This assignment allows you to demonstrate mastery of the following course outcomes:
Analyze employment related laws, and ethical considerations their application, and implications in the workplace
Evaluate rights, obligations, and liabilities in the employment process and relationship.
Evaluate compliance with current laws and regulations related to safety and fairness in the workplace.
Effectively communicate to internal and external audiences the principles and application of employment laws and ethical considerations in the business
environment.
Social Media in the Workplace
Overview: There are times when HR professionals are faced with workplace situations where the laws and policies are evolving and yet ethical
considerations need to be addressed. Below is an emerging workplace situation where there is no absolute right or wrong answer, but the situation needs to
be analyzed from various points of view.
Descriiption of the situation: An employee posted derogatory remarks about the organization and about another worker on Facebook. The organization’s
policies does not address free expression just “offensive” and “harmful” speech. The supervisor is concerned that the posting was dehumanizing, humiliating
and could incite hatred again persons or groups because of their race, religion, gender, sexual orientation, or disability. The supervisor comes to the HR
manager to ask for guidance on how to address the employee.
Action: Respond to all questions below. Utilize resources from the class and make sure to have at least three sources as part of your final paper. Answer
each of the questions in narrative form (not bullet points). Use the outline below as a way to organize your response and comments.
Applying the SHRM Code of Ethics: Describe what aspects of the SHRM Code of Ethics would apply in this situation from the perspective role of an HR
professional? https://www.shrm.org/about-shrm/Pages/code-of-ethics.aspx
Legal and Ethical Considerations: What are the various considerations that need to be discussed regarding facts, affected parties, and who should be
involved?
Identify and summarize the relevant facts. Describe key facts along with any policies, procedures, guidelines, best practices, applicable laws and regulations,
and handbooks/internal publications.
Identify affected parties. Describe who is likely to be impacted.
Identify who should be involved in any resolution. Identify who, as well as when and why they should be involved.
Possible Courses of Action: What might be some possible courses of action as it relates to the following:
What are potential legal remedies that can be taken?
What policies or procedures need to be reviewed, revised, or created?
What role should the HR professional play in this situation?
What kind of employee training might be needed in the future to address this concern?
What advice would you as the HR professional provide to the supervisor?