I need a reply to this initial post from a fellow student. I the question that was asked is here and this is the initial post. Please write 2-3 paragraphs and ask an open-ended question at the end. Please add one reference and in-text citation. Absolutely no plagiarism.Question:You are the human resources director of a large regional bank. A female employee of the bank, a teller, has just stepped into your office and let you know that the assistant manager of the bank, a male employee, has harassed her and a couple other employees repeatedly over the past three months. Based on the readings for this week, what are three or four questions that you would ask this employee, and why have you chosen these questions?In the situation that I would be the human resources director of a large regional bank and a female employee of the bank, a teller, reports that the assistant manager of the bank, a male employee, has harassed her and a couple other employees repeatedly over the past three months, I will start outlining the issue by following the below questions:1. To describe the incident: What specifically happened? Narrate the alleged incident. According to Neuser (2005), “First, the employee should provide his narrative with as few interruptions as possible”. That will help to get the picture of the incident and start gathering facts.2. To get the incident in date and time: When the situation happen?3. To obtain staff member’s contact to interview and corroborate facts: Any other employee witnessed the alleged situation?4. To classify the incident appropriately in order to address all nuances: You mentioned harassment, what actions do you consider as harassment? I would need to know what is her definition of harassment so I can better classify the incident. Probably the incident is not related to sexual harassment, but it is a bullying behavior. According to Neuser (2005), “Employee statements must be factual and based only on what the employee saw, heard, felt, and smelled.” ReferencesNeuser (2005). How to Conduct Effective Internal Investigations of Workplace Matters. Employee Relations Law Journal. Vol. 31, No. 1, Summer 2005.
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