Write a 6–8-paragraph incident report describing an instance of unfairness or in

Question

Write a 6–8-paragraph incident report describing an instance of unfairness or inequality that you have witnessed (or heard or read about) in the workplace and its implications for human resource management. Address the following:

Describe the instance of unfairness or inequality in the workplace.

Analyze how the instance of unfairness or inequality violates fair employment practices.

Explain the duties and responsibilities of a human resource professional and the duties and responsibilities of an attorney representing the organization.

Compare and contrast the duties and responsibilities of a human resource professional with that of an attorney representing the organization.

*** DO NOT COPY the PREVIOUS ANSWERS THEY ARE WRONG*****

Explanation / Answer

ANSWER:

It is important that human resource management protect the employees of the company from discrimination at all stages of employment including recruitment, in workplace terms and conditions, return to job after illness or dismissal and retrenchment. Moreover it is equally important to protect the people from discriminatory advertising that may deter them from applying for a job profile.

In my current organisation I have seen a very high instance of age-related unfairness, specifically when people are selected for a new job profile, discharge, compensation or promotion only if their 'face fits', which unfortunately means few individuals feel that talent isn't enough to overcome such prejudices. I have observed a bias towards younger workers. It is completely unfair and unequal when the company is treating an applicant or employee less favorably because of the age.

In my company recently a senior accountant resigned, so the management has been reviewing his options for filling the position. Although there has a employee in mind by the name of Sam Dawson who has been associated with the company for 27 years and has always been given excellent annual reviews, however Sam Dawson was not promoted because of the age constraint. The office manager decides not to promote Sam because he's worried that the extra work load and time needed for the job will be more than Sam can handle. Moreover, felt that Sam wouldn't be able to manage the current job profile because he was above 40s. Based on the workload and the age constraint, office manager decides to offer the open position to a lower-level employee who was unfair and unequal as Sam Dawson has always given excellent performance reviews.

The office manager has violated the policies; by showing a bias towards younger workers. He has make choice around redundancy for not providing promotion opportunities for old workers who has been a consistent performer. For him, Sam was too old to ‘fit in’ with the job profile.

It is important that the human resource management needs to take proactive steps to eliminate discrimination by the office manager. A disciplinary action need to be taken against him who has unreasonably barred old people from being promoted at work. The human resource management need to protect the physical, psychological or emotional wellbeing of Sam.

The age discrimination by the office manager are not only against the law but also bad for business and costly for employers and the community. Thus the employers may be vicariously liable for the employees’ acts of age discrimination

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