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 kind of training?" What are some of the reasons an organization should have harassment ***** *****?

First ***** all, it might behoove this ***** 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, is ***** best cure, and before a lawsuit is brought before the organization it ***** wise ***** address the problem, and to show that ***** ***** cares about the issue. Secondly, a gentle reminder to the boss might be in order that male and fe***** perceptions of what constitutes ***** may be radic*****y dif*****rent. Even legal scholars ***** disputed whether a 'reasonable person' or a 'reasonable woman' standard is the best standard ***** have, when determining if something ***** or is not harassment. Regardless of where the boss stands on th***** legal dispute, the fact that men and women *****ten speak d*****ferent 'languages' and have different standards of what ***** harassment is important to keep in mind. Discussing the issue, finding out how to diffuse tensions, and also simply underst*****ing that different people ***** ***** different comfort levels within the organization is also vital in preventing possible misunderstandings.

***** even if ***** the boss says is true, and ***** *****re are no tensions at a very high level between the genders that potentially approach the legal definition of *****, even social discomfort can result in lost productivity. *****nce, a workshop on harassment prevention could potentially be a huge benefit to ***** company. 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 the employees ***** ***** company's of the future will believe, look, or sound like.

***** recently interviewed an African American c*****idate, but did not hire her. When she found out she did not get ***** job, she called the office and said ***** felt ***** hiring decision w***** discrimina*****ry and she was considering taking legal action. What laws would ***** base this on? To just*****y your employment decisi*****, what *****ors need to be addressed?

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


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