Human Resource Management.

Students with the last names starting with NEILKO through WOLFF will be the supervisor of both Coworker 1 and 2 As the supervisor, what are your courses of action under federal and specific state law [Maryland, Virginia etc] to protect yourself, the company and each Coworker? As a supervisor I must investigate this even though there is no proof. I cannot treat the harassment like it never happened or I cannot retaliate against the person. According to Employers Guide “Harassment laws also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Title VII applies to employers with more than 15 employees and applies to federal, state, and local governments, as well as employment agencies and labor organizations. It provides protection from discrimination in the hiring, firing, and promoting process, in setting pay, and in other terms and

Running Head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name
Institution

HUMAN RESOURCE MANAGEMENT 2
Human Resource Management
Response to Neilko (coworker 1)
Hello Neilko
Reading about your experience of harassment is really touching and I concur with your
supervisor that the issue of harassment will no longer be assumed and need to be investigated. I
agree that workplace harassment laws make it illegal to retaliate against an individual that has
lodged a complaint of harassment, filed employment discrimination harassment. This is valid
under the provisions of Title VII for employees who are over 15. I further agree with you that
Title VII offers protection from any form of discrimination in recruiting, firing, setting pay, as
well as promoting process among others. This is very right based on my experience in the
workplace and upon extensive reading harassment in the workplace should be handled using
Title VII and your experience really need the application of this employment to ensure that
discrimination is never an occurrence in the modern workplace (Yu, Lin, Smith & Lohrmann,
2018).
I should admit that this post was educative to learn from you that one can report to the
Equal Employment Opportunity Commission (EEOC) when no one acts within the company. I
must say that your approach to the post was a great with your real experience as your discussion
this week is an eye-opener to many classmates regarding future experience (Petry, 2018). I must
say that this was a great discussion post this week concerning this great issue that must be
tackled in the workplace as it not only affects you, but there are many outside that are affected by
the same. The only thing that can be added is some references to make it more concerning.

HUMAN RESOURCE MANAGEMENT 3
Thanks
Neilko

HUMAN RESOURCE MANAGEMENT 4
References
Petry, E. E. (2018). Master of Its Own Case: EEOC Investigations after Issuing a Right-to-sue
Notice. University of Chicago Law Review, 85(5): 1227–1268.
Yu, Z., Lin, H.-C., Smith, T. D., & Lohrmann, D. K. (2018). Association between workplace
harassment and occupational injury among adult workers in the United States. Safety
Science, 110:372–379.