make a journal entry and should include a case analysis of case 3.2

1 What is the Issue?

2- what rule should be applied to this case?

3- what is Facts?

4- conclusion?

5-Critical Analysis- ethical consideration, does an organization have an ethical obligation to secure a safe and harassment-free workplace for its employees? why or why not?

Facts: Between 2002 and 2005, Otto May, Jr a pipefitter at a Chrysler plant in Illinois, was the target of more than fifty racist, homophobic, and anti-Semitic messages and graffiti. He received death threats, and his bike and tires were punctured, and someone poured sugar into the gas tank of his car. In one incident, a dead bird wrapped in toilet paper to loom like a member of the Ku Klux Klan was placed at his workstation. May complained to Chrysler. the employer documented the complaint and began an investigation. Records were checked to determine who was in the building when the incidents occurred, and the graffiti handwriting was examined. the company reminded its workers that employee harassment was unacceptable, and the harassers were never caught, but the incidents became fewer and eventually stopped. May filed a suit against Chrysler in a federal district court for hostile environmental harassment. A jury awarded May $709000 in compensatory damages and $ 3.5 million in. punitive damages. when the judge overturned the punitive damage award, May appealed. Issue: were the steps Chrysler took to stop and prevent the harassment against its employees sufficient to protect the company from an assessment of punitive damages? Decision: yes, the U.S. Court of Appeals for the Seventh Circuit affirmed. the lower court's judgment. Reason: In a case involing charges of hostile-environment harassment in a workplace, an employer must act with malice or reckless indifference to employees' federally protected rights to support an award of punitive damages. here, Chrysler did not act with malice or reckless indifference to May's federally protected rights. the company used several strategies to stop and prevent harassment. presence and met with their workers to review Chrysler's anti-harassment policy. A protocol was implemented to document the incidents' take photos, clean up graffiti, and interview witnesses. Management also increased its presence with area walk-throughs. Graffiti handwriting was analyzed. Chrysler's actions had a positive effect- the harassment gradually decreased in frequency and finally ceased completely . in short, Chrysler could have done more to prevent the harassment against May, but the company did not act or remain indifferent.