Question

After reading the cases below please answer each question for each case   (200 words minimum each)

What are the issues or concerns in the case?

Based on the text book what issues or concerns are wrong with the case? (3 sources)

What could be the possible employee reactions?

How would you discuss the issue or concern with the employee/s?

What, if any, would be a disciplinary action?

Describe in detail what the training module would look like to prevent the issue from occurring.

Are there any laws that need to be understood before you speak to the employee/s?

(ie. ADA, EEOC, Civil Rights Act, etc.)

CASE: You are the sales department manager at an upscale store. Your boss has talked to you about the appearance of some of your sales clerks— particularly Alex. Alex is sporting on his forearm a new, large tattoo of a devil eating a rat. You agree with your boss that some customers might find it offensive and that it should somehow be covered up.

Answer 1

Note: This response is in UK English, please paste the response to MS Word and you should be able to spot discrepancies easily. Also, I recommend adding content from your textbook or classwork to support these responses with a few more words if possible.

(Answer)

·         What are the issues or concerns in the case?

            The primary issue is a possible violation of an office dress code. However, the more pressing matter is the approach to adopt in admonishing the employee with the tattoo. For the sake of the argument, let us assume that the store has its own dress code. This has been outlines to each employee before the job has been taken up. Furthermore, any amendment or update to these rules, is always announced and agreed upon by the employee. If this is the case, then accosting the tattooed employee should not be a major issue.

Although, if the office has not established a dress code, the issue changes. It is more likely that the code does not sharply outline what types or sizes of tattoos are allowed and what aren’t. In such a scenario, it may get tricky as the employee may well be within the parameters of the dress code.

·         Based on the textbook what issues or concerns are wrong with the case? (3 sources)

(I cannot provide an answer for this since it is from your textbook.)

·         What could be the possible employee reactions?

There could be two outcomes to this discourse. The employee could agree to wear a long sleeve t-shirt under the uniform shirt and the matter is easily resolved.

In another scenario, the employee may be infuriated, throw a tantrum and even complain or sue. We can assume that the dress code does not outline the specification of tattoo designs and the location of tattoos that are not allowed. The employee could raise questions about the vagueness of that clause in the job offer letter. The employee could perhaps disagree but still indulge in a mature debate as to why he should be allowed to show his tattoo. The employee’s reaction is based on his own temperament and also greatly upon the way he is approached. A polite suggestion of wearing a long-sleeve t-shirt would probably yield a more desirable result as compared to a haughty and sadistic tone.

·         How would you discuss the issue or concern with the employee/s?

As discussed in the response above, the employee’s reaction is greatly dependent on how he is approached. Even if the employee is probably quick to anger or may be an impatient individual, it is still best to avoid a haughty, extremely authoritative or sadistic tone. The first issue to dissect would be the maintenance of a dress code in the workplace. One could take the assistance of a human resources representative if available. If not, starting with the basic rules in a polite manner should be the most professional and ethical approach.

With your emphasis on work ethics and how you personally choose to adopt good ethics, it would only be ethical you expect the same behaviour from a colleague. Considering this one could discuss that it is good ethics to make clients comfortable by not offending them and considering the sentiments of colleagues as well. By that logic, it would be easier to win the argument and perhaps get the employee to cover the tattoo.

·         What, if any, would be a disciplinary action?

The matter of a disciplinary action would only arise if the employee would be unruly upon admonition. To be clear, there cannot be a disciplinary action against the employee personal choice. Even if the dress code specifies explicitly that there should be “no tattoos of devils eating rats on the arm”, it would still be a personal choice. The only logical “disciplinary action” can be to ask the employee to always wear a long-sleeve t-shirt under his uniform shirt. Or in other words, enforcing a new dress code of long sleeves would be a logical and ethical disciplinary action.

Describe in detail what the training module would look like to prevent the issue from occurring.

Are there any laws that need to be understood before you speak to the employee/s?

(ie. ADA, EEOC, Civil Rights Act, etc.)

(Assuming this is a training module in implementing the rules for the employees.)

Any training module would require that the exchange is conducted in the most ethical manner possible. The sentiment of all or any the people in the discussion should not be hurt as far as possible. The training module would perhaps have an outlined dialogue that would ask you to get to the point, be specific and incite the rules that apply to this situation. A clear conversation would ensure no misunderstanding and effectively get the point across.

The Equal Employment Opportunity Commission would probably require that, the employee not be fired over an issue like that. Therefore, it would be best to not let the discussion culminate in termination. The employee could sue the company under the EEOC guidelines. The focus of the confrontation should be to not let the employee get fired over this issue whilst making sure that the issue is dealt with.