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 ***** ***** *****?

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 has not and is ***** occurring within the *****. *****, for any problem, ***** ***** best cure, and before a lawsuit is brought before the organization it is w*****e ***** address the problem, and to show that ***** organization c*****s about the issue. Secondly, a gentle reminder to ***** boss might be in order that male ***** female perceptions of what constitutes ***** may be radically different. Even legal scholars have disputed whether a 'reasonable person' or a 're*****sonable woman' standard is the best standard to have, when determining if something ***** or is not harassment. Regardless ***** where the boss stands on this legal dispute, ***** fact that men and wo***** often speak different 'languages' and have different standards of what ***** ***** is important ***** keep in mind. Discussing the issue, finding out how to diffuse tensions, and also simply underst*****ing that different people may ***** different comfort levels within ***** organization is also vital in preventing possible misunderstandings.

But even if what 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 *****rkshop on harassment prevention could potentially be a huge benefit to ***** company. Additionally, attitudes ***** the workplace are 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 workplace routine, ***** it does become a problem in the future, as no one can predict what ***** employees of the company's of the future will believe, look, or sound like.

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

***** to The U.S. Equal Employment Opportunity Commission Title VII of the Civil Rights Act of 1964 prohibits ***** discrimination *****d 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 ***** might wish to point to its policy that it is an Equal Opportunity Employer or demonstrate that African-***** employees are present


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