HR Policy Failures and EEO Issues: George's Case Study
This case study examines the human resources and management challenges faced by George, a newly appointed supervisor in a university company's transportation department. The paper identifies how the absence of clearly defined HR policies, inadequate record keeping, and inconsistent disciplinary practices created a dysfunctional work environment and potential Equal Employment Opportunity (EEO) liability. It discusses the roles of both the supervisor and the broader organization in enforcing workplace policy, recommends a structured approach to department reorganization, and outlines best practices for fair and consistent employee discipline. The paper concludes by emphasizing the importance of proactive HR policy implementation to protect both employees and the company.
- Introduction: HR Breakdown in the Transportation Department: Pre-existing HR failures and EEO risk identified
- The Role of HR Policies in Preventing Workplace Problems: Policies that could have prevented escalating problems
- George's Path to Regaining Departmental Control: Steps for reorganizing the department and enforcing policy
- Implementing Fair and Consistent Discipline: Tiered discipline model and consistent enforcement
- Preventing Future HR and EEO Issues: Structural reforms to protect company and employees
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What makes this paper effective
- The paper takes a practical, solution-oriented approach, moving from problem identification to concrete recommendations without excessive abstraction.
- It distinguishes clearly between the supervisor's individual responsibilities and the organization's broader obligations, showing nuanced understanding of HR accountability structures.
- The use of a tiered discipline model (verbal warning, coaching, termination) demonstrates applied knowledge of standard HR practices and gives the argument a real-world grounding.
Key academic technique demonstrated
The paper demonstrates applied case analysis: it uses a specific scenario to illustrate how abstract HR principles — policy enforcement, EEO compliance, at-will employment — play out in practice. Rather than simply summarizing theory, it connects each HR concept directly to a concrete failure or recommended fix within the case, showing the student's ability to bridge textbook knowledge and workplace application.
Structure breakdown
The paper opens by diagnosing the pre-existing HR failures that preceded George's arrival. It then argues that systemic policy gaps — not just individual negligence — are the root cause. The middle sections outline remediation steps, from records reorganization to staff orientation and training. The paper closes with forward-looking recommendations for structural change, framing the EEO risk as both a warning and a motivation for reform. Each paragraph advances the argument incrementally without repetition.
Introduction: HR Breakdown in the Transportation Department
The issues present upon George's arrival in the Transportation Department underscore a pre-existing problem that should have been addressed prior to the previous supervisor's departure. Due to the severe disorganization within the department, several HR and company policies were overlooked, and the inadequate implementation of disciplinary action now threatens the department — and possibly the company as a whole — due to a potential Equal Employment Opportunity (EEO) complaint being brought forth by a disgruntled employee.
The Role of HR Policies in Preventing Workplace Problems
Properly established and enforced HR policies and procedures would have helped the Transportation Department avoid these issues from the outset. Though it is now George's responsibility to ensure that employees comply with company policy and procedure, a larger underlying problem is evident. While it is the transportation department supervisor's responsibility to monitor the work and activities of his employees, it is the company's broader responsibility to monitor the department itself.
Policies and procedures that could have prevented the escalating problems within the department include acknowledgment of and employee training on the company's employee handbook, covering employee rights, time-off provisions, and absenteeism and tardiness policies, as well as the disciplinary actions that could be enforced by the company. Additionally, a clearly defined equal employment opportunity policy and an at-will employment policy — if applicable — should have been presented to employees as a condition of their employment. Within the department specifically, policies defining job duties, job descriptions, classifications, and disciplinary procedures should have been enforced from the beginning.
George's Path to Regaining Departmental Control
In order for George to gain control of his department, a major overhaul of departmental policies, procedures, and record keeping must be undertaken. Once the department has been reorganized and record keeping becomes accurate, George can begin to enforce department policies without discriminating against employees. Frequent and clear communication between his superiors and his subordinates will also aid George in maintaining control of his department.
If he establishes departmental policies that mirror company-wide policies, he will not be at fault if employees fail to comply. To help put these policies into practice, George could meet with his department and require all staff to undergo orientation, training, and development to ensure that everyone is aware of the company's policies and procedures, as well as the consequences for non-compliance.
Works Cited
Gross, B. (2011). Important HR Policies To Have in Writing. AllBusiness.com.
Society for Human Resource Management. (2011). Retrieved from
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