Law and Employee Labor Relations
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- Date Submitted: 07/11/2011 10:17 PM
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Running head: EMPLOYMENT AND LABOR RELATIONS
Employment and Labor Relations
Abstract
Labor relations can refer broadly to the relationship between management and workers about employment conditions (Textiles in depth, 2011). Employee and Labor Relations is a balancing act. It is a balance between “the rights and responsibilities of the Employer with those of its staff members” (Textiles in depth, 2011). When an event happens that upsets that balance; often complaints are launched. In this event, the hospitals EEO officer has an employee dilemma. A patient care aide (PCA) recently filed a complaint with the direct manager concerning the CMO or Chief Medical Officer (CMO) for acting inappropriately. The complaint was never filed and the PCA took the matter to a higher authority. All industries are governed by laws and regulations; the health care industry is no different. The employee was protected under the Civil Rights Act of 1964, Title VIIA, which prohibits sexual harassment in the workplace. The employer has certain responsibilities to prevent sexual harassment from taking place. If or when problems like this exist several steps must be taken to resolve the matter. The problem must be reported. The behavior must be stopped, or charges may be filed. There are several strategies that the employer must take in order to demonstrate that certain behaviors will not be tolerated. The policies toward certain behaviors must be clearly defined and the consequences of these violations clearly communicated to the employees. Communication and the proper training of each employee will help to prevent any further dilemmas from taking place.
Employment and Labor Relations
Abstract
Labor relations can refer broadly to the relationship between management and workers about employment conditions (Textiles in depth, 2011). Employee and Labor Relations is a balancing act. It is a balance between “the rights and responsibilities of the Employer with those of its staff members” (Textiles in depth, 2011). When an event happens that upsets that balance; often complaints are launched. In this event, the hospitals EEO officer has an employee dilemma. A patient care aide (PCA) recently filed a complaint with the direct manager concerning the CMO or Chief Medical Officer (CMO) for acting inappropriately. The complaint was never filed and the PCA took the matter to a higher authority. All industries are governed by laws and regulations; the health care industry is no different. The employee was protected under the Civil Rights Act of 1964, Title VIIA, which prohibits sexual harassment in the workplace. The employer has certain responsibilities to prevent sexual harassment from taking place. If or when problems like this exist several steps must be taken to resolve the matter. The problem must be reported. The behavior must be stopped, or charges may be filed. There are several strategies that the employer must take in order to demonstrate that certain behaviors will not be tolerated. The policies toward certain behaviors must be clearly defined and the consequences of these violations clearly communicated to the employees. Communication and the proper training of each employee will help to prevent any further dilemmas from taking place.