Virtual Organization Employment Law

Globalization and the victimisation of the Internet technology deliver brought drab careens in our public today. It is as if the other side of the world is just a few seconds away. Countries which previously shut their borders to the international community were forced to open up. community who were previously isolated from the rest of the world are now being brought together by the requirement for survival in this competitive world. The desire for noniceable trading relations with other countries forced countries to bring in political alliances with other countries.Corporations need to continuously surface to chance on the ever-changing needs of the consumers. Riordan Manuf executionuring Inc is no exception. Riordan Manufacturing, Inc is before long the leader in the field of plastic shaft molding. Its mission is to provide innovative solutions, products and services at a reasonable cost and to develop semipermanent relationships with its customers. To meet the dem ands of its world- round-eyed clientele it opened its facilities in San Jose, California, Albany, Georgia, Pontiac, international nautical mile and Hangzhou, China.These changes, however, which were brought about by globalization similarly fixd complexities on the part of the employers insofar as employee focus is concerned. The differences in cultural identities and the unique practices of employees are demarcation to create employee-related problems for the company. With the congregation of assorted people, each having his own identity, in maven single company, tension and conflicts were likewise created. (Diana Ayton-Shankar) inconsistency and sexual harassment subject areas are also bound to arise which the company is bound to anticipate.Research shows that in a study breedinged by the National face for Woman, they found that 80% of women surveyed in a wide variety of industries had been sexually harassed. The EEOC now handles some 5,000 in the raw sexual harassment cases annually, double the caseload of only a few years ago. (David J. Bowman) If these concerns leave not be address by the company, then the company whitenedthorn expose itself to suits. There was a case in San Francisco wherein the jury awarded the amount of more than $7M to a profound secretary harassed by a mannish partner in a law menage for failing to act swiftly on a sexual harassment complaint. Gerald D. Bloch) Thus, creating a non hostile and sociable progress toing environment should also be one of the top priorities of Riordan Manufacturing, Inc. Discrimination Issues in the Workplace Since the pipeline organization is composed of personnel coming from different countries, there is a possibility that the company whitethorn have in its employ Americans and Asians. The possibility, therefore, of racial dissimilarity and sexual harassment issues among the employees is not remote.In a multi-racial organization, racial secernment is a pressing issue which essential be properly be addressed by the management. Some handlers, consciously or unconsciously prefer white employees over the dismal employees or Asians, considering that Riordan has facilities in China. In some business organization, the white Americans are given better work opportunities than non-white Americans or Asians. In some organizations, most black employees are being hired for rank-and-file positions or they are dis fitted for promotion on the simple soil of their color or race.Another issue that the Riordan Manufacturing Inc whitethorn encounter is gender secernment. Although the labor laws expressly prevent gender disparity in the workplace, it is still being practiced in several business organizations. For case if Riordan Manufacturing, Inc prefers to hire male applicants over a effeminate applicant though they are similarly qualified for the position, it will be an outright distinction on the ground of gender contrast. As mentioned, there is perpetually the pos sibility that sexual harassment may exceed in Riordan Manufacturing Inc.Sexual Harassment is defined by the EEOC as any unwelcome sexual advances, requests for sexual favors, and other verbal or physical call for of a sexual nature when a) submission to the conduct is made either explicitly or implicitly as condition of an case-by-cases enjoyment, or b) submission to or rejection of the conduct by an individual is used as a basis for employment decisions affecting such individual, or c) the conduct has the office or effect of unreasonably interfering with an individuals work performance or creating an intimidating, hostile, or slimy workings environment. Preventing Sexual Harassment A Fact bed sheet For Employees) State and Federal Statutes on the matter of discrimination are clear. Job treatment which intromits the hiring of employees, firing of employees, and promotions of employees, essential be based on qualifications and merit and not on race, gender, age, sexual pre ference, disability. (Workplace Harassment and booking Discrimination) In these cases, it is not only the legal duty of every Human Resource animal trainer but its ethical duty as healthy to incorporate in its insurance manual the rules against discrimination.They must include in their policy manual that the management does not tolerate any form of discrimination in the business organization. It must define the acts that perform discrimination. The policy manual must likewise include the procedure for filing of complaint against the person who utters antiblack commentarys or practices discrimination in the workplace and the punishment for those who will be found guilty aft(prenominal) investigation is conducted. Indeed, chat is a key to avoiding discrimination in the workplace.There must be communication by the employer in the sense that they must claim their employees that discrimination will not be tolerated by the company and that any incident of discrimination will be seriously dealt with. There must also be communication between the offended society in the sense that both parties must be given by the management opportunity to meet so that the offending party may eff that the act or remark given is offensive and discriminatory.It is possible that the other person does not have any knowledge or idea that the remark he has just uttered or the act he has just committed is offensive to the sensibilities of another. If condescension the fact that he has confronted and communicated his feelings to the other person he still continues making discriminatory acts and remarks, the victim of discrimination must seek assistance from his supervisors. If there is no company policy against discriminatory acts, the victim of discrimination must report and notify spryly his immediate superior, the supervisor or the Human Resource Manager so that this could be acted upon.To strongly implement the policy against discrimination sanctions against those who have pr oven to commit such acts must be put in place. Among the sanctions that could be imposed are written warning, letter of reprimand, suspension, change of job or class assignment and upshot or expulsion. Conclusion I have set three major discrimination issues that is likely to harness out in Riordan Manufacturing, Inc. and explained the manner by which the company may address these issues.Indeed, discrimination issues in the workplace should not be treated as something which ordinarily happens in the workplace. It can be avoided. A friendly, nondiscriminatory, and non-hostile environment is not a utopia. The task therefore of Managers is to anticipate these problems or if it already exists in the workplace the Managers must find solutions to these problems. Indeed, the failure to resolve these issues may lead to serious losses to the employer as it affects the performance of the employee involved.