Carter Cleaning Centres Chapter 2 Questions 1-5, Chapter 4 Questions 1-4 - MD Tarik Alam Shobuj

Chapter 2 Carter cleaning question
1) Is it true, as Jack Carter claims, that “virtually all our workers are women or minority
members anyway, so no one can come in here and accuse us of being discriminatory”?
Discrimination is based off of more than just having women or members of a minority on
staff. Discrimination starts in the hiring process when reviewing applications and
conducting the initial interview. You can be discriminatory based off of race, sex, size,
looks, and a number of other variables. So, Carter’s statement is very closeminded and
ultimately not true.
2) How should Jennifer and her company address the sexual harassment charges and
problems?
In today's world, sexual harassment is becoming increasingly popular. Therefore, Jennifer and
her company should conduct an internal investigation of the allegations surrounding the manager
and in particular. Ask other colleagues about their interaction with the manager in question. To
encourage employees to report further sexual harassment cases, Jennifer and her team should
implement a mechanism to allow employees to submit cases and allegations without affecting.
3) How should she and her company address the possible problems of age
discrimination?
Jennifer and her company should develop a clear HR policy on age discrimination. They
should investigate the reasons why Carter even considered paying the 73 year old with
experience less than the younger people. After concluding the investigation, they should
recommend that Carter equalize the pay differential and even consider giving the
gentleman a raise due to his extensive experience.
4) Given the fact that each of its stores has only a handful of employees, is her company
covered by equal rights legislation?
Yes, the EEOC enforces equal employment compliance against all but the very smallest of
employers. All employees, including part time and temporary workers, are counted for purposes
of determining whether an employer has a sufficient number of employees. State and local laws
prohibit discrimination in most cases where federal legislation does not apply
5) And finally, aside from the specific problems, what other personnel management
matters (application forms, training, and so on) have to be reviewed given the need to bring
them into compliance with equal rights laws?
+) Application Forms- for recruitment of employees, screening of application forms without any
discrimination is required to have a good recruitment process. There should not be any
discrimination in the application forms from the applicants on the basis of race, color, gender, etc
unless it is harmful to the interest of the business.
+) Training is a process of improving the knowledge and skills of employees to
make them improve their work productivity. No discrimination should exist in a company
when it comes to training employees to be better at their job.
+) Make sure that managers at other locations are aware of all that they are required to do under
the EEO law. This way there cannot be many mishaps or issues that occur because the managers
Chapter-2
Question no 1 answer-
Discrimination isn't solely predicated on the presence of women or minorities on staff. Discrimination
begins throughout the recruiting process, when applications are reviewed and the initial interview is
conducted. You can discriminate based on color, sex, size, appearance, and a variety of other factors. As a
result, Carter's assertion is narrow-minded and ultimately untrue.
Sexual harassment is getting more common in today's environment. As a result, Jennifer and her business
should investigate the complaints against the manager in issue internally. Encourage workers to report
more incidences of sexual harassment. Jennifer and her team should set up a system that allows workers
to anonymously report instances and claims.
Jennifer and her firm should create a clear age discrimination HR policy. They should look into why
Carter thought it was OK to pay the 73-year-old with experience less than the younger employees. They
should propose that Carter balance the wage disparity and possibly consider granting the guy a promotion
based on his considerable expertise when the study is completed.
Yes. Except for the tiniest of businesses, the EEOC enforces equal employment opportunity compliance.
To determine if a firm has a sufficient number of employees, all employees, including part-time and
temporary workers, are counted. In most circumstances when federal law does not apply, state and
municipal laws ban discrimination.
Application forms for employee recruitment must be screened without discrimination in order to have a
successful recruiting process. There should be no discrimination in the application forms based on race,
gender, or other factors unless it is detrimental to the business's interests.
Employee training is a process of enhancing their knowledge and abilities in order to increase their
productivity at work. When it comes to educating individuals to be better at their jobs, there should be no
prejudice in the workplace.
Ascertain that management in other locations are aware of their obligations under the EEO law. This
manner, there will be fewer mistakes or complications since the management would be aware of their
responsibilities.
) Is it true, as Jack Carter claims, that “virtually all our workers are women or minority
) Is it true, as Jack Carter claims, that “virtually all our workers are women or minority
Chapter-4
The job description should include:
• Identification of the job
• Job overview
• Responsibilities and tasks
• Authority of the incumbent
• Performance standards
• Working environment
• Job specification
It's not a good idea to keep them apart. In this circumstance, the managers would definitely benefit from having their standards
and processes in writing so that everything is clear and easy to reference, such as saying they were unaware it was part of their
job. If the standards and procedures were extremely detailed, the most significant topics may be presented in the body of the
document, with a separate section going into great depth.
Jennifer might get the needed information by interviewing each manager, having the manager’s answer questionnaires,
physically monitoring the managers, and having the managers fill up a daily diary or log.
The name of the position, the store manager's tasks, his span of control and authority level, working
circumstances such as hours worked, and the knowledge, skills, and talents required for this position
should all be included in the job description, in my opinion.

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