Find an article (writer choice) and company policy on one of the topics: OSHA, safety and health concerns, workplace violence, terrorism, or background checks. The article that you choose should identify a problem that currently exists in an organizational setting.
From the topic that you choose, summarize the concerns identified in the article and compare to the organizational policy that you located. Discuss whether or not the policy addresses the concerns identified in the article. If so, please support your response. If not, please support this position as well. In any case, please provide any recommendations you may have regarding information that should be added to be effective in organizations.
The paper must contain the following elements:
a. Title Page
e. References section
There are a few cities and states considering legislation on “Banning the Box” question that currently exists on employment applications and questions during the first round of interviews.
On March 31, 2011, Philadelphia, PA City Council passed a “Ban the Box” bill, regulating the ability of employers to conduct criminal background checks in the employment process. Mayor Nutter signed the bill into law and it will apply to city agencies AND private employers employing 10 or more persons within the City of Philadelphia.
Under the new legislation:
• Employers would be precluded from inquiring about arrests that did not result in convictions, unless required or permitted by another law; and
• Employers would be precluded from making any inquiry regarding criminal convictions before and during the application process and initial interview process, or from requiring that applicants disclose any such information. It seems that after the first interview is conducted, the employer is free to conduct a criminal background check.
• Banning the box appears to give applicants with a criminal conviction, the opportunity be considered for opportunities prior to the employer’s knowledge of their criminal background. Additionally, it seems that the legislation is providing those with criminal backgrounds, an opportunity to compete with an equal playing field.
Imagine your role as a Human Resource Manager within an organization. Please answer the following questions:
• What are communication strategies that can be used to communicate the regulatory changes to hiring leaders within an organization?
• What are some of the policy changes that will need to take place within the organization?
• What are your thoughts regarding the “Ban the Box” concept?
Check out this website related to our topic: https://www.nelp.org/publication/ban-the-box-fair-chance-hiring-state-and-local-guide/
Date of Complaint: May 1, 2011
ABC Consulting Corporation is charged with discrimination under Title VII of the Civil Rights Act. Specifically, Jane Doe has initiated a complaint that she is a victim of sexual harassment. The alleged sexual harassment is a result of being required to work in a hostile environment. She also alleges that she has been the target of retaliation after requesting that the harassment stop.
She seeks relief; the maximum that she is allowed in compensatory and punitive damages retroactive to the date of the complaint. Additionally, the organization and its management must create an environment free from sexual harassment.
Jane was transferred into the department in May 2010. She was assigned to a senior consultant for 4 weeks of training and orientation in the department. For each phase of training there was a performance checklist and she had to go to him for weekly reviews. After the second week, the feedback sessions felt uncomfortable as John Doe made a remark to her. She suggested a different way of doing the task and he replied, “You’re a woman, what do you know.” Jane ignored it as she did not want to make waves.
The following week they were working on a project with a male co- worker, Thorn Doe. Thorn asked John if he or Jane were thirsty. They both replied, “yes.” Jane asked to be excused to get her purse as she didn’t have any change. John replied, “Don’t worry about it, why don’t you reach down in my pants pocket and get some change.” Jane was appalled and when John noticed this he said, “Don’t worry, it won’t bite.” Thorn said, “I can’t believe he said that. Never mind, I’ll get the sodas.” From that point, Jane knew she was in a hostile environment. She began logging each encounter in a notebook.
By the fourth week, Brenda her supervisor began to notice some changes in Jane’s performance. She did not seem as eager to work on projects with John, her trainer. She came in a couple of days late without an excuse. At that point, Brenda called her in her office to determine the cause of this behavior. Jane gave an excuse that she was stressed about the newness of the situation. Brenda let her know that she could come to her with anything at anytime.
The verbal incidents continued and so did the display of pinup calendars. On July 3 before the holiday, Jane was working on a project with a deadline. Brenda asked her to stay late to finish the project; not knowing that John would also be working late. While she was working on her project, John came by her cubicle and asked if she needed any help. She hesitated; however, John had knowledge on the subject and she wanted to go home. So she said OK and they proceeded to work on the project. At the completion, she yawned and stretched. He said, What’s wrong?She said, It ‘s been a long day; I’m tired and want to go home. He said, Oh relax, we’re done. He proceeded to rub her shoulders. She asked, What are you doing and stop please. He continued. She jumped up from her chair and firmly said, stop. He replied, fine, but you don’t know what you’re missing and walked away.
She went home over the holiday weekend and thought about it and felt she needed to tell Brenda on Monday. Brenda suggested that maybe it would die down in a couple of months. If she (Jane) felt it was a serious situation, she should go to human resources. Jane went to personnel and they recommended she go directly to EEOC.
Word spreads fast and John got wind of it. One day in the lunchroom, John approached her and warned her about spreading rumors. He made the statement,If you keep it up, you’ll never be a senior consultant. Don’t you know, my analysis of your review counts? She knew he meant business as from that point she was assigned to fewer assignments than Thorn. She was also ignored at team meetings.
Thorn went to Brenda and asked her why was he assigned to so many projects, more than one person could possibly handle and Jane was only assigned to one. Brenda said she would investigate the matter and get back with him.
Since the July 3, incident, Jane didn’t know how to cope with her feelings so she sought outside counseling which her insurance did not cover. She felt at this point her reputation was damaged; her life wasn’t the same. She felt she had no future. She was stuck. It affected her social life as she didn’t want to be near a man because of fear of what he would do. She went to the doctor because she began having headaches and losing weight. She used to be calm and collected, but now she has become irritable and jumpy.
Thorn was assigned to a project with Jane and asked to be removed as she couldn’t concentrate on the issues and it was difficult to work on the project with her. Jane noticed a difference in herself and her working relationship with other men. She used to be able to joke and talk with Thorn, but now, all she does is get angry.
Jane went to Brenda and asked to work with a female consultant as she was having difficulty working with Thorn.
Imagine you are an HR consultant working with the organization involved in this situation. The organization wants to be responsive and fair. As the hr consultant, please consider the following questions:
1) How should Brenda (supervisor) handle the work situation? What are your thoughts about the recommendations provided to Jane by Human Resources?
2) Identify the laws, which regulate discrimination in the workplace and are pertinent to this case?
3) How do you think John should be managed? Please support your opinions?
4) Be certain to integrate reading and research to support your opinions.
This week’s lesson discussed the Fair Labor Standards Act (FLSA) and its mandates for such matters as minimum wage, overtime, etc. The threshold under which salaried employees must be paid overtime was set in 1975 at $23,700 USD and was unchanged until May 2016 when President Barack Obama attempted to raise the threshold by executive order to $47,476 USD (the 1975 figure adjusted for 41 years of inflation). According to President Obama, the new salaried employee overtime rule would have provoked employers to do one of three things: 1) pay overtime wages to their salaried employees who make less than the new threshold, 2) give raises to salaried employees who are currently paid less than the threshold so that they remain ineligible for overtime, or 3) hire more employees to cover the overtime workload and constrain salaried employees paid less than the new threshold to a 40-hour work week. In November 2016 this order was blocked by federal court injunction and has not been pursued under the Trump administration. However, consider and comment on the following questions:
1. Of the three options that Obama’s executive order was intended to provoke, which do you think businesses would have been most likely to choose and why? Are there any other options? If so, what are they and what are the legal challenges involved? It is argued that this executive order would have benefited the macro-level economy regardless of the choices that employers made. Do you agree? Why or why not?
This week’s lesson discussed the National Labor Relations Act (NLRA) and its impact on the employer-employee power dynamic in America. However, the inception of ‘right to work’ laws have had a controversial effect on the evolution of unions. Some argue that ‘right to work’ laws protect the freedom of employees to decide when and how they will associate and contribute financially to unions in their respective workplaces. However, opponents of ‘right to work’ laws argue that they are the political brainchildren of wealthy corporate interests and are designed to undermine the power of unions by denying them the ability to maintain necessary sources of funding. Watch this short video ( https://www.youtube.com/watch?v=lLV4P5Pq0_0&t=2s ) on the subject from former U.S. Labor Secretary Robert Reich here. Then, consider and comment on the following question:
1. On which side of the ‘right to work’ law debate do you fall? Do they rightfully protect worker interests, or are they a corrupt strategy to destroy collective bargaining? Is your state (North Carolina) a ‘right to work’ state? Keeping your answer to this question in context, how influential are the unions which operate in your state’s (North Carolina’s) major industries?
This week’s lesson (see attachments) discussed the pervasive issue of sexual harassment in modern workplaces and how such concerns are being addressed. Recently, a North Carolina law requiring transgender peoples to use only bathrooms which correspond with the gender on their birth certificate has sparked a major political debate surrounding the ethics and propriety of such rules. Proponents of the North Carolina law (and others like it) argue that the comfort and privacy historically afforded to citizens through use of traditionally separate bathrooms is offended when people of the opposite sex are legally permitted to enter such spaces. Opponents of the law argue that it unfairly (and perhaps even illegally) discriminates against transgender people, and denies them the right to use the bathroom that corresponds to the gender with which they identify. Consider and comment on the following question:
1. Does the transgender bathroom issue present a potential concern of sexual harassment for employers, based on the definition of sexual harassment provided in this week’s lesson? What choices may employers make with regard to this issue, and what are the potential outcomes (legally, politically, etc.) of each? In your opinion, what is the best policy at this time, given the absence of a clear federal law or Supreme Court decision on the matter? Defend your position with sound legal reasoning (not subjective opinion).
Please write a 3-page paper outlining either an opportunity that you had implementing an organizational policy or being the recipient (client) of an organizational policy being implemented. Please consider the information in lesson two (see attachments) as you write this assignment. If you have not had this experience, please interview someone that you know in an organization who has had either of the two experiences. When writing the paper, be sure to write from a third person scholarly perspective. Although the premise is from a personal experience, the writing should reflect a third person account. Be sure to support your thoughts with outside scholarly sources.
Identify the type of policy that was implemented. Explain the reasons supporting the implementation of the policy.
Explain the positives and negatives of the implementation process. This section could include feedback received from the clients using the policy.
Identify challenges or successes of the policy being implemented.
As a human resources consultant involved in the implementation process, what changes or different strategies would you recommend to the implementation process.
1. Student should write a well-researched paper, approximately 3 pages and double-spaced (not counting a title page or references page).
2. Student should follow the APA Style Manual for referencing and citing sources in the paper.
3. Paper should be written in third person – not first person.
4. Paper should be error-free, so it may be wise to have another person proof your work.
5. All sources must be properly cited, according to APA style. In essence, you need to use in-text citations (no footnotes or endnotes in this paper whatsoever). Full citations of all works should be included in the References section, formatted in APA Style.
6. The paper must contain the following elements:
a. Title Page
e. References section
f. Appendix (if tables or charts or necessary)
1) Provide your definition of Decision Science. Also, visit the links in Lesson 2 found through the “Lessons” tab (see attachments).
In what ways is this process and the company’s response to it a science and in what ways is it an art?
2) Be certain to integrate the readings and research to support your opinions.
1. Distinguish between performance management and performance appraisal.
2. Discuss job criteria and the pitfalls managers must avoid when using job criteria.
3. Thoroughly discuss the legal considerations associated with appraisal systems.
4. Thoroughly discuss the importance of training supervisors to administer appraisal systems.
5. Briefly discuss the 4 methods used to appraise performance.
1. Discuss the underlying rationale for justifying variable pay.
2. Discuss when a manager should use individual incentives and when a manager should use team or group incentives. Be sure to include examples for each.
1. Among the benefits listed in your notes, identify which ones are required by law and which ones are voluntary on the part of the employer.
2. Discuss family-related benefits and particularly the provisions of FMLA.
3. Distinguish between contributory plans and non-contributory plans, and distinguish between defined benefit plans and defined contribution plans.
4. Discuss metrics in the context of employee benefits including the rationale for tracking them.
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No other information is required to be uploaded. All answers must be United States examples.
Proceed with 2 pages only.
1) Discuss the role and importance of HR Policy in strategy.
2) Identify one HR challenge you face either personally or in your organization, which you believe to be a strategy and/or policy issue and why you think this may be the case.
Be certain to integrate reading and research to support your opinions.