Background The responses reported in this paper are from a conversation I had with an HR representative of a company dealing with electronics and fast-moving consumer products. The company has 60 permanent employees and recruits workers on temporary and contractual terms depending on arising needs. The summary paragraph synthesizes the information contained in the conversation to identify useful insights and propose areas for improvement. Responses Training Apart from completing a Bachelor of Science Degree in Human Resources, the HR representative said that she has received specialized certificate training in management, industrial psychology, labor law, collective bargaining, and compensation. She has also trained in interpersonal skills, customer service, leadership, and performance management. Training on Statutes The HR representative acknowledged that she has received training on statutes such as Title VII, Pregnancy Discrimination Act, Equal Pay Act, and Americans with Disabilities Act. The representative said that she has attended several conferences and in-house training programs to gain adequate knowledge on these statutes and how they could be effectively applied in contemporary work environments. Lastly, the HR representative said the company has invested heavily in publishing an HR policy booklet that details these statutes and provides hypothetical examples to enhance understanding. Most used Statute From the conversation, it was clear that the HR representative deals with the Title VII Act due to the nature and composition of employees in the company. Most Challenging Employee Problem The HR representative remembered one occasion when some of the permanent employees in the company caused a work go-slow for four consecutive days due to concerns associated with race-related discrimination in remuneration and career advancement. The disgruntled workers argued that employees of Caucasian origin were favored by the company’s management in terms of compensation as they received more pay than colored employees for equal or less work. Additionally, they were promoted to higher positions without following procedures and in total disregard for the career progression ladder. This problem is related to Title VII Act, which makes it illegal for any private or public company with 15 or more employees to discriminate against its employees on the grounds of ethnicity, color, religious affiliation, nationality or gender (Sloane & Witney, 2009). The problem was resolved by developing a comprehensive policy that enabled the company to govern and regulate issues of employee compensation and promotion in the company. Most Common Employee Relations Issue The HR representative admitted that the most common type of employee relations issue that she deals with is conflict management. The company experiences many conflicts because it drives its sales by giving commissions to employees for items sold, in addition to the usual compensation and benefits. The commission-based compensation policy triggers numerous disagreements as employees fight over commissions in joint or collaborative sales, leading to suboptimal working relationships. Interaction with Legal Counsel The HR represen