Preventing Workplace Discrimination
In the melting pot of various cultures, religions, races, and nationalities that workplaces have become, tension between people is something to be expected. Unfortunately, in some cases, the tension between individuals can end up taking the form of some sort of discrimination. Discrimination is illegal, and there are many laws that cover discrimination. In a simulation called “Preventing Workplace Discrimination”, I am posing as a Human Resource Manager in the New York office of an organization called, Holmes, Helm and Partners, Inc. There are various situations/questions that the simulation posed and a few responses will be explained in further detail in the following paragraphs. Some of the questions posed are:
1. What are some measures a company can take to reasonably accommodate individuals that have a disability, or those individuals with a drug abuse problem, without causing an undue hardship on the company?
2. Should factors such as an individual’s personality, attitude towards work, and future upward mobility be considered when hiring?
3. Can Title VII override the employment environment and conditions detailed in a written employment contract between an employer and employee?
All of the questions were addressed in the simulation and had examples that helped further explain each situation posed.
In the first scenario posed, two positions need to be filled. The reason for the first position needing to be filled is due to an individual having a drug problem and constantly showing up late for work high on the job, erratic attendance, missing deadlines and in a seriously sad state of mind. The second position being filled was due to an underperformer on that particular job. The gentleman with the drug problem was not accommodated to because an organization does not need to accommodate this type of situation. However, what an organization could do to prevent any later legality issues, is to offer...
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