Essay - Harassment Prevention Training in Human Resources Your Boss Has Questioned...

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Harassment Prevention Training in Human Resources

Your boss has questioned your plans to ********** harassment prevention training in next year's budget. He said, "We don't have any harassment around here. Why do we need this kind of training?" What are some of the reasons an organization should ***** ***** prevention training?

***** of all, it might behoove this ***** to remember that simply because t***** has not been a complaint at this date does not mean that harassment has not and is ***** occurring within the organization. Prevention, for any problem, ***** the best cure, and before a lawsuit is brought before the organization it ***** wise to address the problem, and ***** show that the ***** cares about the issue. Secondly, a gentle reminder to the boss ***** be in order that male and female perceptions of what constitutes ***** may ***** radic*****y different. Even legal scholars have disputed whether a 'reasonable person' or a 're*****sonable woman' standard is the ***** standard ***** have, when determining if something is or ***** not harassment. Regardless of where the boss stands on ***** legal dispute, ***** fact that men and women often speak different 'languages' and have different standards of what constitutes harassment is important to keep in mind. Discussing the issue, finding out how to diffuse tensions, and also simply underst*****ing that different people ***** ***** different comfort levels within ***** organization is also vital in prevent*****g possible misunderstandings.

But even if ***** the boss says is true, and ***** *****re are no tensions at a very high level between the genders that potentially approach the legal definition of *****, even social discomfort can result in lost productivity. Hence, a workshop on h*****rassment ***** could potentially be a huge benefit to ***** comp*****ny. Additi*****ally, attitudes ***** the workplace ***** constantly changing, and what was not considered harassment 20 years ago is unacceptable today, thus it is important, regardless, for the company to instate such training as part of its general ***** routine, before it ***** become a problem in ***** future, as no one ***** predict what the employees of ***** company's ***** the future will believe, look, or sound like.

You recently interviewed an African American c*****idate, but did not hire her. When she found out she did not get the job, ***** called ***** office and said she felt the hiring dec*****ion was discriminatory ***** ***** was considering taking legal action. What laws would she base this on? To justify your employment decisi*****, what factors ***** to be addressed?

***** to The U.S. Equal Employment Opportun*****y Commission Title VII of ***** Civil Rights Act of 1964 prohibits ***** discrimination based on race, color, religion, sex and national origin. If this African American c*****idate was denied employment based upon her race or gender, the office would be in violation of federal ***** law. To protect itself, the office might wish to point to its policy that it is an ***** Opportun*****y Employer or demonstrate that Afric*****-American employees are present


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