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Explain the strategic importance of fairness and legal compliance

Legal compliance is a first step toward ensuring workplace fairness


Explain the roles and responsibilities of the HR Triad in assuring fairness and legal compliance

All members of the HR Triad need to have knowledge about the legal rights and responsibilities of employers and employees. HR professionals ensure the organization's policies and practices comply with legal requirements and with society's view of fairness. Managers' daily interactions with employees set the tone and communication what behaviors are considered to be acceptable. All employees are responsible for complying wth employment laws and showing respect for the rights of others in the workplace


Explain three factors that influence perceptions of fairness

Perceptions: distributive, procedural, and interactional justice - Policies and outcomes can be perceived fair or unfair depending on the attitudes they display and the amount of respect they show personally for the concerns of the employees


distributive justice

when employees believe that the outcomes they experience are fair in comparison to the outcomes of others


procedural justice

refers to perceptions about fairness in the process used to determine outcomes


interactional justice

reflect employees' feelings about whether managers are sensitive to their situations, give them the information they need, and treat them politely and respectfully


Describe several employment laws intended to ensure fair treatment

Companies in the United States must act in accordance with different types of laws, which include constitutional laws, statutory laws, administrative regulations, executive orders, and common law rules


Title VII of the Civil Rights Act of 1964

prohibits discrimination by employers, employment agencies, and unions on the basis of race, color, religion, sex, national origin, pregnancy, or sexual orientation


Age Discrimination in Employment Act of 1967 (ADEA)

protects people 40 years of age or older from employment discrimination based on age with respect to any term, condition, or privilege of employment - including, but not limited to, hiring, firing, promotion, layoff, compensation, benefits, job assignments and training


Americans with Disabilities Act of 1990 (ADA)

prohibits private employers, state, and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms conditions, and privileges of employment


Family and Medical Leave Act of 1993

requires employers to provide 12 weeks of job-protected leave for family and medical care, but it does not require employers to pay employees while they are on leave


Equal Employment Opportunity Commission (EEOC)

administers Title VII of the Civil Rights Act, the Equal Pay Act, the ADEA, and the employment-related elements of the ADA


class action lawsuit

a group of similar employees (IE: a "class") asserts that all members of the employee class suffered due to an employer's unfair policies and practices


Occupational Safety and Health Administration (OSHA)

administers the Occupational and Safety and Health Act


National Labor Relations Board (NLRB)

administers the National Labor Relations Act


legal precedents

reference back to important decisions that were made in the past and use these as the basis for making a decision on a new case


employment-at-will rule

the assumption that employers have the right to terminate employees (for almost) any reason


What are the primary procedures for settling disputes between employees and employers?

An organization's grievance procedures should encourage employees to voice their concerns to the company so they can be resolved quickly. ADR may be used when disputes cannot be resolved through a company's internal process. Mediation and arbitration are the most common forms of ADR. When none of these approaches succeeds, employees may seek justice by taking their cases to court.


grievance procedures (complaint resolution procedures)

encourage employees to voice their concern to the company instead of to the courts, and they encourage employees to seek constructive resolutions without litigation


Alternative dispute resolution (ADR)

involves making an agreement to forgo litigation and instead resolve disputes by either internal or external mediation or arbitration



all concerned parties present their case to a neutral third party: the mediator



a more formal process for ADR, yet not so formal that the rules of a court must be followed


settlement agreement

the defendant does not admit to wrongdoing but nevertheless agrees to pay money to the plaintiff or plaintiffs


How can diversity and inclusion help ensure fair treatment

Diversity and inclusion initiatives are a proactive approach to improving perceptions of fairness among members of a diverse workforce. When effective, diversity and inclusion initiatives help to create a culture of inclusion, where all employees in an organization feel they are treated equally


diversity and inclusion initiatives

policies and procedures that an organization adopts voluntarily for the purpose of ensuring that all members of a diverse workforce feel they are treated fairly


culture of inclusion

using diversity initiatives employers strive to create a company culture in which everyone feels equally integrated into the larger system


Explain how employers strive to eliminate harassment

To reduce harassment at work, most large companies have detailed anti harassment policies. Training programs to deter harassment are also useful. Zero tolerance policies aim at reducing the problem of workplace harassment by clearly stating that employees who harass their coworkers will be dismissed.



a conduct that creates a hostile, intimidating, or offensive work environment that unreasonably interferes with the individual's employment opportunities


What is the employees' responsibility for ensuring fair treatment

Fairness is the responsibility of both employers and employees. Many employees engage in unethical behaviors that are unfair to their employers. A code of ethics is one means of informing employees about how they are expected to behave and how to act with integrity


code of ethics

informs employees that they are expected to conduct business in a way that upholds standards of integrity