Employment Rights Case Scenario

Employment Rights Case Scenario 

We are all aware of employee rights, which are powers and privileges bestowed upon an organization's workers from a set of laws or traditions. This rights are an essential aspect of managing human resources as they protect workers from their employers' exploitation, such as my case whereby Bruno Caron threatened us if we did not comply with the changes he made to improve sales without consulting anyone.  

Companies that are emerging and those in existence need to consider key employment issues to ensure a smooth relationship between the company and the workers. To achieve this, we have to understand the questions that we are supposed to ask a potential worker when hiring. When we ask irrelevant questions, we can land our organization to mass discrimination, even if we are not making decisions. We should avoid questions related to one's social life. 

If we ask our potential employees to fill in an employment application form, we give the employer key information and trustful information which cannot be obtained through an interview. Having an employee contractual form signed by both parties will clearly show the employment terms of an organization. Oral agreements should be avoided. A well-documented anti-discrimination policy will protect the company's employees. This will protect any form of discrimination or harassment and violence witnessed in the workplace. 

Management of our organizations should strictly and promptly investigate any form of sexual misuse and discriminatory claims and make the correct judgment. In my case, Faiza, Bruno Caron should have had enough investigation before prosecuting us. The organization should aim at arbitration as its sole method of settling disputes within the firm. It's supposed to ensure that it has an arbitration clause available to every employee.

 To add to this, workers also have an incredible number of lawful commitments while recruiting, overseeing, and terminating representatives. To dodge possibly huge risk, organizations and officials running HR work must be discerning the pertinent laws. 

Work enactment joins a broad scope of work safety efforts, whether grounded fundamentally in order, court choices, taking everything into account, bargained business conditions, or standard practice. There exist different relevant employment legislations used both locally and internationally. Anti-discrimination legislation is a law aimed at protecting workers against mistreatments based on their gender or race when recruiting them, giving them promotions, and terminating their employment contracts (Rogers, 2016). In my case together with  Faiza Khan and Chloe Chan, the board should enact its verdict not based on my gender or race and without any further threats. This will ensure equality in our workplace. 

Labor and safety legislation is another key employment legislation. Work law controls the lawful connection among businesses and representatives regarding the work and the comparing rights and obligations coming about in this way. In my case, as a night clearner, I should be entitled to a proper working environment free from accidents, and if accidents must happen, I should be covered as a worker by the set safety rules of my employer.

 Different case examples can be applied regarding key employment issues. For instance, HR personnel's employment-related cases concern the LGBT individuals, i.e., lesbians, gay, bisexual, and transgender individuals. A case in the United States whereby a college professor did not get any of the six jobs she had applied for because she was openly a lesbian. 

Another cause of a school counselor who had anxiety and depression disorder and a doctors' note sought permission from his employer to wear sneakers. When the counselor failed to perform, he was fired and upon suing under ADA his claim was dismissed since the doctors' vogue notes were not enough to prove disability. 

In conclusion, discrimination of workers should be highly discouraged, and instead, a proper and conducive working environment should be provided to all employees despite the rank of the employee. Before a manager imposes new rules or new criteria in the organization, the manager should consult with the employees or the board of directors for their views on the same before a decision is made. I hope employee rights will be re-enacted and make sure that managers like Bruno Caron follow the rules and refrain from mistreating workers unlawfully since everybody has a right to worship whatever a believer believes in. Thank you all for your time. 

Reference 

Rogers, B. (2016). Employment rights in the platform economy: Getting back to basics. Harv. L. & Pol'y Rev., 10, 479.