Question.4152 - The Role of HR in Employee Rights and Responsibilities and Workplace InvestigationsThe purpose of this assignment is to discuss how various laws impact business and employees as well as the processes, tools, and role of HR during a workplace investigation. Utilize the resources provided in the study materials along with individual research to address the following questions in a 1,000-1,200 word paper. Identify a workplace situation about which an investigation may occur (workplace violence, harassment, employee fraud or theft, etc.). Identify and explain the investigation steps, including the tools, policies, or resources needed to complete an investigation. Identify one federal law related to the workplace investigation. Distinguish the role between employee and employer rights within the context of the workplace investigation. Critical information you must address include: who is involved, timeframe, objectives, emotional intelligence, confidentiality, and a neutral third party. Determine the potential outcomes for the individuals involved based on the investigation. Describe the role of employee relations in the workplace. Including an explanation of HR's role as an employee advocate while simultaneously protecting the company from risk. Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
Answer Below:
The xxxx of xx in xxxxxxxx Rights xxx Responsibilities xxx Workplace xxxxxxxxxxxxxx Daniel xxxxxxxxx MGT- xx December xx Workplace xxxxxxxxxxxxxx and xxx Role xx Navigating xxxxxxxx and xxxxxxxx Rights xxxxxxxxx investigations xxx critical xxx addressing xxxxxxxx such xx harassment xxxxxxxxx violence xxxxxxxx theft xx fraud xxxxxx They xxx only xxxxxx compliance xxxx legal xxxxxxxxx but xxxx uphold xxxxxxxx and xxxxxxxxx within xx organization xxxx paper xxxxxxxx the xxxxx of xxxxxxxxx investigations xxx legal xxxxxxxxxx guiding xxxx and xxx pivotal xxxx in xxxxxxxxx employee xxxxxxxx with xxxxxxx risk xxxxxxxxxx Identifying x Workplace xxxxxxxxx for xxxxxxxxxxxxx A xxxxxx workplace xxxxxxxx requiring xx investigation xx harassment xxxx Einarsen xxxxxxxxxx can xxxxx from xxxxxxxxxxxxx comments xx discriminatory xxxxxxxxx that xxxxxx a xxxxxxx work xxxxxxxxxxx The xxxxxxxxxxxxxx goal xx to xxxxxxx the xxxxx ensure xxx workplace xxxxxxx safe xxx comply xxxx anti-discrimination xxxx Investigation xxxxx Receipt xx Complaint xxx process xxxxxx when xx employee xxxxx a xxxxxxxxx either xxxxxxxx or xxxxxxxxxx HR xxxxxxx documentation xx the xxxxxxxxx with xxxxxxxx details xxxx as xxxxx times xxx parties xxxxxxxx Initial xxxxxxxxxx HR xxxxxxxx whether xxx complaint xxxxxxxx a xxxxxx investigation xxxxxxx such xx the xxxxxxxx of xxx alleged xxxxxxxxxx and xxx credibility xx initial xxxxxxxx are xxxxxxxxxx Investigation xxxx HR xxxxxx an xxxxxxxxxxxxx plan xxxxxxxxx objectives xxxxxxxxx and xxxxxxxxx required xxxx may xxxxxxx securing xxxxxx to xxxxxxxx documents xxxxxxxxxxx potential xxxxxxxxx and xxxxxxx confidentiality xxxxxxxxxx Interviews xx conducts xxxxxxxxxx with xxx complainant xxxxxxx party xxx witnesses xxxxxxxxx intelligence xx crucial xx ensure xxxxxxx and xxxxxxxxxx while xxxxxxxxxx detailed xxxxxxxx Evidence xxxxxxxxxx Relevant xxxxxx surveillance xxxxxxx or xxxxx documentation xxx reviewed xxxxxxx tools xxxx case xxxxxxxxxx software xxx assist xx tracking xxxxxxxx and xxxxxxxxxx evidence xxxxxxxx and xxxxxxxx HR xxxxxxxx all xxxxxxxx evidence xx establish x clear xxxxxxxxxxxxx of xxx incident xxxxxxxx and xxxxxxxxx codes xx conduct xxx referenced xx determine xxxxxxxxxx Report xxx Recommendations x formal xxxxxx is xxxxxxxx detailing xxxxxxxx and xxxxxxxxxx disciplinary xxxxxxx or xxxxxxxxxx measures xxxxxxxxx Post-investigation xxxxxxx include xxxxxxxxxx workplace xxxxxxxx and xxxxxxxxxxxx recommended xxxxxxx to xxxxxxx recurrence xxxxxxx Laws xxxxxxx to xxxxxxxxx Investigations xxx federal xxx governing xxxxxxxxxx investigations xx Title xxx of xxx Civil xxxxxx Act xx enforced xx the xxxxx Employment xxxxxxxxxxx Commission xxxx Shannon xxxxxx Title xxx prohibits xxxxxxxxxxxxxx and xxxxxxxxxx based xx race xxxxx religion xxx or xxxxxxxx origin xxxxxxxxx must xxx promptly xx address xxxxxxxxxx and xxxxxxx retaliation xxxxxxx complainants xxxxxxxx and xxxxxxxx Rights xxxxxxxxx Employees xxxx the xxxxx to x safe xxxx environment xxxxxxxxxxxxxxx during xxxxxxxxxxxxxx and xxxxxxx from xxxxxxxxxxx Employers xxxxxxxxx have xxx right xx conduct xxxxxxxx investigations xxxxxxx workplace xxxxxxxx and xxxxxxxxx their xxxxxxxx from xxxxxxxxx However xxxx must xxxx ensure xxxxxxxx and xxxxxxxxxxxxxxxxxx practices xxxxxxxxxx the xxxxxxx Investigation xxxxxxxxxxx and xxxxxxxx Key xxxxxxx shaping x workplace xxxxxxxxxxxxx include xxx Is xxxxxxxx The xxxxxxx parties xxx the xxxxxxxxxxx accused xxxxxxxxx and xxxxxxxxxxxxx typically xx or xxxxxxxx experts xxxxxxxxx Prompt xxxxxx is xxxxxxxxx Most xxxxxxxxxxxxxx are xxxxxxxxx within xxx to xxxx weeks xx minimize xxxxxxxxxxx and xxxxx risks xxxxxxxxxx Objectives xxxxxxx uncovering xxx truth xxxxxxxxxx the xxxxxxxxxxx from xxxx maintaining x fair xxxxxxx and xxxxxxxxxx future xxxxxxxxx Emotional xxxxxxxxxxxx Investigators xxxx navigate xxxxxxxxx discussions xxxx empathy xxx neutrality xxxxxxxx participants xxxx respected xxx heard xxxxxxxxxxxxxxx Confidentiality xx paramount xx protect xxxxxxxxxxx and xxxxx legal xxxxxxxxxxxxx Neutral xxxxx Party xx complex xxxxx a xxxxxxx third xxxxxxxxx as xx external xxxxxxxxxxxxxxx be xxxxxxx to xxxxxx impartiality xxxxxxxxx Outcomes xxx the xxxxxxxxxxx Resolution xxx lead xx restorative xxxxxxxx such xx reassignment xx training xxx the xxxxxxx In xxxxxx cases xxxxx actions xxx follow xxxxx et xx For xxx Accused xxxxxxxx range xxxx exoneration xx disciplinary xxxxxxx like xxxxxxxx suspension xx termination xxx the xxxxxxxxxxxx The xxxxxxx may xxxxx new xxxxxxxx enhance xxxxxxxx programs xx address xxxxxxxx issues xxxxxxxxxxx during xxx investigation xxxx of xxxxxxxx Relations xx the xxxxxxxxx Employee xxxxxxxxx ER xxxx a xxxxxxx role xx fostering xxxxx and xxxxxxxxxxx workplace xxxxxxx Patil xxxxxx As xxx primary xxxxxxxxxxxx of xxxxxxxxxxxxxx ER xxxxxxxxxxxxx bridge xxx gap xxxxxxx employee xxxxxxxx and xxxxxxxxxxxxxx risk xxxxxxxxxx HR xx an xxxxxxxx Advocate xx serves xx an xxxxxxxx advocate xx ensuring xxxx treatment xxxxxx investigations xxxxxxx This xxxxxxxx providing xxxxxxxxx with xxxxx communication xxxxx their xxxxxx and xxx investigation xxxxxxx protecting xxxxxxxxx from xxxxxxxxxxx or xxxxxx treatment xxxxxxxx support xxxxxxxxx such xx counseling xx legal xxx if xxxxxx HRs xxxx in xxxxxxxxxx the xxxxxxx Simultaneously xx mitigates xxxxxxxxxxxxxx risks xx ensuring xxxxxxxxxx with xxxxxxx and xxxxx laws xxxxxxxxxxx every xxxxx of xxx investigation xx protect xxxxxxx potential xxxxxxxx and xxxxxxxxxx root xxxxxx of xxxxxxxxx issues xx prevent xxxxxxxxx problems xxxxxx et xx HRs xxxx role xxxxxxxx balancing xxxxxxxxxx for xxxxxxxxx with xxx responsibility xx enforce xxxxxxxx and xxxxxxx the xxxxxxxx interests xxxxxxxx HR xxxxxxxxxxxxx in xxxxxxxx resolution xxxxx compliance xxx emotional xxxxxxxxxxxx is xxxxxxxx for xxxxxxxxxx this xxxxxxx effectively xxxxxxxxxx Workplace xxxxxxxxxxxxxx are xxxxxxx processes xxxx require xxxxxxx planning xxxxxxxxx to xxxxx standards xxx an xxxxxxxxxx approach xx following xxxxxxxxxx investigation xxxxx and xxxxxxxxxx tools xxxx case xxxxxxxxxx software xxxxxxxxxxxxx can xxxxxxx issues xxxx harassment xxxxxxxxxxx Federal xxxx such xx Title xxx establish x framework xxxx protects xxxx employee xxx employer xxxxxx ensuring xxxxxxxx and xxxxxxxxxxxxxx HRs xxxx as xxxx an xxxxxxxx for xxxxxxxxx and x protector xx organizational xxxxxxxxx underscores xxx importance xx skilled xxxxxxxx relations xxxxx in xxxxxxxxx safe xxxxxxxxx workplaces xxxxxxx diligent xxxxxxxxxxxxxx and xxxxxxxxx measures xxxxxxxxxx can xxxxxx their xxxxxx and xxxxxxxx trust xxxxxx their xxxxxxxxx References xxxxxx E x Bowman x S xxxx J x Van xxxx M x Human xxxxxxxx management xx public xxxxxxx Paradoxes xxxxxxxxx and xxxxxxxx Cq xxxxx Guerin x The xxxxxxxxx guide xx workplace xxxxxxxxxxxxxx A xxxxxxxxxxxx guide xx handling xxxxxxxx complaints xxxxxxxx Nolo xxxx H xxxxxxxx S x Investigating xxxxxxxxxx of xxxxxxxx and xxxxxxxxxx In xxxxxxxx and xxxxxxxxxx in xxx Workplace xx - xxx Press xxxxx A xxxxxx restorative xxxxxxx seriously xxxx L xxx Ochieng x M x Study xx the xxxxxxx Functions xxxxx and xxxxxxxxxx of xxxxx Resources xxxxxxxxxx Journal xx Enterprise xxx Business xxxxxxxxxxxx - xxxxx S x Rajput x S xxxxxxxx and xxxxxxxxx on xxxxxxxxxx Relations xxxx Employment xxxxxxxxx in xxxxxxxxxxxxx Corporations xx India xxxxxxx Progress xxxxxxxxxxxxx PDF-PDF xxxxxxx J x Hunter xx R x The xxxxx Rights xxx of xxxxxx Race xx Employment xxxxxxxxxxxxxx Based xx Sex xxxxxxxxx Letter xxxxxxxxx Has xxxxxxxxx to xxx Society xxx The xxxxxx States xxxxxxx Court xxxxxxx of xxxxxx and xxxxxxxxx SciencesMore Articles From Management
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