new and precise Employee DISCRIMINATION/HARASSMENT

new and precise Employee DISCRIMINATION/HARASSMENT




Final Paper Prep Employee Discrimination/Harassment

Instructor, George Ackerman

July 8, 2013

Michelle Lynn

Businesses are vulnerable to making legal mistakes at all times. The mistakes can at times be disastrous and hard to recover from. Most business owners are reluctant to start up an ongoing relation with a lawyer. An attorney is important especially when creating important contracts since they offer valuable advice. In this study paper, I will discuss the most common legal issue that most businesses face and that is discrimination and harassment. The legal consequences of alleged discrimination can be damaging to the organization. Prevention of discrimination should be done before it happens the company should carry out regular checks to ensure that the discrimination between employees does not happen (Farnham & Institute of Personnel and Development, 2000).

Sexual harassment, ethnicity, or racism may taint the company reputation and since media is attracted to scandals when such report are reported in media people start describing the company as an ethical and this may make the company suffer huge losses due to loss of a loyal customer. To prevent such a problem the company should ensure that the human resource department and the legal department are equipped to handle such cases and take strict action (DelPo & Guerin, 2011).

Employees may further opt to prosecute the company for harassment bestowed on her or him by a fellow employee or management. This may drain the company savings through legal budget (Jasper, 2008). Also having a lawyer to give advice to the company on what to do is an advantage to the company. In addition, the company should show concerns to victims of harassment in order to prevent such cases.

Employers should ensure that the company has an efficient system that works when selecting employees to work for the company. In addition, the company should have a reporting system that ensures employee harassment does not happen within the company premise (Landy, 2005). Discrimination has a negative impact on the employees since it demoralizes them.


Landy, F. (2005). Employment Discrimination Litigation: Behavioral, Quantitative, and Legal Perspectives. Hoboken: John Wiley & Sons.

Farnham, D., & Institute of Personnel and Development. (2000). Employee relations in context. London: Ashford Lib. Internet Source.

Jasper, M. C. (2008). Employment discrimination law under Title VII. New York: Oceana.

DelPo, A., & Guerin, L. (2011). Dealing with problem employees: A legal guide. Ashford Lib.


The Final Paper:
1.    Must be eight to ten double-spaced pages in length, and formatted according to APA style as outlined in the Ashford Writing Center.
2.    Must include a title page with the following:

a.    Title of paper
b.    Student’s name
c.    Course name and number
d.    Instructor’s name
e.    Date submitted

3.    Must begin with an introductory paragraph that has a succinct thesis statement.
4.    Must address the topic of the paper with critical thought. That is, what is your response to the content, either positive or negative, and then defend your position. If multiple options/alternatives/positions are present and are being rejected you must also defend the reasons for rejecting an option
5.    Must end with a conclusion that reaffirms your thesis.
6.    Must document all sources in APA style, as outlined in the Ashford Writing Center.
7.    Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.


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