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Management
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Topic:
HR-U3A
Essay Instructions:
MT203-1: 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 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. 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 your assigned chapter reading, the U.S. National Labor Relations Board (NLRB) website, and the course learning activities to address the checklist items below: https://www(dot)nlrb(dot)gov/
Checklist:
Identify at least four unfair labor practices 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.
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Essay Sample Content Preview:
HR-U3A
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HR-U3A
Unfair Labor Practices towards the Dismissed Employee
The All Souls Hospital (ASH) conducted four unfair labor practices by dismissing the employee. One unfair labor practice the organization has engaged in is interfering with the employees' right to union activities. This violation is evident since the employee was not discussing union matters during working hours and did not commit any mistakes. The employer dismissing the employee for engaging in union activities violates the employee’s right to unionize, which is given in Section 7 of the NLRA (National Labor Relations Board, 2024a). The other unfair labor practice that the employer has committed is retaliating against the employee for involvement in the Union involvement, a right protected by section 8(a) (3) of the NRLA (National Labor Relations Board, 2024b). The employer's motive is evident since the employee's dismissal was one day before the union vote, which is a move to prevent the employee from securing a union representative position.
The other unfair labor practice the employer has engaged in is monitoring and surveilling the employees' union activities, which is unjust in NRLA. The employer monitored the social media discussions that the employee had regarding union activities. The last unfair labor practice was when the employer discriminated against the employee because of support for a union, which violated Section 8(a) (3) of the NLRA. The proof is the employer has not raised any concern before the instance where the employee is associated with the union.
Potential Steps for NLRB for the Former Employee Filed Charges
After the former employee files the charges, the NRLB (National Labor Relations Board) can follow these steps to administer justice. The first step is an investigation, where th...
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