Human Resource Management Case Study: Legal and Ethical Analysis

This report presents an analysis of a human resource management (HRM) case study, focusing on legal and ethical considerations. The case study involves a workplace incident and its implications, including discussions on workplace violence and the rights of employees. The report examines the court's decisions, the company's policies, and the actions taken to address the situation. The analysis also explores the legal aspects related to the Americans with Disabilities Act (ADA), emphasizing the requirements for employers to provide reasonable accommodations. Furthermore, the report provides an overview of the relevant laws and regulations, offering insights into the complexities of HRM and the importance of adhering to legal standards. The report also highlights the significance of ethical considerations within the workplace, ensuring fairness and compliance with the law.

Running head: HUMAN RESOURCE MANAGEMENT 0
Human Resource Management

HUMAN RESOURCE MANAGEMNT 1
Answer to Question 1.
As per the case discussed, firstly it is the policy and responsibility of every
organisation to initiate an investigation process in such a manner. Further, the employees are
also required to participate generously in the process. She was approached consistently
within the practices of the company. Therefore, court gave the judgement in the favour of the
employer. The employee raised the claims which are disclosure of the facts publicly and
trespass of the isolation. Regarding the disclosure of the claim publicly the court declared that
information of domestic violence was not showcased explicitly and was not intentionally
made it public (Barton, 2017). Any kind of disclosure was limited and was within the
boundaries of the policy. Secondly regarding the seclusion or isolation of the female worker,
the employee put forward the fact that she was constantly approached regarding her mental
and physical health, whether she required any medical help, and her relationship details with
that of the co-workers (Copeland & Henry, 2017). However after deep analysis the court
focused on the fact that the domestic violence was not of private nature as the news was
spread in the in the local press of the as a cover story. The similar ruling was given in the
case Rowe v. Guardian Automotive Products, 2005 U.S. Dist. LEXIS 31296. Henceforth, the
incident was of great concern to the company and the questioning which was done was
relevant to that event.
Answer to Question 2.
The issue is difficult to analyse and evaluate. Generally there are certain acts which
prohibit the discrimination of employments on the basis of individuals with disabilities and
without disabilities. This shall not be criteria to define the jobs and to evaluate with regards to
the benchmark which governs performance and code of conduct (Yawar & Seuring, 2017).

HUMAN RESOURCE MANAGEMNT 2
The Americans with Disabilities Act (ADA) has a mandatory policy where the employers are
required to provide reasonable accommodation and housing facility unless it creates any
undue hardship or creates a threat in the workplace. The employer needs to be qualified along
with the showcasing of license requirements that are necessary to perform duties.

HUMAN RESOURCE MANAGEMNT 3
References
Barton, L. (2017). Disability, empowerment and physical education. In Equality, education,
and physical education (pp. 43-54). California: Routledge.
Copeland, D., & Henry, M. (2017). Workplace violence and perceptions of safety among
emergency department staff members: Experiences, expectations, tolerance, reporting,
and recommendations. Journal of trauma nursing, 24(2), 65-77.
Rowe v. Guardian Automotive Products, 2005 U.S. Dist. LEXIS 31296
Yawar, S. A., & Seuring, S. (2017). Management of social issues in supply chains: a
literature review exploring social issues, actions and performance outcomes. Journal
of Business Ethics, 141(3), 621-643.