Business Law Case Study: Discrimination, Ethics, and AT&T Policy

This case study delves into business law principles, focusing on preventing discrimination and enforcing ethical conduct within organizations. It analyzes the St. Croix v. Univ. Of Colo. Health Sciences Center case to develop solutions for mitigating discrimination claims through policies and procedures such as anti-discrimination policies, internal complaint procedures, and training sessions. The study also examines Albert Buonanno's case at AT&T, where his religious beliefs conflicted with company policy, highlighting the importance of fair and innovative approaches to resolving ethical dilemmas in the workplace. The analysis emphasizes the need for organizations to create inclusive environments that respect diverse beliefs while maintaining ethical standards and compliance with the law. The document is available on Desklib, a platform offering study tools and resources for students.

Running head: BUSINESS LAW 1
Business Law
Student Name
Institutional Affiliation

BUSINESS LAW 2
Business Law
Question 1
The policies and procedures that I would have instituted at the center to mitigate diffusion
would include anti discriminatory and anti-harassment policies, a procedure placed for internal
complaints, a barrier prevention and eradication of the plan, conducting education and training
session to employees on the effects of discrimination and establishment of an accommodation
policies and procures. First, I would design and remove barriers within the organization by
understanding peoples’ needs and work towards meeting them effectively (Baker, 2019). Second,
I would collect data that would allow me to understand barriers that exists in the organization. I
will identify employee concerns and address them systematically to prevent discrimination. For
instance, I would interview employees and request feedback verbally by interacting with
different people and groups.
Third, I would establish anti discriminatory and anti-harassment policies having in mind
the psychosocial need of the people within the organization. This would involve recognizing
people with mental problems and health issues such as drug addictions and then establish a
program that would offer them counselling services instead of harassing them. moreover, I
would establish education and training sessions within the organization to support values and
code of ethics within the organization (Sperino, 2012). This would enable every employee to
understand their rights in line with the organizations values. It would allow them to adopt a
strategy to participate in effective policy making and change their behaviors towards becoming
ethical. It will also create awareness, address developing issues and change employee’s attitudes
both for long term and shot term behavioral changes.
Question 2

BUSINESS LAW 3
In addition, the efforts are effective in the sense that it increases diversity in learning
institutions affecting positivity in social and academic life of students and teachers. For instance,
learners acquire long term intergroup relationships and attain high level of academic
achievements. Diversity allows learners to intact freely with different people from diverse
backgrounds thus enabling them to effectively communicate, which later sharpens their cognitive
and problem solving skills (Wills, Morris, & Shields, 2018). Besides, such efforts result to the
eradication of stereotypes among learners as they explore different experiences that make them
develop their talents, become tolerant and more accepted personalities in the society. Besides, the
efforts also receive a positive insight in leadership as it brings forth peers who are culturally
diverse. They experience that they acquire prepares them to work in complex societies with
mutual respect to colleagues and team members.
Based on AT&T policy, I agree with the courts conclusion. Aggressive conduct or
insulting language is not applicable in the workplace (Johnson, Nguyen, Groth, & White, 2018).
Best policies at workplace does not engage every type of behavior. It is normal for the human
resource department to step back from routine measures and make decisions by examining
unusual circumstances. The company was supposed to be fair in making its decisions and take
position that considered Buonanno believes. He refused to sign the certificate since he believed it
compromised his religious beliefs. Thus, the company was to come up with innovative
approaches towards solving such issues i.e. through educating Buonanno on what they implied
and not firing.

BUSINESS LAW 4
References
Baker, K. J. (2019). Learned societies need anti-harassment policies. Dean and Provost, 20(9).
Johnson, A., Nguyen, H., Groth, M., & White, L. (2018). Workplace aggression and
organisational effectiveness: The mediating role of employee engagement. Australian
Journal of Management, 43(4).
Sperino, S. (2012). Revitalizing State Discrimination Law. George Mason Law Review,
Forthcoming.
Wills, C., Morris, M., & Shields, S. (2018). Communication Students Experiencing Cultural
Diversity.