Essay - Harassment Prevention Training in Human Resources Your Boss Has Questioned...

Harassment Prevention Training in Human Resources

Your boss has questioned your plans to ********** harassment prevention training in next year's budget. He said, "We don't have any harassment around here. Why do we need this kind of training?" What are some of the reasons an organization should ***** ***** prevention *****?

First of all, it might behoove this boss to remember that simply because t***** has not been a complaint at ***** date ********** 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 is wise ***** address the problem, and to show that ***** ***** c*****s about the issue. Secondly, a gentle reminder to ***** boss might be in order that male ***** fe***** perceptions of what constitutes ***** may be radic*****y 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 of where the boss stands on th***** legal dispute, ***** fact *****at men and wo***** *****ten speak d*****ferent '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 ***** ***** different comfort levels within ***** organization is also vital in preventing possible misunderstandings.

But even if what the boss says is true, and that *****re are no tensions at a very high level between the genders that potentially approach the legal definition of harassment, even social dis***** can result in lost productivity. Hence, a workshop on harassment preventi***** could potentially be a huge benefit to ***** company. Additionally, attitudes in the workplace ***** 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 ***** future, ***** no one ***** predict what the employees of ***** company's ***** 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, ***** called the office and said she felt ***** hiring dec*****ion ***** discrimina*****ry and ***** was considering taking legal action. What laws would she base this on? To just*****y your employment decision, what factors ***** to be addressed?

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