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It is super important for HR to create a very clear and strict policy on any type of harassment in the work place. Especially sexual harassment. This behavior should not be tolerated as it creates an unhealthy work environment and is dangerous for the victim. It can also give the company a bad reputation.

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Human Recourses should always have a clear policy on what should and should not be discussed during interviews. Somethings are illegal to say, others are inappropriate. It is important to always keep things professional to protect the company name.

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When evaluating employees, it is always important for HR to have certain standards for what is reasonable to hold an employee responsible for. HR should also keep in mind the treatment of both the overseer and the employee to keep everything fair and professional.

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Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, religion, national origin, color, and sex. Disparate treatment occurs when an employer treats an employee or job applicant differently than other employees because of any said characteristics mentioned above. The other form of discrimination is disparate impact. This is when a seemingly neutral practice, intentionally or unintentionally benefits a certain group. An employee may have a case if they can prove this practice is not necessary.

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The ADEA or Age Discrimination in Employment Act protects employees and job applicants from being discriminated against because of their age. This Act was created in 1967 and mostly benefits people over the age of 40. The ADA or Americans with Disabilities Act prohibits employers discriminating against employees for reasons associated with disabilities. Employers are required to make reasonable accommodations for said employees with disabilities.

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The Wagner Act of 1935 is also known as the National Labor Relations Act. It was created to protect workers from interference by the industry. Its main purpose was to guarantee workers "the right to self-organization, to form, join, or assist labor organizations, and to engage in concerted activities for the purpose of collective bargaining or other mutual aid and protection".

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While in the workplace, conflict is inevitable. It is important to know how to manage these emotions. It is HR's responsibility to share and train the managers in the organization on effective conflict-resolution strategies. There are five strategies to help managers effectively resolve conflicts with employees: detach from your biases, actively listen, practice empathy, focus on the behavior, and know when to involve HR.

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A high performance work team refers to a group of individuals who are goal-focused and collaborate, innovate, and produce superior results consistently. Working with a team can make better decisions, solve more complex problems, and can be more creative than an individual. There is a positive impact on high performance by teams that are diverse in age, ethnicity, and gender. The HR team can work with the team members and support the team by communicating with them to establish what is working and what isn't working.

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When giving feedback to an employee it is important to be clear and concise. A manager should not be saying blur words instead of specifying what actually happened and what exactly needs to be fixed. An employee needs to be able to take feedback as well. Being able to take criticism can inform, motivate, and create vital connects with other people. It's important to slow down and think about what exactly you want to say so neither party feels uncomfortable.

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The Occupational Safety and Health Act (OSHA) is a law set by Congress to ensure safe and healthy working conditions in the workplace. This law enforces standards by providing training, outreach, education and assistance. OSHA covers most private sector companies and their workers, in addition to some public sector employers and workers.

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The WARN Act is a law that protects workers from the impacts of unexpected loss of employment by requiring employers to give notice to employees. The WARN Act defines loss of employment as employment termination, a layoff exceeding six months or the reduction of working hours by 50% in six months.