Blammo Toys Case Study

771 Words 4 Pages
Register to read the introduction… Ms. Watson did not give Blammo Toys an opportunity to accommodate her, she quit before giving us a chance to see if other options (split schedules, rotating days, etc) could be worked out. As referenced in Pennsylvania Police vs. Suders (2004), Ms. Watson needed to allow Blammo Toys to attempt to accommodate her.
Recommendations To Avoid Constructive Discharge
Since one of the key elements of constructive discharge is intent, future communications of job changes must include language that shows the intent of the change is to grow the company, it is not punitive or targeted (Cockrell v. Boise Cascade Corp., 1986).
If a change is to be made to work schedules, tasks or other employment details, employees must be made aware of the opportunity to seek accommodation.
The supervisors and managers of Blammo Toys must be trained to recognize harassment and situations that may lead to harassment. Our supervisors must understand that an employee who voices a concern over sexual harassment, religious persecution, age discrimination or any other Title VII area must be taken seriously. Failing to identify and fix these situations can lead to a judgment against Blammo Toys (Meritor Savings Bank v. Vinson, 1986).

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