DB FPX 8410 Assessment 1 Analyze a Set of Worker Complaints 

Executive Summary 

This report was requested by elderly operation, with the primary goal being to dissect several hand complaints and assess the threat they may pose to your company. To better understand the threat terrain, a threat assessment was performed. It’s your legal responsibility to probe all plant allegations of demarcation, importunity, and resistance to the law instantly. This includes allegations of violations of company programs. Applicable information has been organized, and each complaint is detailed in the analysis table enclosed with this report. 

What We Recommend: 

Concentrate on the complaints that pose the loftiest threat and exposure to your company. This approach will profit your overall business strategy. Since advanced-threat complaints have the biggest impact and can present the topmost value loss, it’s logical to direct all attention and coffers to those complaints first. To begin mollifying unborn pitfalls, the following conduct is largely recommended. 

• Apply and give training to human coffers, directors, administrators, and workers on Equal Employment Opportunity (EEO) laws and company programs to streamline communication thickness. 
• Examiner hand appraisals and compensation packages to ensure thickness and to identify any patterns of implicit demarcation. 
• Promote and encourage a terrain that fosters open communication so that misconstructions can be detected beforehand. 
• Give clear and believable programs on retribution and anti-harassment, assuring workers that their complaints will be nonpublic and delved into instantly. 

Our Methodology

 We grounded our recommendations on the following: 

• Published laws and regulations by bodies similar to the Equal Employment Opportunity Commission (EEOC), the Occupational Safety and Health Administration (OSHA), and other governmental realities. 
• We conducted an analysis to identify any emerging trends among the complaints we collected. 

What We Covered 

Complaints were gathered from three spots: Illinois, Georgia, and Alabama. There are 30 complaints in total, ranging from low to high in terms of the inflexibility of legal threat, with low being the least legal exposure and high being the topmost. Once these complaints were entered into the table, they were completely anatomized to understand the inflexibility of the issues and to determine the applicable course of action demanded to resolve them. Careful attestation and confidentiality are pivotal for the proper operation of human coffers (Schrimsher & Fretwell, 2012). A brief overview of each complaint was recorded in the table. 

After reviewing the data, we determined that a considerable number of complaints could be in direct violation of several laws, including OSHA, Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act, the Equal Pay Act of 1963, and the Americans with Disabilities Act of 1990 (US Equal Employment Opportunity Commission, 2021). 

The DB FPX 8410 Assessment 1 analyzes a set of worker complaints.  

According to the analysis map, there are several high-threat exposure claims. Specifically, there are over five unlawful death claims, four of which purport that your company was careless in furnishing a safe plant. These claims state that workers contracted COVID-19 and failed as a result. Also, four claims, including one from an anonymous hand, suggest implicit violations of current OSHA guidelines.

Under the OSH Act, you’re responsible for furnishing a safe and healthy terrain for your workers (United States Department of Labor Occupational Safety and Health Administration). Still, these cases may pose significant legal pitfalls for your company (Gjelten, n.d.) if proven negligent. 

Charles Jackson’s case may also present high legal exposure. Mr. Jackson, a long-standing physically impaired data entry clerk, claims he was fired for not being suitable to perform his tasks directly. He was told he’s not effective due to the increased workload caused by the limited pool during COVID-19 and was given a 30-day notice rather than the needed 60-day notice. This case could fall under violations of the Americans with Disabilities Act (ADA) and the Rehabilitation Act (Northern Illinois SHRM, 2020), as well as implicit violations of the Age Demarcation Act (U.S. Equal Employment Opportunity Commission, 2021). 

DB FPX 8410 Assessment 1: Analyze a Set of Worker Complaints.  

Another possible high exposure case is that of Amare Kwame. Mr. Kwame, a mastermind, states that only people of color (African Americans, Latinos, etc.) were called back to the office, and the principal mastermind stated that he was “rigorously banned from coming to the office because we’re told white lives matter.”

If these allegations are proven true, your company could be in violation of Title VII of the Civil Rights Act of 1964 (U.S. Equal Employment Opportunity Commission, 2021). The COVID-19 epidemic has stressed the complexity and magnitude of growing pitfalls for businesses. This unknown natural disaster has set a new normal that will impact all businesses (Am et al., 2020). While COVID-19 has caused oscillations in the plant, it doesn’t excuse negligence or the neglect of hand voices. You must address these challenges by quickly mitigating pitfalls and conducting thorough examinations to resolve complaints immediately. 

DB FPX 8410 Assessment 1: Analyze a Set of Worker Complaints 

 U.S. Department of Labor, Occupational Safety and Health Administration (2021). Protecting workers: Guidance on mitigating and preventing the spread of COVID-19 in the workplace. https://www.osha.gov/coronavirus/safework 

U.S. Equal Employment Opportunity Commission (2021). Age Discrimination. https://www.eeoc.gov/age-discrimination

 U.S. Equal Employment Opportunity Commission (2021). Race/Color Discrimination. https://www.eeoc.gov/racecolor-discrimination 

U.S. Equal Employment Opportunity Commission (2021). Workplace laws are not enforced by the EEOC.