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Essay / Research Paper Abstract
This 11 page paper considers the case of a company who wants to introduction discrimination against those who are overweight, smoke or have debts, who want to impose checks on their staff and control the work environment. This paper looks at how and why the measures are wrong and discusses the way in which the organisations should operate a human resource policy to avoid discrimination and motive the staff. Law quoted is English law.
Page Count:
11 pages (~225 words per page)
File: TS14_TEhrcase1.rtf
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Unformatted sample text from the term paper:
pre determined criteria. These act as the hurdles for judging the potential employees. Often these hurdles will include the need for certain qualifications, skills or experience, in addition they may
want to employ the type of person that they believe will fit in with the company cultures and as such personal characteristic may be includes, such as the need for
a potential employee to be a team player, or to be able to work alone and have high motivational levels. This can result ion positive discrimination, however, there are
some areas which an employer should not discriminate. It is well known that an employer cannot generally discriminate on the basis of race or gender and more recently age is
also covered in anti discrimination legislation in the UK (Lexis, 2006). However, if an employer wants to start discriminating on other grounds then it may be argued as immoral.
If an employer had decided to adopt a new policy of recruitment where they have decided to reject smokers, those who are over weights, people in debt and those who
undertake high risk sports it can be argued there is not any specific legislation that is against this. A strong case can be made under the human rights act, but
even without looking at this is becomes apparent that the employers is undertaking this not on the basis that employees will feel cared for, but so that costs such as
time lost due to potential illness, medical insurance costs and other factors that could potentially impact on productivity may be avoided. It is also possible that the policy is a
direct result of personal prejudices by the employer. In each of these cases the factors on which the judgment is being made has generally no relationship with the way
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