Research Paper on:
Case Study in Human Resources

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would have to be fired, regardless of who started the altercation. The Black employee, insisting that his actions were in self-defense, argued that he should not be fired for  defending himself from the attacks of others, and that this would go against his basic right to self protection. In addition, the Black employee would contend that the attack  by the first Hispanic employee and then the potential attack (thwarted by his use of the pipe) by the Hispanic employees friends, should have resulted in the firing of these  other men as well. The central problems leading to arbitration with the Black employee include his argument of self defense, his  request for reinstatement (against company policy), the admission of complicity by the Hispanic employee who admitted to hitting the Black employee, and the Black employees belief that the other Hispanic  employees were going to cause him harm. These were the reasons that the Black employee believed that he was wrongfully fired and should be reinstated to his position.  There are three questions that extend from this for the company: 1. Did the company wrongfully fire the Black man  for his actions if he was simply acting in self-defense; and 2. Does the companys policy of zero tolerance for fighting mean that individuals should not defend themselves if  they are attacked? In other words, if an individual defends himself from others, will he/she be fired under the zero tolerance policy? 3. Did the verbal altercation  that occurred prior to the Black employee being struck result in the creation of a hostile workplace? If yes, what role did he play and was it grounds for