1. On Or About September 12Th, Mr. Juan Nunez Was Asked

6. Although you are basically satisfied with the analysis thus far, you are concerned about the

The workplace is a delicate environment filled with different personalities types. These differing needs of feeling safe and comfortable create many challenges in the workplace. The creation of the Human Resource Department has helped create a safety net for all employees to fall under and create a stable environment for employees to feel safe and secure. Regulations such as Equal Employment Opportunity Commission and the Department of Labor have in some ways removed the common sense and compassion in the workplace and replaced it with litigation. The effect of these regulations have balanced the workplace and created a more

Harassment and discrimination claims are due to lack of education about the subject. As an independent human resources consultant, Santiago-Santos will organize a local education campaign and provide employers with different trainings to educate them and their employees about harassment and discrimination. Employers will have a better understanding on how to develop internal policies and procedures to address these claims. Also, trainings will be provided for employees and they will be educated on how to prevent and identify harassment and discrimination as well as what steps to take in order to report such behavior.

Over the last several decades, workplace issues have become an area of controversy for most employers. This is because the regulations surrounding what practices are considered to be discriminatory have increased dramatically. To enforce these issues, the Equal Opportunity Employment Commission (EEOC) is playing a central role in making employers follow these provisions of the law. A recent example of this occurred, with the case EEOC v. HCS Medical Staffing Inc.

I am very interested in a career field in Human Resources. For this paper, I interviewed Lillian Mannino who is a Human Resource and Personnel Manager at the UC San Diego Graduate School of Global Policy and Strategy. As a manager, Lillian serves as the link between the graduate school’s management and its employees. She is in charge of overseeing recruitment, employee relations, policy development, payroll, and benefits. Personnel management is a special branch of management that is focus on the concerns of employees at work and their relationship with the organization. Her educational experiences consist of a bachelor degree at UC San Diego in Management Science and a professional Human Resources certificate from UCSD Extension. She has been working in the academic administration for almost ten years and earned her current position as manager through climbing up the ladder. She started off working in this field as a student affairs officer then was promoted to an administrative specialist. Her prior work experience paved a path for her to build up professional experience as well as a solid network within the UCSD administrative system.

This is a sexual harassment claim. The supervisor must follow the company’s policies. An investigation must be conducted and in the end it must be made clear the company’s standards for this type of behavior.

As part of receiving files, Ms. Jansen remembers and has this in her records that on November 5, 2014, she filed an Annual Employee Feedback Form and a Suggestion Form, as well as a memo from Mr. Enfield dated November 5, 2014 in which Ms. Carson was accepting an extension of the position as a trainee.

The legal process within the human resources department tries to format strategies and alliances that avoid negative activities affecting the employers and employees; however, exhibitions using common sense or compassion can conflict with these guidelines creating inappropriate behaviors. If this becomes the case, disciplinary actions begin bringing about other matters of legal issues. Nevertheless, once an individual believes they have been illegally mistreated, they become more apt to submit a lawsuit for purposes of revenge, financial struggles, or inapt employment securities (Alboher, 2012).

We need to talk. One of the servers we used for the banquet last week came to me today. She wants to file a sexual harassment complaint against one of the bellmen. How do you want to handle this? Should we discuss this with her first or set up an appointment for all of us with HR?

3) The CEO asks you to review the sexual harassment policy currently in place, which Virginia signed. He wants you to provide him with suggestions for change to it. Review the policy and give three recommendations for changes, enhancements and ideas for making the policy stronger. Include your reason for these suggestions. If you find information online for making these changes, include citations and/or links to that information. Explain how your suggestions may have protected Teddy’s in this case. Support these recommendations with current case law.

Imagine that you are the HR Director at your current organization or an organization with which you are familiar. As the HR Director, you must use different employment law requirements to create methods and policies that support the promotion of a diverse workforce. Select one (1) job opportunity that you have held or with which you are familiar within the same organization for this scenario.

The primary subject matter of this case concerns the issues faced in an U.S. company with a large percentage of immigrant Latino workers and the resulting interaction with their original Anglo workforce. There are numerous cultural misunderstandings in this case study between Anglo and Latino workforce. The Human Resource Department is unclear how to address the issues facing in the company.

Julia Martinez is not comfortable working with her boss. Her boss is making graphic comments and touching her when nobody is around. He is basically harassing her. However, it is her word against his because nobody has witnessed the incidents. This issue is of high significance for the organization. The company could be held responsible for what happens in the workplace.

For the most part, I believe the narrator had a good outlook with her HR practices and beliefs. She understood the company did not always do the right thing, but she wanted to make sure she did the right thing to make her a better manager. The narrator had the ability to be honest with the people, which would help to make the department stronger. There is not need to lie to people to make them happy. If people need additional training or development, then they should be aware of what is expected and what they need to improve. It is better to be up front with the people, because people that are lied to believe they are doing better

I have proceeded to discuss whether in my opinion the laws in each country favour the employee, employer or government as well as discussing what the impacts are of the laws on organizational ability to employ Human Resource Management principles in the