegations. Ms. Szymoniak retained the services of a industrial psychologist name Dr. Marcy to examine the resumes of the other job applicants. The staff’s objective was to shed light on whether Mr. Zimpfer was more qualified for the position than Mr. Merriman. Yes, accordingly to legal definition of discrimination and the stature of the EEOC age was a unfair disadvantageous to Mr. Zimpfer.

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The claim was made that when he was fired it was due to his race. In the case Hicks files a law suit for wrongful termination under Title VII for racial discrimination. Hicks track record with St. Mary's Honor Center before the events unfolded seen him as a contributing component of the organization. Prior to being fired, Hicks experienced issues with the new change in leadership. While employed with St. Mary's Honor Center the plaintiff

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An employee has the right to work in a safe environment, one that is free from hazards that could lead to serious harm. Causing dissention and the hostile work environment for employees created the potential for a violent incident to occur. At the very least, the potential for a costly mistake due to duress they were under, which could have caused physical harm. The defendants’ faced discrimination and retaliation based on their race. This appalling treatment violated Title VII of the Civil Rights Act of 1964 and by doing so, invoked the Civil Rights Act of 1991 allowing the monetary damages

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* Cohort studies. * Case control studies. * Case series. * Case reports. * Opinions of experts.

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