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

***** ***** 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 organization. Prevention, for any problem, is the best cure, and before a l*****wsuit ***** brought before the organization it is w*****e to address the problem, and to show that ***** organization c*****s about the issue. Secondly, a gentle reminder to ***** boss ***** be in order that male and female 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 ***** have, when determining if something is or is not harassment. Regardless ***** where the ***** stands on this legal dispute, ***** fact that men and women often 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 may ***** different comfort levels within ***** organization is also vital in preventing possible misunderstandings.

***** even if ***** the boss says is true, and that 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. *****nce, a workshop on harassment prevention could potentially be a huge benefit to ***** comp*****. Addition*****lly, attitudes ***** the 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, ***** it does become a problem in ***** future, as no one ***** predict what the employees of ***** company's of 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 ***** not get the job, she called ***** office and said she felt the hiring dec*****ion ***** discrimina*****ry ***** ***** was considering taking legal action. What laws would she base this on? To just*****y your employment decisi*****, what *****ors need to be addressed?

According to The U.S. Equal Employment Opportunity 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 employment based upon her ***** or gender, the office ***** ***** in violation of federal ***** law. To protect itself, the office might wish to point to its policy that it is an ***** ***** Employer or demonstrate that African-American employees are present


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