Hrmt 180 – Employee Relations Case Study (Maple Leaf Shoes)
Joan Jorgenson- a clerk om the office who violated the company policy regarding employee communications: „What goes on at the company stays at the company”. Violated this policy by having a conversation with a coworker Natalie King, where Natalie mentioned that she moved from Wilmington to Winnipeg because at her former office she had been proved when she refused a senior members of management sexual advances. This led her to move to the Winnipeg location. When Joan heard about this she quickly brought it to the attention of the human rights commission in Ontario as well as the media in both Winnipeg and Wilmington.
Max MacSweeney- an Maple Leaf Shoes accountant, who is well knowing in the business community and does a lot of traveling throughout western Canada as part of his job. He is considered as a good employee and he is also married and has two children. However, the head office began monitoring the usage of Internet by their staff members and have discovered that Max has been visiting several pornographic websites while on business. He has been browsing those sites using the computer assigned to him during outside regular working hours. The company has not had a chance to create a policy on Internet usage yet because they have just began providing Internet access to their employees.
Paul Bertuzzi- a Maple Leaf Shoes warehouse supervisor in Winnipeg, who recently attended a two-day training program for warehouse supervisors. While he was at the training, him and two other warehouse supervisors form Maple Leaf went out for dinner where the other two revealed to him a scheme to make more money by writing off small portions of shoe inventory as wastage and then selling the shoes to friends for $100 or $150. They were also planning to be involved in a bigger scheme involving Maples Leaf overseas competition, who wanted more information about the latest shoe designs and production...
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