An employee approaches human resources with concerns that he/she is the victim of workplace bullying. In reviewing the situation, the human resource employee determines that there does not appear to be any Title VII discrimination evident. Even if the employee does not have a legitimate action under Title VII, are there any other claims that the employee could bring against the harasser and the company? What steps, if any, should the human resource employee take in order to deal with the bullying allegation?
Walsh, D. J. (2013). Employment law for human resource practice (4th ed.). Mason, OH: South-Western.
Your response should be at least 200 words in length. You must use at least your textbook to complete this assignment. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.© BrainMass Inc. brainmass.com October 17, 2018, 12:42 pm ad1c9bdddf
To address the issue of bullying without resorting to conducting a formal investigation, the HR department can meet confidentially with the offended party to allow the employee an ability to allay their concerns as well as discuss options for responding with HR. HR can discuss ...
This solution of 207 words describes the multiple steps Human Resources can take to respond to the claim of workplace bullying towards the individual and the company. References used are included.
1. Based on your work experiences, what are some examples of bullying that you have observed by managers, supervisors, and/or co-workers.
2. What would you do as a human resource professional training others in regards to bullying to help eliminate the problem?