1.

0 Introduction of the Report

1.1 Objectives of the Report
The objectives of the report are to measure, manage and share what’s important,
produce the best for less, incentive on what you want to change, promote from within. Next,
set the bar high, train, never stop learning, it is because we are not ordinary, but we are
exceptional. Also, in this report, we are going to summarize the history of Domino’s Pizza,
their mission, vision, organization chart, what are their main things that the company do, which
Labour Law the company has broken, and we are going to find three issues that related to what
we have studied in Labour Law. (Ullah, n.d.)

1.2 Limitations of the Report

While doing this assignment we have faced several issues. We tried our best to cope
with these problems. First of all, the problem that we faced is that Domino's Pizza is located in
Canada and Australia and it makes us hard for us to relate Malaysian Labour Laws with Canada
and Australia Labour Laws. The problem that frustrated us as we found out that Domino's Pizza
is communications and operations challenges and the reducing of company's stock. Also, we
want to search more to find more information, but we do not have enough time because we
have to do other assignments. Thus, we were planning to do an interview, but we do not have
the time or the money to travel to Canada and Australia and interview the workers there. Hence,
we tried our best to manage our time to complete this proposal in an efficient and effective
way.

2.0 Background of Domino’s Pizza Company

2.1 Domino’s Vision and Mission
Vision
Domino’s vision is to be the most emotionally connected brand in Malaysia and the

company ambition is to be every employer of choice, leader in customer brand loyalty

and become number one pizza in 1st of January 2020.

Mission
Domino’s Pizza mission is to maintain high standards of the international chain of pizza
delivery and provide the experience of an excellent product with excellent customer
service, to be exceptional in serving people with the best pizza in the world, and to sell
more pizza and have more fun.

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 2.2 Domino’s Pizza History

Domino’s is a pizza brand which begun 50 years ago as a small pizza shop in Ypsilanti,
Michigan, United State. It starts with only one store called ‘‘DomiNick’s” and it is bought by
brothers Tom and James Monaghan for $500 in 1960. In 1965, James sells half of his business
to Tom. As a sole owner, Tom renamed his business as Domino's Pizza Inc. (Domino's Pizza,
n.d.)

Domino had opened the 200th Domino's store in 1978,1,000 stores in year 1983 and its
first international store in Winnipeg, Canada. Domino’s also open its first store at the
Australasian continent in Queensland, Australia in the same year. Domino is the fastest-
growing pizza company in the world because Domino already had 5,000 stores in Japan, UK
and South America in year 1989. Domino’s Malaysia had established in 1997 and managed by
master franchise holder, Dommal Food Services Sdn Bhd. It became the greatest Domino’s
market in Southeast Asia and the 5th greatest in Asia Pacific at quarter 2 of 2017. Domino’s
Pizza Company headquarter is in Michigan, United States of America and it maintains the
overall control on the source and supply of raw materials to the master franchise and enforces
the quality of the service and product sold. Domino’s operation in Malaysia and overseas uses
the franchise model.

Domino always pride their commitment to enrich the lives of their customers, partners,
shareholders and communities. They set it as their main purpose and always treat them as
family. Domino’s always go the extra miles to get every customer to smile and provide the best
services. Domino’s pizza promises to provide the best pizza delivery experience to every
customer, product satisfaction guaranteed, 30 minutes delivery guaranteed and 15 minutes take
away guaranteed.

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2.3 Domino’s Pizza Organization’s Structure

 The President - The duty of the president is to provide the company with the right
leadership.
 The Chief Financial Officer - The duty of the chief financial officer of a company
is to look after and manage the financial affairs department of the company. The
responsibility of the chief financial officer to look after the cost of production and
the earnings, and the profits of the company.
 Manager, Human Resource - Human resource manager who are responsible for
development of human resource and therefore a growth in the production system.
Under the Human resource managers there are sever assistant managers, human
resources, whose duty is to look up to their own teams and report to the managers,
human resource.
 Manager, Fast Food - The manager of fast food section, whose duty is to keep an
eye on the food production and food quality among other things. (Hierarchy
Structure, n.d.)

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 2.4 Product / Services Provided by The Company
Domino's adds value to the products available in the store. Hence, the quality and the
hygiene of the pizzas and the other add-ons are taken care of by the company or the franchisees
by way of training to the employees. Domino's also takes pride on the innovation of many new
products and ideas.

Domino’s Pizza is widely known for its quality and freshness of their pizza. The boxes
for the food products are particularly designed to keep the food fresh and hot. The products
offered are both in vegetarian and non-vegetarian assortment. In order to grasp the market
Domino’s has operated on a unique concept of localizing the flavours.

Domino’s pizza comes in three different sizes which consist of small, medium and
large. There are varieties of flavours which are classified as the popular pizzas such as, Country
Special Pizza, Mexican Green Wave Pizza, Zesty Chicken pizza, Seventh Heaven Pizza,
Chicken and Prawn Pizza, Grand Supreme Pizza, Chicken and Camembert Pizza are some of
the popular pizzas.

Besides pizzas, Domino’s also offers other food items such as Calzone pockets, Garlic
Bread Sticks, Stuffed Garlic Bread Sticks, Taco Indiana, Pasta Italiano (white sauce), Chicken
Wings, Choco Lava Cake, Spicy Baked Chicken and Butterscotch Mousse Cake. In term of
beverages, there are Thumps-up, Fanta and Coke on the menu.

Domino’s Pizza also gives customers the choice in choosing their pizza’s crust such as
Fresh Pan Pizza and Cheese burst pizza. Domino’s also started offering more options including
whole-wheat crust where other pizza company has yet not operated this option. The consumer
also has a choice on the toppings such as Extra cheese on a pizza and Dips like Roasted Pepper
Dip and Cheesy Jalapeno Dip are available as request. (Bhasin, 2019)

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3.0 Situation Analysis

3.1 Issue 1- Underpayment of Workers

Domino’s Pizza is underpaying delivery drivers and in-store workers’ wages as per
industry standards (Bominos, 2019).

Australia

Australia’s Domino’s Pizza Enterprises was sued for allegedly underpaying employees.
The suit, filed by law firm Phi Finney McDonald in the Federal Court of Australia, claims that
Domino’s mislead franchisees by telling them to not pay delivery drivers and in-store
employees wages as per industry standards. The Australian Fair Work Commission states that
fast food employees are entitled to a minimum weekly wage of A$813.60 (US$565.86)
(Bominos, 2019).

The suit was filed on behalf of Australian employees who were employed as delivery
drivers or in-store workers between June 24, 2013 and January 24, 2018. Domino’s was also
said to have avoided benefits mandated under the Fast Food Industry Award 2010 like casual
loading, travel costs, penalty rates, minimum three-hour shifts and laundry allowances. It was
also said that some of the workers are owed tens of thousands of dollars. The misconduct was
revealed through an investigation by the Retail and Fast Food Workers’ Union (RAFFWU).

This caused its shares to fall more than 6% to a four-year low and its expected earnings
before interest and tax (EBIT) for fiscal 2019 to be at the lower end of its guidance range of
A$227mil to A$247mil.

Canada

In another case, a Domino's Pizza franchise in Mississauga must pay a former delivery
driver $28,144.54 in lost wages and other benefits for violating several parts of the
Employment Standards Act, Ontario's Ministry of Labour has ruled (Merali.F, 2018).

Juan Jose Lira Cervantes, a father of six, filed a claim in March arguing that for four
years, he was doing the work of an employee but was being paid as an independent contractor
making less than minimum wage. An employment standards officer with the Ministry of
Labour ruled that Cervantes was an employee who is entitled to minimum wage and other
benefits.

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 Cervantes was hired as an independent contractor but was doing the work of an
employee. He says when he confronted his boss and later filed a claim with the Ontario
Ministry of Labour, he was taken off the work schedule. Independent contractors don't have
the same protections as employees under Ontario's labour law. Independent contractors set their
own hours and use their own tools, but are not entitled to overtime or vacation pay. Employees
are told when and how to do their work, but are entitled to the minimum wage and overtime
pay. Of the $28,144.54 the company is being ordered to pay Cervantes, $17,539.60 was wages
owed for getting below minimum wage.

The Ministry of Labour ruling also found that since Cervantes was technically an
employee, he was entitled to vacation pay, overtime pay, holiday pay and other benefits, and
ordered the company to compensate him.

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 Issue 2- Sexual Harassment
One of the worker in Domino’s pizza, named Jimmy mentioned that on his first day of
work as an intern at Domino’s Pizza company, he was told by his supervisor that he will gain
many experience during his five months in the company if he is willing to put in the hours.
(Indramalar, 2018)

Jimmy also was told that the company is not an ethical workplace, the things that his
supervisor shared with him was there has been a few cases of sexual harassment that happened
in Domino’s Pizza in the past. However, the supervisor told him not to be worried about it.
(Indramalar, 2018)

Jimmy said that was not what he expected to hear from such a huge and stable company
on his first day of work as an intern at Domino’s Pizza. After sometimes, Jimmy said “I realized
that the harassment was an open secret in the company whereby every worker knew about the
incident but nobody actually talked about it”. In addition, there are two harassment cases which
has been widely discussed in Domino’s Pizza company. (Indramalar, 2018)

Case between Lisa vs Supervisor

The first issue was Lisa who is one of the staff in Domino’s Pizza had complained to
her top manager that her supervisor often invites her to have a discussions regarding to work
after the normal office hours, and often invites her for dinner or at his home. Lisa said that “my
manager told me that my supervisor’s action was not a harassment and I should not be
suspicious. But, his action made me feel very uncomfortable but seemingly it was my
problem.” However, there exist a circumstances that after she rejected his supervisor’s offers
over few months, Lisa felt that she has been sidelined as she did not have the chance to include
in meetings and discussions and frequently being derided for her works in front of colleagues.
After half years, Lisa left Domino’s company. (Indramalar, 2018)

Case between Amirah vs male colleague

Another harassment case that happened at Domino’s Pizza last month is that Amirah,
who is one of the staff in Domino’s Pizza has reported that she has been groped by one of the
male worker and she reported this issue to her supervisor. However, her supervisor questioned
her back that “Do you have any problems with your husband which caused you even to seek
comfort with your colleague?” Amirah was stunt. She did not expect that her supervisor will
be suspicious on her rather than the male worker. Amirah felt depressed and upset about his

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issue. Therefore, the supervisor asked her that if she had told her husband about this issue.
Amirah replied not yet. She told her supervisor that it was difficult to talk about it and Amirah
said “my supervisor asked me that is it you were having problems with your husband or you
encourage your male staff in some special way? Amirah added “it was disgusting and
troublesome to me. It took me one month to seek the courage to talk to my top manager about
this issue and therefore bring this case to the Human Resource Department, only to have the
chance to settle this issue and stand for my right.” (Indramalar, 2018)

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 Issue 3 – Attack and Murder Among Workers

Domino’s Pizza worker assaults their co-worker and are fatally shot while making
delivery.

Worker of Domino’s Pizza in Texas were attacked by the co-worker due to leakage of
Marvel film over the weekend (Musumeci, 2019). Next issue is, Domino’s Pizza worker in
Darlington Country was shot and killed while making a delivery at the workplace. (Sayblack,
2019)

While the Halifax Country Sheriff Wes Tripp said officials at Domino's Company
would offer a $5,000 reward for arresting and convicting someone who died. He stressed that
the sheriff's office has requested Governor Roy Cooper's office for an additional $5,000 reward.
(Sayblack, 2019)

Workplace violence includes any harassment, assault, intimidation, or other violence.

If he/she are the victim of an attack at workplace and do not involve the employer, whether the
company is trying to cover up the attack or not the victim can hire a personal lawyer to charge
the attacker of assault against the person who has been attacked. If convicted of assault, it will
result in imprisonment or a fine. (Larsen, 2019)

Common law negligence claims include attacks in workplace that result in injury or
loss. According to the D.C. National Bureau of Investigation, if the company is aware of the
imminent or foreseeable risk of violence and has taken no action to protect the worker, they
can make their employer responsible for the attack. The court system may find it predictable
and controversial. This may be considered a foreseeable risk if the employer knows that
someone has a history of violence and they hire the person anyway. However, it is important
to remember that workplace violence may come from suppliers or customers. (Larsen, 2019)

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 3.2 Issue 1- Relation of Issue with Acts

The Employment Act 1955 (‘the Act’) is an important piece of labour legislation. The
Act provides a comprehensive legal framework governing matters such as payment of wages,
rest days, hours of work, holidays, termination, maternity protection, employment of foreign
employees and employer’s duty to notify Labour office when commencing business and
amongst others.

The issue of Domino’s Pizza underpaying workers is related to The Wages Councils
Act 1947. The following act has established a council, which is known as Wages Council to
set such minimum wages in certain industries. Wages is a great concern in Malaysia for
employees.

According to the Wages Councils Act 1947 (Revised 1977), Section 13 (2) of the Act,
If an employer fails to pay to a worker to whom a wages regulation order applies remuneration
not less than the statutory minimum remuneration, or fails to pay to any such worker holiday
remuneration at the times and subject to the conditions specified in the order or fails to allow
to any such worker the holidays fixed by the order, he shall be guilty of an offence against this
Act and liable to a fine not exceeding five hundred ringgit for each offence, and where the
employer or any other person charged as a person to whose act or default the offence was due
has been found guilty of an offence under this section consisting of a failure to pay
remuneration not less than the statutory minimum remuneration, the court may order the
employer to pay such sum as is found by the court to represent the difference between the
amount which ought to have Wages Councils 19, been paid to the worker by way of
remuneration, if the provisions of this Part had been complied with, and the amount actually
paid. (The Comissioner of Law Revision, Malaysia, 2006)

In both cases, Domino’s Pizza workers were paid under the minimum wage and was
not paid benefits that they were entitled for.

This relates to Part XII of the EA, that is rest days, hours of work, holidays and other
conditions of service. Under Section 60A (3)(a)(Hours of work) of EA, it states that for any
overtime work carried out in excess of the normal hours of work, the employee shall be paid at
a rate not less than one and half times his hourly rate of pay irrespective of the basis on which
his rate of pay is fixed. (b) In this section ―overtime means the number of hours of work
carried out in excess of the normal hours of work per day:

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 Provided that if any work is carried out after the spread over period of ten hours, the
whole period beginning from the time that the said spread over period ends up to the time that
the employee ceases work for the day shall be deemed to be overtime.

According to (4) (a) No employer shall require or permit an employee to work overtime
exceeding such limit as may be prescribed by the Minister from time to time by regulations
made under this Act, and the regulations so made may provide different limits for different
classes, categories or descriptions of employees, and such regulations may also provide for
such classes, categories or description of employees, as may be specified, to be excluded from
their application: Provided that any work carried out on a rest day, or any of the gazetted public
holidays referred to in subsection 60D(1), or on any paid holiday substituted there for under
section 60D, shall not be construed as overtime work for the purposes of this subsection; And
provided further that the Director General may, on application made to him in writing by an
employer or by an employee or a group of employees, permit any particular employee, or any
group, class, category or description of employees in any particular industry, undertaking or
establishment to work overtime in excess of the limit of hours so prescribed, subject to such
conditions, if any, as he may deem proper to impose (Laws of Malaysia, 2012).

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 Issue 2- Relation of Issue with Acts

Employment Act 1955 is an essential piece of labour legislation. It provides a

comprehensive legal framework governing matters regarding to payment of wages, rest days,
hours of work, holidays, termination, maternity protection, sexual harassment and so on.
Employment Act is an act that mainly protected with employees that earn less than RM2000
for their wages. The main purpose of the Act is to establish numerous minimum benefits and
certain rights to both employers and employee.

Labour department has made it a compulsory for all the companies to maintain a Sexual
Harassment Policy in order to compliance with the Employment Act 1955 after the amendment
of the act in 2012 by Act A1419 and this act was implemented in 2013 by inserting a new
provision that defined ‘sexual harassment’ as any unwelcome conduct of a sexual nature,
whether it is verbal, non-verbal, visual, gesture, or physical, towards a person directly is an
offensive or humiliating or considerable as a threat to his wellbeing arising out of and in relation
to his employment. A new Section 81B of the Employment Act 1955, which is the another
provision has made it compulsory to all employers to create a procedure dealing with the
complaints regarding to sexual harassment between employees, employers, and employees and
employers and to investigate the complaint in a manner according to MOHR. The penalty of
not implementing such procedure is a fine not more than RM10000. ( (Buang, 2017)

According to the issue discussed above, there are two female workers in Domino’s
Pizza were entitled to sexual harassment by their male colleagues.

For the first case, Lisa who is a female staff in Domino’s Pizza had been frequently told
by her supervisor to have work discussions beyond normal working hours, and often been
invited for dinner at his home. Lisa felt that his action made her feel very uncomfortable and
therefore being discriminated in the company due to the rejection of his request for a few
months. However, the case between Lisa and supervisor can be related to (Act A1419-Revised)
in the Employment Act 1955 whereby it is a form of verbal harassment. According to
(Indramalar, 2018), verbal harassment can be defined as the act of a person that commenting
on another person’s body, clothing, personal relationships, making sex-based jokes, making
sexual favours or dates, spreading rumours regarding to a person’s personal or sexual life or
threatening a person as a result of rejecting sexual intention.

For the second case, Amirah who is one of the female staff in Domino’s Pizza has been
groped by her male colleague. This immorality behaviour of his male colleague can be related

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to the Employment Act 1955 (Act A1419- Revised) which states that ‘whether the sexual
conduct is verbal, non-verbal, visual, gesture, or physical directly towards the person is an
offensive or humiliating and as a threat of his or her wellbeing.’ In the case of Amirah vs male
colleague, the male colleague can be said to have unwelcome conduct of sexual nature in term
of physical as according to Employment Act 1955 (Act 1419- Revised). According to
(Indramalar, 2018), sexual harassment refers to a form of sex discrimination in term of
unwelcome verbal, non-verbal, visual, or physical conduct which affects working environment
or creates unfavourable working environment. It mentioned in the article in term of physical
harassment by defining physical harassment refers to the blocking of someone’s movement,
inappropriate touching of a person’s body or clothing, kissing, stroking or assaulting directly
towards a person. The act of the male staff that groped towards Amirah, is an act of physical
sexual harassment in term of inappropriate touching towards Amirah as according to the
Employment Act 1955 (Act A1419- Revised).

Both of the cases above between Lisa vs supervisor and Amirah vs male colleague can
be related to the Part XVA of the Employment Act 1955 is a first piece of legislation to
formulate self-help legal procedures in the process of dealing with sexual harassment in
Malaysia. In term of the self-hep legal procedures for victims, the law has introduced some
duties to act on the employers upon receiving a complaint regarding to sexual harassment.
These are the primary points to focus that should any female or male, employers or employees
to make such complaint at the place of work that including of complaining to employer and
Director General of Labour (DGL). (Yik, 2018)

An employer is liable to a punishment due to the failure of compliance to Part XVA of

the Employment Act 1955. The punishment is an employer is liable to a fine of not exceeding
RM10000 if he or she fails to a)conduct an inquiry into the complaint of sexual harassment,
b)inform the complainant why he revokes to conduct an inquiry, c) conduct any inquiry if
directed to do so by the Director General of Labour, or d) submit a report of inquiry when
directed to do so by DGL (Director General of Labour) (Yik, 2018). Based on the case between
Lisa vs supervisor, Lisa’s top manager which is her employer should be punishable by fine of
not exceeding RM10000 due to failure to comply with a) to conduct an inquiry into the
complaint of sexual harassment and b) inform the complainant why he revokes to conduct an
inquiry as according to Part XVA of Employment Act 1955.

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 Issue 3 - Relation of Issue with Acts

According to the Worker’s Compensation Law, when an attack involved is related to

employer issue and the employer tries to cover it up, he/she may not be able to sue under the
common law negligence theory. In this case, the worker may be limited to benefits under the
Workers Compensation Act. Any recovery under workers' compensation will be subject to
statutory provisions. Compensation does not include any pain and suffering that led to the
attack. If the attack is clearly a private dispute, including a dispute over infidelity or other
external incidents that has extended to the workplace, he/she can sue the employer for
compensation. The Workers' Compensation Act is a system of rules in each state that covers
the costs of workers who are harmed in the performance of their work-related duties. workers
can recover lost wages, medical expenses, disability benefits, and expenses related to
rehabilitation and retraining. The system is administered by the State and financed by
mandatory employer contributions. Federal employees have access to similar programs.
(HG.Org Legal Resources, n.d.)

According to Occupational Safety and Health Act (OSHA), employers are required to
provide their workers with a workplace with out of identifiable hazards that can result in serious
death and injury. If the worker works at workplace that has risk of violence, employer should
implement a zero-tolerance violence prevention program that emphasizes the consequences of
any type of threatening behaviour. According to OSHA, if the employer fails to reduce the risk
of workplace violence, the result is a violation of OSHA, which can result in significant fines.
OSHA recognizes a few type of workplace violence, such as Criminal Intent Violence and
Worker on Worker. The Criminal Intent Violence is the most common source of worker
homicide. According to OSHA, 85% of the workplace homicides fall into this category. The
category of Worker on Worker is an accident occurs when an employee or former employee
attacks or attacks his or her current or former colleague or supervisor. These incidents often
follow a series of increasingly vicious behaviours by the perpetrators. The third type of violence
accounts for about 7% of all workplace homicides. (Dawn, 2018)

Murder, or, more accurately, a criminal homicide, is an unlawful deprivation of life.

Most states have varying degrees of murder and manslaughter, such as premeditated (or first-
degree murder) or murder committed during the commission of another crime (sometimes
referred to as felony murder). Not all states have adopted "criminal codes" to classify different
types of murders. However, it is the basis of the criminal law of two-thirds of the States.

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4.0 Recommendation for Issue 1
There are some recommendations to solve the underpayment of delivery drivers and in-
store workers of Domino’s Pizza to be applied by the employer.

Firstly, the employer of Domino’s Pizza should calculate how long the delivery workers
and the in-store workers has been underpaid. This is because underpayment of worker can
happen in one day, a few weeks, months or up to years depending on the workers’ service
duration for the company and when the mistake occurs. Therefore, the Human Resource
Department need to inspect the pay records for a short period or the whole period of
employment, depending on the cause of underpayment. Underpayment of workers for a short
period occurs due to computer or human error, incorrect numbers of hours paid, penalty rates
not applied and other claims such as allowances or leaves. If the underpayment of workers
happened due to a single payroll error, then only that particular pay period needs to be checked.
However, sometimes the worker is paid properly at the commencement of their employment
but underpaid later. This occur due to the increase of minimum wages, adjustment of worker’s
duties, worker completes job-related requirement and trainee workers complete their course. If
the employer is uncertain of how long the workers were being underpaid, the employer will
then need to inspect the pay records for the whole period of employment. (Australian
Government Fair Work , n.d.)

Secondly, the employer of Domino’s Pizza should calculate the actual amount that the
delivery drivers and in-store workers was paid. The total amount that the workers were paid
for the audited period has to be recorded down by the employer. The total amount refers to
gross amount before tax deduction. Next, the employer of Domino’s Pizza should calculate the
amount that the workers should have been paid. The calculation of the amount that the workers
should have been paid will be based on the number of hours the workers worked which
comprises of the time and the days the hours were worked. Besides that, the employer should
also check if the workers are entitled to penalty rates, overtime, allowances, leave payments,
or any other payments entitled to the workers under the employment agreement. (Australian
Government Fair Work , n.d.)

Lastly, the employer of Domino’s Pizza should calculate how much the delivery
workers and the in-store workers has been underpaid. The underpayment refers to the
difference between the actual amount that the workers was paid and the amount that the

15
workers should have been paid. So that the issue of underpaying workers in Domino’s Pizza
can be resolved.

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 Recommendation for Issue 2

There are some recommendations to solve the sexual harassment issue in Domino’s
Pizza faced by Lisa and Amirah to be applied by the employer.

Based on the issues faced by Lisa and Amirah, the employer of Domino’s Pizza can
implement few steps on creating a safe work environment in order to encounter sexual
harassment at workplace. The first step is to develop a clear policy from management. The
management team of Domino’s Pizza must develop a clear policy on sexual harassment. The
workers of the company must also help in order to make the need of this policies to be known
among the workers. Secondly, awareness of problem, and workers’ rights. The employers and
the workers must be aware of problems associated with sexual harassment and ways to solve
the problem. Therefore, with the presence of a clear policy on sexual harassment, both the
victim and the attacker their rights where the victim can lodge complaint against the attacker.

The next step is complaints and disciplinary procedure. When there is a sexual
harassment issue occur at the workplace, there must be a clear reporting and disciplinary
procedure guidelines that has to be communicated clearly among all the workers in the
company. If the company is large like Domino’s Pizza, the victims of sexual harassment such
as Lisa and Amirah can be referred to the company’s counsellor in order to get support and
advice if they need. Besides that, the workers must also undergo training on sexual harassment
issue education during their orientation period in order to prevent sexual harassment at
workplace. (Western Cape Government, 2018)

Lastly, is confidentiality. Victims that undergo grievances due to sexual harassment

must be handled confidentially. Only parties that such as representatives of the company,
victim and attacker are allowed during disciplinary hearing. The representatives from each
party are made sure to receive information that enable them to prepare for proceedings outlined
by National Code of Good Practice on Sexual Harassment. (Western Cape Government, 2018)

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 Recommendation for Issue 3

Working relationships among workers in an organization can be different. Although

situations of co-worker relationships may be different from workplace to workplace, the
characteristics of a difficult co-worker remain the same. Therefore, there are few
recommendations to solve the attack among workers issue at Domino’s Pizza Company.
(Trackvia, n.d.)

The first personality that may lead to attack among co-worker are gossip. Gossip at the
workplace can be fun at times however, it can end up with lethal consequences. Co-workers
that gossip at workplace love workplace drama and spreading lies behind other’s back.
However, there are times when the temptation to back-stab co-workers in order to gain
employer favor can blind the co-workers. The problem is that, dispute between co-workers can
occur if the words spread by the co-workers got twisted and turned out in the way they did not
expected it to be. Therefore, distance must be kept from the worker that likes to gossip in order
to avoid this issue to happen. Be professional at workplace regardless of the situation.
(Trackvia, n.d.)

The second personality that may lead to attack among co-worker are credit stealer.
Credit stealer refers to a less creative co-worker that steals other co-worker ideas and assume
that idea as their own. Credit stealer issue are the most difficult kind of co-worker problem to
solve because it can be tough to prove individual point without making others think that you
are acting out of jealousy or just being childish. Credit stealers are usually great in deceiving
others including the employer. Therefore, the ultimate way to solve this issue is by
documentation which includes an updates ideas journal which has been discussed and
developed so that if things goes wrong, there is a proof of ownership. (Trackvia, n.d.)

The last personality that may lead to attack among co-worker are the helpless and
slackers. Usually the helpless and slacker co-worker will go around acting as if they are
incompetent but still managed to stay in the company. That makes some co-worker feel that
these category of co-worker have more job security. These kind of co-worker often ask for help
but the other co-worker is the one that will be doing their job when they just sit back and relax.
They are the one that usually lastly arrive at workplace and are the first to leave. Therefore, the
best way to deal with these category of co-workers is to be friendly and professional but with
boundaries set. For example, guide them when they ask for help instead of helping them to do

18
their work, keep the load of their work completely on their shoulders and provide feedbacks
for them on their work. (Trackvia, n.d.)

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5.0 Conclusion

In conclusion, the company that we focused on is Domino’s Pizza Company. The first
worker issue in Domino’s Pizza is underpayment of workers. The second issue in Domino’s
Pizza is sexual harassment and the third issue is attack among workers in Domino’s Pizza
Company.

The issue of Domino’s Pizza underpaying workers is related to The Wages Councils
Act 1947. The following act has established a council, which is known as Wages Council to
set such minimum wages in certain industries. Whereas the issue of sexual harassment in
Domino’s Pizza Company is related to Sexual Harassment Policy in compliance with the
Employment Act 1955 after the amendment of the act in 2012 by Act A1419 and this act was
implemented in 2013 by inserting a new provision that defined ‘sexual harassment’ as any
unwelcome conduct of a sexual nature, whether it is verbal, non-verbal, visual, gesture, or
physical, towards a person directly is an offensive or humiliating or considerable as a threat to
his wellbeing arising out of and in relation to his employment. Lastly, the issue of attack among
workers in Domino’s Pizza Company is related to Worker’s Compensation Act. The Workers'
Compensation Act refers to the system of rules in each state that covers the costs of workers
who are harmed in the performance of their work-related duties. workers can recover lost
wages, medical expenses, disability benefits, and expenses related to rehabilitation and
retraining. The system is administered by the State and financed by mandatory employer
contributions.

The recommendation provided for underpayment of workers are calculate how long the
delivery workers and the in-store workers has been underpaid, calculate the actual amount that
the delivery drivers and in-store workers was paid and calculate how much the delivery workers
and the in-store workers has been underpaid. Whereas the recommendation provided for sexual
harassment at workplace are develop a clear policy from management, awareness of problem,
and workers’ rights, complaints and disciplinary procedure, undergo training on sexual
harassment issue education during their orientation period and confidentiality. Lastly, the
recommendation provided for attack among workers in Domino’s Pizza are, gossip, credit
stealer, and helpless and slackers.

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References
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you/help-resolving-workplace-issues/how-to-fix-an-underpayment

Bhasin, H. (2019, April 21). Marketing mix of Domino’s Pizza. Retrieved from Marketing91:
https://www.marketing91.com/marketing-mix-dominos/

Bominos. (2019, June 26). Australia’s Domino’s Pizza sued for under paying staff. THE Star ONLINE,
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Buang, S. (2017, July 13). Time for a sexual harassment act? Retrieved from
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Indramalar, S. (2018, December 7). Culture of Silence allows sexual harassment to thrive. Retrieved
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Larsen, K. (2019). Workplace Violence: Paranoid or Prepared? Retrieved from Mediate:

https://www.mediate.com/articles/larsen.cfm

Laws of Malaysia. (2012, April 30). AGC. Retrieved from AGC:

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Merali.F. (2018, November 14). Former Domino's Pizza driver awarded over $28K after company
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Musumeci, N. (2019, April 30). Domino’s employee charged with attacking co-worker over ‘Avengers’
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employment-in-malaysia

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