With respects to prevention it is imperative to the legal materials than it is to looking at solving complications after the fact for one’s that are existing. Preventive measures (PM) are a better alternative than trying to fix complications. When establishments do not take the Equal Employment Opportunity (EEO) laws seriously, and they do not have any preventive measures to stop things that can lead to legal actions they will always have a problematic and a less than efficient establishment. The EEO Commission services have wilted away for six years because companies are putting more energy in solving problems before they become lawsuits. However, it is stressed that sexual harassment is not a thing of the past and that it is an employer’s obligation and legal responsibility to uphold a workplace free of such harms. With the falling trend of the EEO, and the records of complaints that are reported in the years; businesses should not ignore the issue of sexual harassment in the workplace. In addition, putting proper guidelines and, measures in place does help. Orientation and incessant sporadic training are the best ways to avert litigation problems from happening.
The article that Sarah read also points out that embracing a sexual harassment policy and monitoring the workplace may not be the only feasible answers when it comes to sexual harassment. Training supervisors and managers as well as employees, is the major step in preventing sexual harassment, which is the law in some states and is required besides the original orientation. The article was well thought out and written in terms of defining sexual harassment, explaining the legal issues involved, and describing what needs to be done to prevent it from happening in a workplace. The fact that it did not give a clear-cut instance of carnal provocation gives the reader a chance to comprehend what defines sexual harassment and what a manager needs to do when fronting such a complaint. The employer must conduct an internal investigation by interviewing the parties involved and witnesses. The article also mentions the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to explain the root of the guidelines, and gives further analysis using different clarification approaches to clarify the legal concerns involved. In order to describe prevention methods, the article straightforwardly states what a manager prerequisites. Training and informing the employees is the law.
The Term Paper on Sexual Harassment & Discrimination In The Workplace
In 1958, California Credit Life Insurance Group was incorporated in Los Angeles. CCLI?s initial product included all types of life insurance. Since its inception, CCLI has expanded its product line to include all types of insurance such as health, automobile, professional liability, pension and retirement programs, commercial packages, and related financial services. CCLI has 15 regional offices ...
The article’s approach and statements mentioned how to deal with legal matters and to make sure that they are valid. Managing harassment and discrimination problems is not only a responsibility, but also makes good business sense. Maintaining a workplace free of discrimination and harassment by doing whatever is necessary to prevent complaints from occurring in the first place, and stopping them before they reach the level of lawsuits are acceptable methods of dealing with legal issues. Even though Sarah have not yet encountered sexual harassment or other discrimination litigation problems in her current job, such cases were very common in several other organizations that she has worked for. One common thing in these organizations was that she personally did not receive any training regarding Equal Employment Opportunity laws.
The information presented about these laws, in her current organization was printed on a poster and posted in the break rooms and in the larger organizations were in the employee handbooks. As such, the article’s information would be very useful to her current or previous organizations. As the article stated, prevention through training is better, and is possible. After reading and reviewing the article, she was able to conclude that there can be few principles that employers or Human Resources can follow that would minimize the risk of Equal Employment Opportunity violation lawsuits, and maximize employee satisfaction. Moreover, adopting clear policies and procedures regarding these laws, or updating them to make sure they are in compliance with current laws, and training managers, supervisors, or those who are in the front lines, as well as employees if possible, is the best way to prevent such litigation problems. People with basic working understanding of the laws are less likely to violate them, and the asset in training will be worth more in saving time and money.
The Term Paper on Human Resource Management part 1 2
Human Resource Management Legal Issues in Human Resource Introduction Undoubtedly, contemporary Human Resource Management is closely interrelated with legal issues, which can arise on ... critical issues, such as sexual harassment and discrimination; wage and hour laws; the Family and Medical Leave ... effort might include a review of your organization's employee manual to ensure that, where appropriate, ...
References
Odina, R. (2012).
Legal Regulatory Requirements on the Human Resource Process. Retrieved from http://smallbusiness.chron.com/legal-regulatory-requirements-human-resource-process-20590.html Strategic human resource. (2008-2013).
Human Resources Laws Compliance Prevents Costly Legal Suits. Retrieved from http://www.strategic-human-resource.com/human-resources-laws.html U.S. Equal Employment. (2012).
Sexual Harassment. Retrieved from http://www.eeoc.gov/laws/types/sexual_harassment.cfm
