awards for safety as well as years employed. Training Sexual harassment training is important in in organization. “The U. S. Supreme Court has ruled that employers may be held liable for sexual harassment if they do not exercise reasonable care to prevent and promptly correct any such harassing behavior in the workplace—even if they were not aware the specific actions in question” ( Training Today, 2014). When it comes to Sexual Harassment training, all are required to have including management
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1. INTRODUCTION Industrial relations has become one of the most delicate and complex problems of modern industrial society. Industrial progress is impossible without cooperation of labours and harmonious relationships. Therefore, it is in the interest of all to create and maintain good relations between employees (labour) and employers (management). Concept of Industrial Relations: The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’. “Industry”
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In chapter one the first key point is the challenges that HR managers have. To list the challenges they are: Going global, embracing technology, managing change, developing human capital, responding to the market, and containing cost. In my studies I have learned that HR faces many challenges. Along with these challenges there are many functions that an HR manager must be able to do. HR managers also have a lot of responsibility. First and foremost are the laws that deal with employees. Diversity
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2. Discuss in 150 words your critical understanding of R.A. 7877 – “AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE EMPLOYMENT, EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSES”. RA 7877 was enacted to prevent and lawfully punished any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an
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(DBM) Specializations :- Human Resource Management Note: - Solve any 4 Case Study All Case Carry equal Marks. Case 1 :- Meeting the Challenge of Sexual Harassment At an office of Goldman, Sachs and Company in Boston, some male employees allegedly pasted photos of bare-breasted women on company newsletters, next to biographies of new female employees (suggesting that the photos were pictures of the new
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job security is to create a working relationship of trust, confidence, and mutual respect between and among management and/or the hourly workforce. Only by working together and developing a strong partnership based on mutual trust and teamwork, will allow or company to maintain its success. We are committed to developing a culture based on team efforts and shared responsibilities in decision making processes. We also work towards achieving the key variables needed to be successful in our company
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functioning of HRM practices. This paper illustrates how line managers carry out their HR activities. Nidhi Gautham, Management Consultant, Bikanerwala Foods Pvt Ltd. Frontline managers play crucial roles on the implementation and enacting of HR policies and practices. HRM is an approach planned to manage people in the organization effectively for better performance. HRM aims at establishing a more open, flexible and caring management style for employees and staffs to be motivated, developed and
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together on the job, romantic relationships are developing more frequently. Workplace romance may be the only option for employees whose workload limits their outside activities, but for employers, this trend may prove to be a problem as the potential liability associated with these relationships rises. Some organizations ban all workplace dating, while other employers have no policy at all to address these issues. Some companies now, find policies as being favorable and others find it to be harmful
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Constructive Discharge?’, Alison defines constructive discharge as the following: Constructive discharge occurs when an employee is forced to quit because the employer has made working conditions unbearable. Unbearable conditions include discrimination or harassment, or receiving a negative change in pay or work for reasons that are not work-related. This situation could be considered constructive discharge grounded on the assertion of the former employee’s feeling that he was forced to resign because he is
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