BUS FPX 3040 Assessment 5 Employment Law
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BUS FPX 3040 Assessment 5 Employment Law

BUS FPX 3040 Assessment 5 Employment Law

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Capella university

BUS-FPX3040 Fundamentals of Human Resource Management

Prof. Name

Date

Employment Law: Anti-Harassment Policies

Employment Law Anti-Harassment policies are crucial for companies to establish rules and regulations regarding the treatment of staff in diverse and inclusive workplaces. It is essential to ensure that these policies are detailed enough to cover all levels of staff and set the expectation that all staff members must comply and take necessary action to prevent forbidden behavior [SHRM, n.d.].

Effective anti-harassment policies adhere to specific guidelines to ensure proper implementation, execution, and enforcement [Widener, 2019]. These guidelines include formal policies, formal and informal complaint and grievance procedures, mandatory anti-harassment and discrimination training for supervisors and managers, compliance programs, commitment and consistency to anti-discrimination/harassment policies, and ongoing staff education on eliminating discrimination/harassment [Widener, 2019].

As the new HR manager for Java Corp, it is imperative to create an effective, concise, and detailed anti-harassment and discrimination policy for the entire company. The new policy should specify required actions of leadership, protect the confidentiality of all staff members, outline disciplinary measures for breaches of confidentiality, and uphold compliance accountability [SHRM, n.d.].

Anti-Discrimination/Harassment Policy Objective

Java Corp is committed to providing a work environment where all individuals are treated with dignity and respect, ensuring equal employment opportunities, and prohibiting illegal discrimination practices, including all forms of harassment [SHRM, n.d.]. The company aims to create an environment free of harassment, discrimination, and retaliation, making every effort to familiarize all employees with the policies and ensuring that any complaints violating these policies are promptly investigated and resolved according to policy procedures [SHRM, n.d.].

Equal Employment Opportunity

Java Corp is dedicated to ensuring equal employment opportunity without discrimination or harassment based on various protected classes by law [SHRM, n.d.]. Discrimination and harassment related to these protected classes are strictly prohibited, complying with federal, state, and local anti-discrimination laws [SHRM, n.d.].

Fraternization Policy

Java Corp has established a fraternization policy to guide personal relationships among employees, aiming to maintain a professional working environment and protect the well-being of all employees [Indeed, n.d.]. While friendships and romantic relationships between coworkers are not prohibited, boundaries are set to ensure these relationships do not interfere with work responsibilities [Indeed, n.d.].

Retaliation

Java Corp encourages the reporting of harassment and discrimination incidents and prohibits retaliation against individuals who report such incidents or participate in investigations [SHRM, n.d.].

Sexual Harassment, Harassment, and Discrimination Policy Objective

The objective of the sexual harassment policy is to define sexual harassment, establish procedures for initiating complaints, investigating claims, and describing disciplinary measures for violations [SHRM, n.d.].

References

ADA National Network. (N.D ). An Overview of the Americans With Disabilities Act. Retrieved from ADA National Network : https://adata.org/factsheet/ADA-overview

Indeed. (N.D). Employee Fraternization Policy. Retrieved from Indeed: https://www.indeed.com/hire/c/info/employee-fraternization-policy

Noe, R. A. (2020). Fundamentals of human resource management (8th ed.). McGraw-Hill. SHRM. (N.D ). Acknowledgment: Harassment Policy. Retrieved from SHRM: https://www.shrm.org/resourcesandtools/tools-and-samples/hrforms/pages/acknowledgment_harassmentpolicy.aspx SHRM. (N.D). Anti-harassment Policy and Complaint Procedure (includes Dating/Consensual Relationship Policy Provision). Retrieved from SHRM: https://www.shrm.org/resourcesandtools/tools-andsamples/policies/pages/cms_000534.aspx

BUS FPX 3040 Assessment 5 Employment Law

SHRM. (N.D). Nondiscrimination/Anti-Harassment Policy and Complaint Procedure. Retrieved from SHRM: https://www.shrm.org/resourcesandtools/tools-andsamples/policies/pages/cms_000551.aspx

SHRM. (N.D). Sexual Harassment Policy and Complaint/Investigation Procedure. Retrieved from SHRM: https://www.shrm.org/resourcesandtools/tools-andsamples/policies/pages/cms_000554.aspx

U.S Department of Labor . (N.D ). Age Discrimination. Retrieved from U.S Department of Labor: https://www.dol.gov/general/topic/discrimination/agedisc#:~:text=The%20Age %20Discrimination%20Act%20of,that%20meet%20the%20Act%27s%20requirements.

U.S Department of Labor. (N.D). Retrieved from U.S Department of Labor: https://www.dol.gov/agencies/oasam/civil-rights-center/statutes/civil-rights-act-of-1964

BUS FPX 3040 Assessment 5 Employment Law

U.S Equal Employment Opportunity Commission. (2021). EEOC Overview. Retrieved from U.S Equal Employment Opportunity Commission: https://www.eeoc.gov/overview#:~:text=The%20U.S.%20Equal%20Employment %20Opportunity,national%20origin%2C%20age%20(40%20or Widener, B. E. (2019, January 17).

The importance of an effective anti-harassment policy in the workplace. Retrieved from NJ.COM: https://www.nj.com/stark_stark/2015/10/the_importance_of_an_effective.html

Yahnke, K. (2018, January 17). 11 Types of Workplace Harassment (and How to Stop Them). Retrieved from iSight: https://i-sight.com/resources/11-types-of-workplace-harassmentand-how-to-stop-them/

BUS FPX 3040 Assessment 5 Employment Law

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