Application Case 3-1, Question #1 & #3

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1. As an HR executive for the company, I would place little emphasis on the ratio of female to male employees for purposes of anti-harassment policy. An anti-harassment policy and program should be designed to protect male and female employees alike. If I were developing an affirmative action policy and plan the ratio would be relevant. In the development of an anti-harassment program I would first establish the company’s policy on anti-harassment. The policy can be summarized in a manner such as: It is the policy of this company and endorsed by the CEO that harassment in the workplace is unacceptable and will not be condoned. In essence, we have a zero tolerance policy. All harassment complaints will be properly investigated. Infractions will be prudently dealt with in a swift and forceful manner. All employees have the right to work in an environment that is free of harassment and discriminatory practices against gender, race, color, religion, national origin, age, disability, sexual orientation, or retaliation. Harassment is defined as unwanted physical or verbal behavior which is intentional, purposeful, or otherwise causes a hostile working environment. These wrongful acts may include, but are not limited to; slanderous remarks, obscene gestures, public ridicule, profanity, pornographic material, jokes that refer to any of the discriminatory classes, implied or explicit sexual advances, or any other action that creates a hostile working environment. Harassment may be defined as direct action toward another or engaged by way of a third party. The program would include training via internet, e-mail, video, newsletters, meetings, and personal contact that ensured every employee was aware of the anti-harassment policy and understood the ramifications of infractions. Managers, staff members, and employees would have adherence to this and other policies placed as a rating element in their performance plan and evaluations. The...
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