Case Application 3: TEAM FUN!

Tony, the new director of human resources, and Edna, the compensation and benefits manager,

are hanging employment legislation posters in RETREAT, the TEAM FUN! employee cafeteria. Edna

offers, I remember some woman who applied for a job to advertise mens baseball gear and sued when

she didnt get the job. The EEOC said she had no case. A couple of years ago, we moved Fred from

fitness demos to stock management because he couldnt do the treadmill or lift the big weights

anymore. There was talk about an age discrimination case because he was 57, but that never went

anywhere.

Tony asks, Do you realize that all of the warehouse workers are male and all the RETREAT

workers are female?

Edna replies, Whats your point? Tony waves his hand at the EEOC information they have

displayed. Edna shrugs, This is the best job I ever had. If you ask anyone else who works here, they will

say the same thing.

Questions:

1. What is the probable defense for the baseball gear job (BFOQ, 4/5ths rule, glass ceiling)? Explain.

2. Why didnt Freds age discrimination case go anywhere?

3. Is TEAM FUN! open to discrimination charges in other areas?

4. What should be done to protect TEAM FUN! from discrimination charges?

Case Application 4: TEAM FUN! Tony, the new director of human resources, Joe, the general manager, and Ray, the comptroller, are in conference (in the HUDDLE) about an inventory problem with Kenny and Norton, the owners of TEAM FUN!, a sporting goods manufacturer and retail outlet. They see Roberto, an employee who works in the manufacturing plant, walk past the HUDDLE, bragging about his self-appointed bonus and stock shelves of uniforms. He just bought a new expensive car. During the past few months, the uniform production and sales count has been low. The problem could be bad material and quality control from the material source, or problems with the machine operators in the production process, an accounting error, or something else. At news of Robertos comment, Kenny explodes, I cant believe Roberto stole all those uniforms! Maybe he just borrowed them. Norton says, Maybe he isnt involved in this at all. What about Chris and that other guy we hired? Get all three of them in here to talk about it, Kenny responds. Can we do a lie-detector test on them? Lets do that today. Tony adds, We can do a polygraph on all the employees in the warehouse. And while we are working on security measures, I think we should institute drug testing for all employees who demo equipment. And what do the two of you think about getting smart cards for everyone? Kenny thinks. I hate this stuff. If we do anything, everyone will be grouchy for a couple of months and no work will get done. Wed have to change our name to TEAM NOFUN! Norton frowns in agreement and adds, Whats a smart card? Tony says, Let me see your employee discipline policy. I couldnt find one in the employee manual. Consistent discipline should get good reactions. Everyone knows whats expected and whats out of bounds. Kenny and Norton both stare at him and say, What? Questions: 1. Inform Kenny and Norton about the pros and cons of a polygraph test. Is Tonys suggestion legal? 2. Is drug testing legal at TEAM FUN!? What policies should be instituted regarding drug testing? 3. Outline the general guidelines for administering discipline for Kenny and Norton. 4. Should the employee handbook have a section on employee discipline? Why? 5. What organizational culture issues are relevant to this discussion?

Case Application 6: TEAM FUN!Kenny and Norton, owners of TEAM FUN!, a sporting goods manufacturer and retailer, are in theOFFICE, looking at the model of their organization on the wall. Norton comments, I think its great thatyour daughter, Gloria, is getting married again. And I agree that we should give Bobby, your new son-inlaw,a manager job at a branch. But we have all the branch managers we need.Kenny grins. I think this would be a great time to open a Florida store. They could live there;run the place in the summer. We go down there in the winter and make sure everything is going fine. Itwill be great.Norton groans. Maybe. Hey, Tony! he yells to the director of human resources, who is walkingby. Come in here for a minute. We need to hire 2030 people in the Fort Myers, Florida, area to work inour new branch. How long will it take you to get that together?Meanwhile, Kenny picks up the phone. Ray, remember that mall area by the new golf course inPunta Gorda we played last year? Find out if we can lease 30,00040,000 square feet of it by. . . . Heputs his hand over the receiver and looks at Tony. How long til you get the people?Tony gulps and says, Six months, probably. Who do I take from here?Kenny continues on the phone with Ray, the comptroller, By. . . what is this, June? BySeptemberOctober 1. That gives us about 60 to 90 days to redo the inside. We can open TEAM FUN!SOUTH in time for a Christmas rush! Sure. Sure. Whatever you need. Get back to me. He hangs up,obviously well pleased. As Tony slumps into a side chair, Norton says to him, Now that you did all thosejob descriptions, Im amazed you think it will take five months. We know lots of people along the GulfCoast. Let me find you some names. He and Kenny both paw through a huge Rolodex and laugh atcertain names and memories as they pull cards for Tony.Tony sighs, Good thing Ive got that intern starting next week.Questions:(You are Tonys intern.)1. Make a recruiting plan for TEAM FUN! Identify at least four principal recruiting sources for the newstore. Be sure to discuss the pros and cons of each of your suggestions.2. Recommend to Tony which of the four sources should get top priority. Defend your decision.