Employer And Employee Relation

1. Given Bandag Autos size, and anything else you know about it, apologize why and how the human resource counselling function should be reorganized. reaction Bandag automotive is a family oriented business that has great potential for uttermost growth. The only issue is that the human resource management function thither is not operated in a productive way. Bandag automotive should focus on a brand new strategy to develop a to a greater extent structured and organized human resource unit. The management function should be able to recruit great employees, handle payroll, administer benefits, and also stomach run, such as help resolve work related problems.A new human resource management function could create a positive impact on the c totallyer-out. 2. Recommend what Bandag should change and/or im levy upon regarding the current HR systems, forms, and practices the company now uses. state Bandag should start over fresh with a whole new HR firm unrivalled that is experience d, and service above standards of majority HR firms. Jim should prep atomic number 18 a meeting with his HR firm to be sure the policies work along with his company strategy. The Human resource team should consists of several different members with similar only if different titles.For example, Jim would be the person to decide who will be the administrator assistant, HR manager, and HR representative the one that assist with recruiting employees for the company. These practices will fall upon a huge improvement toward Bandag HR department, by providing quality services to the company and its employees. 3. Jim dismissed an employee for creating what the manager called a poisonous relationship. Explain whether or not the employee has a ordered claim against the company and the actions the company should take.Answer Jim firing the employee Henry Jacques, be motility he was having problems interacting with co-workers, in my opinion was wrong. Although, looking at the issue in a bus iness perspective, Henry Jacques was not get along with his co-workers, which did create a bad working environment. Also, he subsequently reported that he had mental issues, in which was never mention to management before he was terminated. Therefore, Henry does not have a legitimate claim against the company, because it is the law to notify your employer of any mental illness or disabilities.For future incidents the actions the company should take in this type of situation, is to move the employee to another(prenominal) department, and if the problem persist give the employee a final and after that endure to termination. If Jim would have used that alternative, the outcome of this situation would have probably glowering out better. 4. Miriam, the controller, is basically claiming that the company is retaliating against her for being pregnant, and that the fact that the company raised(a) performance issues was just a smokescreen.Explain whether or not the EEOC and/or courts wou ld break with her and the actions the company should take now. Answer In the situation with Miriam, she was fired for a legitimate reason because of her misconduct at work. The EEOC would not agree with her considering those circumstances. Miriam is trying to use her pregnancy as an excuse, in which have postal code to do with her termination. In this situation the company should make sure the allegations against her are legit, and have establishment present to the courts or EEOC. If the company cannot provide proof then this will be a case to be dark around in favor of Miriam. . An employee who is deaf has asked to switch jobs to be a delivery person and he was saturnine down. He is now enceinte to sue. Recommend what the company should do and describe why. Answer The truck sustentation employee who was turned down A truck maintenance employee who is deaf, applied for a job driving one of Bandags distribution trucks, and Jim directly turned him down because of his disability. We believe that the employee will win if he sues Jim, unless Jim can prove that the employee was denied because there were more qualified applicants and in no way because of his disability. thus far it is still pretty risky because the court system is very unyielding about the Americans with Disabilities Act. If the deaf employee can prove that Jim thinks that is absurd for a change person to drive a truck, he will win and cause monetary and public damages to the company. Our solution to mitigate the problem is to rescreen all applicants, including the employee to see if he is qualified for the job. If he is, offer him the job if he is still interested, and he will hopefully drop the case.