BBAL402 Labour Relations and Employment Law : Assignment
Added on 2020-04-15
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qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnLabour relations and employmentlawBBAL402(Student Details: )
INDIVIDUAL ASSIGNMENT2Type of GrievanceA very unfortunate incident took place in the company last week where Paul and Lisa gotinto a verbal spat where they both used derogatory language against each other and hurled allegations over each other. Paul accused Lisa of falsifying the books of the company and of remitting the funds of the company from the petty accounts on daily basis. As a counter allegation, Lisa accused Paul of sexual harassment, where Paul touched here inappropriately on her lower back and also passed lewd comments. The fight escalated so much that the whole office could hear the abuses being hurled at each other and became witness to the same. In order to calm down the situation, the managers intervened and separated the two. This was an individual type of workplace grievance as it included instances of discipline and harassment. Role and ResponsibilityManagerWhen it comes to the complaints surrounding sexual harassment at workplace, there is a need for the same to be properly investigated and this investigation has to be initiated by the manager. This is because it is the legal responsibility of the managers to look out for any misconduct, which includes sexual harassment (Quick & McFadyen, 2017). The manager needs to be aware of what sexual harassment is and create a policy to address this issue. This would include the steps which have to be taken when a complaint of sexual harassment is, the sexual harassment guide, the consequences of indulging in such activities (Buckner, Hindman & Huelsman, 2014).
INDIVIDUAL ASSIGNMENT3When it comes to falsification of books, the managers have to work on the complaint with the accounts department and investigate upon the issue. If the issue is find to be true and of serious nature, steps can be taken to terminate the employee for serious wilful misconduct. Where the falsification of books is not very stringent, the employee can be given a second chance, with a stern warning of being terminated if such instances are repeated (Karpoff, Lee & Martin, 2014). As both Lisa and Paul had been terminated for their misconduct, the manager as the responsibility of giving them a chance to speak up, as a direct termination could result in a case of unfair dismissal being brought against the manager. HR AdvisorThe role of HR advisor becomes crucial in the cases of sexual harassment. The HR not only has to listen to the complaints of the victim but also has to consider the side of the perpetrator to find the truth of the allegations which have been made. Reference needs to be made to the HR policy drawn regarding sexual harassment and based on this guide the issue has to be addressed (Armstrong & Taylor, 2014). Proper support has to be provided to the victim of harassment and this includes providingthe necessary chances of psychological evaluation and consultation (Connolly et al, 2015). The role of HR advisor is more prominent in cases of sexual harassment in comparison tothe managers, and the same becomes vice versa in cases of claims of falsification of books. In such cases, the HR advisor just has to ensure that the employee is given a chance to put forward his stance before he is terminated for wilful misconduct.
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