Write a 5–7-paragraph script for an oral argument for HR leadership. This should

Question

Write a 5–7-paragraph script for an oral argument for HR leadership. This should be solely from the perspective of the head of HR regarding possible changes to HRM policies and organizational practices that would improve fairness, productivity, and worker morale as it relates to workplace discrimination.

Describe the potential impact of a workplace discrimination charge levied at this organization.

Identify related laws or legislation that supports this perspective.

Summarize a logical case outcome.

Read the following case:

Joanna Capella came to work for Educational Books (a small academic publishing house) in 2010 as an assistant to Arthur Moore, CEO. In 2012, Moore, her mentor, promoted her to vice president in charge of author relations. Her responsibilities included putting scholars under contract to write academic works. From 2012–2014 she failed to sign anyone upper management considered significant. In late 2014 she was reassigned to a position as vice president in charge of marketing, where her primary duty was to promote the company at book conventions. Upon reassignment, she promptly resigned from the company and brought suit for sexual harassment/constructive discharge.

It is undisputed by either side that Moore and Capella had a consensual sexual relationship, which ended in late 2011. It is also undisputed that Mr. Moore stated on two occasions to other executives that Ms. Capella "was a good lay." Ms. Capella was not present for these statements. It is also undisputed that Mr. Jeffrey Marx, also a vice president, stated in 2013 that she "only had her job because of her personal relationship with the boss." Sandy Alder, also a vice president is quoted as saying in front of three subordinates with Ms. Capella present that Capella "slept her way to the middle." Lastly, one of these three subordinates, Victor Johnson, asked her on an occasion in early 2014, "Could I sleep with you to get a promotion?" He later apologized and said he was joking.

Educational Books' executive handbook has a strong anti-harassment policy. The handbook also provides for a complaint procedure by filing an official complaint which, at the executive level, is sent to Mr. Moore for investigation and action. Ms. Capella did not ever file such a form.

Explanation / Answer

Workplace guidelines, rules and regulations and standard operating procedures provide the business with a solid arrangement for instance operational hours, compensation, security measures, benefits and performance expectations are fundamental issues that can be considered in an employee guidebook.

An equivalent job prospect strategies and declaration about the business's zero tolerance for discrimination or nuisance should be part of the administration's code of conduct. These guidelines concede the company's commitment to make available a safe operational atmosphere where workers feel like esteemed contributors.

Nevertheless HR must try to implement effective compensation policies that adhere to standard strategies which should be well-designed indicating the stages from when it can actually be put into practice thus for this HR needs to work together with top management as a strategic business partner.

Company whose objectives are to attract the best competent workforces may choose to become the market front-runner in compensation practices which can indeed give them a distinctive lead over their competitors. Lower market compensation policies can in fact put the business into the danger of elevated worker turnover and less competent workforces.

Enlightening the importance and significance of its human capital entirely depends on the establishment's employment and selection procedures. Thus the viewpoint of all staffing procedures should adhere to equivalent employment opportunities and HR should ensure to co-ordinate with divisional heads to discuss matters related to their employment requirements, job placements and frame effective recruitment guidelines and policies.

Establishments that ensure to apply solid and effective administrative policies that adhere to avert and address workplace discrimination, nuisance and retribution can evade Equal Employment Opportunity Commission (EEOC) related concerns and court cases.

Thus effective workplace discrimination strategies and approach can exert in their favor in an employment discrimination court case provided the establishment is able to instigate that all needed precautionary measures has effectively been executed thus it’s important for organizations to ensure a workplace atmosphere that can avoid work discrimination, nuisance and revenge.

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