HRM Discussion: Workplace Harassment, Title VII, and EEOC at Work

This discussion board post addresses workplace harassment and its implications, referencing Title VII and the Equal Employment Opportunity Commission (EEOC). The author responds to a coworker's experience with harassment, expressing agreement with the need for investigation and emphasizing the legal protections offered by Title VII against discrimination. The post highlights the importance of the EEOC as a recourse when internal measures fail and commends the coworker's contribution to the discussion. The author also includes references to support the discussion, emphasizing the relevance of this topic to the workplace and employee rights, making it a valuable resource for anyone seeking to understand and address workplace harassment.

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.