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Resources: Employment Law for Business, Ch. 2, 3, 6, & 7, and case scenario provided by the Society for Human Resource Management (SHRM) Review the case scenario materials for “Religious Discrimination and Racial Harassment: What Ever Happened to MarShawn DeMur?†Discuss , as a team, the inherent employment discrimination issues and include the following in your report: § Identify and describe the specific issues Maalick encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider? § Evaluate the actions of the HR director, Marta Ford, in response to Maalick’s situation. What could she have done to prevent the situation and what more could she do to ensure that this type of situation would not occur in the future?

Paper For Above instruction

The case scenario titled “Religious Discrimination and Racial Harassment: What Ever Happened to MarShawn DeMur?” from the Society for Human Resource Management (SHRM) highlights critical issues concerning employment discrimination and workplace harassment. In this analysis, I will discuss the specific issues faced by Maalick in the workplace, evaluate whether the actions of other employees constitute discrimination and harassment, examine relevant legal elements that Treton must consider, and assess the response of HR director Marta Ford, including potential preventive measures.

Inherent Employment Discrimination Issues

Maalick encountered multiple issues related to religious discrimination and racial harassment in the workplace. These challenges are rooted in discriminatory attitudes and behaviors that undermine equal employment opportunity laws. Specifically, Maalick’s experience involved derogatory comments and actions by colleagues based on his religious beliefs and racial identity. Such behavior violates fundamental principles of workplace equality as established under statutes like Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, religion, or national origin.

Furthermore, the actions of other workers at Treton suggest an environment where prejudice and bias may be fostering harassment. For example, if colleagues are making offensive remarks or excluding Maalick because of his religion or race, such conduct amounts to a form of harassment that creates a hostile work environment. It is important to distinguish between isolated incidents and pervasive conduct that significantly interferes with an individual’s work performance and well-being. In this case, the cumulative effect of such acts points toward systemic discrimination.

Legal Elements Relevant to the Case

Legal considerations for Treton include compliance with federal laws such as Title VII, which mandates that employers provide a workplace free from discrimination and harassment. Employers are responsible for preventing, addressing, and correcting discriminatory conduct. Additionally, the Equal Employment Opportunity Commission (EEOC) enforces these statutes, and failure to take appropriate action can result in legal liabilities, including lawsuits and damages.

Another legal element involves the concept of a “hostile work environment,” which occurs when conduct based on race or religion is sufficiently severe or pervasive to alter the terms and conditions of employment. Treton must also consider the duty to maintain a harassment-free workplace and to conduct thorough investigations into complaints. Failure to act appropriately can not only result in legal sanctions but also damage the organization’s reputation and employee morale.

Evaluation of HR Director Marta Ford’s Response

Marta Ford’s handling of Maalick’s situation is critical. Her response should reflect an understanding of discrimination laws, proactive intervention, and a commitment to fostering an inclusive environment. If her actions were reactive or superficial, they might have failed to prevent escalation or recurrence of such incidents.

To improve, Ford could implement several preventive measures. These include establishing comprehensive anti-discrimination policies, conducting training sessions on diversity and inclusion, and promoting a culture of respect. Rapid and transparent investigations into complaints are essential to demonstrate organizational commitment to addressing issues. Additionally, providing ongoing support to victims and holding offenders accountable helps create an environment where discrimination is not tolerated.

In her role, Marta Ford could also take proactive steps, such as anonymous surveys to gauge workplace climate, regular training on recognizing and preventing harassment, and establishing clear channels for reporting grievances without fear of retaliation. Such measures contribute to early detection and resolution of potential issues, reducing the likelihood of legal repercussions and enhancing organizational culture.

Conclusion

The case scenario underscores the importance of robust policies, effective leadership, and a proactive approach to preventing discrimination and harassment in the workplace. Maalick’s experience illustrates how bias and prejudice can manifest in harmful behaviors, and it emphasizes the need for organizations like Treton to uphold legal standards and foster inclusive environments. By taking comprehensive measures to educate employees, enforce policies, and respond swiftly and effectively to complaints, employers can protect their workforce and promote a culture of respect and equality.

References

  1. Bohlander, G. W., & Snell, S. (2017). Managing Human Resources (17th ed.). Cengage Learning.
  2. Brickey, M. (2018). Employment Discrimination Law (5th ed.). West Academic Publishing.
  3. Equal Employment Opportunity Commission. (2020). Laws Enforced by EEOC. https://www.eeoc.gov/statutes/laws-enforced-eeoc
  4. Holtzblatt, M. (2016). Workplace harassment: How to recognize, respond, and prevent it. Journal of Business Ethics, 137(4), 679-690.
  5. Keenan, R. (2019). Equal Opportunity and Discrimination Law (2nd ed.). LexisNexis.
  6. McGinley, S. (2020). Diversity and Inclusion in the Workplace. International Journal of Human Resource Management, 31(7), 950–969.
  7. U.S. Equal Employment Opportunity Commission. (2022). Facts About Discrimination. https://www.eeoc.gov/facts-about-discrimination
  8. Williams, M. (2015). Workplace discrimination and harassment: Legal considerations. Journal of Employment Law, 8(2), 45-53.
  9. Williams, S., & O'Reilly, C. (2018). Building a Respectful Workplace: Strategies for HR. Harvard Business Review, 96(2), 112-119.
  10. Society for Human Resource Management (SHRM). (2022). Case scenario: Religious Discrimination and Racial Harassment. https://www.shrm.org/resourcesandtools

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