Case Study Example

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In contemporary society, many women are still suffering from escalating level of discriminations that seem illegal when they are pregnant and more often than not lose their jobs altogether when they are on maternity leave. Figures in many polls such as ones conducted by Research…
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Download file to see previous pages Despite these challenges many women fail to understand or are ignorant that the law provides them with rights. The case study on Paul Bryant Group management handling of Camilla provides a clear insight into the plight many women go through in our society particularly at workstations during and after maternity leave. The big issue in most cases is that women are seen as being less committed to their bosses or employer since they are now mothers. Many companies today are settling out of court since they dont want to be viewed by their stakeholders to be treating pregnant women or new mothers as such. In the case study for instance, Camilla’s position as a front desk clerk was unlawfully given to another individual despite her notification and officially being out for maternity leave. The case study is based on various aspects of human resource management that one may encounter in any working station in today’s business world and interesting lessons for future managers.
Camilla has the ground for a lawsuit against the Paul Bryant Group. The basis for her lawsuit is rooted in the protection of rights she enjoys and too from the un-procedural dismissal from her previous duty by the supervisor. Firstly, the law protects Camilla against being unfairly selected for redundancy due to her pregnancy or taking maternity leave. Sadly, this is the exact scenario that happened. This should not however have been the case. If her job was genuinely redundant while she was absent, then she was entitled to being offered a suitable alternative vacancy (if one was in the company). Ideally, on terms and conditions not considerably less favorable than those of her old job. As per the case study, this did not happen with Camilla at Good Night Inn. These rights are set out in Employment Rights Act 1996 and the Maternity and Parental Leave Regulations amended in 1999 (Lengnick-Hall et al., ...Download file to see next pagesRead More
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