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    Carter Cleaning Company Job Desc

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    waqar hattar
    Jennifer Carter has taken over her father's cleaning company, which has recently expanded and now employs more people. This growth has brought challenges around equal employment practices. In the past, hiring was done independently by store managers with no centralized HR, allowing potential discrimination in hiring. Jennifer has already received complaints of sexual harassment and age discrimination since taking over, which could result in legal consequences if not addressed properly.

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    Carter Cleaning Company Job Desc

    Uploaded by

    waqar hattar
    584 views2 pages
    Jennifer Carter has taken over her father's cleaning company, which has recently expanded and now employs more people. This growth has brought challenges around equal employment practices. In the past, hiring was done independently by store managers with no centralized HR, allowing potential discrimination in hiring. Jennifer has already received complaints of sexual harassment and age discrimination since taking over, which could result in legal consequences if not addressed properly.

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    Carter Cleaning Company job desc

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    Jennifer Carter has taken over her father's cleaning company, which has recently expanded and now employs more people. This growth has brought challenges around equal employment practices. In the past, hiring was done independently by store managers with no centralized HR, allowing potential discrimination in hiring. Jennifer has already received complaints of sexual harassment and age discrimination since taking over, which could result in legal consequences if not addressed properly.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    584 views2 pages

    Carter Cleaning Company Job Desc

    Uploaded by

    waqar hattar
    Jennifer Carter has taken over her father's cleaning company, which has recently expanded and now employs more people. This growth has brought challenges around equal employment practices. In the past, hiring was done independently by store managers with no centralized HR, allowing potential discrimination in hiring. Jennifer has already received complaints of sexual harassment and age discrimination since taking over, which could result in legal consequences if not addressed properly.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 2

    CARTER CLEANING COMPANY

    SUMMARY:

    Jennifer Carter overtook the responsibilities of his fathers Carter Cleaning Company.
    Due to recent expansion of their business, number of employees rise. This brings some
    challenges for Jennifer Cater. One of the major challenges she faced was there was
    minimum attention on equal employment matters. As there was no central HR, hiring
    was handled independently by store managers. Store managers are not qualified HR
    professionals. As a result different discriminatory situation arise. Female or minority
    applicants face discriminatory or stereotype questions. Even Jack Carter was so
    reluctant about the issue. He also did not have enough idea about regulatory
    requirements.
    After taking the position Jennifer already received sexual harassment and age
    discrimination complaints. Both the complaints got serious legal consequences.

    1. IS IT TRUE AS JACK CARTER CLAIMS WE CAN'T BE ACCUSED OF BEING


    DISCRIMINATORY BECAUSE WE HIRE MOSTLY WOMEN AND MINORITIES
    ANYWAY?
    We disagree with Jack's view
    Statements like this place his company at risk
    Require HR manager who got in depth knowledge about laws and regulations
    Being the owner, he should have at least a basic knowledge of discriminatory
    employment policies and procedures
    Regardless who he hires (even if it is mostly women and minorities), if he violates the
    equal employment law, he can definitely be accused of discrimination.

    2. HOW SHOULD JENNIFER AND HER COMPANY ADDRESS THE SEXUAL


    HARASSMENT CHARGES AND PROBLEMS?
    Address the allegations BUT handle this specific situation with care to protect the
    privacy of everyone who might be involved in this.
    Start an investigation to see whether the named violations really occurred or not.
    Talk to the victim, telling her to inform the harasser directly that his behavior is
    unwanted.
    Implement and integrate a strict policy that makes employment discrimination of any
    type unacceptable in your workplace. Outline how an employee complaint will be
    handled.
    Get written statements from the women; ask if they want to file charges. Also ask them
    if they still feel comfortable working with him. If not transfer him to a different location.
    Speak with manager, get his statement, put him on probation
    Monitor him at his shifts and make him attend a class on sexual harassment and
    management
    Check in with both parties periodically.
    If it happens again, he will be fired

    3. HOW SHOULD SHE AND HER COMPANY ADDRESS THE POSSIBLE


    PROBLEMS OF AGE DISCRIMINATION?
    Discrimination based on age in employment is punishable under US act of 1967
    She needs to make sure whether the stated violations are true
    She needs to develop a clear HR policy, distribute and communicate the age
    discrimination policy and establish a progressive discipline program as part of the policy
    process
    In case there are any, she needs to eliminate any age discrimination statements or
    actions in job advertising, recruiting, interviewing and selection of new employees.

    4. GIVEN THE FACT THAT EACH OF HIS STORES HAS ONLY A HANDFUL OF
    EMPLOYEES, IS HER COMPANY COVERED BY EQUAL RIGHTS LEGISLATION?
    Even though every single store of the Cleaning Carter Company might have less than
    15 employees, the company as a whole has at least 15 employees, which means it is
    covered by the Equal Employment Opportunity Commission
    The EEOC states It bars discrimination on the part of most employers, including all
    public or private employers of 15 or more persons. So the Carter Cleaning Company
    has the same rights and obligations as any other big company in the United States.

    5. FINALLY ASIDE FROM THE SPECIFIC PROBLEMS, WHAT OTHER PERSONNEL


    MANAGEMENT MATTERS HAVE TO BE REVIEWED GIVEN THE NEED TO BRING
    THEM INTO COMPLIANCE WITH EQUAL RIGHTS LAWS?
    Managers need to be trained properly to understand what can be asked during an
    interview and in general how to recruit new employees.
    Managers also need to know what questions might be discriminating or offensive and
    how to advertise for opening job positions.
    They need to know about the selection standards.
    They cannot give preference to relatives or other applicants because of their height,
    weight or other physical characteristics.
    The managers of the Carter Cleaning Company have to be familiar with the fair
    employment laws to make the right decisions concerning promotion, transfer, and layoff
    practices

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