Human Resource Training Essay Example | Topics and Well Written Essays - 750 words

Human Resource Training - Essay ExampleOne aspect of this knowledge avow is recognition of ratified concerns, particularly with Title VII of the Civil Rights lay out of 1964, which set out to fix the protected classes in terms of employment standards. Although the protected classes have been changed and updated since the middle of last century, it remains a landmark piece of federal legislation that could mean the difference between court-ordered safety and legal action. CRA of 1964 A Lesson in History Title VII of the Civil Rights Act of 1964 protects individuals from discrimination in the oeuvre establish on their race, color, religion, sex, or national origin (LII, p. 1964). That is, when hiring an employee, the hiring director is prohibited from letting his or her decisiveness be influenced by one of these classes to which the applicant belongs. This protection also gestates to employees who may be discriminated against by approximately indirect form of prejudice, such a s an association with an other individual of a particular race, color, religion, sex, or national origin for example, Title VII protects in this case from discrimination because of interracial marriage. ... That is, if a hiring manager is blind to the differences between a grossly unqualified candidate and a very qualified candidate, this in the long run will weaken the business and potentially open the business to the possibility of a lawsuit based on negligent hiring. However, the hiring manager should be blind to the nonessential differences, defined by the protected classes. topic Study Sexual Harassment Of course, Title VII legal protection does not only extend to applicants for jobs current employees are protected as well. In 1986, the dogmatic Court ruled that sexual harassment, which is bullying or coercion that leverages sex for favors, is an example of discrimination and prohibited by Title VII of the CRA (U.S. Supreme Court, 1986). In cases where members of an organiz ation are accused of sexual harassment, there could be very serious legal consequences for the entire company, not just the individual who committed the act of harassment. Of course, preventing sexual harassment theoretically begins at the initial hiring stages of employees, when the hiring manager should recognize potential conflicts between the individuals personality and the company culture. However, homophile resources managers must always reinforce a positive culture that embraces differences rather than fosters an environment of discrimination against other employees. Because sexual harassment is a violation of federal law (as given in the Civil Rights Act and reinforced by the United States Supreme Court), the HR policy on the crime must be one of zero tolerance. Case Study The BFOQ Companies are allowed to discriminate between the protected classes of job applicants in a few select situations that are highly tied to the business concept of