Employment Laws

Read the Farook and Lydia dilemma DQ 2 The Farook and Lydia Dilemma.docx. Actions
The Dilemma: As the HR Manager, you are now faced with a complex situation. Answer the following questions:
Key Questions:

1. What legal protection(s) (employment laws) should you consider in this situation?
2. How do you address Farook’s concerns while maintaining the confidentiality he requested?
3. Should Lydia’s decision to reassign Farook be supported, or does it need to be reconsidered?
4. How do you handle the relationship with John’s company while upholding the company’s values of respect and inclusion?
5. What steps should be taken to ensure that similar incidents do not occur in the future?

Joy
What Legal protection(s) (employment Laws) should you consider in this situation?
I will first remember that there is a legal Laws that deals with discrimination knowing that there is consequence on every action you take.
Title VII of Civil Rights Act of 1964 as HR person the statements of this Law should be the first thing that will come to my mind knowing that this Law discourage and forbids employment harassment and discrimination on the basis of race, religion, sex, color, and national origin is forbidden by VII ,it does not matter where it came from, either from clients or employer, in this case, the customer -religious discrimination should never be accepted or tolerated.
Confidentiality issues that Farook requested, it is good to keep to his request but as a HR person I will also consider professionality or ethics to be in a better place, I will ask of the tracks that was handed over to him by the customer which serves as an evident that such conversation was carried out between John and Farook also having in mind that maintaining confidentiality is also avoiding escalating the situation and keeping Farook safe, as well not losing our customer (John), I will carry out an investigation, have a meeting with the sales manager (Lydia) and together we will review the documents that was handed over to the employee by the customer (John) in other to have a proper understanding of the case, having in mind as an HR person that the employee should have some level of trust on me .
AS a HR person I will not support Lydia’s action of reassigning Farook, the HR should be able to protect the employee, Lydia belief she is trying to protect the situation not to escalate but it seems like a pay for his complain, letting Lydia to understand the implications of her actions though it was in a good mind not to cause any harm but there should be a better way to deal with situations like these and avoid losing a big customer and Farook, which will serve as a tool for trust on HR and the sales manager before the employees.
I will have to set up a meeting with John and talk to him in a good manner and highlight the implications of his actions in a polite manner and respectively to avoid future occurrence, I will tell John the organization’s principle of respect, equal employment opportunity, hopefully John will understand and Farook will remain in his position and it will be stickily business. Henceforth educate employees by providing training and awareness especially proper way to address any form of discrimination or harassment from co-worker or customers, this resource should provide the means to identify stop, or denounce such practice while feeling secure.

What steps should be taken to ensure that similar incidents do not occur in the future?.
Monitor and Assess: Maintain comprehensive records of discrimination and harassment complaints along with their resolutions to detect trends or areas that require enhancement. Regularly review and revise policies and procedures based on feedback and incident data. As the HR manager, Lydia must ensure that every detail of the incident is meticulously documented. This documentation should encompass Farook’s initial complaint, the specifics of John’s behavior, Lydia’s response, and any follow-up actions taken. Collect and safeguard any pertinent evidence, including the materials John provided to Farook and any communications among Farook, Lydia, and John. Analyze Farook’s complaint, focusing on the content and context of John’s remarks and Lydia’s management of the situation. Assess whether the behavior in question violates company policies or anti-discrimination laws.
Evaluate Management Actions: Examine Lydia’s response to Farook’s issues and the decision to reassign him, determining if the actions taken were suitable and in accordance with company policies.