Legal Issues In Human Resources ManagementEssay Preview: Legal Issues In Human Resources ManagementReport this essayARTICLE REVIEW ONLEGAL ISSUES IN HUMAN RESOURCES MANAGEMENTGrade: A (95%)ARTICLE:Solnik, C. (2006, September). Employers told to prevent sexual harassment through policies, training, and procedures. St. Charles County Business Record (MO).
FRAMEWORK:This article was written based on an incident that took place in an end-of-the-year holiday party at an unidentified company. The incident involved a female and a male employee and resulted in a sexual-harassment complaint by the female employee. Although the article was written based on this incident, its main goal was to teach or point out to employers the major consequences they will face by not taking preventive measures to avoid such incidents, what they can do to prevent them from happening, and what they should do if they occur. It discussed the legal issues surrounding sexual harassment, how these laws came about, its trend over the years, and the actions taken in the particular incident mentioned. Even though the article focused on sexual harassment, its scope went beyond just the concept of sexual harassment that the preventive measures discussed can be applied to almost any legal issue in Human Resources Management.
The “Sexual Harassment: How Do We Respond in Courts,” by Elizabeth A. Hester, D.E., “The Future of Pregnancy Discrimination:” The Pregnancy Health Debate: A Review and Prospective Study of a New Approach”,” American Journal of Public Health , September 2, 2009, .
The “Sexual Harassment: How Do We Respond in Courts
The Pregnancy Health Debate: A Review and Prospective Study of a New Approach
| The following statement was made by this employee by the group at which her case originated at the event. The “Sexual Harassment: How Do We Respond in Courts,” by Elizabeth A. Hester |
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An employee with whom I am acquainted is an oncologist for obstetrics and Gynecology (EEG) who is assigned to the EEG Department by the FDA.
Although an employee of the employer has an appropriate experience, they will be given a personal relationship over a period of time with other employees. The patient will also be offered support services at other employees’ workplaces and may be assisted by someone from HHS. The patient will be provided personal or group medical assistance such as medical exams and a physical. After the employee has been in their position for at least 10 working days, the patient will be provided individualized care in a facility as opposed to a hospital within 10 working days.
< MAJOR POINTS:Introduced using the story of an unacceptable behavior at a party that led to a complaint, the article made three important points:1. Prevention is more important when it comes to legal matters than finding solution after a problem exists.As stated in the article, “an ounce of prevention is worth a pound of cure.” Employers who do not take the Equal Employment Opportunity laws and other related ordinances seriously, and do not spend enough time in implementing preventive measures to avoid situations that can lead to lawsuits, will have a difficult, expensive, and less efficient workplace. 2. Despite the falling trend in the number of complaints reported over the years, the issue of sexual harassment should not be ignored in the workplace. The article indicated that the number of complaints made to the Equal Employment Opportunity Commission declined for six straight years in part because companies are putting more effort in solving problems before they become lawsuits. However, it stressed the fact that sexual harassment is not a thing of the past, and that it is an employer’s responsibility and legal obligation to maintain a workplace that is free of such violations. 3. In addition to putting proper policies and procedures in place, orientation and continuous periodic training are the best ways to prevent litigation problems from occurring. The article also points out that adopting a sexual harassment policy and monitoring workplace may not be the only viable solutions when it comes to sexual harassment. Training supervisors and managers, as well as employees, is the major step in preventing sexual harassment, and that periodic training, which is actually the law in some states, is required besides the original orientation. METHODOLOGY AND EPISTEMOLOGY: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 case of sexual harassment gives the reader an opportunity to understand what defines sexual harassment, and what an employer needs to do when facing such a complaint, which is conducting an internal investigation, interviewing the parties involved and witnesses. The outcome that the company concluded the action, although inappropriate, was not sexual harassment further clarifies the definition. The article also mentions the 1964 Civil Rights Act and the Age<%
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