This discussion assesses your ability to clarify the role of each legally mandated attendee on the Individualized Education Program team. This assessment also supports your achievement of Course Learning Outcome….
Explain the duties and responsibilities of a human resource professional and the duties and responsibilities of an attorney representing the organization
Write a 1–2-page incident report describing an instance of unfairness or inequality that you have witnessed (or heard or read about) in the workplace and its implications for human resource management.Applying legal facts or principles to a real-life situation aids in the understanding of complex issues.SHOW LESSBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Develop a foundational understanding of employment law and labor law.
Describe an instance of unfairness or inequality in the workplace.
Competency 2: Analyze the application of legal thinking strategies to human resource management (HRM) law.
Analyze how the instance of unfairness or inequality violates fair employment practices.
Competency 3: Apply legal thought to human resource (HM) practices in the workplace.
Explain the duties and responsibilities of a human resource professional and the duties and responsibilities of an attorney representing the organization.
Compare and contrast the duties and responsibilities of a human resource professional with that of an attorney representing the organization.
Competency 4: Communicate in a manner that is scholarly and professional.
Communicate in a professional manner, using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.
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“People talk about human capital, for instance, which is what labor accumulates through education and work experience. Human capital differs from the classic kind in that you can’t inherit it, and it can only be rented, not bought or sold” (Robinson, 1994, p. 77).SHOW LESSThe employment relationship is predicated on the exchange of power and authority for compliance and reward. As a result, employees voluntarily relinquish control of their time, effort, and industry. When employees determine that their employers inadequately compensate them for their work and seem to control their lives, conflict can result. This transforms a viable transactional relationship into a crucible of conflict and strife.When people come together in a workplace, they bring with them their values, opinions, prejudices, and sensitivities. Frequently, conflict occurs from within the employer-employee relationship as a result of these differences. Controls, policies, and procedures must thus be created to address conflict and enable organizations to operate effectively. Employers predominantly control the workplace, so most laws and regulations restrict, inhibit, or guide the behavior and authority of employers with respect to employees. Employment law guidelines provide the philosophical, legal, and moral foundations for conflict resolution in the workplace. They embody a vital component of our system of government.Read the Assessment 1 Context document, which contains additional information about regulation of the workplace, covering the following topics: