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on work environment based on national origin is a fact of life for many immigrant employees. A recent study at the University of Michigan found that 46.8% of foreign born employees have complained about being harassed based on their national origin. The number of such charges filed to EEOC has dramatically increased year after year. Title VII prohibits offensive conduct, such as ethnic slurs, that create a hostile work environment based on national origin. Employers have a responsibility to maintain a workplace free of national origin harassment. Employers may be responsible for any on-the-job harassment by their agents and supervisory employees, regardless of whether the acts were authorized or specifically forbidden by the employer. Under certain circumstance, an employer may be responsible for the acts of non-employees who harass their employee at work.

5. CHALLENGES OF HUMAN RESOURCE MANAGEMENT ON ACCOMODATING LABOR LAWS AND PRODUCTIVITY.

The number of immigrants in the US labor force reached a historic high of 22 million, or 14.5 percent of the total labor force, in 2005. If the number of immigrant workers in the United States continues along its current trajectory, immigrants may make up between one- third and one-half of the growth of the US labor force by 2030. Immigrant workers have played an important role in the growth of the US labor force in recent history and will continue to play an important role in the future. On the contrary, immigrants are the ones who face discrimination based how they look and/or sound. This drags down employee productivity and creates a burden on human resources management while a company manager is spending his/her productive time in reconciling and resolving such problems. As the number of immigrant employees increases in an organization, it is sometimes inevitable to face large number of national discrimination complains and may bring huge settlement costs

6. CONCLUSION

Human resource leaders must truly value and understand the challenges and opportunities inherent in diversity. Organizations must have a culture that supports and nourishes performance through diversity. As work place harassment caused by national origin discrimination increases, the cost of managing human capital increases and productivity decreases. Moreover, the reputation and moral of organizations that are involved in frequent allegations will be affected negatively.

In order to avoid such problems, employers should be cautious in designing their job in way that can accommodate diversity. They can make affirmative specifications on their job descriptions, selection guidelines, promotions standards, transfer and pay issues etc.

Equal Opportunity Employment Laws should be displayed in supervisors' board and should be accessible for employees view.

 

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