Introduction
Labor law consists of a system of regulations that protects the rights of employers, workers, and contractors in labor relation. The Wings Hospital scenario shows two cases in which workers’ rights have been violated, and these cases need to be addressed. Consequently, this paper will examine cases of discrimination and harassment in hiring a veteran, as well as the illegal dismissal of an employee to study the issue of labor relations.
Main body
In both cases, the hospital violated labor law if the veteran’s and former employee’s complaints were true. The company’s CEO violated Title VII of CRA, or its expanded version of the Civil Rights Act of 1991, by discriminating and harassing a female veteran (Noe, Hollenbeck, Gerhart, & Wright, 2020). Since the woman was interviewed by the CEO, she apparently went through the previous selection stages and met all the requirements. However, the woman said that the CEO was making inappropriate gestures, and perhaps the lack of a positive response from her was the reason for the rejection. Title VII of the CRA prohibits this behavior, and the Civil Rights Act of 1991 allows women to receive compensation (Noe et al., 2020). In addition, the Uniformed Services Employment and Reemployment Rights Act of 1994 also applies in part to the case as it obliges employers to create affirming conditions for recruiting a veteran (Noe et al., 2020). Thus, the EEOC must review the complaint and verify the facts, ensuring that discrimination and harassment were actually present. In this case, the company will be forced to compensate and apologize to the female veteran.
In the case of former employees, the complaint will be reviewed by the NLRB as the case involves the worker’s unionization. According to the National Labor Relations Act (NLRA), employees can chat with colleagues about the union, and their actions are protected by law (Noe et al., 2020). Consequently, the employee had the right to discuss the union during the break, since these actions weren’t interfering with the fulfillment of her duties. However, since the employee has not yet been accepted into the union, although her appointment has already been discussed, this law may not apply to her. However, employees have the right to use social media and voice their personal opinions during non-working hours, so her dismissal is illegal anyway. For this reason, the NLRB must review the complaint and verify the facts to decide what action will be taken against the employee, such as re-employment, compensation, and admission to the union.
Wings Hospital also must take timely action to protect the company’s reputation regardless of employee fault. The HR department must conduct an internal investigation and determine the guilt of employees. For example, suppose the veteran woman’s complaint is valid. In that case, the company should report it to the EEOC and fire the employee, since while harming the employee, the company will help protect itself (Noe et al., 2020). In the second case, the HR Department should do the same. In addition, the company can offer victims compensation, apologies, and other conditions to reduce harm. However, if the company has a different position in these situations, it must formally provide the agencies with the facts so that complaints are considered as complete and objective as possible.
Conclusion
In conclusion, this scenario demonstrates that labor relations are protected by law, and any violation by the employer can be appealed. Labor law protects employees from discrimination, harassment, injustice, and unfair working conditions that companies can use for profit or personal gain of managers. However, regulations, trade unions, and national agencies ensure compliance with rules and beneficial interaction between both sides of the labor relationship.
Reference
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource management (8th ed.). New York, NY: McGraw-Hill Education.