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 harassment ***** *****?

First of all, it might behoove this ***** to remember that simply because there has not been a complaint at ***** date does not mean ***** harassment ***** not and is not occurring within the organization. *****, for any problem, ***** ***** best cure, and before a lawsuit is brought before the organization it ***** wise ***** address the problem, ***** to show that ***** organization cares about the issue. Secondly, a gentle reminder to ***** boss might be in order that male and female perceptions of what constitutes harassment may be radically different. Even legal scholars have disputed whether a 're*****sonable person' or a 'reasonable woman' standard is the ***** standard ***** 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***** *****ten 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 underst*****ing that different people ***** have different comfort levels within ***** organization is also vital in prevent*****g possible misunderstandings.

***** 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 dis***** can result in lost productivity. *****nce, a *****rkshop on harassment preventi***** could ***** be a huge benefit to the company. Additionally, attitudes ***** ***** workplace are 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 workplace routine, before it ***** become a problem in the future, ***** no one ***** predict what the employees of ***** 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 the job, ***** called ***** office and said she felt the hiring decision ***** discriminatory ***** she was considering taking legal action. What laws would ***** base ***** on? To justify your employment *****, what factors need to be addressed?

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


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