Legal Aspects of HRM | Get Solution Now

Scenario: Wings Hospital has had a busy week. Two issues have arisen: (1) an employee was dismissed just prior to unionization, and (2) a veteran was interviewed but not hired for a position and is alleging discrimination and harassment. The hospital has just been unionized, and an employee was dismissed who was a designated union representative. The employer said she was found chatting with other employees on social media about the union during the lunch break on company computers 24 hours before the union was voted in, and the former employee filed a charge with the regional labor relations office. In addition, the company’s CEO has received a charge of discrimination and harassment regarding a female veteran who was interviewed but not hired for an insurance coordinator position. The veteran claims the interviewer was making unseemly gestures towards her during the interview. You can consult both your assigned chapter reading and the U.S. National Labor Relations Board (NLRB) website to address the checklist items below: Checklist: Identify the labor relations law(s) pertaining to the two dismissed employees. State the potential steps that will be taken by the NLRB regarding the charges filed by the former employee. Identify the EEOC laws related to the alleged discrimination and harassment charges brought by the veteran who was interviewed but not hired. State remedies or actions needed to be taken by the HR Department/Wings Hospital to comply with the EEOC and labor relations laws that applied to this scenario.

This question was posted on order ID 11***