Trouble at Badger Ridge: Employment Law Case Study
Episode Summary: Trouble at Badger Ridge
In this employment law case study, you will be introduced to Badger Ridge Manufacturing, a Wisconsin manufacturer with about 85 employees. Maya Torres is the new Human Resources Manager, and within her first few weeks she must respond to several workplace issues involving scheduling, medical leave, workplace safety, workers’ compensation, and possible employee retaliation.
The case begins when Amy Larson questions why she has been scheduled to work most Saturdays while employees with children appear to receive more weekends off. Rick Dalton, the Production Manager, believes he is simply trying to help employees with family responsibilities, but Maya realizes the scheduling pattern may need closer legal review.
The case then shifts to two employees requesting medical leave. Marcus Reed needs about four weeks away from work for medical treatment, while Jenna requests time off for surgery even though she has worked at the company for a shorter period of time. Their situations may seem similar at first, but the legal analysis may be different.
Next, Curtis Price raises repeated concerns about a loose safety guard on a production machine. Before the issue is fixed, Curtis is injured while driving a company truck back from a work assignment after making a short lunch stop. This creates questions about workers’ compensation and workplace safety obligations.
Finally, Rick wants to terminate Curtis after Curtis threatens to report the machine safety issue to OSHA. Rick argues that Badger Ridge is an at-will employer, but Maya is concerned that firing Curtis could create legal risk, especially because Curtis recently raised safety concerns and filed a workplace safety complaint.
As you listen, pause the episode when instructed and answer the related questions. Focus on identifying the legal issues, what additional information the company may need, and what risks Badger Ridge should consider before making employment decisions.
Key topics in this episode include:
- Discrimination and scheduling practices
- Protected classes and workplace fairness
- Family and Medical Leave Act eligibility
- Medical leave requests
- Workers’ compensation
- OSHA and workplace safety
- Employment-at-will
- Retaliation risk
- The role of Human Resources in managing legal risk
By the end of the episode, you should be prepared to make a final management recommendation about how Badger Ridge should respond to the problems facing the company.
Chapter 1
Imported Transcript
Tessa Morgan
Trouble at Badger Ridge. An Employment Law Case Study.
Tessa Morgan
When Maya Torres accepted the Human Resources Manager position at Badger Ridge Manufacturing, she expected her first few weeks to be busy.
Tessa Morgan
Badger Ridge employs about 85 people and manufactures specialty parts for agricultural equipment. Business has been growing quickly, and several employees have recently been promoted into management positions.
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One of those employees is Rick Dalton.
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Rick has worked at Badger Ridge for 15 years. He knows the production floor better than almost anyone. Six months ago, he was promoted to Production Manager.
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Rick is good at getting products out the door on time. Managing people, however, is proving to be a little more complicated.
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--- By the end of Maya's third week, she would be dealing with an employee complaint, a medical leave request, a workplace safety problem, a workers' compensation claim, and a supervisor who wanted to fire an employee.
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It started with what Rick thought was a simple scheduling decision.
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Part One: Somebody Has to Work Saturday.
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Amy Larson works in quality control. She's 29, single, and has worked at Badger Ridge for four years.
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One Friday afternoon, Amy walks into Rick's office carrying copies of the last eight weeks of work schedules.
Amy Larson
Rick, can I talk to you about the Saturday schedule?
Amy Larson
I've worked six Saturdays in the last eight weeks.
Rick Dalton
--- I know. We've been slammed lately.
Amy Larson
I understand that. But why am I working almost every Saturday?
Rick Dalton
Honestly? You're more flexible.
Rick Dalton
Tom has three kids. Melissa has two. They've got soccer games and family stuff.
Rick Dalton
You don't have kids, so I figured Saturdays were easier for you.
Amy Larson
I have things outside of work too, Rick.
Rick Dalton
I'm not saying you don't. Somebody has to work.
Rick Dalton
I'm trying to help the people who have family responsibilities.
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--- Amy leaves Rick's office frustrated.
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The following Monday, she talks to Maya.
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Amy tells Maya she doesn't think it's fair that employees with children receive scheduling preference.
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She also mentions something else.
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When she looked more closely at the schedules, she noticed that most of the employees receiving Saturdays off were women with children. Amy and another woman in the department who do not have children were receiving many of the weekend assignments.
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Rick isn't concerned.
Rick Dalton
Maya, being single isn't a protected class. I'm not discriminating against anybody.
Rick Dalton
--- I'm just trying to make the schedule work.
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Maya looks at the schedules Amy provided.
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Rick may be right about one thing.
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But Maya isn't convinced that's the end of the issue.
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Pause the episode here and answer the discrimination questions before continuing.
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Part Two: I Need Four Weeks.
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Two days later, another employee arrives at Maya's office.
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Marcus Reed has worked as a machine operator at Badger Ridge for three years. ---
Marcus Reed
I need to talk to you about taking some time off.
Marcus Reed
My doctor says I'm going to need treatment, and I'll probably be out about four weeks.
Maya Torres
Have you talked to Rick?
Marcus Reed
Yeah. That's why I'm here.
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Earlier that morning, Marcus had told Rick about the situation.
Rick Dalton
Four weeks?
Rick Dalton
Marcus, I can't run a production line if people disappear for a month.
Rick Dalton
How much vacation do you have? ---
Marcus Reed
About a week.
Rick Dalton
Use that first. After that, we'll see where things stand.
Rick Dalton
I can't promise your position is going to sit empty for a month.
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Maya begins gathering information.
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Marcus has worked for Badger Ridge for three years and worked approximately 1,900 hours during the previous 12 months.
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His medical condition requires continuing treatment and will prevent him from working during that time.
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Badger Ridge has approximately 85 employees working at or near this location.
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--- Later that afternoon, Maya gets another visitor.
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Jenna, an employee from shipping, has heard about Marcus's request.
Jenna
If Marcus gets four weeks off, I should be able to get medical leave too.
Jenna
I need surgery next month, and I'll probably be gone three weeks.
Maya Torres
How long have you worked here?
Jenna
Nine months.
Jenna
But I work full-time.
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Maya now has two employees asking for medical leave.
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--- Their situations sound very similar.
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Legally, however, they may not be the same.
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Pause the episode here and answer the FMLA questions before continuing.
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Part Three: It Was Just a Lunch Stop.
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The following week brings an entirely different problem.
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Curtis Price works in maintenance.
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For several weeks, Curtis has been telling Rick that the safety guard on one of the production machines is loose.
Curtis Price
Rick, that guard still hasn't been fixed. ---
Rick Dalton
I know.
Rick Dalton
Maintenance shutdown is in two weeks. We'll fix it then.
Curtis Price
I've reported it three times.
Curtis Price
Someone could get hurt.
Rick Dalton
And I've heard you three times. We'll take care of it.
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That afternoon, Rick asks Curtis to take a company truck to a nearby hardware supplier to pick up a replacement part needed for another machine.
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On the way back to Badger Ridge, Curtis realizes he hasn't eaten lunch.
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He drives approximately two blocks off his normal route and stops at a drive- through. ---
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Minutes later, while pulling back onto the highway, another vehicle runs a red light and crashes into the company truck.
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Curtis suffers a broken wrist.
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He files a workers' compensation claim.
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Rick isn't happy.
Rick Dalton
How is that workers' comp?
Rick Dalton
He wasn't picking up the part when he crashed. He was getting lunch.
Rick Dalton
That's personal.
Maya Torres
--- He was driving our truck and returning from an assignment you gave him.
Rick Dalton
After taking a detour.
Rick Dalton
That wasn't part of his job.
Tessa Morgan
As Maya begins looking into the accident, another employee approaches her.
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The employee shows Maya a picture on her phone.
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It's the loose safety guard Curtis had complained about.
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She tells Maya that several employees have raised concerns about the machine.
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No one has been injured by it.
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--- At least, not yet.
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Pause the episode here and answer the workers' compensation and OSHA questions before continuing.
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Part Four: We're an At-Will Employer.
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Curtis eventually returns to work.
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The machine guard still hasn't been repaired.
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Curtis sends an email to Rick and Maya.
Curtis Price
I've reported this safety problem multiple times, and nothing has been done.
Curtis Price
If the machine isn't repaired, I'm reporting the issue to OSHA. ---
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Rick walks into Maya's office shortly afterward.
Rick Dalton
I'm done.
Maya Torres
With what?
Rick Dalton
Curtis.
Rick Dalton
Ever since that accident, all he does is complain.
Rick Dalton
He's negative. He's causing problems on the floor. Now he's threatening to report us.
Rick Dalton
I'm firing him.
Maya Torres
Don't do anything yet. ---
Rick Dalton
Why?
Rick Dalton
We're an at-will employer.
Rick Dalton
It says it right in the handbook.
Rick Dalton
I don't need a reason to fire him.
Maya Torres
Rick, do not terminate him until I've looked into this.
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The next morning, Curtis files a workplace safety complaint with OSHA.
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Three days later, Rick brings Maya a termination form.
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Under Reason for Termination, Rick has written: ---
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Poor attitude and inability to work as part of the team.
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Maya pulls Curtis's personnel file.
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There are no written warnings.
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No previous disciplinary actions.
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His most recent performance evaluation says he consistently meets expectations.
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Maya looks at Rick.
Maya Torres
You still want to terminate him?
Rick Dalton
Absolutely. ---
Rick Dalton
I've told you—we're an at-will employer.
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Pause the episode here and answer the employment-at-will and retaliation questions before continuing.
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Conclusion: Three Weeks In.
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At the end of the week, Maya is called into the company president's office.
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The president has heard pieces of what's been happening.
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An employee is complaining about scheduling.
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Two employees are asking for medical leave.
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--- There's a workers' compensation claim.
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Employees have raised concerns about workplace safety.
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An OSHA complaint has been filed.
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And Rick wants to terminate Curtis.
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The president closes the office door.
President
Maya, you've been here three weeks.
President
Tell me how much trouble we're in.
Maya Torres
I don't think that's the first question we should ask.
President
--- What's the first question?
Maya Torres
Which problem do you want to talk about first?
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Imagine that you're sitting next to Maya in that meeting.
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Badger Ridge has decisions to make.
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Some actions may be perfectly legal.
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Others may create significant legal risk.
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And in several situations, the company may need more information before making a decision.
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The question isn't simply whether Badger Ridge can make these decisions. ---
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The question is whether it should make them without looking more closely at the law.
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Pause the episode here and complete the final management recommendation.