Virtual Organization Employment Law PaperEssay Preview: Virtual Organization Employment Law PaperReport this essayIntroductionDiscrimination in the workplace has been one of many focal points of standard company policies for over 30 years now. Amazingly, in the history of the United States, even after Lincoln’s Emancipation Proclamation and yes, even after the suffrage movement granting women the right to vote, it was not until the mid-1960s that equal opportunity laws outlawed discrimination in the workplace based on race and sex!
Reviewing the Virtual Business, Riordan Industries, I find they have quite a diverse group of people. Riordan is a non-union company, but they do have strict policies in place regarding employee conduct and work rules, and solid policies on sexual and other unwanted harassment. They also operate in compliance with the Immigration Reform and Control Act of 1986 in that they employ legal U.S. citizens and aliens who are legally authorized to work in the United States.
Types of Discrimination in the Workplace and Applicable Laws•Age Discrimination•The Age Discrimination in Employment Act of 1967 (ADEA)•Disability Discrimination•Americans with Disabilities Act of 1990•Equal Pay and Compensation Discrimination•Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964•National Origin Discrimination•Title VII of the Civil Rights Act of 1964•Pregnancy Discrimination•Title VII of the Civil Rights Act of 1964•Race-Based Discrimination•Title VII of the Civil Rights Act of 1964•Religious Discrimination•Title VII of the Civil Rights Act of 1964•Retaliation•Title VII of the Civil Rights Act of 1964 and Americans with Disabilities Act of 1990•Sex-Based Discrimination•Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964•Sexual Harassment•Title VII of the Civil Rights Act of 1964As shown above, many of the types of discrimination are covered by Title VII of the Civil Rights Act of 1964. It prohibits workplace discrimination based on religion, ethnicity, country of origin, race and color. Such discrimination is prohibited in any aspect of employment, including recruitment, hiring, promotion, benefits, training, job duties, and termination. Workplace harassment is also prohibited by Title VII. In addition, an employer must provide a reasonable accommodation for religious practices unless doing so would result in undue hardship.
The law prohibits retaliation against an individual because s/he has engaged in protected activity, which includes filing a charge, testifying, assisting, or participating in any manner in an investigation, or opposing a discriminatory practice. Employers with 15 or more employees are required to comply with Title VII. Title VII also prohibits discrimination by most unions and employment agencies.
Managers and supervisors have special responsibilities with respect to the policy against discrimination and harassment. They must understand the company policy prohibiting discrimination and harassment. Generally, Riordan’s anti-discrimination policy requires that employment decisions and actions are made without regard to a persons race, gender, age, gender identity, sexual orientation, national origin, veteran status, color, citizenship status, or marital status. Examples of employment decisions include but are not limited to, evaluating employees performance; making recommendations on hires, transfers, development opportunities and promotions; recommending discipline, corrective action and termination.
Not only must managers and supervisors conduct themselves in a manner consistent with this policy, they are also responsible for establishing and maintaining a work environment free of unlawful harassment and unlawful discrimination. Managers and supervisors must educate employees on the policy. They must maintain open lines of communication, allowing employees to express their concerns without fear of retaliation. They must stop any form of harassment they observe. They must identify incidents of discrimination immediately and report them to their assigned human resources representative and their organization management. Managers and supervisors must ensure, with assistance from human resources and Security, that an investigation of allegations of discrimination or harassment is initiated immediately
Consequently, Human Resources officials will continue to be at the center of these important events, with additional information about other policies pertaining to these organizations and their respective policy committees, the Workplace Safety and Standards Code, and other legal actions planned and planned for the coming year, including:
The implementation of a comprehensive social worker training program for all employees of each organization. This training will promote the highest readiness to participate and to be successful in every aspect of the organization’s work.
a comprehensive review of a number of aspects of workplace safety and inclusivity policy and procedures and plans, including its inclusion in a national training and standards series, at the end of the year and the opening of the year to each organization, including a national training and standards series;
an updated social worker training program, including an online version and an online chapter for the 2017 national training and standards series;
a comprehensive national training and standards series to provide students, leaders, and students with an in-depth understanding of social work policies, practices, and procedures to make sure that their professional and organizational careers, including that of employees, are protected from unlawful harassment;
a national conference and student training program, as well as public workshops on the role of social workers nationally, to help establish effective workplace awareness and training resources and create a global standard that employers and employers can adopt to protect employees, employers, employees’ rights, and the general working culture.
In addition, they will continue to strengthen the relationship between the Secretary and the Social Worker Certification Committee for the purposes of ensuring that employees can properly integrate into the HR workplace to serve the public interest of the employer and are also required to meet the needs of their employees.
The Secretary will continue to ensure that employees and managers of companies and individuals are fully protected against discrimination and discrimination in all aspects of their operations, including any form of retaliation and harassment, and to implement strategies and approaches to ensure that this safety and environment for their employees were as secure as possible.
Workplace safety and human resource officials who seek to develop work culture standards and standards will continue to provide an excellent starting point to organizations and individuals, and will remain a central focus for policy.
[1] Workers, and their supervisors, are the most important stakeholders in setting up and sustaining a safe, comfortable workplace that meets the needs of all workers. Workers are the first and most fundamental constituents of the organization that create and maintain the standards and policies and requirements for safe workplace security. Worker safety and working conditions for employees constitute a fundamental part of the organizational organization and reflect the full life of the organization.
[2] As a result, the safety and wellness of employees, managers, and supervisors is important to the well-being and well-being of employees when the needs of health, safety, and wellbeing are the foremost considerations in this process; but, workers, management, and leadership must also have the confidence to support and sustain efforts to build and maintain a culture of safe but supportive workplace communities where employees have a responsibility to do their job safely, with the appropriate protections and policies to maintain and maintain the integrity of our workplace, and the integrity of the workplace in general.
[3] Human resources and Security staff shall participate in the HR program or the implementation of a national training and standards series for workers, managers, and supervisors. They will also work with