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Mr Dobbs Case Study

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With that being said, it has also come to my attention that during Mr. Bill Stevens’ executive rounds some of his remarks may have been deemed inappropriate and in some cases were considered culturally insensitive .I would like to assure everyone that we are investigating the situation and we want to make sure that the issue is handled accordingly. The safety and respect of our employees is very important to us. I have spoken to the owner Mr. Frank Dobbs and he has agreed to schedule a meeting with Mr. Bill Steven and myself in order to better understand the situation and see what plan of action needs to occur in order to insure that this type of situation will not happen again. Also, I will recommend to Mr. Dobbs and Mr. Stevens that we have
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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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(7) Sexual Harassment/ Assault Response and Prevention (SHARP). In the month of October, the 1CD RSSB SHARP program was reestablished by updating areas that lacked coverage or function. The required items/documentations were created and submitted for approval: SOP, Appointment orders for Collateral duty SARC/VA’s, MOA’s, and FY 17 Annual/Quarterly training. The BDE SARC connecting with subordinate units to ensure that all trusted positions at the BN/CO levels were filled and ensured unit/individual understood the BDE Commander role within the program. The BDE SARC conducted ROSI briefs and first quarter training within the organization.

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When I asked Robert Hoffman to start at 5:00 a.m. to avoid the harassment fromMichael Niehenke and Donna Myers requested denied. C. When Harry Feals and I work together we have Julie Godzik, Robert Godzik, Brain Weaver and Michael Niehenke . These employees have stared at us until Mr. Franicola come after they called him Other employees are aloud to work together 8. Of the Persons in the same, or similar situation as you who was treated worse than you? Harry Feals Maintenance # 1 Harry Feals Maintenance #1 Mr. Feals received 11 weeks of Work for false allegation filed on pitt alert line, now he is seeking professional health with counseling to help cope with working at Pitt at Greensburg. .

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Hap went to the City to use a dozer to doze off the pile the contractor left on the airport, the City Administrator told him they do not loan equipment, they could enter into an agreement but that would need council approval. Hap got upset, went into the Library and had a conversation with the Mayor ( not sure how heated as another department employee went outside as he was embarrassed with how Hap was acting),the Mayor came outside from that conversation and told our employee she felt threatened by what happened in the library. Hap went to the office and told the employees “ if they assisted the City in any way they would be sent home for the day or terminated. ( got an answer that said sent home, the other said terminated, I believe the terminated). When did this happen?

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The other workers showed the man and Donna a lot of disrespect, but she didn't care. She said to me after this happened "Dynastee, you treat others how you want to be treated, no one deserves to be disrespected like that. You know they sure would not want someone to vacuum under their feet while they are trying to eat, that's just plain rude! " I have also seen Donna

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These men often joked and behaved in lewd ways with the girls. I was the youngest staff member and the experience was truly eye opening. When I reflect on it now, I’m horrified yet I can see how it shaped my ideals of business behavior and fairness. My management style is fair yet uncompromising. I hold people accountable and I am consistent.

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Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees.

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