MT203-1:Identify the laws of employment practices that managers follow.
Introduction:In your Reading in Chapters 1, 2, and 15, you examined some of the laws impacting the human resources function. In this Assignment, you will read a scenario and identify the laws and actions to be addressed by this hospital in order to be in legal compliance.
Scenario:All Souls Hospital (ASH) has had a busy week. The hospital has just been unionized, two employees were dismissed 24 hours before the union was voted in, and the former employees filed a charge with the regional labor relations office two weeks later. The company’s CEO has received a charge of discrimination and harassment regarding a female veteran who was interviewed but not hired for an insurance coordinator position two days prior to unionization. The veteran claims the interviewer was making unseemly gestures towards her during the interview. The HR department at ASH is now tasked with hiring 50 more lab technicians, nurses, and surgeons.
You can consult both your assigned chapter Reading as well as the National Labor Relations Board (NLRB) website to address the checklist items below:
- Identify the laws pertaining to the two dismissed employees and the alleged discrimination and harassment charges and identify remedies or actions needed to be taken by the HR department/ASH as a result.
- Identify the type of union and what type of union shop (your choice).
- State the potential steps that will be taken by the NLRB regarding the charges filed by the former employees.
- Identify the laws the hospital will need to follow in order to comply with applicable HR employment laws as well as union labor laws in hiring the additional employees.
- Identify what steps the HR Department will generally need to take in order to comply with the above laws.
Explanation & Answer
Legal Aspects of HRM
Identify the laws of the two dismissed employees and the alleged discrimination and
harassment charges and identify remedies or actions needed to be taken by the HR
department/ASH as a result.
Given this case doesn't provide a valid reason as to why the employment of the two works
was terminated, I do not think that there is any law broken by the employer as the union wasn't
formed yet during the termination of the employment. The point that the female veteran made
about being discriminated and harassed doesn't make up for the argument whether the union was
voted in or not as the HR department will require a full investigation for the case. Therefore,
implying that the Equal Employment Opportunity Commission will need a cl...