Study Document
Harassment Prevention Training in Human Term Paper
Pages:2 (795 words)
Sources:1+
Subject:Government
Topic:Title Vii
Document Type:Term Paper
Document:#75540123
What laws would she base this on? To justify your employment decision, what factors need to be addressed?
According to the U.S. Equal Employment Opportunity Commission Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex and national origin. If this African-American candidate was denied employment based upon her race or gender, the office would be in violation of federal employment law. To protect itself, the office might wish to point to its policy that it is an Equal Opportunity Employer or demonstrate that African-American employees are present in the office, as if a pattern of discrimination in hiring and promotion on the part of the company can be demonstrated, that will add weight to the woman's case.
However, according to Nolo.com "the law does not require employers to give any explanation at all," as to why someone was not hired and it may actually behoove the office to not volunteer a reason why the candidate was not hired" ("How can I prove I was turned down due to employer discrimination?" Nolo.com. 2007).
It is more of a question of what the employee will have to prove, to demonstrate that discrimination occurred. For a person seeking to prove discrimination: "You may have grounds for a lawsuit only if you can get your hands on some very specific evidence -- such as memos, emails, comments, or patterns of hiring behavior -- that proves that your employer has discriminatory hiring practices" ("How can I prove I was turned down due to employer discrimination?" Nolo.com. 2007). Thus, to demonstrate this was not the case, the best move might be for the company to internally investigate what transpired during the interview and to review the woman's qualifications and resume in relation to the other candidates, to see why she would feel that she had been discriminated against, but to remain tight-lipped publicly about the process, until further evidence is revealed by her counsel.
Works Cited
How can I prove I was turned down due to employer discrimination?"
Nolo.com. 2007. 21 Mar 2007. http://www.nolo.com/article.cfm/catId/D348BE73-C552-4D58-B00586C0C0909EFA/objectId/D92FA15A-7770-4492-A29F17D1D8403561/104/150/269/QNA/
Title VII of the Civil Rights Act of 1964." The U.S. Equal Employment Opportunity Commission. 21 Mar 2007. http://www.eeoc.gov/policy/vii.html
Sample Source(s) Used
Works Cited
How can I prove I was turned down due to employer discrimination?"
Nolo.com. 2007. 21 Mar 2007. http://www.nolo.com/article.cfm/catId/D348BE73-C552-4D58-B00586C0C0909EFA/objectId/D92FA15A-7770-4492-A29F17D1D8403561/104/150/269/QNA/
Title VII of the Civil Rights Act of 1964." The U.S. Equal Employment Opportunity Commission. 21 Mar 2007. http://www.eeoc.gov/policy/vii.html
Related Documents
Study Document
Prevention and Early Resolution of
"Twenty-three million Americans experience workplace bullying within their work lifetimes" (cited in Seagriff, 2010, p. 575). With the economic challenges Americans are facing recently, tensions in the workplace are also on the rise, as employees increasingly worry that their jobs are in jeopardy. This fear over possibly losing their job means many employees will not risk reporting bullying to their employers. Interdependence conflicts, as mentioned, are another common type of
Study Document
Sexual Harrassment Quid Pro Quo
3) Implement formal and informal problem solving mechanisms, grievance procedures, investigative measures, and disciplinary procedures to resolve sexual harassment complaints. 4) at least once a year, conduct training sessions for employees. These sessions should teach employees what sexual harassment is, explain that employees have a right to a workplace free of sexual harassment and review your complaint procedure and encourage employees to use it. 5) at least once a year, conduct training
Study Document
Sexual Harassment in the Workplace
The company should then establish clear procedures with regard to reporting of cases and the way they are handled, this can be done by establishing a competent body to handle this issue. The last step is enforcement of the policy, when all this is done then the policies will help safeguard the employees and at the same time reducing on company liabilities since there will be few cases to
Study Document
HR On-The-Job Training Classes
training purposes is a continuous process that entails gathering of information to ascertain the training needs so as to develop tailor-made training that can assist the firm to achieve its objectives. This kind of assessment is essential for any training program to be successful. Many firms usually develop and put into operation training programs without conducting any needs assessment. These firms often run the risk of doing too much
Study Document
Training of the Metropolitan Police
Based on the foregoing considerations, it is suggested that the DCMP restructure their existing training programs and administration so that a more unified and centralized plan is in place, as well as providing for better instructor qualifications, evaluation, learning retention and more efficient and effective use of resources which are by definition scarce. These broad general issues were refined for the purposes of this study into the research questions stated
Study Document
Code of Ethics As Applicable
Allabouttruth.org/moral-ethics.htm).In addition, almost 50% of the surveyed adults said they base their moral decisions on whatever will bring them the most pleasing or satisfying results (Moral Ethics, at (http://www.allabouttruth.org/moral-ethics.htm).Research in this area indicates that moral ethics are now considered relative to culture, relative to circumstance, and relative to the specific needs of the individual (Moral Ethics, at (http://www.allabouttruth.org/moral-ethics.htm). From the standpoint of the Department of Justice, moral ethics was a primary