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BUS FP4046 Assessment 4.docx BUS-FP4046 Alternative Dispute Resolution and Union Involve

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BUS FP4046 Assessment 4.docx BUS-FP4046 Alternative Dispute Resolution and Union Involvement BUS-FP4046: Employee and Labor Relations Assessment 4 Capella University Part I: Hostile Work Environment Investigation ...

BUS FP4046 Assessment 4.docx BUS-FP4046 Alternative Dispute Resolution and Union Involvement BUS-FP4046: Employee and Labor Relations Assessment 4 Capella University Part I: Hostile Work Environment Investigation All employers are required to adhere to several employment laws and regulations. These laws and regulations cover a multitude of areas and scenarios, including discrimination and harassment, both sexual and otherwise. In Part I of this paper, I will evaluate the scenario of Carla and Les, two co-workers who dated in the past. In this scenario, Les is being harassed by Carla after their breakup. Les has requested that HR look into the actions of Carla, as they have continued to escalate, making it more difficult to do his work unhindered. Investigatory Questions A proper investigation is paramount when investigating allegations of workplace harassment. In order to complete this, ensuring confidentiality and keeping records of the steps taken and when is important, and depending on the state in which one is hired, all records should be kept for the length that is required by that state™s law[ CITATION How18 \l 1033 ]. In order to complete an investigation into workplace harassment, questions, which have been previously prepared, should be asked of the complainant, the accused, and any possible witnesses. Potential questions for Les, the complainant, could consist of the following: ¢ Are there other incidents in addition to what we have evidence of? ¢ How did you react to the incide. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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