Legal, Safety, and Regulatory Requirements Paper
HCS/341
Legal, Safety, and Regulatory Requirements Paper
Major Points
Introduced using the tale of an intolerable activity at a party that led to a complaint, the
article made three significant points:
1. Deterrence is more significant when it comes to lawful issues than finding a way out after a
crisis exists.
As stated in the article, “an ounce of prevention is worth a pound of cure.” Owners who do not
take the same Employment Opportunity laws and additional linked regulations sincerely, and do
not spend sufficient time in applying preventive measures to keep away from circumstances that
may guide to lawsuits, will have a hard, costly, and not as much of proficient office.
2. In spite of the declining trend in the amount of objections reported over the years, the subject
of sexual harassment should not be overlooked in the office.
The article showed that the amount of objections made to the Equal Employment
Opportunity Commission declined for six straight years in part since industries are placing extra
effort to work out issues before they turn into lawsuits. Though, it harassed the fact that sexual
harassment is not a thing of the history, and that it is an owner’s duty and authorized
responsibility to maintain a place of work that is free of such infringements.
3. In addition to placing appropriate plans and procedures in place, direction and uninterrupted
episodic guidance are the finest methods to put off litigation problems from taking place.
The article also points out that taking on a sexual harassment rule and supervising office
might not be the only possible way out when it comes to sexual harassment. Training overseers
and executives, plus recruits, is the most important pace in putting off sexual harassment, and
that episodic guidance, which is in fact the law in some countries, is necessary besides the
original orientation.
Methodology and Epistemology
The article was fine thought out and written in conditions of defining sexual harassment,
making clear the law matters involved, and telling what needs to be done to prevent it from
happening in an office. The fact that it did not give a uncomplicated case of sexual harassment
provides the readers an chance to be aware of what classifies sexual harassment, and what an
owner should do while facing such a complaint, which is performing an central exploration,
interrogating the people involved and eyewitnesses. The result that the business fulfilled the act,
even though improper, was not sexual harassment further simplifying the meaning. The article
also states the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to clarify the
center of the regulations, and presents further investigation via different clarification techniques
to explain the lawful matters involved. In order to illustrate prevention techniques, the article
directly utters what an owner should do, guidance, saying it is the rule.
The article’s progress and reports prepared on how to deal with lawful issues are
convincing and truthful. Managing harassment and discrimination matters is not only an
responsibility as told, but moreover makes excellent business logic. Maintaining a office free of
discrimination and harassment, doing whatsoever is needed to put off objections from taking
place in the first position, and bring to an end before they accomplish the point of lawsuits are
satisfactory ways of dealing with legal problems.
Quality and Utility
Although I have not yet witnessed sexual harassment or other discrimination lawsuit
matters in my present association, such cases were very familiar in two other unions that I have
worked for, which were among the leading corporations in the country. One familiar thing in
these associations was that I individually did not get any guidance regarding Equivalent
Employment Opportunity laws. The information shown regarding these laws, in my present
association is printings posted on information news boards, and in the bigger organizations were
worker booklets. As such, the article’s information would be extremely helpful to my present or
earlier organizations in that it will highlight Human Resources or those in command to correctly
teach workers, overseers, and executives through orientation and episodic trainings. For instance,
the brilliant educational material found in this article would have made an impact during the time
when four workers in my personal sector were facing inquire and disciplinary actions because of
a harassment objections reported by one female worker. It was obvious that if those workers
were given correct guidance and episodic reminders to stay away from complacency, the
situation could have been easily barred. As the article avowed, prevention through guidance is
superior, and is doable.
Conclusion
After reviewing and reading the article, I was capable to wrap up that there can be some
values Human Resources or employers can pursue that would reduce the danger of Equal
Employment Opportunity breach proceedings, and maximize worker fulfillment. Besides
accepting clear policies and processes concerning these rules, or revising them to ensure they are
in agreement with present rules, training administrators, supervisors, or those who are in the
frontiers, as well as workers if achievable, is the best means to stop such proceedings problems.
People with fundamental working understanding of the rules are less prone to break them, and
the expenditure in training will value more in saving monetary resources and time.
References
Devanna, M., Fombrun, C., Tichy, N. (Vol. 9, Issue 3, p51-67, 17p). Human
Resources Management. A Strategic Perspective. Retrieved on December 05,
2010 from,
http://ehis.ebscohost.com/ehost/detail?vid=5&hid=103&sid=08073ad7-1b7c4438-8004379ac6d0a443%40sessionmgr113&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3
d#db=bth&AN=5141936
Solnik, C. (2006, September). Employers told to prevent sexual harassment
through policies, training, and procedures. St. Charles County Business Record
(MO). Retrieved on December 05, 2010.
HCS/341 Week 2 Reading Materials Ch. 5, 13, 15. Managing Human Resources.
Retrieved on December 05, 2010.