As a marketing manager you have recently turned down Nancy Conrad for a position as sales supervisor. Nancy believes the denial was due to her gender and she has filed a sex discrimination charge with the EEOC. Explain the steps the EEOC will use to process the charge; include Nancy’s options during the process. Determine the likelihood of success of Nancy’s discrimination claim from the EEOC data base (available through www.eeoc.gov). Describe the basic precautions you should take so you might prevail in her claim.

In some instances, individuals feel that they were not hired due to race, gender, age, if she is over 40, disability or religion. (EEOC 2010) This may or may not be the situation in Nancy’s case. To ensure that Nancy
stores.
"This is not 'Wal-Mart didn't know what was going on.' This is conduct that was approved of and acquiesced for years," Seligman told the full 11-judge panel. The court, which has jurisdiction in nine mostly Western states, has turned down two Wal-Mart appeals.” (Reuters 2009)
Cases like this could go on for quite some time. Companies need to strengthen their hiring practices to avoid such conflict. www.eeoc.gov http://www.reuters.com/article/idUSTRE52O0P820090325

More than 50 percent of all MBAs leave their first employer within five years. While the change may mean career growth for the individuals, it represents a loss to the employers. You are the HR Director for a large firm that employs about 100 MBA-level employees. Describe a plan to manage this expensive turnover issue.

Compensation and growth are the two biggest factors in regard to maintaining employees. In today’s economy, many are thankful to have employment. When one has an MBA, there is some security that goes with the education. The security is that while one company may be holding back on compensation and growth, others are looking for qualified workers. In addition, it can cost companies in the thousands to hire and train new employees. “Replacing employees is expensive. The cost of recruitment and selection is high. These costs soar as companies move to external recruitment methods. The time and energy of human resources people and managers spent