Discuss what is important to HR professionals as it relates to the SHRM Code of Ethics.

section 11. Provide an example of a two interview questions that definitely should not be asked by a potential employer of a potential employee in a job interview. Explain why each question should not be asked why. 2. As to each of your inappropriate questions, what would be a permissible question for the same subject of the inappropriate questions? In other words, what could you ask to get what you are after that would not be illegal?Use a minimum of one HR/legal reference. Here are two references to get you started. list referencespart 2 Discuss what is important to HR professionals as it relates to the SHRM Code of Ethics. What does the concept of professional responsibility mean to you?list refrencessection 2 part one Situation: A disaster recovery business responds to calls from [potential] clients who have had a “disaster” damage their home – for example, a pipe burst and caused a flood, or the cat knocked over a halogen lamp causing fire damage in the living room, or a hurricane has broken a window and damaged a room. Business has picked up and this small, 2-person company decides to hire a new employee.This new employee will staff an office from 9-5 M-F and take calls 24/7 from people who have had a disaster. The new employee will keep track of invoices, billing, payments, etc. The new employee would need to carry a mobile phone and answer calls that could arise 24 hours a day / 7 days a week. Your friends know you’ve taken an employment law course and ask you for help.Draft a memo setting forth the legal responsibilities (if any) towards this person. 1. Discuss in detail, in relation to both federal and a specific state law, if the company has to pay the new employee by the hour for each hour they carry the mobile phone? 2. What does being “on call 24/7” really mean?3. What can or cannot the new employee do while on call 24/7?Support your conclusions in 1-3 with federal and specific state law. part 2 Discuss what is important for HR professionals to know about the Fair Labor Standards Act (FLSA).a. There is much discussion about the federal minimum wage which is currently at $7.25 per hour (effective July 24, 2009). Many states also have minimum wage laws. What would you consider is a fair minimum wage and what is your rationale from an HR perspective?b. Discuss the differences between exempt and non-exempt employee? How does overtime compensation impact this designation? section 3 part on eA male employee complains to his supervisor. The employee is gay. He says another employee – who is straight – says things whenever the gay employee passes the straight employee’s cubicle. The gay employee says the straight employee makes sexually suggestive remarks to him, like “Nice buns” or “Nice basket” or “I’d let you ‘do’ me, even if I am straight.” The straight employee shows pictures of handsome men from his sports magazine to the gay employee and says, “I bet you wouldn’t throw him out of bed for eating crackers!” or “I bet you’d like to see his baseballs!”The gay employee finds this behavior offensive; he is in a long-term relationship and has no interest in the straight employee. He finds it offensive to have pictures of these handsome athletes shoved in his face along with suggestive comments. The gay employee demands that something be done or he will seek legal advice.The supervisor shows up at your HR door. He wants answers for the following questions:1. “Federal law doesn’t protect against anti-gay harassment, does it? Why or why not?”2. “Can he sue under a specific state law”?3. “Can’t I tell him he has to live with this?” Why or why not?”4. How does this situation seem different for a more traditional harassment scenario (e.g., a male supervisor “hitting on” his female secretary, who fears for her job if she complains to anyone)? Be specific. part 2BFOQ’s and “business necessity” sometimes serve as exceptions to the rule that you cannot discriminate in employment decisions.1. What is the Bona Fide Occupational Qualification defense for businesses? Be specific.2. What is the Business Necessity Defense for businesses? Be specific.3. Locate one real life case from a court or other tribunal where a BFOQ argument carried the day–or did not. Summarize the case. Do you agree or not with the decision? Why or why not?4. Locate one real life case where the argument “business necessity” carried the day – or did not. Summarize the case. Do you agree or not with the decision? Why or why not?