BT Green, Inc.
BT Green, Inc. is a small high-tech business operating in Brine, Nevada. The owner began it seven years ago with two associates in a
... [Show More] rented office space just outside of town. In three years it doubled its revenue to $850K, and expanded its customer base in the local commercial market as well as in the adjacent state. This year, it submitted a bid on a federal government contact. In preparation for that contract, to demonstrate in its proposal that the company had sufficient capacity, BT Green hired three new employees. Last week, the company learned that it did not win; so, without the new revenue stream, it decided to let one of the new people go. The other two would be retained to find new business.
Kyle Reeder, who coordinates HR functions, began Monday morning with a voice mail from Terell Banks, the employee that was terminated on the preceding Friday. Mr. Banks said:
“I’ve thought about our conversation last week. I don’t think it was fair that I was fired. It seems pretty fishy to me that the only black man in the department was let go. I would like you to review the matter to see what else can be done.”
Kyle gathered the following information from the files. See below.
--Organizational chart
--Excerpts from BT Green’s Employee Handbook
--Signed Receipts of Policy Statements
--Lifecycle Status Reports
--Employee Records
--Diversity Report
--New-Hire Interview notes
--Exit Interview notes
BT Green Organizational Chart
Excerpts from BT Green’s Employee Handbook
Employment at Will
Employment is on an at-will basis. A written contract, signed by the CEO of the company, is needed to change that status.
Equal Opportunity and Commitment to Diversity
BT Green strives to have a workplace which values diversity and allows all employees to perform successfully. The company upholds equal opportunity principles in all terms and stages of employment regarding race, color, national origin, ancestry, gender, gender identity or expression, sexual orientation, religion, age, physical or mental disability, genetic testing data, and military status. Questions should be directed to the company’s designated EEO Administrator. Complaints should be submitted through the Harassment and Complaint procedure.
Harassment and Complaint Procedure
BT Green strives to maintain a working environment that allows all employees to perform successfully, one that is free from sexual and other types of discriminatory harassment. Employees are expected to conduct themselves in a professional manner and to show respect to all staff and visitors. Harassment by supervisors, other management personnel, coworkers, or nonemployees who enter the workplace is not tolerated.
Complaint Procedure. If you believe you have experienced illegal discrimination, which includes harassment, or if you observe someone else who does, please notify an appropriate staff member. Your immediate supervisor or the HR Manager/EEO Administrator are available; but, if you feel more comfortable telling another member of management instead, please do. BT Green will take prompt steps to resolve the matter. Corrective actions for violations of company policy may include immediate termination. Confidentiality will be maintained to the extent possible. Retaliation for using this process will not be tolerated.
Employment of Relatives
BT Green values employee referrals of family members. Employees, however, may not report directly to a relative. Staff may not have direct or indirect decision-making authority over a relative’s job assignment, compensation, or authorized leave. Exceptions to this policy must have written permission of the CEO.
Workplace Safety Commitment
BT Green strives to create and maintain a safe working environment. Employees also have a responsibility to support occupational health and safety standards by acting in accordance with company policies and commonsense practices. Employees need to report any health or safety issues to management promptly.
BT Green prohibits all forms of workplace violence, including threats and bullying. Employees who experience such behavior from other employees or nonemployees who have entered the workplace should notify management immediately. Employees who commit such violence will be subject to disciplinary action and risk being terminated immediately. Nonemployees will be removed from the premises and/or reported to the appropriate community authorities.
To report non-emergency problems, contact your immediate supervisor or the HR Manager. If you prefer to notify another member of management, please do. If it is an emergency, seek immediate help by calling 911 to request medical services.
Job Performance
While BT Green expects employees and supervisors to communicate effectively on an ongoing basis, it conducts formal performance reviews twice a year. These reviews are an opportunity for the supervisor and employee to exchange ideas that will strengthen their working relationship, review the past period, and anticipate needs in the coming period. The review also serves as a means of identifying professional development opportunities for the individual that will contribute to BT Green’s success. Each written review is maintained in the employee’s file.
Social Media Policy
Definition: Social media, sometimes referred to as social networking, are web or mobile based platforms, outside the company, that enable interaction among individuals in a virtual environment. It includes sharing content such as videos, photos, microblogs, blogs, and wikis. Examples of such sites are: Facebook, Linkedin, Twitter, Instagram, YouTube, Storify, Slideshare, Pinterest, and Flickr, among others.
Work time: Unless participating in these social media forums is part of one’s job responsibilities, employees should not use these platforms during working hours. The company monitors employee use of company devices and internet usage, including social media activity.
Personal time: Employees should not use company equipment to access social media sites. Use of their own devices is permitted during non-working hours. When employees use social media tools in a personal capacity, it shouldn't appear to others as though they are speaking for the company. For instance, employees should not use company e-mail addresses to establish personal social media accounts or as an identifier during participation in personal or otherwise unofficial social media activities. They should not use their job titles or company affiliation other than in biographical sections. They should include a prominent disclaimer, such as: “The views and information presented here are mine alone.” *
Proprietary Information: Company sensitive information should not be shared. This includes, but is not limited to, client lists, strategic or operational status, financial status, or legal status.
Courtesy and Respect: Employees are expected to uphold the dignity of the company, including its customers, vendors, employees, and competitors.
Legal. Employees must comply with all applicable laws, including Federal Trade Commission (FTC) guidelines, copyright, trademark, libel, and harassment laws, among others.
Note: Nothing in this policy overrides employee rights under any applicable federal, state, or local laws, including rights under the National Labor Relations Act to engage in protected concerted activities with other employees to improve or discuss terms and conditions of employment, such as wages, working conditions, and benefits.
*Modified from FDA (2015, November) Social Medial Policy, Retrieved from: https://www.fda.gov/downloads/AboutFDA/AboutThisWebsite/WebsitePolicies/UCM472486.pdf
Disciplinary Policy
The Company expects all employees to adhere to company policies, procedures, and standards. The company has the right to discipline employees for any violations of those rules and standards in a legal manner which it views as appropriate. The Company may use a progressive method to enable employees to improve; but, immediate termination is also possible, especially for dangerous infractions. The Company strives to be fair and corrective, but “just cause” per se and multiple corrective opportunities are not needed for termination. The disciplinary policy does not alter in any way the at-will status of employment.
Receipt of Employee Handbook
I have received BT Green’s Employee Handbook. I understand that management may change it and that it is my responsibility to stay current with the provisions.
I understand that I am an at-will employee and that no company communication shall change that status. The company may terminate me without reason at any time, and I can terminate my employment at any time. I understand that only the CEO has authority to change the employment-at-will status. Such a change must be in writing and officially signed by the company.
____Terell Banks_____________________
Employee’s Name in Print
____Terell Banks___________
Employee’s Signature
_____3/6/17__________________
Date Signed by Employee
TO BE PLACED IN EMPLOYEE’S PERSONNEL FILE
Receipt of Harassment and Safety Policies
I have read and I understand the Company’s Harassment Policy and Workplace Safety Policy.
_____Terell Banks_______________________________
Employee’s Name in Print
____Terell Banks_____________________
Signature of Employee
_____3/6/17__________________
Date Signed by Employee
TO BE PLACED IN EMPLOYEE’S PERSONNEL FILE
BT Green Lifecycle Status Report – Summary Level
Employee Name: Terell Banks Department: Operations/Technical Development
Job Title: Technical Representative Supervisor: Susan Miller
New Hire
I-9 Verification Start Date Orientation
Complete SH Training
Complete WV
Training
Complete Employee Handbook & Policy Sign-off forms
Complete Compensation forms
Complete Probation Complete
2/27/17 2/27/17 3/6/17 3/6/17 3/6/17 3/6/17 3/2/17 5/31/17
Performance Management (after probation period)
Review Review Review Review Review Review
Due: 11/30/17
Training and Development (after probation period)
Annual SH Training Annual WV Training Annual Professional Development:
Tech Certification Additional Training: Additional
Training: Additional
Training:
6/30/17
Termination: ____ Voluntary | ___X__ Involuntary: __X___ Business _____ Performance _____ Other
Notice
Given Exit Interview Compensation Close-out Severance Package Computer Account/
Phone Disabled Co. Property Returned Last Work/
Termination Day Recommend-
Ation/Verific-ation Restrictions Eligible for Rehire Record Closed
7/21/17 8/4/17 8/7/17 No 8/8/17 8/4/17 8/4/17 Standard Yes
BT Green Lifecycle Status Report – Summary Level
Employee Name: Toni Silverman Department: Operations/Technical Development
Job Title: Technical Representative Supervisor: Susan Miller
New Hire
I-9 Verification Start Date Orientation
Complete SH Training
Complete WV
Training
Complete Employee Handbook & Policy Sign-off forms
Complete Compensation forms
Complete Probation Complete
2/25/17 2/25/17 3/6/17 3/6/17 3/6/17 3/6/17 3/2/17 5/30/17
Performance Management (after probation period)
Review Review Review Review Review Review
Due: 11/30/17
Training and Development (after probation period)
Annual SH Training Annual WV Training Annual Professional Development:
Tech Certification Additional Training: Additional
Training: Additional
Training:
7/10/17
Termination: ____ Voluntary | _____ Involuntary: ____ Business _____ Performance _____ Other
Notice
Given Exit Interview Compensation Close-out Severance Package Computer Account/
Phone Disabled Co. Property Returned Last Work/
Termination Day Recommend-
Ation/Verific-ation Restrictions Eligible for Rehire Record Closed
BT Green Lifecycle Status Report – Summary Level
Employee Name: Ron Middleton Department: Operations/Technical Development
Job Title: Technical Representative Supervisor: Susan Miller
New Hire
I-9 Verification Start Date Orientation
Complete SH Training
Complete WV
Training
Complete Employee Handbook & Policy Sign-off forms
Complete Compensation forms
Complete Probation Complete
2/28/17 2/27/17 3/6/17 3/6/17 3/6/17 3/6/17 3/2/17 5/31/17
Performance Management (after probation period)
Review Review Review Review Review Review
Due: 11/30/17
Training and Development (after probation period)
Annual SH Training Annual WV Training Annual Professional Development:
Tech Certification Additional Training: Additional
Training: Additional
Training:
8/15/17
Termination: ____ Voluntary | ____ Involuntary: _____ Business _____ Performance _____ Other
Notice
Given Exit Interview Compensation Close-out Severance Package Computer Account/
Phone Disabled Co. Property Returned Last Work/
Termination Day Recommend-
Ation/Verific-ation Restrictions Eligible for Rehire Record Closed
Employee Record – Summary Level
Employee Name: Terell Banks
Job Details
Employee ID 17313
Location Headquarters
Department Operations/Technical Development
Supervisor Sue Miller
Position Technical Representative
Business Title Technical Representative
Employee Type Full-time
Hire Date 2/27/17
Length of Service in Current Position Less than 1 year
Length of Service in Organization Less than 1 year
Payroll Profile Yes, see separate file.
Bargaining Unit N/A
Union Dues Checkoff N/A
Contact Information
Business phone 555-111-2222
Business address Headquarters
Home phone (private) 555-234-9999
Home address (private) 609 Paxton Rd., Connor, NV
Personal Information
Gender M
Race/Ethnicity Black
Date of Birth 050193
Age 24
Country of Birth USA
Marital Status Single
Citizenship Status USA
Military Service No
ADA request No
Family Relationship
Cannot report to: N/A
Employee Record – Summary Level
Employee Name: Toni Silverman
Job Details
Employee ID 17311
Location Headquarters
Department Operations/Technical Development
Supervisor Sue Miller
Position Technical Representative
Business Title Technical Representative
Employee Type Full-time
Hire Date 2/25/17
Length of Service in Current Position Less than 1 year
Length of Service in Organization Less than 1 year
Payroll Profile Yes, see separate file.
Bargaining Unit N/A
Union Dues Checkoff N/A
Contact Information
Business phone 555-111-2220
Business address Headquarters
Home phone (private) 555-549-8888
Home address (private) 12485 North Park Dr., Boston, NV
Personal Information
Gender F
Race/Ethnicity White
Date of Birth 091586
Age 31
Country of Birth USA
Marital Status Married
Citizenship Status USA
Military Service No
ADA request No
Family Relationship
Cannot report to: N/A
Employee Record – Summary Level
Employee Name: Ron Middleton
Job Details
Employee ID 17312
Location Headquarters
Department Operations/Technical Development
Supervisor Sue Miller
Position Technical Representative
Business Title Technical Representative
Employee Type Full-time
Hire Date 2/27/17
Length of Service in Current Position Less than 1 year
Length of Service in Organization Less than 1 year
Payroll Profile Yes, see separate file.
Bargaining Unit N/A
Union Dues Checkoff N/A
Contact Information
Business phone 555-111-2222
Business address Headquarters
Home phone (private) 555-980-7777
Home address (private) 525 DeKuning Lane., Gold, NV
Personal Information
Gender M
Race/Ethnicity White
Date of Birth 031794
Age 23
Country of Birth USA
Marital Status Single
Citizenship Status USA
Military Service No
ADA request No
Family Relationship
Cannot report to: Bradley Middleton (without special permission); Bradley is his father.
Diversity Report: Race and Gender – Summary Level
(EEO-1 Categories: https://www.eeoc.gov/employers/eeo1survey/ee1_datafile_2013.cfm)
Note: Initials in parentheses correspond to the names of the employees.
EMPLOYEE LEVEL
HISPANIC or LATINO
WHITE
BLACK or AFRICAN AMERICAN NATIVE HAWAIIAN or OTHER PACIFIC
ISLANDER ASIAN
AMERICAN INDIAN or
ALASKAN NATIVE TWO or MORE RACES
OTHER
TOTAL
MALE
EXECUTIVE/SENIOR LEVEL OFFICIALS AND
MANAGERS 1 (BM) 1
FIRST/MID-LEVEL OFFICIALS AND
MANAGERS 3
(PM, LS, KR) 3
PROFESSIONALS 1 (BW) 1
TECHNICIANS 2
(GB, RM) 1
(TB) 3
SALES WORKERS 1 (TC) 1
ADMINISTRATIVE SUPPORT WORKERS
CRAFT WORKERS
OPERATIVES
LABORERS AND HELPERS
SERVICE WORKERS
TOTAL MALE 7 1 1 9
Female
EXECUTIVE/SENIOR LEVEL OFFICIALS AND
MANAGERS
FIRST/MID-LEVEL OFFICIALS AND
MANAGERS 1 (SM) 1
PROFESSIONALS
TECHNICIANS 1 (TS) 1
SALES WORKERS 1 (AT) 1
ADMINISTRATIVE SUPPORT WORKERS
CRAFT WORKERS
OPERATIVES
LABORERS AND HELPERS
SERVICE WORKERS
TOTAL FEMALE 2 1 3
TOTAL EMPLOYEES 9 2 1 12
New-Hire Interview - Summary
Applicant: Terell Banks
Position: Technical Representative, Operations/Technical Development
Interview Date: 2/20/17
Interview Method/Location: Face-to-face, Headquarters
Rating: __X___ Recommend for Hire _____ Consider in future _____ Do not hire
Comments:
--Informed him of at-will status
--Explained job is to help with possible government contract
--Explained that technical certification is needed within 6 months, that company will pay 80% of fee
Attending:
Name Title Signature Date
Susan Miller Manager, Operations/Technical Development
2/20/17
Exit Interview - Summary
Employee: Terell Banks
Position: Technical Representative, Operations/Technical Development
Termination Type: ____ Voluntary | ____ Involuntary: __X__ Business ____ Performance ____ Other
Interview Date: 8/4/17
Interview Method/Location: Face-to-face, headquarters
Discussed:
_N/A_ No Compete Agreement Provisions
_√___ Confidentiality
_√___ Employment Verification/Recommendation Policy
_√___ Employee Satisfaction Questionnaire
__x__ Follow-up items: None
Comments: Final paycheck was given to him in person. I-9 Status change notification was not needed.
Attending:
Name Title Signature Date
K. Reeder Manager, HR/Administration
8/4/17
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