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 *****clude harassment prevention training in next year's budget. He said, "We don't have any harassment around here. Why do we need this k*****d of training?" What are some of the reasons an organization should ***** ***** ***** training?

First of all, it might behoove this boss to remember that simply because there has not been a complaint at ***** date *****es not mean that harassment ***** not and is not occurring within the organization. *****, for any problem, ***** the best cure, and before a l*****wsuit is brought before the organization it ***** wise ***** address the problem, ***** to show that the ***** cares about ***** issue. Secondly, a gentle reminder to the boss might be in order that male and female perceptions of what constitutes harassment may ***** radic*****y different. Even legal scholars have disputed whether a 're*****sonable person' or a 'reasonable woman' standard is the best standard to have, when determining if something is or is not harassment. Regardless of where the boss stands on this legal dispute, the fact that men and wo***** often speak d*****ferent 'languages' and have different standards of what ***** 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 preventing possible misunderstandings.

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

You recently interviewed an African American candidate, but did not hire her. When she found out she did not get ***** job, she called the office and said she felt the hiring decision was discrimina*****ry ***** ***** was considering taking legal action. What laws would she base this on? To just*****y your employment decision, what *****ors ***** to be addressed?

***** to The U.S. Equal Employment Opportun*****y Commission Title VII of the Civil Rights Act ***** 1964 prohibits ***** discrimination based on race, color, religion, sex and national origin. If this ***** American ***** was denied employment ***** upon her ***** 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 ***** Opportunity Employer or demonstrate that African-***** employees are present

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