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Response Seven

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Submitted By laotzu2011
Words 422
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It is crucial for a manager to know and understand the fair employment laws in order to protect his company and his employees. If a manager operates outside of these laws, he is putting his company at risk of potential legal issues. Also, if one or many employees feel as if they are being treated unfairly, their production levels will most likely fall, which will result in lower productivity for the business. A good manager is one who knows the laws, promotes them, and leads by example. If the manager is taking the laws seriously, then his or her employees will too. Seeing a manager put the laws into action is a big part of having the employee follow suit. The old adage, "do as I say and not as I do" does not hold much weight in the business world. I think the best way to communicate the laws to the employees is to make sure they are posted where everyone could see them, like an office bulletin board, or a company intranet site. The human resources department should also be well versed in the laws and provide annual training to the employees to let them know what the company's policy is regarding the laws. Employees should also be given a point of contact person who can answer any questions that they have. This contact person should be someone outside of the employees direct chain of command so that they are more likely to feel comfortable asking any questions.

Well said Laurie.
Managing diversity is not as simple as it may sound. Companies cannot assume that issues and conflicts arising from having a diverse work environment can be solved by Human Resources alone. It must be a management endeavor as a whole. In order to protect the employee and ultimately the company, fair employment laws must be observed and put into practice. Unfortunately, it is not enough to post them on bulletin board and expect everything to go well.
HRM must follow up with

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