Ethical Issues in Hiring

In the United States, companies of all shapes and sizes must adhere to nondiscrimination policies and practices that prohibits against any and all various types of conduct based on certain characteristics when it comes to the hire, fire, and relationship with their employees (Canas & Sondak, 2014). As a member of the workforce, we would hope and assume that we wouldn’t have to deal with discrimination anymore. Don’t get me wrong, our country has grown so much over the years when it comes to tackling discrimination in the workplace. It’s just unfortunate that it’s just not natural for organizations and companies to naturally be ethical and moral when it comes to their treatment of their potential applicants or current employees. There are still cases of discrimination currently in our society. It may not be as severe compared to before the modern civil rights era, but discrimination still does exist. With all due respect, an adequate amount of the laws are simple and are able to be understood easily but at the same time, there are other parts of discrimination and harassment laws that can be more difficult for one to understand and are more open to one’s interpretation (Canas & Sondak, 2014). One example of a recent discrimination case is of Calibuso et al V. Bank of America Corp. et al.

In order to create and develop a training session for line managers with the title 'managing recruitment, selection and appointments lawfully ', I will firstly explain the methods and policies that support lawful recruitment and selection, in particular discrimination law in recruitment and selection and the law of contract, this will be done in the form of a presentation to our management team.

I am the Director of Human Resources of Lehigh Hanson. In order to ensure the organization remains successful we have to make sure we hire the right people for the organization. In this review we will outline a job interview process and document the methods that we must use to select the right person for the available positions. We will determine at least two employment laws that we must consider in the process questions and examine the key ramifications of the organization’s lack of enforcement of said laws. The organization must predict three issues that we may encounter in building relationships with each type of worker.

Employment discrimination is any form of unfair treatment at the workplace practiced by the employer against a section of employees on the basis of their gender identity, sexual orientation, age, mental or physical disability, national origin, religion, gender, or race. Employment discrimination is unlawful according to the employment laws as underlined in the 1964, Civil Rights Act, Title VII (Clarkson, Miller & Cross,). In terms of salaries and payment of workers, it is unlawful to segregate employees or classify in compensation and other employment aspects.

Human Resources professionals are in a unique position to help corporations build the integrity of the company and develop positive organizational cultures. They can use their influences on many levels within an organization promote ethics by developing programs and policies that encourage employees to make the right choices. This may be in form of a written code of ethics or ethical training for managers and employees that make them fully aware of the company’s expectations in areas such as discrimination, sexual harassment, and the treatment of employees. The HR department can also be a resource and kept close at hand when ethical situations arise they are not clearly addressed in the policies or as a mediator for conflict resolution. Since the HR department is involved in the hiring of new employees, they can be proactive in identifying desirable character traits that align with the company’s philosophies as well as on-boarding programs that reinforce the values of the company.

The recruitment strategy should clearly address non tolerance of discrimination. All recruitment should be based on merit and in line with fitting the job criteria. Where there are possibilities of demonstrating unfair discrimination then the organization need to be very clear in their job advertisements. For example in a case where an employee is recruited to be a store manager, clearly recruiting someone who is pregnant and close

1. Discuss an ethical dilemma that you have had to face in the workplace. Ethical dilemmas

I agree that there could be issues or risks if the individual isn't gained militarily prior to the PCS and/or transfer effective date, because anything could go wrong. Therefore, I believe the wing/unit should ensure that all documents regarding the prospective employee are completed and submitted with the hire (transfer) packet, to include military orders placing them in a CNG unit of assignment. That would be considered a "healthy hire packet".

Today, businesses face numerous challenges. The most important issue that a business faces is dealing with discrimination in their hiring process. With the establishment of the Civil Rights Act of 1964, discrimination can become a liability issue for businesses if they do not follow this act, since this act entitles to protect those who suddenly are discriminated against. In a Pennsylvania press release entitled “Hussey Copper To Pay $85,000 To Settle EEOC Disability Discrimination Lawsuit” from February 11th, 2011, shared a case addressing that a Copper Manufacturer refused to hire an applicant who they thought was disabled. In the press release, they discussed the lawsuit around how Hussey Copper offered Donald Teaford a job with their company

While Christians can debate on whether or not true ownership or profits are applicable to the Biblical Worldview, most disciples of Christ recognize that working or employment is an esteemed proposition. With this being said, Grudem offers the concept that employing people is not contrary, but a way to give God glory (pp. 31-34). Since the Bible explicitly speaks of how masters (employers) should treat their servants (employees), there is a strong indication that this practice can be both moral and immoral. Grudem contends with the theory of Marxism, capitalism leads to oppression, and affirms that when one gains a profit by employing another individual, this practice is not in itself exploitation (p. 32).

1) This company will not discriminate in hiring practices or procedures based on race, religion, marital status, sexual orientation, age, gender, political affiliation, or country of origin.

Personal values may conflict with ethical decision making if those personal values are different than the organizational norms of the business or institution. Constructing, and maintaining personal ethics in the workplace rests with the individual, and how willing he or she is in assimilating to the evolving cultural dynamic of the corporate world. Many times a person find their personal, cultural and/or organizational ethics conflicting and must reconcile a course of action that will mitigate cognitive dissonance. In order to be a productive member of society, in small groups and globally, one must reconcile these conflicts on a daily basis and continually move forward while maintaining personal integrity and

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

I strongly believe that Organization try to screen potential employees by avoiding hiring applicants who they feel may have ethical issues; they attempt to do this by completing criminal background checks on the applicants. However, several researches

1) The Company will respect basic human rights of all and will work to ensure equal employment opportunities. No discrimination toward employees or others will be done or tolerated in speech or conduct, based on sex, age, nationality, race, ethnicity, creed, religion, social status, physical or mental disability or any other legally protected status.