Job discrimination Coursework Example

Name
Instructor
Course
Date
Human Resource Management
Job discrimination entails the practice of treating an employee unfairly and unfavorably at workplace based on their race, nationality, gender, religion, disability, age, color or any other aspect of diversity. It has the impact of affecting the motivation of the employee and limiting their chances of career growth. The examples of human resource ethics include exercising fairness in recruiting staff and providing equal advancement opportunities, keeping employee and applicant’s data as strictly confidential as possible and giving honest feedback in performance reviews (Caldwell et al. 172). A human resource is also required to maintain safety at workplace and maintain fundamental human rights such as favorable pay and equity. Human resource managers should also safeguard employee rights including being free from discrimination and fair termination from employment (Caldwell et al. 175).
Regarding the letter, it is clear that the employee was terminated from the employment due to an illness which had persisted for a long time. The employee was laid off without pay. In this case, the ethical obligations of the employer are to provide a paid leave to the employee and if not, should at least state that the employee will be reinstated upon recovery from the illness or will receive payment up to the point that the letter was provided to the employee. The employer failed to meet this obligation since he decided to terminate the employee arbitrarily and did not consider to pay him the dues (Caldwell et al.

176). The employer is also required to use cautious language while engaging the employee, but instead uses damaging words such as ‘battle for your life,” which is a bit rude on the part of the employer. The employee ethical obligation, in this case, is to request for sick leave and clarify with the employer whether he will be paid the period he was not working. He should bring all the matters to the employer regarding the sickness to enable the employer to make an informed decision. Since it is not clear whether the employee sought the sick leave from the employer, it would be difficult to argue that he did or failed to adhere to the ethical obligations.
Works Cited
Caldwell, Cam, et al. “Strategic human resource management as ethical stewardship.” Journal of business ethics 98.1 (2011): 171-182.