Employment Law and Justice of Formal Allocation Process - Essay Example

? Employment Law Question Protected is a particular characteristic of an individual under the United s’ anti-discrimination law. According to the law, an individual cannot be targeted for any kind of deregulation or discrimination. Several characteristics, such as color, religion, race, national origin, sex, age, pregnancy, veteran status, genetic information, familial status and citizenship are considered as protected classes. Fair housing laws generally protect people who are deregulated and discriminated as they are perceived as different from the majority population (Mello, 2011). Fair housing laws generally identify definite groups of individual for such protection. Following is the example of fair housing laws that exist to protect several protected classes. Owner-occupied rental buildings need to maintain four units. In case of federally subsidize, the owner can increase the number of units. The single family dwelling can sell or rent the building without the help of a broker, if the owner of that building does not own more than three such dwellings. Discrimination based on color, race, gender, age, national origin and religion need to be considered during an accommodation process of several individuals or protected employees. Question 2 The employers need to immediately respond to the complaints regarding the discrimination in a legal manner. These complaints need to be managed and handled in an effective formalized process. The line supervisors should not try to resolve these issues. The supervisors need to inform and notify the human resource professional and top management for an appropriate organizational response. First and foremost, the employer needs to evaluate the allegation of employment discrimination. The employer should involve the top management and HR professionals in this evaluation process (Mello, 2011). First of all, they need to receive and handle the complaint or allegation by asking the complaining employee about the reason behind the allegation. The management team should encourage the complaining employee to provide details in writing about the allegation. Then the management should be asked for his or her opinion to overcome the issue. The employer should strictly review this matter with the help of top management and HR professionals. Based on the complaint and allegation, the employer should try to evaluate all the insights. Then the employer should undertake an investigation process. It is the responsibility of an employer to maintain effective workplace environment within an organization. Moreover, maintaining several legislations and legal aspects will help the organization to perform its business practices without any harassment. This evaluation will help the employer to understand specific workplace behavior. However, the employers need to involve right person in this investigation process. At the end of the day, the employer should try to provide effective justice to the complaining employees based on the proper evaluation and investigation. It is responsibility of the employer to take corrective action based on the investigation to maintain legal workforce balance and ethical standard. Question 3 Employees generally apprise three different families of workplace events. They generally examine the justice of outcomes, justice of formal allocation process and justice of interpersonal transactions. Justice of outcome is known as distributive justice. Justice of formal allocation process is known as procedural justice. On the other hand, interpersonal transaction is known as interactional justice. These three justices generally tend to be co-related. These three aspects can be meaningfully treated as three key components of total fairness. This part of the essay will explain about three components. Distributive Justice The first component of justice is known as the distributive justice as it has to deal with the outcomes or allocations. This distributive justice is generally concerned with the reality that all the employees are not treated in similar way. Allocation of outcomes is generally differentiated in the organizations’ workplace (Mello, 2011). However, this distributive justice depends upon several factors. Allocation of outcomes generally differentiated due to different qualification background, capability and job post of the employees. It is true that most qualified and capable individual gets promotion within the organization. According to the equity theory, when an individual is getting better compensation comparing to another employee of same capability and competency, then the individual has the total right to file a legal complaint against the management of the corporation. It is the responsibility of the owners, HR professionals and organization management to provide justice regarding the distribution of allocation. Procedural Justice Procedural justice generally establishes several positive governing and specifying the roles of several participants within the decision making process. Just procedure is an important aspect of procedural justice. A Just procedure is applied consistently in order to achieve accurate, correctable, and free of bias outcomes with several ethical norms. Fair processes under this justice lead to the emotional and intellectual recognition. Moreover, procedural justice is very much essential for the organizations in order to maintain the institutional legitimacy. In case of personal decision making process, individuals within the organization generally receive certain outcome. For example, an individual may or may not be get promotion. However in several cases this procedural justice can affect the beliefs of workers. It can reduce the satisfaction level of the employees. The organizations need to implement just procedure under this procedural justice. It will help to increase the employee loyalty. Moreover, employees cannot betray the leaders and institutions by the help of this Just procedure. Interactional Justice Interactional justice is the simplest among the three components. Interactional justice highlights one-on-one transaction. Employees within an organization generally seek it from their immediate leaders and supervisors. It is an important subcomponent of the organizational justice. Interactional justice is consisting of two various types of interpersonal justices. These are first label interpersonal justice and second label informational justice. The first label interpersonal justice reflects the levels to which individuals are treated with dignity, respect and politeness by external parties involved in determining the possible outcomes. On the other hand, the second label informational justice generally focuses on the discussions that are provided to the individuals. There are several negative consequences of organizational injustice. Workplace conflict and poor business productivity can be considered as the major negative consequences of an organizational injustice (Mello, 2011). Organizational injustice can be occurred due to several aspects, such as inadequate recruitment, selection, compensation, performance appraisal and bonus system. First of all, an organization should bring transparency and ethics in the recruitment and selection process. They need to appoint right people for right job. The managers or the leaders need to provide effective training and development programs to all the employees. They need to focus on each and every employee. This strategy will help the organization to increase the skills and competencies of those employees. The management of the organization should try to motivate the employees with sheer leadership strategy. However, effective motivation process will help the employees to increase their performance level. The HR professional and management of the organization should try to provide accurate and effective performance appraisal to all the employees within the workplace. During this evaluation process, the management of the organization needs to avoid biasness, conspiracies and conflicts. Moreover, the management of the organization should try to maintain transparency and ethics in compensation and salary distribution strategy. Effective workplace environment can help to overcome workplace conflicts. Lesser workplace challenges and conflicts can minimize the risk level regarding decision making process. Effective decision making process helps an organization to achieve significant business growth. Therefore, it is important for the management of the organization to reduce the level of organizational injustices to overcome issues like workplace conflict and limited productivity through the implementation of appropriate strategies and organizational justices. Reference Mello, A. J. (2011). Strategic Human Resource Management. South-Western: Cengage Learning. Read More