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 have ***** prevention training?

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

But even if ***** the boss says is true, and ***** there are no tensions at a very high level between the genders th*****t potentially approach the legal definition of *****, even social dis***** can result in lost productivity. Hence, a *****rkshop on harassment ***** could potentially be a huge benefit to the comp*****ny. Additionally, attitudes in ***** workplace ***** constantly chang*****g, 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, ***** it does become a problem in ***** future, as no one can predict what the employees of ***** 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 ***** not get the job, she called ***** office and said ***** felt the hiring decision was discrimina*****ry and she was considering taking legal action. What laws would she base this on? To justify your employment *****, what factors ***** to be addressed?

***** to The U.S. Equal Employment Opportunity Commission Title VII of the Civil Rights Act ***** 1964 prohibits employment discrimination based on race, color, religion, sex and national origin. If this African American candidate was denied employment ***** upon her race or gender, the office would be in violation of federal employment 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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