Management of Human Resources
Case Study
10/8/2013
1. In my opinion I feel that Johnson does have a viable claim of disability discrimination. He had a clear and present disorder, which was proven by a physician. According to his disorder his levels of stress and tension can rise under certain conditions, so he should have been accommodated to get his transfer so that he could be used properly and be helpful to the company. Yes he does have a claim retaliatory discharge because the only talk of him being terminated came about when he missed the meeting for design changes, which he had to miss due to personal problems. 2. Although his personal reasons may have been serious, yes it will affect the case because he was not willing to reveal them. If he were to just discuss or briefly let them know what the reasons were they might have been willing to work with him or accept them. The company might have been understandable and not taken this matter so seriously 3. In a way yes Johnson was being insubordinate. Although his personal matters are his own and he has the right to keep them private, yet as I stated before if he were willing to cooperate to a certain extent it could have helped in his favor. To management and human resources it may have looked that he was only blowing them off and really caring about what was going on. 4. I think the court decided to favor in the company. Johnson was very persistent and stern with his case of disability and discrimination against him. This only makes him look like he was very uncooperative with them. The meeting that he missed was required and it was part of his job to help the company. Although the company might have not helped him right away with him and his condition he could’ve gotten what he needed