Plant Services - February 2008 - (Page 62)

Opportunity Commission (EEOC). Then she took charge of her own life, got an interview with the subsidiary and was offered a job. But the offer was withdrawn. When Anne asked why, she learned that they called Pete for a reference check. That was the last straw, and Anne filed suit against Acme, alleging discrimination. How could this situation have been A System of Products Working Together. Enabling Best Practice Lubricant Storage, Handling and Identification from Bulk to Point of Use. avoided? Should hourly employees really expect to achieve exempt status? Does it ever make sense to try to help out with another employee’s problems? Should one expect to be able to take a supervisor at his word? Can the HR department and Acme be held liable for not doing more to stop the harassment and unfair treatment? Should Anne have gotten the promise of a promotion in writing? A corporate consultant says: Get Your Lubrication Program Today! 1-888-429-3135 website www.fluiddefense.com 10068.2.1 Acme needs core values that mean something. I kept thinking, what kind of an organization – in this day and age – would drag its feet in investigating an event as serious as distribution of derogatory sexually explicit materials? Acme’s culture is defined by what’s allowed to happen and what isn’t. Acme allows inappropriate conduct but not an atmosphere of integrity and trust. Nola is justified in bringing a suit for a hostile work environment. Further evidence of an ailing corporate culture is the weak, inappropriate response to Anne about looking for another job because the hazing would continue. It’s likely that the state and federal EEOC will sting Acme. Of course, hourly employees demonstrating good performance and an inclination to professional growth should be able to move into exempt positions. Anne appears to have done a great job for 14 or more years; she earned positions on important project teams. In the face of obstacles, she forged ahead and met or exceeded the requirements for promotion. Our actions have consequences. Where core values and culture are solid and upstanding, the question of whether to support another person’s problem is easy; the answer is yes. When the culture can’t be trusted, I still believe it’s best to strive to do the right thing. In such a situation, it would be best to protect yourself by discussing the matter with trusted suFebruary 2008 62 www.PLANTSERVICES.com http://www.fluiddefense.com http://www.fluiddefense.com http://www.PLANTSERVICES.com

Table of Contents Feed for the Digital Edition of Plant Services - February 2008

Plant Services - February 2008 Contents From the Editor Letters The PS Files Up and Running Crisis Corner What Works Asset Manager: Why Six Sigma? Technology Toolbox: Ensuring a Calm Response Cover Story: Best Practices Awards Lubricants: A Slick Success Story Motors: Reliable Torque Compressors: Before You Call for Help Web Hunter: Exploiting Intellectual Capital In the Trenches Product Picks Classifieds Fast Facts Energy Expert: Energy, Climate and Food

Plant Services - February 2008

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