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2 pages/β‰ˆ550 words
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APA
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Business & Marketing
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Essay
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English (U.S.)
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Topic:

Laws of Employment Relevant to All Souls Hospital

Essay Instructions:

This competency assessment assesses the following Outcome(s):
MT203M1-1: Identify the laws of employment practices that managers follow.
Introduction: In Chapters 1, 3, and 15, you examined some of the laws impacting the human resources function. In this assessment, 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. Two issues have arisen: (1) an employee was dismissed just prior to unionization, and (2) a veteran was interviewed but not hired for a position and is alleging discrimination and harassment.
The hospital has just been unionized, and an employee was dismissed who was a designated union representative. The employer said she was found chatting with other employees on social media about the union during the lunch break on company computers. This occurred 24 hours before the union was voted in, and the former employee filed a charge with the regional labor relations office.
In addition, 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. The veteran claims the interviewer was making unseemly gestures towards her during the interview.
You can consult both your assigned chapter reading, the U.S. National Labor Relations Board (NLRB) website (https://www(dot)nlrb(dot)gov/), and the module learning activities to address the checklist items below:
Checklist:
Identify four labor relations laws pertaining to the dismissed employee.
State at least three potential steps that will be taken by the NLRB regarding the charges filed by the former employee.
Identify four EEOC laws related to the alleged discrimination and harassment charges brought by the veteran who was interviewed, but not hired.
State at least four remedies or actions needed to be taken by the HR department/All Souls Hospital to comply with the EEOC and labor relations laws that applied to this scenario.

Essay Sample Content Preview:

Employment Laws
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Employment Laws
The All Souls Hospital (ASH) faces two violations of employment laws. A dismissed employee filed a charge with the local labor relations office, and an interviewee filed a discrimination and harassment charge. In the present project, the two violations are reviewed and the potential remedies that the organization should are examined.
National Labor Relations Act (NLRA) of 1935 protects the dismissed employees, with the dismissal violating several labor relation laws. First, the dismissal violates Section 7 of the NLRA, which dictates that employees have the right to advocate and participate in collective bargaining activities. Second, ASH violated the law that protects an employee from retaliation for exercising their workplace rights in that the dismissed employee was exercising the right to collective bargaining. Third, the dismissed employee was dismissed for using the company computers to organize other employees. However, the action was within the employee’s rights, given that the employee was completing the task within their free time. Fourth, the company may claim that the dismissed employee was not a member of any union at the time (Castagnera, 2015). Notably, the law dictates that employees who are not unionized receive protection from National Labor Relations Board (NLRB) so that they can engage in collective bargaining.
Following the charge by the dismissed employee, NLRB will first conduct an investigation headed by a regional director to determine whether to bring formal charges. To this end, the director may decide to issue an injunction, withdraw, refuse to issue a complaint, or require settlement (Castagnera, 2015). The second step after an investigation is the issuance of a complaint to the employers and the setting of the hearing time (US Equal Employment Opportunity Commission, 2015). An employer has two weeks to respond to the charges. The third step is conducting a hearing where a d...
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