Analyze how workplace harassment affects equal employment opportunity by describing at least four elements a plaintiff must show to pursue a harassmen

Overview

Human resource professionals must understand the legal ramifications to organizations of workplace violations. In this assignment, you will analyze some proactive strategies for avoiding non-compliance claims and creating a more effective and inclusive workplace.

Scenario

Recall from the Week 3 assignment, Management Team Briefing on Employment Laws, that the company was the defendant in some HR-related lawsuits. Employees made claims of harassment, failure to reasonably accommodate disabilities, and work-life balance issues. The company was forced to answer the claims in its own defense. As the new CHRO, you want to enact stronger policies and guidelines to avoid such situations in the future.

Prepare

The following resources will help you prepare for the assignment paper:

• 6 Tips to Avoid Harassment and Discrimination ClaimsLinks to an external site..
• Top 11 Employer FMLA MistakesLinks to an external site..
• Topics from ADA.govLinks to an external site..
• AccommodationsLinks to an external site..
• The Elements of an ADA Failure to Accommodate ClaimLinks to an external site..

You may also use your textbook, the Strayer University Library, and the Internet to research the assignment topic. Make sure you choose relevant and credible sources.

Instructions

Write a 7–8 page paper in which you complete the following:

1. Analyze how workplace harassment affects equal employment opportunity by describing at least four elements a plaintiff must show to pursue a harassment claim.
2. Describe 3–4 ways your organization can prevent the risk of being the subject of harassment and discrimination claims.
3. Explain the concept of the reasonable accommodation of a disability, per the Americans with Disabilities Act.
4. Describe at least three things a plaintiff must show in filing a failure to accommodate claim.
   • Choose elements of both the plaintiff‘s qualifications and the employer’s behavior.
5. Compare religious advocacy or discrimination to a bona fide occupational qualification.
   • Can organizations hire (or refuse to hire) based on an applicant’s religion? Why or why not?
6. Describe 2–3 common FMLA mistakes managers make and what you would do to avoid the mistakes.
7. Analyze why it’s important for leadership to focus on the employee experience and culture of employees as it relates to employment law.
   • How can managers support this focus?
8. Use at least three sources to support your writing. You may include your textbook as a source. Choose sources that are credible, relevant, and appropriate. Cite each source at least once within your assignment. For help with research, writing, and citation, access the library or review library guides.