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 include 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 boss to remember that simply because there has not been a complaint at ***** date does not mean ***** harassment has not and is ***** occurring within the *****. Prevention, for any problem, ***** ***** best cure, and before a l*****wsuit is brought before the organization it is wise to address the problem, ***** to show that ***** ***** c*****s about the issue. Secondly, a gentle reminder to the boss might be in order that male and fe***** perceptions of what constitutes harassment may ***** radically dif*****rent. Even legal scholars have disputed whether a 'reasonable person' or a 're*****sonable woman' standard is the ***** standard to have, when determining if something is or ***** not harassment. Regardless of where the boss stands on this legal dispute, the fact that men and wo***** often speak different 'languages' and have different standards of what ***** ***** is important to keep in mind. Discussing the issue, finding out how to diffuse tensions, and also simply understanding that different people may ***** different comfort levels within ***** 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 harassment, even social discomfort can result in lost productivity. Hence, a workshop on ***** ***** could potenti*****lly be a huge benefit to ***** comp*****. Additionally, attitudes in the workplace are constantly chang*****g, 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 workplace routine, before it ***** become a problem in the future, as no one ***** predict what ***** employees ***** the company's of 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 and she was considering taking legal action. What laws would ***** base this on? To justify your employment decisi*****, what factors ***** to be addressed?

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

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