Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Preventing Workplace Discrimination
The relevance of enhancing equality at the workplace cannot be overstated. It is important to note, from the onset, that discrimination at the workplace could assume various forms. These include, but they are not limited to, discrimination on the basis of religion, gender, race, handicap or impairment, or some other disposition. This text concerns itself with the prevention of workplace discrimination.
What are some of the measures a company may take to reasonably accommodate people with disabilities, or those with a known drug abuse problem?
To begin with, a company should have in place a policy that adheres to both the letter and spirit of Title VII. Preferably, the copies of the said company discrimination policy or manual ought to be distributed across the organization. As it has been pointed out in the simulation, as per the provisions of Title VII, the company should ensure that no hiring or firing decision is made on the basis of race, sex, color, or nationality. This could be achieved by having in place guidelines that enhance equality during recruitment, selection, and even dismissal. There is also need to create an environment that is hostile towards the preferential treatment...
One of the provisions of Title VII, as has been pointed out in the simulation, clearly prohibits discrimination in diverse workplace settings, including training and apprenticeship undertakings. The company also has to ensure that it adheres to the various guidelines prescribed by EEOC. This is particularly the case when it comes to the placement of advertisements and during the selection process.
On employees with known drug abuse problems, the company ought to be accommodative by embracing those with drug addiction histories (but are currently undergoing rehabilitation or who no longer abuse drugs). The Americans With Disabilities Act, according to Werner and DeSimone (2011, p. 383) prohibits the discrimination of individuals on the basis of various disabilities, with the definition of disability being extended to cover "individuals who have successfully completed or are currently using a supervised drug rehabilitation program and who are no longer using illegal drugs." Reasonable accommodation undertakings include, but they are not limited to offering self-help programs and allowing time off for medical care.
There is also need for a company to develop a mechanism…
References
Price, A. (2011). Human Resource Management (4th ed.). Hampshire: Cengage Learning.
Werner, W. & DeSimone, R. (2011). Human Resource Development (6th ed.). Mason, OH: Cengage Learning.
"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
Workplace violence (Bullying) Workplace violence can be defined as an action that manifests itself in threatening behavior, physical assault, aggression or any other violent form that may be displayed at work setting and may be directed towards coworkers, managers or even the customers themselves. These aggressions can cause emotional or to great extent physical harm or both (USLegal Inc., 2011). In the context of this paper, bullying as one of the aspects
Very often workers must choose jobs based upon benefits, not where they wish to work. Workers may decide not to open up small businesses or work for smaller businesses who cannot offer them comprehensive care. and, of course the children of uninsured workers suffer, innocent victims of the system. Even companies like Safeway that have made heroic efforts to foster healthy living and disease prevention initiatives to cut costs have
Matthew Shepard Act FBI (2009). Matthew Shepard/James Byrd, Jr. Hate Crimes Prevention Act of 2009. Federal Bureau of Investigation. Web. This source outlines the practical enforcement mechanisms of the Act from the FBI perspective. It provides guidance for FBI agents in dealing with potential hate crimes. Holder, Eric. (2009). The Matthew Shepard and James Byrd, Jr. Hate Crimes Prevention Act of 2009. U.S. Department of Justice. Web. This testimony from then-Attorney General Holder
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.
A surprising exclusion by the OSH happens to be a certain area of paid domestic work, which is largely dominated by female workers. Several occupational safety and health standards and exposure limits to hazardous substances are founded on male populations or laboratory tests and associate in a great deal in favor of male work areas. This apart, occupational accident and diseases which are listed for compensation purposes give better