Question

Rachel Bowen was employed as a supervisor for Comfort Manufacturing. Ms. Bowen was the only black supervisor in the plant. The other supervisors, all white males, regularly used racial slurs when referring to Ms. Bowen. And, those slurs were often used in the presence of Comfort Manufacturing employees. The racial slurs occurred whether Ms. Bowen was present in the room or not.

a. Does Ms. Bowen have legitimate grounds to complain to the general manager and/or file a claim with EEOC?
b. If you were the general manager, would you support Ms. Bowen's desire to file a complaint with the EEOC? Or, would you attempt to dissuade her from doing so?
c. Regardless of your answer to the first question, what steps would you take to ensure a safe working environment for Ms. Bowen under these circumstances?

Answer 1

Step-by-step explanation:

Base on the scenario been described in the question , what the general manager should is to immediately address the issue that Ramona brought. It is very necessary for the general manager to sensitize all workers about racial discrimination. It is also very important for the general manager to take action against erring employees which may include a strong warning in addition to suspension of employees with repeat offences. The general manager should act so that Ramona feels secure in the workplace and does not go to the courts. This is because the court may strip the organization of being an equal opportunities employer which will result in negative reputation for the company. This may affect its goodwill and hurt the brand value of the business.