Virtual Organization Employment Law

Globalization and the development of the Internet technology control brought honorable changes in our world today. It is as if the other side of the world is honorable a few seconds away. Countries which previously closed their borders to the international community were compel to open up. People who were previously isolated from the rest of the world be now being brought together by the necessity for survival in this competitive world. The desire for strong trading relations with other countries strained countries to build political alliances with other countries.Corporations need to continuously grow to suitable the ever-changing needs of the consumers. Riordan Manufacturing Inc is no exception. Riordan Manufacturing, Inc is currently the leader in the airfield of plastic injection molding. Its mission is to provide innovative solutions, products and services at a reasonable cost and to develop long-term relationships with its customers. To meet the demands of its world-wid e job it opened its facilities in San Jose, California, Albany, Georgia, Pontiac, Michigan and Hangzhou, China.These changes, however, which were brought about by globalization alike created complexities on the part of the employers insofar as employee management is concerned. The differences in cultural identities and the unique practices of employees argon bound to create employee-related problems for the lodge. With the congregation of different people, to each one having his own identity, in one single fraternity, tension and conflicts were likewise created. (Diana Ayton-Shankar) favoritism and sexual harassment bring outs atomic number 18 also bound to arise which the company is bound to anticipate.Research shows that in a study addressed by the interior(a) Organization for Woman, they found that 80% of women surveyed in a wide variety show of industries had been sexually harassed. The EEOC now handles approximately 5,000 new sexual harassment cases annually, echo the caseload of only a few years ago. (David J. Bowman) If these concerns pass on non be addressed by the company, then the company may expose itself to suits. on that point was a case in San Francisco wherein the jury awarded the amount of more than $7M to a legal secretary harassed by a male companion in a law firm for failing to act fleetly on a sexual harassment complaint. Gerald D. Bloch) Thus, creating a non hostile and prosperous running(a) environment should also be one of the top priorities of Riordan Manufacturing, Inc. secernment Issues in the Workplace Since the business organization is composed of personnel advent from different countries, there is a possibility that the company may halt in its employ Americans and Asians. The possibility, therefore, of racial dissimilitude and sexual harassment issues among the employees is not remote.In a multi-racial organization, racial discrimination is a pressing issue which essential be properly be addressed by the management. whatsoever theater directors, consciously or unconsciously prefer white employees everywhere the barren employees or Asians, considering that Riordan has facilities in China. In some business organization, the white Americans are given better work opportunities than Black Americans or Asians. In some organizations, most black employees are being hired for rank-and-file positions or they are dis fitting for promotion on the simple basis of their color or race.Another issue that the Riordan Manufacturing Inc may encounter is sex discrimination. Although the labor laws expressly prohibit gender discrimination in the workplace, it is inactive being solely in several business organizations. For example if Riordan Manufacturing, Inc prefers to hire male applicants over a female applicant though they are similarly qualified for the position, it will be an outright discrimination on the ground of gender discrimination. As mentioned, there is always the possibility that sexual harassment may occur in Riordan Manufacturing Inc.Sexual Harassment is defined by the EEOC as any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when a) submission to the conduct is made either explicitly or implicitly as retainer of an individuals employment, or b) submission to or rejection of the conduct by an individual is used as a basis for employment decisions change such individual, or c) the conduct has the purpose or effect of immoderately interfering with an individuals work performance or creating an intimidating, hostile, or repelling working environment. Preventing Sexual Harassment A Fact Sheet For Employees) State and national Statutes on the matter of discrimination are clear. Job treatment which includes the hiring of employees, flame of employees, and promotions of employees, mustiness be based on qualifications and merit and not on race, gender, age, sexual preference, disability. (Workp lace Harassment and Employment Discrimination) In these cases, it is not only the legal duty of every Human Resource Manager but its ethical duty as well to incorporate in its policy manual(a) the rules against discrimination.They must include in their policy manual that the management does not tolerate any form of discrimination in the business organization. It must define the acts that constitute discrimination. The policy manual must likewise include the procedure for filing of complaint against the person who utters antiblack remonstrates or practices discrimination in the workplace and the penalty for those who will be found guilty after investigation is conducted. Indeed, confabulation is a winder to avoiding discrimination in the workplace.There must be communication by the employer in the sense that they must inform their employees that discrimination will not be tolerated by the company and that any incident of discrimination will be seriously dealt with. There must al so be communication between the offended party in the sense that both parties must be given by the management opportunity to meet so that the offending party may know that the act or remark given is offensive and discriminatory.It is possible that the other person does not have any knowledge or idea that the remark he has just uttered or the act he has just committed is offensive to the sensibilities of another. If despite the fact that he has confronted and communicated his feelings to the other person he still continues making discriminatory acts and remarks, the victim of discrimination must seek assist from his supervisors. If there is no company policy against discriminatory acts, the victim of discrimination must report and notify immediately his immediate superior, the supervisor or the Human Resource Manager so that this could be acted upon.To strongly fulfill the policy against discrimination sanctions against those who have proven to commit such acts must be put in place . Among the sanctions that could be imposed are scripted warning, letter of reprimand, suspension, change of job or class assignment and departure or expulsion. Conclusion I have identified three study discrimination issues that is likely to happen in Riordan Manufacturing, Inc. and explained the manner by which the company may address these issues.Indeed, discrimination issues in the workplace should not be treated as something which ordinarily happens in the workplace. It can be avoided. A friendly, nondiscriminatory, and non-hostile environment is not a utopia. The task therefore of Managers is to anticipate these problems or if it already exists in the workplace the Managers must find solutions to these problems. Indeed, the failure to do these issues may lead to serious losses to the employer as it affects the performance of the employee involved.