Graduate Case Study
- Submitted by: daisy20
- Views: 69
- Category: Other
- Date Submitted: 07/28/2016 10:10 PM
- Pages: 5
- Report this Essay
Graduate Case Study- Walmart Lawsuit
10/06/2014
MGT 611- Human Resource Management
Wal-Mart Stores Inc is USA’s largest retailer. It has ranked number one in the Fortune 500 Index by Fortune Magazine (Wal-Mart case study). Wal-mart’s employment policy is based off of a code ethics. The policy basically is developed on three basic beliefs: Respect for the individual, Service to the customers and striving for the excellence (walmart.com). The company’s core strategy is the lowest prices that they offer. Wal-Mart has competitive strengths that can be transferred into competitive advantages. The major threat to the company is the lawsuits that it faces and mostly is discrimination lawsuits.
In 2012, Wal-Mart Settles EEOC Lawsuit for $50,000. Dallas-Wal-Mart Stores, Inc and Wal-Mart Stores East, L.P. will pay $50,000 in back pay and damages in settlement of a disability discrimination lawsuit filed by the US Equal Employment Opportunity Commission (EEOC). EEOC is responsible for enforcing federal laws that make it illegal to discriminate against an employee or job applicant for their race, color, religion, gender, age, or disabilities. It covers most employers who has over 15 employees. The EEOC charged that a Carlsbad, N.M., Wal-Mart store unlawfully fired a part-time sales clerk because of her cerebral palsy.
EEOC charged in its lawsuit, filed in the US District Court for the District of New Mexico, that Wal-mart fired Marcia Arney when she attempted to return to her job following medical leave related to her cerebral palsy. Arney, a 22-year Wal-Mart employee, showed a doctor’s note to her store manager requesting an accommodation involving periodic breaks off of her feet. The store manager refused to return to her job and demanded that she could only written if she obtains a medical release with no restrictions.
Wal-Mart had violated the Americans with Disabilities Act of 1990 (ADA). The EEOC alleges that the medical restriction could have easily been...
10/06/2014
MGT 611- Human Resource Management
Wal-Mart Stores Inc is USA’s largest retailer. It has ranked number one in the Fortune 500 Index by Fortune Magazine (Wal-Mart case study). Wal-mart’s employment policy is based off of a code ethics. The policy basically is developed on three basic beliefs: Respect for the individual, Service to the customers and striving for the excellence (walmart.com). The company’s core strategy is the lowest prices that they offer. Wal-Mart has competitive strengths that can be transferred into competitive advantages. The major threat to the company is the lawsuits that it faces and mostly is discrimination lawsuits.
In 2012, Wal-Mart Settles EEOC Lawsuit for $50,000. Dallas-Wal-Mart Stores, Inc and Wal-Mart Stores East, L.P. will pay $50,000 in back pay and damages in settlement of a disability discrimination lawsuit filed by the US Equal Employment Opportunity Commission (EEOC). EEOC is responsible for enforcing federal laws that make it illegal to discriminate against an employee or job applicant for their race, color, religion, gender, age, or disabilities. It covers most employers who has over 15 employees. The EEOC charged that a Carlsbad, N.M., Wal-Mart store unlawfully fired a part-time sales clerk because of her cerebral palsy.
EEOC charged in its lawsuit, filed in the US District Court for the District of New Mexico, that Wal-mart fired Marcia Arney when she attempted to return to her job following medical leave related to her cerebral palsy. Arney, a 22-year Wal-Mart employee, showed a doctor’s note to her store manager requesting an accommodation involving periodic breaks off of her feet. The store manager refused to return to her job and demanded that she could only written if she obtains a medical release with no restrictions.
Wal-Mart had violated the Americans with Disabilities Act of 1990 (ADA). The EEOC alleges that the medical restriction could have easily been...