HRMD 610
Inbox Exercise – Case Analysis
110818
BTG
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BT Green, Inc.
BT Green, Inc. is a small high-tech business operating in Brine, Nevada. The owner began it seven years ago with two associates in a rented
office space just outside of town. In three years it doubled its revenue to $850K, and expanded its customer base in the local commercial market
as well as in the adjacent state. This year, it submitted a bid on a federal government contact. In preparation for that contract, to demonstrate
in its proposal that the company had sufficient capacity, BT Green hired three new employees. Last week, the company learned that it did not
win; so, without the new revenue stream, it decided to let one of the new people go. The other two would be retained to find new business.
Kyle Reeder, who coordinates HR functions, began Monday morning with a voice mail from Terell Banks, the employee that was terminated on
the preceding Friday. Mr. Banks said:
“I’ve thought about our conversation last week. I don’t think it was fair that I was fired. It seems pretty fishy to me that the only black
man in the department was let go. I would like you to review the matter to see what else can be done.”
Kyle gathered the following information from the files. See below.
--Organizational chart
--Excerpts from BT Green’s Employee Handbook
--Signed Receipts of Policy Statements
--Lifecycle Status Reports
--Employee Records
--Diversity Report
--New-Hire Interview notes
--Exit Interview notes
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BT Green Organizational Chart
CEO/Owner - Bradley
Middleton
MGR: HR/Administration
Kyle Reeder
MGR:Operations/Technical
Development - Susan Miller
MGR: Sales/Marketing Phil Moore
Tech Rep - George Birch
Sales Rep - Angela Tower
Tech Rep - Toni Silverman
Sales Rep - Troy Collins
Tech Rep - Ron Middleton
Tech Rep - Terell Banks
MGR: Finance/Comptroller Leo Sinci
Accountant - Brook Williams
Excerpts from BT Green’s Employee Handbook
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Employment at Will
Employment is on an at-will basis. A written contract, signed by the CEO of the company, is needed to change that status.
Equal Opportunity and Commitment to Diversity
BT Green strives to have a workplace which values diversity and allows all employees to perform successfully. The company upholds
equal opportunity principles in all terms and stages of employment regarding race, color, national origin, ancestry, gender, gender
identity or expression, sexual orientation, religion, age, physical or mental disability, genetic testing data, and military status.
Questions should be directed to the company’s designated EEO Administrator. Complaints should be submitted through the
Harassment and Complaint procedure.
Harassment and Complaint Procedure
BT Green strives to maintain a working environment that allows all employees to perform successfully, one that is free from sexual
and other types of discriminatory harassment. Employees are expected to conduct themselves in a professional manner and to
show respect to all staff and visitors. Harassment by supervisors, other management personnel, coworkers, or nonemployees who
enter the workplace is not tolerated.
Complaint Procedure. If you believe you have experienced illegal discrimination, which includes harassment, or if you observe
someone else who does, please notify an appropriate staff member. Your immediate supervisor or the HR Manager/EEO
Administrator are available; but, if you feel more comfortable telling another member of management instead, please do. BT Green
will take prompt steps to resolve the matter. Corrective actions for violations of company policy may include immediate
termination. Confidentiality will be maintained to the extent possible. Retaliation for using this process will not be tolerated.
Employment of Relatives
BT Green values employee referrals of family members. Employees, however, may not report directly to a relative. Staff may not
have direct or indirect decision-making authority over a relative’s job assignment, compensation, or authorized leave. Exceptions to
this policy must have written permission of the CEO.
Workplace Safety Commitment
BT Green strives to create and maintain a safe working environment. Employees also have a responsibility to support occupational
health and safety standards by acting in accordance with company policies and commonsense practices. Employees need to report
any health or safety issues to management promptly.
BT Green prohibits all forms of workplace violence, including threats and bullying. Employees who experience such behavior from
other employees or nonemployees who have entered the workplace should notify management immediately. Employees who
commit such violence will be subject to disciplinary action and risk being terminated immediately. Nonemployees will be removed
from the premises and/or reported to the appropriate community authorities.
To report non-emergency problems, contact your immediate supervisor or the HR Manager. If you prefer to notify another member
of management, please do. If it is an emergency, seek immediate help by calling 911 to request medical services.
Job Performance
While BT Green expects employees and supervisors to communicate effectively on an ongoing basis, it conducts formal performance
reviews twice a year. These reviews are an opportunity for the supervisor and employee to exchange ideas that will strengthen their
working relationship, review the past period, and anticipate needs in the coming period. The review also serves as a means of
identifying professional development opportunities for the individual that will contribute to BT Green’s success. Each written review
is maintained in the employee’s file.
Social Media Policy
Definition: Social media, sometimes referred to as social networking, are web or mobile based platforms, outside the company, that
enable interaction among individuals in a virtual environment. It includes sharing content such as videos, photos, microblogs, blogs,
and wikis. Examples of such sites are: Facebook, Linkedin, Twitter, Instagram, YouTube, Storify, Slideshare, Pinterest, and Flickr,
among others.
Work time: Unless participating in these social media forums is part of one’s job responsibilities, employees should not use these
platforms during working hours. The company monitors employee use of company devices and internet usage, including social
media activity.
Personal time: Employees should not use company equipment to access social media sites. Use of their own devices is permitted
during non-working hours. When employees use social media tools in a personal capacity, it shouldn't appear to others as though
they are speaking for the company. For instance, employees should not use company e-mail addresses to establish personal social
media accounts or as an identifier during participation in personal or otherwise unofficial social media activities. They should not
use their job titles or company affiliation other than in biographical sections. They should include a prominent disclaimer, such as:
“The views and information presented here are mine alone.” *
Proprietary Information: Company sensitive information should not be shared. This includes, but is not limited to, client lists,
strategic or operational status, financial status, or legal status.
Courtesy and Respect: Employees are expected to uphold the dignity of the company, including its customers, vendors, employees,
and competitors.
Legal. Employees must comply with all applicable laws, including Federal Trade Commission (FTC) guidelines, copyright, trademark,
libel, and harassment laws, among others.
Note: Nothing in this policy overrides employee rights under any applicable federal, state, or local laws, including rights under the
National Labor Relations Act to engage in protected concerted activities with other employees to improve or discuss terms and
conditions of employment, such as wages, working conditions, and benefits.
*Modified from FDA (2015, November) Social Medial Policy, Retrieved from:
https://www.fda.gov/downloads/AboutFDA/AboutThisWebsite/WebsitePolicies/UCM472486.pdf
Disciplinary Policy
The Company expects all employees to adhere to company policies, procedures, and standards. The company has the right to
discipline employees for any violations of those rules and standards in a legal manner which it views as appropriate. The Company
may use a progressive method to enable employees to improve; but, immediate termination is also possible, especially for
dangerous infractions. The Company strives to be fair and corrective, but “just cause” per se and multiple corrective opportunities
are not needed for termination. The disciplinary policy does not alter in any way the at-will status of employment.
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Receipt of Employee Handbook
I have received BT Green’s Employee Handbook. I understand that management may change it and that it is my responsibility to
stay current with the provisions.
I understand that I am an at-will employee and that no company communication shall change that status. The company may
terminate me without reason at any time, and I can terminate my employment at any time. I understand that only the CEO has
authority to change the employment-at-will status. Such a change must be in writing and officially signed by the company.
____Terell Banks_____________________
Employee’s Name in Print
____
Terell Banks___________
Employee’s Signature
_____3/6/17__________________
Date Signed by Employee
TO BE PLACED IN EMPLOYEE’S PERSONNEL FILE
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Receipt of Harassment and Safety Policies
I have read and I understand the Company’s Harassment Policy and Workplace Safety Policy.
_____Terell Banks_______________________________
Employee’s Name in Print
____
Terell Banks_____________________
Signature of Employee
_____3/6/17__________________
Date Signed by Employee
TO BE PLACED IN EMPLOYEE’S PERSONNEL FILE
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BT Green Lifecycle Status Report – Summary Level
Employee Name: Terell Banks
Job Title: Technical Representative
Department: Operations/Technical Development
Supervisor: Susan Miller
New Hire
I-9
Verification
Start
Date
2/27/17
2/27/17
Orientation SH
Complete
Training
Complete
3/6/17
3/6/17
WV
Training
Complete
3/6/17
Employee Handbook &
Policy Sign-off forms
Complete
3/6/17
Compensation
forms
Complete
3/2/17
Probation
Complete
5/31/17
Performance Management (after probation period)
Review
Due: 11/30/17
Review
Review
Review
Review
Review
Training and Development (after probation period)
Annual SH
Training
Annual WV
Training
Annual Professional Development: Additional
Tech Certification
Training:
6/30/17
Additional
Training:
Additional
Training:
Termination: ____ Voluntary | ___X__ Involuntary: __X___ Business _____ Performance _____ Other
Notice
Given
Exit
Interview
7/21/17 8/4/17
Compensation
Close-out
Severance
Package
8/7/17
No
Computer
Account/
Phone
Disabled
8/8/17
Co.
Property
Returned
Last Work/
Termination
Day
8/4/17
8/4/17
RecommendAtion/Verification
Restrictions
Standard
Eligible
for
Rehire
Yes
Record
Closed
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BT Green Lifecycle Status Report – Summary Level
Employee Name: Toni Silverman
Job Title: Technical Representative
Department: Operations/Technical Development
Supervisor: Susan Miller
New Hire
I-9
Verification
Start
Date
2/25/17
2/25/17
Orientation SH
Complete
Training
Complete
3/6/17
3/6/17
WV
Training
Complete
3/6/17
Employee Handbook &
Policy Sign-off forms
Complete
3/6/17
Compensation
forms
Complete
3/2/16
Probation
Complete
5/30/17
Performance Management (after probation period)
Review
Due: 11/30/17
Review
Review
Review
Review
Review
Training and Development (after probation period)
Annual SH
Training
Annual WV
Training
Annual Professional Development:
Tech Certification
7/10/17
Additional
Training:
Additional
Training:
Additional
Training:
Termination: ____ Voluntary | _____ Involuntary: ____ Business _____ Performance _____ Other
Notice Exit
Given Interview
Compensation
Close-out
Severance
Package
Computer
Account/
Phone
Disabled
Co.
Property
Returned
Last Work/
Termination
Day
RecommendAtion/Verification
Restrictions
Eligible
for
Rehire
Record
Closed
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BT Green Lifecycle Status Report – Summary Level
Employee Name: Ron Middleton
Job Title: Technical Representative
Department: Operations/Technical Development
Supervisor: Susan Miller
New Hire
I-9
Verification
Start
Date
2/28/17
2/27/17
Orientation SH
Complete
Training
Complete
3/6/17
3/6/17
WV
Training
Complete
3/6/17
Employee Handbook &
Policy Sign-off forms
Complete
3/6/17
Compensation
forms
Complete
3/2/17
Probation
Complete
5/31/17
Performance Management (after probation period)
Review
Due: 11/30/17
Review
Review
Review
Review
Review
Training and Development (after probation period)
Annual SH
Training
Annual WV
Training
Annual Professional Development:
Tech Certification
8/15/17
Additional
Training:
Additional
Training:
Additional
Training:
Termination: ____ Voluntary | ____ Involuntary: _____ Business _____ Performance _____ Other
Notice Exit
Given Interview
Compensation
Close-out
Severance
Package
Computer
Account/
Phone
Disabled
Co.
Property
Returned
Last Work/
Termination
Day
RecommendAtion/Verification
Restrictions
Eligible
for
Rehire
Record
Closed
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Employee Record – Summary Level
Employee Name: Terell Banks
Job Details
Employee ID
Location
Department
Supervisor
Position
Business Title
Employee Type
Hire Date
Length of Service in Current Position
Length of Service in Organization
Payroll Profile
Bargaining Unit
Union Dues Checkoff
17313
Headquarters
Operations/Technical Development
Sue Miller
Technical Representative
Technical Representative
Full-time
2/27/17
Less than 1 year
Less than 1 year
Yes, see separate file.
N/A
N/A
Contact Information
Business phone
Business address
Home phone (private)
Home address (private)
Personal Information
555-111-2222
Headquarters
555-234-9999
609 Paxton Rd., Connor, NV
Gender
Race/Ethnicity
Date of Birth
Age
Country of Birth
Marital Status
Citizenship Status
Military Service
ADA request
M
Black
050193
24
USA
Single
USA
No
No
Family Relationship
Cannot report to:
N/A
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Employee Record – Summary Level
Employee Name: Toni Silverman
Job Details
Employee ID
Location
Department
Supervisor
Position
Business Title
Employee Type
Hire Date
Length of Service in Current Position
Length of Service in Organization
Payroll Profile
Bargaining Unit
Union Dues Checkoff
17311
Headquarters
Operations/Technical Development
Sue Miller
Technical Representative
Technical Representative
Full-time
2/25/16
Less than 1 year
Less than 1 year
Yes, see separate file.
N/A
N/A
Contact Information
Business phone
Business address
Home phone (private)
Home address (private)
555-111-2220
Headquarters
555-549-8888
12485 North Park Dr., Boston, NV
Personal Information
Gender
Race/Ethnicity
Date of Birth
F
White
091586
Age
Country of Birth
Marital Status
Citizenship Status
Military Service
ADA request
31
USA
Married
USA
No
No
Family Relationship
Cannot report to:
N/A
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Employee Record – Summary Level
Employee Name: Ron Middleton
Job Details
Employee ID
Location
Department
Supervisor
Position
Business Title
Employee Type
Hire Date
Length of Service in Current Position
Length of Service in Organization
Payroll Profile
Bargaining Unit
Union Dues Checkoff
17312
Headquarters
Operations/Technical Development
Sue Miller
Technical Representative
Technical Representative
Full-time
2/27/16
Less than 1 year
Less than 1 year
Yes, see separate file.
N/A
N/A
Contact Information
Business phone
Business address
Home phone (private)
Home address (private)
Personal Information
555-111-2222
Headquarters
555-980-7777
525 DeKuning Lane., Gold, NV
Gender
Race/Ethnicity
Date of Birth
Age
Country of Birth
Marital Status
Citizenship Status
Military Service
ADA request
M
White
031794
23
USA
Single
USA
No
No
Family Relationship
Cannot report to:
Bradley Middleton (without special permission)
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Diversity Report: Race and Gender – Summary Level
(EEO-1 Categories: https://www.eeoc.gov/employers/eeo1survey/ee1_datafile_2013.cfm)
Note: Initials in parentheses correspond to the names of the employees.
EMPLOYEE LEVEL
HISPANIC
or
LATINO
WHITE
BLACK or
AFRICAN
AMERICAN
NATIVE
HAWAIIAN
or OTHER
PACIFIC
ISLANDER
ASIAN
AMERICAN
INDIAN or
ALASKAN
NATIVE
TWO or
MORE
RACES
OTHER
TOTAL
MALE
EXECUTIVE/SENIOR
LEVEL OFFICIALS
AND
MANAGERS
1 (BM)
1
FIRST/MID-LEVEL
OFFICIALS AND
MANAGERS
3
(PM, LS,
KR)
3
1 (BW)
PROFESSIONALS
TECHNICIANS
SALES WORKERS
ADMINISTRATIVE
SUPPORT
WORKERS
CRAFT WORKERS
OPERATIVES
2
(GB, RM)
1 (TC)
1
(TB)
1
3
1
LABORERS AND
HELPERS
SERVICE
WORKERS
TOTAL MALE
7
1
1
9
Female
EXECUTIVE/SENIOR
LEVEL OFFICIALS
AND
MANAGERS
FIRST/MID-LEVEL
OFFICIALS AND
MANAGERS
1 (SM)
1
1 (TS)
1
PROFESSIONALS
TECHNICIANS
SALES WORKERS
ADMINISTRATIVE
SUPPORT
WORKERS
CRAFT WORKERS
OPERATIVES
LABORERS AND
HELPERS
SERVICE
WORKERS
1 (AT)
1
TOTAL FEMALE
2
1
TOTAL EMPLOYEES
9
2
3
1
12
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New-Hire Interview - Summary
Applicant: Terell Banks
Position: Technical Representative, Operations/Technical Development
Interview Date: 2/20/17
Interview Method/Location: Face-to-face, Headquarters
Rating: __X___ Recommend for Hire
_____ Consider in future
_____ Do not hire
Comments:
--Informed him of at-will status
--Explained job is to help with possible government contract
--Explained that technical certification is needed within 6 months, that company will pay 80% of fee
Attending:
Name
Susan Miller
Title
Manager,
Operations/Technical
Development
Signature
Date
2/20/17
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Exit Interview - Summary
Employee: Terell Banks
Position: Technical Representative, Operations/Technical Development
Termination Type: ____ Voluntary | ____ Involuntary: __X__ Business ____ Performance ____ Other
Interview Date: 8/4/17
Interview Method/Location: Face-to-face, headquarters
Discussed:
_N/A_ No Compete Agreement Provisions
_√___ Confidentiality
_√___ Employment Verification/Recommendation Policy
_√___ Employee Satisfaction Questionnaire
__x__ Follow-up items: None
Comments: Final paycheck was given to him in person. I-9 Status change notification was not needed.
Attending:
Name
K. Reeder
Title
Manager, HR/Administration
Signature
End of Packet
Date
8/4/17
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