CASE STUDY #2

You are contacted in person.

Person Affected (Black male, 50’s) had been working in a new job for about two weeks. On the second day of employment he met Person Identified (white woman, 20’s) who was introduced as a co-worker (non-supervisor).

As the Person Affected continued their training and orientation, Person Identified started to make him feel “in the way”. Person Identified would tell him to, “just stand over there,” or when he was doing a task, she would tell him to, “just put it down”.

Having worked in similar environments over the last ten years, Person Affected felt capable to learn the specifics of this job site. He mentioned this to his supervisor who responded, “She’s just like that,” and promised to talk with Person Identified. 

Meanwhile, Person Identified sent a co-worker who is also her boyfriend to talk with Person Affected in private during his break about his “behavior”. Person Affected recollects feelings of calm, controlled anger as a reaction. 

Yesterday, Person Identified continued to increase what Person Affected considers microaggressions, at one point saying about Person Affected’s white handkerchief in his back pocket, “You people gotta realize that this isn’t a place for gang paraphernalia.”

At this point, Person Affected decided to contact a Responder. Since the position is new and Person Affected is not deeply invested, they are considering separation because of the stress he's taking home.

We would like Person Identified to be transferred or he will probably quit soon.

SAFETY FIRST

In the initial request and/or during the interview process, listen for key words such as:

PHYSICAL/VERBAL INDICATIONS

stress-induced health issues such as trouble sleeping, ulcer, lethargy, etc.

lack of eye contact (note: may be cultural)

excessive sighs

Difficulty or hesitancy telling story

Uncontrollable emotional agitation

DETERMINE MINOR OR MAJOR INQUIRY

By using the following scoring sysem, you can determine if it's appropriate to consider it a Minor (One Respondent) or Major (Two Respondents).

EVALUATION RESULTS

In total, you scored this Case Study Inquiry:

{calculationScore} 

The following issues were present:

{theEmployee}

NEXT: REMEDIES BASED ON THE ABOVE SCORE

FINAL REPORT - CASE STUDY #2

(for illustrative purposes only)

Date of Completion: {youreDone}
Submission ID: {id}

Inquiry Level Score: {calculationScore}/35 
[Minor Inquiry, 1-25, Major Inquiry 26-30, Escalation 31-35]
Safety Issues present? (0-10) {safetyIssues}

Dear Parties;

Based on a thorough inquiry of the above (interviews with both parties as available, review of documents, and witness interviews as available) this Inquiry is now concluded. Based on the inquiry and definitions provided in the Employee Handbook, we found the following elements present:

{theEmployee}

Based on numerical scores from the following standardized criteria:

1) timing (score of {timing46}),
2) frequency (score of {timing39}),
3) intensity (score of {intensity}),
4) power dynamics (score of {powerDynamic}), and
5) restorative potential (score of {restorative})

to reach resolution, the following remedies are proposed: 

{125Remedies58}

{remediesFor52}

{3135Suggested}

Specifically (optional): {remedyDetails}

Both parties have until end of business day on {timelineSelection} to fulfill these recommendations. Should the parties not be in complaince with the remedies by this date, the recommendation is as follows:

{enforcement}

If you AGREE, please notify the Responder within five (5) business days from {almostDone}. The email is {ltdivClassinlinequilleditgtbasic[8]}. 

If you DISAGREE with any part of this report and/or want to suggest alternatives you have five (5) business days from {almostDone} to inform the Responder.

If no response is recieved, the assumption is you are in agreement. 

Please don't hesitate to contact me with any questions at {ltdivClassinlinequilleditgtbasic[8]}. Thank you.

Regards,

{ltdivClassinlinequilleditgtbasic[7]}