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

***** 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 ***** not and is not occurring within the *****. Prevention, for any problem, is ***** best cure, and before a l*****wsuit is brought before the organization it ***** wise ***** address the problem, and to show that the ***** cares about the issue. Secondly, a gentle reminder to the boss ***** be in order that male and fe***** perceptions of what constitutes ***** may be radically different. Even legal scholars have disputed whether a 'reasonable person' or a 'reasonable woman' standard is the best standard to have, when determining if something is or ***** not harassment. Regardless of where the boss stands on this legal dispute, ***** fact that men and women *****ten speak d*****ferent 'languages' and have different standards of what ***** harassment is important ***** keep in mind. Discussing the issue, finding out how to diffuse tensions, and also simply understanding that different people may have different comfort levels within ***** organization is also vital in prevent*****g possible misunderstandings.

But even if what 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. Hence, a workshop on h*****rassment prevention could ***** be a huge benefit to ***** comp*****ny. 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, ***** it does become a problem in the future, ***** no one ***** predict what the employees of ***** company's ***** 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 ***** not get the job, she called the office and said ***** felt the hiring decision ***** discrimina*****ry ***** she was considering taking legal action. What laws would she base ***** on? To just*****y your employment *****, what *****ors ***** to be addressed?

***** to The U.S. Equal Employment Opportun*****y Commission Title VII of ***** Civil Rights Act ***** 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 ***** be in violation of federal employment 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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