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