Download file to see previous pages...
For example, the law prohibits the employers to discriminate an employee or deny him or her opportunity to benefits from the privileges of employment on the bases of sex, religion and color. This paper seeks to discuss Title VII and sexual harassment including Quid Pro Quo, Hostile Work Environment and Court Decisions.
Title VII specifies that a violation is undertaken only when a sexual conduct is on the conditions of employment. One of the major types of sexual harassment is quid pro quo. This kind of harassment takes place when hiring, promotion, grading and salary increment among other aspects are based on the employee’s submission or rejection of sexual favors and advances. This implies that for a quid pro quo to occur, an employee is required to submit to sexual harassment from his or her seniors in order to be advantaged in the work places. In the same way, hostile work environment as depicted by Title VII occurs when harassment at the work place interferes with the duties of the employees thus altering their performance. It also occurs when the working environment is characterized by abusive and offensive language. To determine whether a working environment is hostile, Title VII depicts that an examination should be conducted to ascertain whether or not the conduct was physical or verbal. Secondly, it is imperative to examine if the conduct was done on regular bases. Thirdly, as a manager I should conduct an examination as to whether the conduct was patently offensive or hostile. Fourthly, it is vital to examine whether the harassment in instigated by a supervisor or a co-workers. Fifthly, as a manager I need to examine whether other employees or supervisors of various departments were perpetrated in the harassment.
Even though Title VII does not explicitly differentiate between hostile work harassment and quid pro quo, the application and the distinctions between these two forms of sexual harassment
...Download file to see next pagesRead More
Work was to do with more tangible, concrete things that could be dealt with in a clear and discreet way. It involved labour and physical activity even if it meant typing, it was quite mechanical involving a lot of mechanical steps and finally having the output of the effort on paper.
This shift has resulted in emergency of the HR Business Partner model that has been very effective in helping organisations grow and sustain their competitiveness amidst influences of globalization, increasingly innovative product and service markets and constantly changing stakeholder expectations.
In this case, Jaspal’s uncle is right and Friedrich will have to return the car to Jaspal’s estate because the car was given to Friedrich only by Jaspal as a gratuity or a gift on the very night that Jaspal thought he would die. He had not mentioned to Friedrich that he could keep the car if he survived and died later.
This paper assesses the ten areas or requirements for an effective and efficient HR professional derive from the standard of CIPD Profession Map. Furthermore, the four concentric circles of HR professionalism such as managing self, managing in groups or teams, managing upward, and managing across the organisation are analysed.
Since human capital play a crucial role in an organisation’s market competitiveness, large firms possess separate division for managing their human resources. Human resource management (HRM or simply HR) refers to all activities relating to the management of an organisation’s human capital.
Quantitative research is the numerical depiction and manipulation of surveillances for the purpose of explaining as well as describing the phenomena which is reflected in a particular observation (Sukamolson, 2012). This discussion would focus on comprehensive information about quantitative research techniques and how it is useful for criminalist as well as researchers regarding the subject of criminology and criminal justice.
Discussions on the factors determining the structure and nature are included in the essay and portray that the nature of the compensations rely on both internal and external aspects of an organization. Research for the information encompassed acquiring information from relevant books, which yielded the core principles on which the paper’s arguments are based.
EPP and possibly file a public interest petition against Queensland Energy resources of Australia, to exclude and prevent any further development of the Stuart shale oil project that was already approved. I am asked to advise on the legal principles that will arise in the
This will induce the workers to give their full potential. Thus, the “illusion of involvement and importance are expected to satisfy workers’ basic social needs and result in higher motivation to perform.” (Griffin & Moorehead, 2013, p.92) For instance, a
Due to this pursuit for workforce capability, Human Resource managers are left with an evaluation task to determine reasons for capability gap, challenges in building a workforce and how to develop a proper capability performance that meets the objectives of the
2 Pages(500 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic HR Law Research Paper for FREE!