Analyze the value of efficient workplace investigations and alternative dispute resolution processes that align with an organization’s structure and goals. In addition, analyze the impact labor unions can have on the balance of power between employees and employers.Provide a three-part written analysis of workplace investigations, dispute resolution practices, and contemporary labor relations.Part 1: Hostile Work Environment InvestigationExplore the processes and key issues in conducting effective and legally defensible workplace investigations.Launch the transcript SEXUAL HARASSMENT AND WORKPLACE LITIGATION.docx and work through the interview with Les.Answer the following questions:What is your next step after meeting with Les?How will you prepare for it?What would you do next? Why?How will you make the determination regarding the case?As an employee relations professional, which aspect of the case is most troubling to you? Why?Based on the information presented, including the evidence, what should be done? Why?Part 2: Alternative Dispute ResolutionsBased on what you already know, have read, or researched about different methods of resolving disputes, explore alternative dispute resolutions.Answer the following questions, using your current organization as the context, if possible, so that you can include your insights into organizational culture and norms.What are the three most important things you would be concerned about if charged with creating a new alternative dispute resolution (ADR) process for an organization?How would you ensure that employees would not face retaliation?Compare alternative dispute resolution practices, including negotiation, mediation, and arbitration.In what ways are these practices similar?In what ways are these practices different?Part 3: Different Unions, Different IssuesExamine two national labor unions, such as the UAW, AFT, or SEIU.What are the issues these unions are concerned with?Are the issues the same for both unions?Why do you think these issues are similar or dissimilar?What is the source of the statement presenting these issues: a particular political representative, a recent poll, or some other source? Is this source reliable?Do you think the issues are relevant to the current world of work?What evidence have you found in your research to support your impression of the relevance of these issues’ to the world of work today?Are there more relevant issues that are not being addressed? Provide evidence to support your position.Do you think the issues could be addressed by management given today’s employment laws? Why or why not?Is there a better alternative than the voices of these two unions for addressing these issues?What impact do these unions have on the employee-employer relationship?What are some of the ethical implications of unfair employer labor practices?How does the Labor Management Reporting and Disclosure Act of 1947 affect organizations today?Additional RequirementsLength of paper: Your paper should consist of three distinct sections. Each part should be 3–4 pages (double-spaced). Include a references page at the end of your paper.Written communication: Communicate in a manner that is scholarly and professional. Your writing should be:Concise and logically organized.Free of errors in grammar and mechanics.Validation and support: Provide relevant and credible supporting evidence.APA formatting: Format all citations and references in accordance with APA sixth edition guidelines.SEXUAL HARASSMENT AND WORKPLACE LITIGATION
Co-workers Carla and Les dated for a year. They broke up recently. Les has complained that Carla is now
harassing him on the job.
Les has agreed to meet with you to discuss the situation with Carla. You’re brainstorming some
investigatory questions you’d like to ask him and are trying to determine if these interview questions are
legally compliant with a hostile work environment investigation.
Review the following evidence and select interview questions that you have for Les.
Determine whether or not Carla’s actions arise to the level of hostile workplace harassment.
E-mail from Carla:
Les, I thought you were stupid, but now I KNOW you’re stupid. Stop telling everyone I went to a
relationship counselor. You weren’t even worth the money I spent on it anyway!
Defaced Picture:
Picture of Les that was posted on the employee bulletin board located in the workplace cafeteria:
Someone has drawn devil horns and a pitchfork on the picture. Message scrawled on the bottom: “Date
from Hell: Watch out for this evil jerk, ladies!”
Voicemail from Carla:
Les, I think your report was in the printer. If so, I tossed it out. I hope you saved a copy on your
computer. Then again…you never save your work! Ha ha…better luck next time sucker! Payback is FOR
Interview Questions
Question #1
You would like to know how all of the harassing behavior started between Carla and Les. Which
investigatory question will help you the most in ascertaining this type of information?
Can you prove Carla’s actions are really harassing you?
Can you tell me why you think Carla is acting this way towards you?
Carla has a different view of what has been happening. Why is that?
Answer: “Can you tell me why you think Carla is acting this way?” is better because it is neutral and
doesn’t require Les to defend himself. Questions 1 and 3 are confrontational. They will make Les
defensive and this could hinder the investigators attempt to get information.
Question #2
You would like to know how long the harassing activity has been going on between Carla and Les. What
investigatory question will help you the most in ascertaining this information?
Do you have an idea about how long Carla has been harassing you?
How long did you and Carla date?
Can you tell me the exact date when the harassment started?
Answer: “Can you tell me the exact date when the harassment started?” is better because it helps to
pinpoint a date when the harassment started. This helps the investigator to determine the
pervasiveness of the harassment. If the employee does not know the exact date, then the next best
question is Question A which asks them to describe in general terms when the harassment started.
Although question B is a good investigatory question, it doesn’t inquire about how long the harassing
behavior has been going on.
Question #3
After listening to the voicemail Carla left for Les, you would like to know if Les and Carla have been
sabotaging each other’s work. You are particularly interested in her comment about “payback.” What
investigatory question will help you the most in ascertaining this information?
On the day that Carla took your report from the copier room, what do you think she meant about the
“payback” comment she made in her voicemail message?
Have you and Carla been retaliating against one another because of your recent breakup?
Who started the practical jokes between you and Carla? How long has it been going on?
Answer: “On the day that Carla took your report from the copier room, what do you think she meant
about the “payback” comment she made in her voicemail message?” is better because it tries to
ascertain possible reasons why Carla is retaliating against Les. This helps the investigator to determine
to some extent possible reasons why Carla is behaving the way she is. We do not know if this
retaliatory act resulted from practical jokes between the two or was a result of their recent break up.
By letting Les provide a narrative, this investigatory lets him provide the possible reasons.
Question #4
You have the copy of the picture someone posted of Les with devil horns and a pitchfork. You would like
to know if he has proof that Carla was the one who posted the picture. What investigatory question will
help you the most in ascertaining this information?
Did anyone see Carla put this picture on the employee bulletin board?
Is this Carla’s handwriting?
Was Carla the one who took the original picture of you?
Answer: “Did anyone see Carla put this picture on the employee bulletin board?” is better because in
a preliminary investigation we’d like to know first and foremost if anyone saw Carla putting the
picture on the employee bulletin board. If not, the other 2 questions can be asked because they may
provide evidence linking Carla to the picture itself (through her handwriting or possession of the
Question #5
Before you conclude your preliminary interview with Les, you would like to know if you left anything
out. What question would best help you ascertain that you’ve done a good job gathering evidence?
May I keep the evidence that you’ve provided me with?
Is there anything else you’d like to tell me?
Do you mind if I contact Carla?
Answer: “Is there anything else you’d like to tell me?” is better because we’d like to know if there’s
anything else Les may want to tell us about the conflict. It allows him to provide information that the
interviewer may not have asked about.
Subject Matter Expert: Anita Whitby
Interactive Design: Christina Adams
Instructional Design: Jodi Foss
Project Manager: Alan Campbell

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