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- Please answer the following twoA female employee accused a superior of sexual harassment. Later that employ was tuned down for a promotion because the superior she had accused persuaded her cumnt saperviser nt to promote her. This is most likely an example of A) demotion B) retaliation C) dissonance D) defensive behavior E) aggressivenessWhy have unions become more accepting of alternative reward systems over the past few years? A. To increase the level of job security for their members. B. In order to reduce the need for wage increases in union contracts C. Aligning employee interests with company interests D. In order to encourage employees to diversify their investment portfolios
- Can employers lawfully consider race or gender when making hiring or promotion decisions? If so, may it only be used to remedy identified past discrimination? Discuss.What is sexual harassment?What different forms can sexual harassment take? Discuss the issues presented in the case todetermine if the actions by the lecturer can be classified as sexual harassment.If you determine that it is sexual harassment, how should the employer deal with the matter? Explainfully the steps suggested citing legal cases to support your position. If you determine that it is notsexual harassment, clearly give your rationale and state how the employer should deal with thematter, citing legal cases to support your position.Make recommendations to the university for dealing with any similar issue that may arise in thefuture.How do I respond to this in 100 words? Mujtaba (2010; as cited in Muffler et al., 2010) states that disparate treatment involves an employer who intentionally treats applicants or employees less favorably than others based on one of the protected classes of color, race, sex, religion, or national origin. It is the core constitutional violation against which the U.S. Equal Protection Clause guards (Hellman, 2024, pg. 206). In light of disparate treatment cases, employers should be sure to document their reasoning for their employment decisions for a variety of reasons. One reason being to maintain legal compliance. There are laws in place that protect employees from employment discrimination, such as the Civil Rights Act of 1991, Age Discrimination in Employment Act of 1967, and Executive Orders 11246 and 11375 (Holley et al., 2017). Employers could face serious legal implications if an employee or candidate files a claim against them for discriminatory actions and their employment…
- Yasuf works as a certified nursing assistant (CNA) for his county’s human development center. Because the center needs multiple CNAs working at all times, Yasuf frequently earns overtime pay by working more than 40 hours in a week. Overtime protections were established by the Multiple Choice Fair Labor Standards Act. Fair Minimum Wage Act. Equal Pay Act. Taft-Hartley Act.1. Cite the main features of at least five employmentdiscrimination laws.2. Define adverse impact and explain how it is proved and whatits significance is.3. Explain and illustrate two defenses you can use in the eventof discriminatory practice allegations.4. Avoid employment discrimination problems.5. Cite specific discriminatory personnel management practicesin recruitment, selection, promotion, transfer, layoffs, andbenefits.6. Define and discuss diversity management.How do I respond to this in 100 words? An essential aspect of labor relations and organizational dynamics is that unions do not organize employees, management does. It is management, or the leadership within an organization, which shapes the work environment, policy, and practices of that organization. It is important for management decisions in an organization to have a significant impact on employee organization. An organization's structure is defined by its management, including its reporting lines, departments, and teams (Holley et al., 2017). Making decisions affecting employees' daily work lives is their responsibility, along with organizing and structuring the workforce. As well as affecting employee motivation, management decisions affect their satisfaction at work. The right compensation, recognition, and growth opportunities motivate employees (Holley et al., 2017). Furthermore, management aims to maximize productivity and minimize costs to conduct organizational goals…
- a. What does Workplace discrimination mean, Why does workplace discrimination matter, Who does discrimination impact? b. What kinds of discrimination are able to be identified, When does discrimination happen, How can discrimination be managed c.What kinds of actions can be used to manage discrimination d. What resources exist to manage discrimination?Implement Human Resources management strategies. Describe the major government agencies that enforce employment law. Examine how the workforce is changing in unpredictable ways. Predict how workplace approaches impact employee motivation, work attitudes, and engagement. Plan strategic recruiting practices. Create talent management strategies within an organization. Implement total rewards compensation plans. Describe elements of employee contracts and unionization.Michele and Monica believe that their employer is not looking out for their best interest, and wish to start a union within their organization. Which step in forming a union sets the process in motion? A: Filing with the NLRB B: Certification/rejection C: Signed authorization cards D: Election
