Business Law Week 5
Team Reflection Week Five Objectives
Law/531
Team Reflection Week Five Objectives Our team learned this week how to differentiate between types of discriminatory issues and knowing the legal considerations linked to it. This knowledge proved to be beneficial in the team’s decision on how to tackle option one of this week’s team reflection exercise. As a senior manager of a prominent security company, it is important that I look out for the company’s integrity in maintaining its mission of maintaining order, protecting property and the use of deadly force. One of our employees, Joe who recently returned from a successful two years boots in ground deployment in Afghanistan is suffering from Post Traumatic Stress Disorder (PTSD). His mental health provider made this diagnosis along with depression, anxiety, and anger issues. As the senior person in-charge of Joe, I have to make a tough decision whether to recommend if Joe should remain in or resign from the company. Joe is one of the few American heroes who selflessly served their country and in the process saw horrifying events and circumstances. It is not Joe’s fault for acquiring PTSD. His condition is not an excuse or ground for his termination. The senior manager must ensure that this does not happen to Joe. If anything, Joe should receive praise for stepping up and admitting he has post-deployment issues. By doing so, he made the first step to his recovery. Our company of whom 90% of employees are either military retirees or veterans will stand behind Joe a 100% of the time. Our company is proud of our nation’s heroes. We hold U.S. Coast Guard’s and reservist’s jobs until their return from deployment in compliance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). We also offer transition support programs for our returning warriors. Our company signed a Statement of Support pledge through the U.S.
Law/531
Team Reflection Week Five Objectives Our team learned this week how to differentiate between types of discriminatory issues and knowing the legal considerations linked to it. This knowledge proved to be beneficial in the team’s decision on how to tackle option one of this week’s team reflection exercise. As a senior manager of a prominent security company, it is important that I look out for the company’s integrity in maintaining its mission of maintaining order, protecting property and the use of deadly force. One of our employees, Joe who recently returned from a successful two years boots in ground deployment in Afghanistan is suffering from Post Traumatic Stress Disorder (PTSD). His mental health provider made this diagnosis along with depression, anxiety, and anger issues. As the senior person in-charge of Joe, I have to make a tough decision whether to recommend if Joe should remain in or resign from the company. Joe is one of the few American heroes who selflessly served their country and in the process saw horrifying events and circumstances. It is not Joe’s fault for acquiring PTSD. His condition is not an excuse or ground for his termination. The senior manager must ensure that this does not happen to Joe. If anything, Joe should receive praise for stepping up and admitting he has post-deployment issues. By doing so, he made the first step to his recovery. Our company of whom 90% of employees are either military retirees or veterans will stand behind Joe a 100% of the time. Our company is proud of our nation’s heroes. We hold U.S. Coast Guard’s and reservist’s jobs until their return from deployment in compliance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). We also offer transition support programs for our returning warriors. Our company signed a Statement of Support pledge through the U.S.
References: Cheeseman, H. R. (2010). Chapter 33: Equal opportunity in Employment. Business law: Legal environment, online commerce, business ethics, and international issues (7th ed.). Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) FY 2011. (2012, July). Annual Report to Congress