they are a superior and a subordinate. No one should have to deal with that in a work place. Now the issue would be was it without a doubt sexual harassment or does it fall into the gray area. 2. If a sexual harassment claim has been made the human resource department should investigate the claim thoroughly to make sure the claim is valid. If the claim is found to be invalid the accuser should be either terminated. 3. I know there are some cases that would fall into the gray area. Not every case
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Ethics Program Company X Part A – Standards and Procedures Dress Code Policy for Company X First impressions are significant to our customer relations. Customers will often form an opinion of the Company by appearance of those providing services, and a favorable appearance is required of every employee of Company X. A professional appearance includes but is not limited to grooming and dress. To maintain the Company’s reputation and image, the Company has established these guidelines
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with Disabilities Act of 1990. These laws and organizations address issues such as discrimination in the workplace, sexual harassment, safety in the workplace, senseless firing, and denial of employee rights. Unfortunately, several of these human resource laws are very complex. For example, according to Gomez-Mejia (2012), the Americans with Disabilities Act of 1990 is extremely long and there are over 1,000 different disabilities that affect over 43 million Americans (p. 95). Due to the complexity
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Employee Should Know and Understand Currently, many employees take for granted the fact that they have more rights then just minimum wage, overtime pay, safe workplace, and equal opportunity rights. Many people do not take the time to access the resources needed to educate themselves on the rights they are entitled. By not knowing and understanding the importance of the employee rights, the employee in turn gives up their rights. Employees need to ask themselves, before reading this essay, do they
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Determining Net HR Requirements I. HR Forecasting: Meaning HR forecasting constitutes the heart of the HR planning process. It can be defined as ascertaining the net requirement for personnel by determining the demand for and supply of human resources now and in the future. After determining the demand for and supply of workers, the organization's HR staff develop specific programs to reconcile the differences between the requirement for labour in various employment categories and its availability
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don’t you tell me a bit about you and your business? Marylee: Hi, Traci. My name is Marylee Luther and I am the HR Director at Clapton Commercial Construction. We’re expanding our business to another state, and we’d like your help getting our human resources department ready for the move. Traci: And what location are you looking at? raci: What is your current location? We’re currently located in Detroit, Michigan. Traci: OK, and how many employees do you have? Marylee: We have 650
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advantage of the more sophisticated state of the art information systems that has already existed in the human resources department (Riordan Manufacturing, 2006). The information gathered in this document the information gathering techniques and the very sophisticated planned design methods that will be used and explained in great detail. The requirements for the business and the Human resources systems are to maintain the objectives of this request. That will be defined in this paper. Key factors
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(Boot Division) A. Problem Statement We have been experiencing an issue with our boot division and it has caused the Company to allocate additional resources to this Division. The additional resources are costing the Company an excessive amount of money. The purpose of this meeting is to determine what is causing the need for these resources and will serve as an aid to resolving this need, thus saving the Company’s finances. We feel that with the right solutions in place, we can resolve the
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Service Request Section One BSA/375 XXJanuary XXXX Riordan Service Request Section One The Chief Operating Officer (COO) of Riordan Manufacturing has input a request, asking the IT department to integrating the information system in the Human Resources department (HR). This request is to take advantage of more sophisticated information system technology and integrate it into the HR departments in the different Riordan Manufacturing locations. This service request will highlight several topics
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same department was hired for the position. All of the supervisors in his department are white and minorities hold all of the menial jobs. When he complains to the Human Resource Department, he does not get a response. His supervisor appears to be retaliating by finding fault in his work after he complained to the Human Resource Department. Research in Support of My Answer Appellate Cases In Carryl v MacKay Shields, LLC, Carryl, the plaintiff and employee, met his burden of proof establishing
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