Complete 2 page APA formatted essay: Business Management: Blue Star Services & Logistics (BSSL), Inc.The learned court ruled that In the absence of any evidence of discriminatory intent, however, it is not the prerogative of the courts or jury to sit in judgment of employers management decisions. (Sarah Crone, plaintiff-appellent, v. United parcel service, Inc., defentant appellee United States Court of appeals,eight circuit.-301 F.3d 942, 2002). The court was of the opinion that the company had genuine reasons for not giving Ms Crone the promotion and the appeal was dismissed.If such an event had occurred in Blue Star Services and Logistics Inc. the result would have been the same. The EEO policy book of the company cannot include provisions that are contrary to the above mentioned rule in the Arkansan Civil Rights Code. Moreover, the book specifically states that the company will look after the welfare of the employees. In case Ms Crone is harassed by crude behavior of drivers, it will amount to not protecting the rights of an employee. No company will willingly do such an act unless it wants to intentionally harass an employee. Ms Crone could argue that being a woman does not mean that she cannot handle such situations. But in this case, her supervisor who apparently knows her well will know whether she is up to it or not. It would also be difficult for Ms Crone to prove the fact. Another area in which Ms Crone erred was the procedure to be followed in cases of harassment. While Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on sex, it also lays out the procedures for potential litigants to ensure that they have followed before they consider legal action. (Legal case study of Sarah Crone v. United States parcel service (2002): Implications for employers and sex discrimination, 2008). There are prescribed conflict resolution channels before an employee should file a case. Each company including Blue Star will have its own procedures to follow in such
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