Human Resource Management.

Discussion 2: In this situation, I would talk with Coworker 1 and ask if the member expressed their discomfort with the harassment. I would explain that the Civil Rights Act of 1964 Article VII, protects members of harassment and discrimination. Furthermore, I would make clear that Article VII states that sexual harassment can occur if the harasser’s conduct is unwelcomed (EEOC, n.d.). In this scenario, as the supervisor is faced with a “he said, she said’ situation, I would remind the two members of the Federal law (Article VII of the Civil Rights Act of 1964) and the state law (Pennsylvania Human Relations Act (PHRA) 43 P.S. § 956). The PHRA is in place to adjudicate as a non-partisan, departmental administrative commission for the administration (Governor’s Office) (PHRC, 2018). As the Judicator of harassment issues, the PHRA states that all Pennsylvanians civil rights are protected and enforced at all times regardless of their sex or sexual orientation (PA Pressroom, 2018). As th

Running Head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name
Institution

HUMAN RESOURCE MANAGEMENT 2
Human Resource Management
Response to Supervisor
Hi supervisor, I should appreciate you for this week post that was interesting and
educative concerning the laws that govern workplace harassment. The first step you took to ask
the member regarding whether there was an element of discomfort was a bold step. I agree with
you that the Civil Rights Act of 1964 Article VIII offers protection against workplace
harassment, as well as discrimination (Bringle, 2015). I believe that this was the right
understanding of the Act that has been a cornerstone in eliminating workplace discrimination and
harassment in the United States for many decades (Willey & Butera, 2015). Also, it is a fact that
the Act stipulates that sexual harassment is considered a violation of the Act when the behavior
of the harasser is unwelcomed in the workplace. It was interesting in your discussion that you
highlighted the importance of the federal law of Article VII of the Civil Rights Act of 1964) and
the state law (Pennsylvania Human Relations Act (PHRA) 43 P.S. § 956). The PHRA has
become an important tool in Pennsylvania in protecting citizens by protecting civil rights. This
was a great observation and I commend you for this excellent research (PHRC, 2018).
I further find it interesting as the supervisor to further work intimately with the Federal
and state laws to deal with the workplace harassment and discrimination that has been raised.
Your conclusion is convincing one in that you provided the way to continue safeguarding the
interests of the employees and the company from issues of harassment. I believe in the next
discussion post you can add some few references to make it more commanding.
Thanks

HUMAN RESOURCE MANAGEMENT 3
Supervisor

HUMAN RESOURCE MANAGEMENT 4
References
Bringle, J. (2015). The Civil Rights Act of 1964. New York, NY : Rosen Publishing Group, Inc.
PHRC. (2018, July). For the clarification of “sex” as a protected class under the Pennsylvania
Human Relations Act. Retrieved June 9, 2019, from https://www.phrc.pa.gov/About-
Us/Publications/Documents/General%20Publications/FINAL%20Comment%20Respons
e%20Document%20Sex%20Discrimination%20Guidance%20APPROVED.pdf.
Willey, E. K., & Butera, J. J. (2015). The Civil Rights Act of 1964 at 50: Past, Present, and
Future. Boston University Law Review, 95(3):683–686.