Term Paper and PPT: Hospitality Employee Relations

2 parts:

1-Term Paper: The paper without cover page or work cited must be between three thousand two hundred and fifty and three thousand five hundred words (3,250-3,500). A Written Communication Skills Rubric will be rubric will be attached. The paper should be:

2-Term Paper Presentation: This will be a teaching presentation. An Oral Communication Skills Rubric will be rubric will be posted in the Content section of your course. Prior to your class presentation you will: prepare a lesson plan for my review and approval, meet with me to review all aspects of your presentation including PowerPoints, handouts and the like be given a presentation rubric.

Questions and Answers About Race and Color Discrimination in Employment:

What is "Race"?

What is "Color"?

What employment actions are prohibited by Title VII?

What is intentional discrimination?

What if clients, customers, or employees prefer working with people of their own race?

Can neutral policies be discriminatory?

RECRUITMENT AND HIRING PRACTICES:

Can an employer ask about an applicant's race on an application form?

How can employers avoid racial discrimination when recruiting?

How can employers avoid racial discrimination in hiring and promotions?

Can employers base hiring or promotion decisions on employment tests?

How can employers avoid racial discrimination on the job?

HARASSMENT:

What is racial harassment?

How can employers prevent racial harassment?

COMPLAINTS OF DISCRIMINATION:

What should an employer do when someone has complained about race/color discrimination?

Questions and Answers for Small Employers on Employer Liability for Harassment by Supervisors

1. When does harassment violate federal law?

2. Does the guidance apply only to sexual harassment?

3. When is an employer legally responsible for harassment by a supervisor?

4. Who qualifies as a "supervisor" for purposes of employer liability?

5. What is a "tangible employment action"?

6. How might harassment culminate in a tangible employment action?

7. What should employers do to prevent and correct harassment?

8. What should an anti-harassment policy say?

9. What are important elements of a complaint procedure?

10. Is a complaint procedure adequate if employees are instructed to report harassment to their immediate supervisors?

11. How should an employer investigate a harassment complaint?

12. How should an employer correct harassment?

13. Are there other measures that employers should take to prevent and correct harassment?

14. Does an employee who is harassed by his or her supervisor have any responsibilities?

15. Is an employer legally responsible for its supervisor's harassment if the employee failed to use the employer's complaint procedure?

16. If an employee complains to management about harassment, should he or she wait for management to complete the investigation before filing a charge with EEOC?