1. Common Ethical Problems: HR Issues Geoffrey G. Bell, PhD, CA University of Minnesota Duluth September 2003

2. Reasons HR Issues Matter One key managerial problem will be recruiting, retaining, and motivating talent. One key managerial problem will be recruiting, retaining, and motivating talent. Firms need employees who can survive & thrive in a global economy, who are technologically sophisticated, and who can adapt to change. Firms need employees who can survive & thrive in a global economy, who are technologically sophisticated, and who can adapt to change. One key way to do this is create atmosphere where employees feel appreciated. One key way to do this is create atmosphere where employees feel appreciated.

3. What are HR Issues? Problems that occur when people work together. Problems that occur when people work together. Broad definition. Broad definition. Include privacy, discrimination, harassment, performance evaluation, hiring, firing, and promotion. Include privacy, discrimination, harassment, performance evaluation, hiring, firing, and promotion. Key to these issues is “fairness.” Key to these issues is “fairness.” Were employees treated with equity, reciprocity, and impartiality? Were employees treated with equity, reciprocity, and impartiality?

4. Discrimination Discrimination occurs when something other than legitimate qualifications determine how someone is treated. Discrimination occurs when something other than legitimate qualifications determine how someone is treated. NB This definition is broader than in the text. NB This definition is broader than in the text. E.g., hiring CA students based on hockey skills not professional skills eliminates women candidates. E.g., hiring CA students based on hockey skills not professional skills eliminates women candidates. Discrimination violates sense of fairness. Discrimination violates sense of fairness. Civil Rights Act prohibits discrimination on the basis of race, religion, sex, color, and national origin. Civil Rights Act prohibits discrimination on the basis of race, religion, sex, color, and national origin.

5. Harassment All organizations with >15 employees must have a sexual harassment policy & train employees in issues involved. All organizations with >15 employees must have a sexual harassment policy & train employees in issues involved. Harassment involves quid pro quo and hostile work environment. Harassment involves quid pro quo and hostile work environment. Quid pro quo – sexual favors are, or appear to be, a requirement for advancement. Quid pro quo – sexual favors are, or appear to be, a requirement for advancement. Hostile work environment – a worker feels uncomfortable because of unwelcome actions or comments related to sexuality. Hostile work environment – a worker feels uncomfortable because of unwelcome actions or comments related to sexuality. Hard to determine exactly what constitutes harassing behavior – even genuine complements may be misconstrued. Hard to determine exactly what constitutes harassing behavior – even genuine complements may be misconstrued. Determination of presence or absence of harassment based on viewpoint of “reasonable” person, and perpetrator’s intentions aren’t considered. Determination of presence or absence of harassment based on viewpoint of “reasonable” person, and perpetrator’s intentions aren’t considered.

6. Why harassment matters Unfairly focuses job satisfaction, advancement, and retention on factors other than ability. Unfairly focuses job satisfaction, advancement, and retention on factors other than ability. Also, simply hurts innocent people, even though it may be innocuously. Also, simply hurts innocent people, even though it may be innocuously. An employer may be held liable for employee behavior if employer knew about it & did nothing. An employer may be held liable for employee behavior if employer knew about it & did nothing.