Prepare your write up ("executive summary") through the following paradigm: 

Your boss requested you to research a recent legal issue.  Your boss will take the information you put together and use it when she makes a presentation before the Board of Directors.  You need to ensure you briefly highlight the law and what the legal requirements include or will include if it is something anticipated to take effect.  You must also specifically address how the legal issue impacts the hospitality industry, either in a broad sense or a focused sense, for example, a restaurant or a country club environment.  Be sure to include any Nevada legal considerations, obligations, etc.

We cannot have all students writing and presenting on the same topic, so the topic choice will be approved on a first-come, first-served basis with no more than four students per topic. 

TOPICS

Here are your topic choices for the executive summary  / presentation and remember, you must focus on the employment law elements and not operational elements:

Covid Concerns

Medical Marijuana

Sexual Harassment 

Transgender 

Workplace Violence  

As you choose, remember, these are employment law topics even though they may cross over to non-employment law situations.  Your assignment MUST address the employment law issues.  

 

Workplace violence

Introduction

Workplace violence is the act of employee bullying in an organization or any working area. On the concept of workplace violence, creating ethical alertness and workplace harassment sensitivity is a key thing to discuss. Workplace violence can be in many forms and appears internationally. The reason for this is the different types of occupations and professions that exist worldwide. Ethical approaches that involve workplace violence management involve normative ethics, design ethics, ethical leadership, virtue ethics, harmless, charitable kindness, and justice (LaVan & Martin 2021). Workplace bullying can be assuaged legally or through third-party involvement. This is achievable after discussing the physical, safety, and emotional costs during employment due to workplace bullying. The legal formalities include lawmaking, employment liability insurance, consultants, professional associations, employee assistance programs, etc.

Impact of workplace violence on employee

Due to one's reasons, employees may undergo workplace harassment and mistreatment and still keep it silent. This act sometimes leads to adverse employee well-being and efficiency. The problem of workplace violence can be very costly, leading to the precluding of interventions and prevention efforts by organizations (Harlos & Knoll 2021). Developments and empirical studies based on employee silence reporting workplace harassment are typically considered confidential objections or complaints. To trace efforts to validate concepts about the workplace violence employee's silence, we consider some factors. These factors include predictors, outcomes, and correlation of employee harassment silence and the roles of emotions, social identity, and multilevel theories of employee silence.

Influence of contact persons on workplace violence

According to the employment law, contact persons can be of much efficacy to employees in adherence to workplace violence. These persons are trained individuals known to help people who wish to discuss an issue associated with workplace bullying. They provide an open door to those employees who feel their rights have been violated and need a secret environment to discuss the issues. The contact persons also help employed people understand what appropriate and effective action they may take for a certain situation (Ferris et al., 2021). Organizations can utilize contact persons to help assure confidence that issues of workplace bullying will be seriously taken. This helps in emphasizing an employer’s commitment to tackling workplace violence. For an organization having contact people, there is the creation of a pool of persons who are modeling good behavior in the place of work.

A group of contact persons should have people from different levels within the organization that have clear know-how of the organization and its violence status. The availability of contacts people should also reflect the organization's educational, demographic, cultural, and occupational broadness. These individuals within the group should get effective training and be mature too. They should also have good listening skills, trustworthiness, credibility, sensitivity and be secretive, practical, analytical, approachable, and available (Ferris et al., 2021). The contact person training needs to be broadly knowledgeable and skilled in the required perspective. Policies need to project the need for ongoing training and re-managing the contact network, same case for the open chance for professional supervision.

Effect of workplace violence on organization

Workplace violence can impact the organization in any distinguished ways on employment law. Employees that undergo violence at their respective workplaces can begin missing work frequently. You notice that some employees are not attending their respective positions in the organization (Wall et al., 2017). On the other hand, if those employees undergoing harassment at the workplace still attend their works, you may see or realize that their work presentation is not qualified. Secondly, an employee may attend work as usual only to come and seek resignation services. This situation is also referred to as employee turnover, whose costs vary per organization. These are some of the employee behaviors that are related to workplace violence. In other cases, employees experiencing violence do not just decide to leave their work but instead take legal action on the situation. This leads to the organization undergoing litigation expenses to pay up the employee (Wall et al., 2017). Workplace violence in an organization may lead to the company losing current employees, and the organization may lack people wanting to work for it. All these can happen if the organization's deeds are exposed out to the public.

Human Resource role in workplace violence

In most cases focusing on workplace violence, the human resource can play a big role in fighting this situation. We all know that the human resource department in any organization deals with all activities involving all employees. These activities include employee employment, employee firing, employee resignations, and all employee rights. For example, if this human resource department could enact strict policies about any employee rights violation, this could prevent much workplace violence. Some policies may involve situations such as firing those employees violating other employee rights (Wall et al., 2017), supporting those employees who have undergone harassment by bringing the wrongdoer to justice, and many other policies of the same state.

Workplace violence’ future

The future of workplace violence can be determined by all employees from various sections of the globe coming together. This can be made effective by the existence of many social media platforms worldwide. For example, employees may use platforms such as Facebook, Twitter, Instagram, WhatsApp, and many others to protest in case of any situation involving workplace bullying (Wall et al., 2017). Employees may speak out about what they are undergoing in their respective workplaces on these social media platforms. Here, other employees can contribute to this situation and criticize the pointed-out organization, leading to government involvement in the outlined case scenario. This gives hope to combating workplace harassment in the coming years. If people can be more open about what is going on in different organizations, the future of workplace violence can be lowered to a very minimal percentage.

Conclusion

In corporate America, for example, workplace violence has become very frequent and on the rise. For employees, violence can end up affecting their health. On the other hand, an organization that does not emphasize no-bullying can create a bad surrounding for its employees and production. In most situations of harassment, employees against their former employers are taking legal action. To reduce cases of workplace violence, employers should put in place policies, which prohibit bullying behavior and emphasize consequences for the bullies. By enhancing these ways, workplace violence will be minimized, leading to a favorable workplace and good health for employees (Wall et al., 2017). With violence being published on various platforms, such as social media, it is effective for organizations to frequently renew their no-violence policies to shield the workforce from unnecessary danger. 

Outline for Workplace Violence

Introduction

1. Workplace violence is the act of employee bullying in an organization or any working area.

Impact of workplace violence on employee

1. Due to one's reasons, employees may undergo workplace harassment and mistreatment and still keep it silent.

Influence of contact persons on workplace violence

1. According to the employment law, contact persons can be of much efficacy to employees in adherence to workplace violence.
2. A group of contact persons should have people from different levels within the organization that have clear knowhow of the organization and its violence status.

Effect of workplace violence on organization

1. Workplace violence can impact the organization in any distinguished ways on employment law.

Human Resource role in workplace violence

1. In most cases focusing on workplace violence, the human resource can play a big role in fighting this situation.

Workplace violence’ future

1. The future of workplace violence can be determined by all employees from various sections of the globe coming together

Conclusion

1. In corporate America, for example, workplace violence has become very frequent and on the rise.