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Labor Relation: antinepotism policy - Case Study Example

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Labor Relation: antinepotism policy

Organizations want to promote equity in the workplace. This is why they develop and implement anti-nepotism policies. Nepotism can be defined as “the bestowal of patronage by reason of relationship regardless of merit” (Jones et al, 2008, p.18). In simple words, nepotism means hiring and promoting friends, relatives, or family members, when these practices lead to unfairness and discrimination against other job applicants and workers. The issue with Keith W. Walton is clear: he was fired once the company was reported that his uncle was working for the same company. Walton was fired for violating the company’s anti-nepotism policy. The main issue is whether at all Walton violated the policy of nepotism in the workplace and whether the grievant has the right to work in the company. The union is confident that the Company’s policy of anti-nepotism is misbalanced and ill defined. Although the company has the right to create such policies, Company employees have little knowledge of nepotism, its meaning, and its potential effects on the organization. The Union claims that the Company never tried to clarify the meaning of the “Employee of Relatives” section of the handbook for its employees. Moreover, the grievant might have been unaware of the fact that his Uncle worked for the same company when he applied for a job. ...
Second, the Company handbook has an “Employment of Relatives” section, which forbids hiring applicants that are relative of current employees. Third, the rule of anti-nepotism

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is long-standing and should be consistently enforced. The Company has the full right to hire and fire employees, in order to control their performance and monitor discipline in the workplace. The company is correct: Article I Management in the Company gives the company the right to hire, lay off, and discipline employees. Moreover, this right is exclusive. The company can determine how many employees it will hire and will always have full control over employees. Also, the Union also has the right to argue the cases, when employees are disciplined or fired in violation of this Agreement. If it is determined that the employee was fired in violation of the Agreement, the Company must award the employee for the time he (she) lost and reinstate this employee in his (her) previous position. The case of the grievant is extremely controversial. What happened to Walton is clearly a violation of his rights. It should be noted, that anti-nepotism policies often lead to employment discrimination (Employee Issues, n.d.). It is a case of wrongful termination, which needs professional attention. Here, the best remedy will be to file an official letter of agreement to the company, signed by Union representatives and lawyers, and stating the Union’s position on the issue. The letter will be the first step to finding the best agreement between the company and the grievant. If the company ignores the letter, the Union and the grievant will have the right to file a lawsuit against the Company. Writing such a letter may help the
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Summary

Running head: LABOR RELATIONS Labor Relations: Anti-Nepotism Case Study [Author’s Name] [Class] 16 July 2011 Abstract Nepotism is a complex issue. Organizations create anti-nepotism policies to promote equity in the workplace. This case study analyzes the issue of anti-nepotism policy in a Company…
Labor Relation: antinepotism policy case study
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