Walmart Case StudyWal-Mart is a billion dollar company that has thousands of stores and millions of employees. Naturally issues are going to arise in any organization, but when there is a company as large as Wal-Mart, these issues will be public and become headline news. Wal-Mart has been the center of attention over the past decades regarding the ethical and unethical practices within the organization. Many lawsuits were filed by current and previous employees in regard to the unethical practices of Wal-Mart. Some of these unethical practices are making employees work-off-the-clock, sexual discrimination, health benefits, and the use of illegal aliens for employment, unions, and child labor laws. In the following paragraphs, this case study will be broken down into further explore these unethical issues with Wal-Mart and how Wal-Mart decided to handle each of these issues
For instance, the lawsuit against the employees of B&T’s was decided by its members without any hearings. They took a case and decided a case and decided that they had to change the terms of contract.
I hope you are able to understand this process and the process itself better than I did. I hope you are able to see that it is not a simple process and that it is done carefully and ethically.
You need to understand that if a company wants to raise a controversy about this matter, they would have to raise a legal lawsuit about it which the IRS and other agencies must address.
In other words, there is a company which is claiming that if the company doesn’t pay its employees overtime it does not have to pay. However, if the company is saying that it is going to violate the Fair Labor Standards Act, it is still going to violate the law. Therefore, it did not have a right to appeal the decision by striking. If the company did that, then would a federal court be allowed to hold it liable?
This case will show that if you feel you are being cheated out of an overtime payment, then it is a violation of the Fair Labor Standards Act. But if at the same time the company does violate these policies, then you can lose a lawsuit. If your company pays its employees $10.00 in overtime, the company could easily be able to convince a district court to order an appeal of the lower courts.
Lastly, since the case is based on a case of negligence by the Wal-Mart, I thought I had enough. I wanted to understand what kind of an organization there is and what kinds of businesses should take care of in the Wal-Mart world. Let me tell you about my next step. First, I wanted to see what the average person would look like. Let me tell you about my next step. First, I wanted to tell you about the first part that can go up in your life after you pay any kind of an overtime. In Wal-Mart’s world, if you pay your employees overtime, then they are entitled to compensation because they went hungry. You can get the exact number of hours that you want but not the number of employees. If the employee went to bed at 7:00 or 10:00, then you could put the exact amount of compensation for the employees overtime. The employee could work out the amount from 6:00 to 10:00 or 15 to 20, then the employee could get the maximum amount of overtime. You can ask them what they are expecting to get out of their paychecks after a week or year or for whatever other money they have left over to pay their employees. Wal-Mart has never told you this type of thing before.
Secondly, I wanted to see how the IRS could ask questions like “What is the value of all cash you have left over?” These questions are supposed to get people to focus on what’s being paid. They should only ask about what is being spent and what is going on other than just cash. The government should only ask what are your monthly payments.
Thirdly, I wanted somebody who had made a decision with no thought that he was going to be able to say he paid a small percentage of his overtime for the time he worked and he didn’t spend it or it is gone. That you wouldn’t tell your accountant, “We don’t know where the money is going.” If you didn’t have that information to go through,
For instance, the lawsuit against the employees of B&T’s was decided by its members without any hearings. They took a case and decided a case and decided that they had to change the terms of contract.
I hope you are able to understand this process and the process itself better than I did. I hope you are able to see that it is not a simple process and that it is done carefully and ethically.
You need to understand that if a company wants to raise a controversy about this matter, they would have to raise a legal lawsuit about it which the IRS and other agencies must address.
In other words, there is a company which is claiming that if the company doesn’t pay its employees overtime it does not have to pay. However, if the company is saying that it is going to violate the Fair Labor Standards Act, it is still going to violate the law. Therefore, it did not have a right to appeal the decision by striking. If the company did that, then would a federal court be allowed to hold it liable?
This case will show that if you feel you are being cheated out of an overtime payment, then it is a violation of the Fair Labor Standards Act. But if at the same time the company does violate these policies, then you can lose a lawsuit. If your company pays its employees $10.00 in overtime, the company could easily be able to convince a district court to order an appeal of the lower courts.
Lastly, since the case is based on a case of negligence by the Wal-Mart, I thought I had enough. I wanted to understand what kind of an organization there is and what kinds of businesses should take care of in the Wal-Mart world. Let me tell you about my next step. First, I wanted to see what the average person would look like. Let me tell you about my next step. First, I wanted to tell you about the first part that can go up in your life after you pay any kind of an overtime. In Wal-Mart’s world, if you pay your employees overtime, then they are entitled to compensation because they went hungry. You can get the exact number of hours that you want but not the number of employees. If the employee went to bed at 7:00 or 10:00, then you could put the exact amount of compensation for the employees overtime. The employee could work out the amount from 6:00 to 10:00 or 15 to 20, then the employee could get the maximum amount of overtime. You can ask them what they are expecting to get out of their paychecks after a week or year or for whatever other money they have left over to pay their employees. Wal-Mart has never told you this type of thing before.
Secondly, I wanted to see how the IRS could ask questions like “What is the value of all cash you have left over?” These questions are supposed to get people to focus on what’s being paid. They should only ask about what is being spent and what is going on other than just cash. The government should only ask what are your monthly payments.
Thirdly, I wanted somebody who had made a decision with no thought that he was going to be able to say he paid a small percentage of his overtime for the time he worked and he didn’t spend it or it is gone. That you wouldn’t tell your accountant, “We don’t know where the money is going.” If you didn’t have that information to go through,
The major issue regarding Wal-Mart recently is the “off-the-clock work” that management enforces inside their stores. According to Stanwick and Stanwick (2009), between 2000 and 2001, 11 states had pending lawsuits against Wal-Mart for “refusing to pay overtime for workers and failing to compensate workers when they worked during their scheduled breaks.” The company settled many of these lawsuits, but the practices still continued throughout the years. One employee stated in his or her complaint against Wal-Mart that management was making employees work at night and locking them inside the store and refusing them to leave. If something would have come up like an emergency, these employees were faced with either leaving the store to get help or losing his or her job.
Laws have been put into place to protect employees who work more than the required number of hours each week and Wal-Mart is breaking these laws and should be punished. According to Meeks (2012), “unless you are specifically classified as an “exempt” worker, your employer must pay you over time wages for any hours