University of South Florida Adopt a No Harassment Policy for Your Company Essay

Review the  expanded RIPPED T fact pattern below (new facts are in italics) and your EEO Policy from the prior assignment:

Your company, RIPPED T, employs approximately 100 employees. All employees are located in and work from offices in the State of Atlantis, the 52nd state of the United States of America, a state which does not have employment laws which expand Federal employment laws. You print t-shirts with custom logos provided by your customers- customers are vetted on ability to pay, not their messaging- and thanks to your secret, experimental ink formula (also manufactured on-site), RIPPED promises the logo will NEVER fade.  It is a family owned business. The manufacturing facility is housed in the same building as the executive offices, and first line managers, quality control, safety and on-site health clinic.  Sister  is the CEO; Father is the CFO; Brother is the plant manager; and Dr. Nye the Science Guy invented the ink and works as a consultant to the plant. You are the HR Director.  The company is located on the outskirts of the only major city in the state which boasts two Universities- one is a niche science-based school and the other is a fine arts school. Tourism is the state’s main source of revenue – the island is famous for its beautiful beaches, active retirement communities, and a “5’o’clock somewhere” laid-back party culture. Jobs are scarce on the island and RIPPED pays well, so competition for positions is high.

Dr. Nye is working on improvements to his formula. While he shares a name with the iconic TV guy, he is no relation to him, although his resume presents false evidence of his credentials and work history! He works best over a margarita at the beach tiki hut where many employees gather after work. In spite of his wrinkled old appearance he draws a regular circle of company executives and workers from the plant who seem very interested in his work. Their admiration of him tends to increase as the evening goes on and gets rather rowdy. Rumor has it the safety manager Chris Chemist is his current love interest.  Abdul and Mai Li are interns  from the Science based university- top of the class, and among the youngest students in the country to complete a rigorous course of niche study. Both are US Citizens, age 18. Abdul is a devote, practicing Muslim. They are studying the impact of discharge from industrial plants on the environment. As they complete their internships, you meet with them to talk about future opportunities with the company. They have both asked Dr. Nye for a recommendation for  employment after graduation in the fall. Your meetings with Abdul and Mai Li quickly take a turn for the worse…..

Adopt a No- Harassment Policy for your Company. You may select one found through your research and use as is or revise it or write one of your own. If you use one you have found, include the source link. Be prepared to discuss what you have included and why.

RIPPED T is an equal opportunity workplace. We strive to maintain a diverse workforce and an inclusive
work environment. We think of our company as family. Therefore, everyone will be treated with the
utmost respect. This will apply to all decisions concerning employees or business dealings. RIPPED T will
not tolerate discrimination based on race, color, ancestry, age, sex, sexual orientation, religion,
disability, ethnicity, national origin, veteran status, marital status, pregnancy, or any other legally
protected status. Violations of this policy will not be tolerated.
I recommend that RIPPED T adopt a basic policy because I am committed to creating a family
atmosphere within the business. Therefore, I only addressed the basic legal rights of our employees.
Issues such as promotion, transfer, training, wages or salary administration. Employee benefits were not
stated in this policy.
1) As the head of HR, am I incorporating mentoring, management training, and development
necessary for a successful workplace? This training may include topics such as management
diversity, equity, and inclusion training.
2) If an employee is in need of discipline or termination, do I hold back due to fear of being sued?
3) Am I setting standards and goals in the workplace in order to allow employees to feel free to
make contributions and flourish?
Sources:
www.Betterteam.com
www.SHRM.com/better workplaces/better world
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< Library Back to 469 EMPLOYMENT LAW FOR BUSINESS 10E Sun 2 Oct 17:59 ☆ E Update = Q Aa ☐ EEOC recommended not only that employers have such things as policies and training but also that they go further and take a broader proactive approach that includes workplace civility training. Exhibit 9.2 Example of a Sexual Harassment Policy Often the employer doesn't really know what is appropriate to include in a sexual harassment policy. In the Jacksonville Shipyards case, as part of the court's order, the employer was required to adopt a sexual harassment policy, which was included in an appendix. In order for you to see what one actually looks like and make the theoretical more practical for you, it is reproduced below, with changes as appropriate to generalize the policy (rather than have it be specific to JSI). It is important to check state laws in your area, as they may vary from federal laws. For instance, some state laws mandate postings, and some do not; many begin coverage if the employer has only one employee, while others track the federal law's 15; and some specify what must be in any posting that is provided by the employer. XYZ COMPANY SEXUAL HARASSMENT POLICY Statement of Policy Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of race, color, gender, religion, or national origin. Sexual harassment is included among the prohibitions. Sexual harassment, according to the federal Equal Employment Opportunity Commission (EEOC), consists of unwelcome sexual advances, requests for sexual favors, or other verbal or physical acts of a sexual or sex-based nature where (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; (2) an employment decision is based on an individual's acceptance or rejection of 2 Page 474 of 996.48% 1 tv A HTMLChrome File Edit View History Bookmarks Profiles Tab Window Help ☑Kindle ← → C S Ask a new question - Studypoo x + read.amazon.com/?asin=B09HB2Q5M5&ref_=kwl_kr_iv_rec_1&language=en-US EMPLOYMENT LAW FOR BUSINESS 10E Sun 2 Oct 18:01 ☆ E Update such conduct; or (3) such conduct interferes with an individual's work performance or creates an intimidating, hostile, or offensive working environment. It is also unlawful to retaliate or take reprisal in any way against anyone who has articulated any concern about sexual harassment or discrimination, whether that concern relates to harassment of or discrimination against the individual raising the concern or against another individual. Examples of conduct that would be considered sexual harassment or related retaliation are set forth in the Statement of Prohibited Conduct, which follows. These examples are provided to illustrate the kind of conduct proscribed by this policy; the list is not exhaustive. XYZ Company and its agents are under a duty to investigate and eradicate any form of sexual harassment, gender discrimination, or retaliation. To further that end, XYZ Company has issued a procedure for making complaints about conduct in violation of this policy and a schedule for violation of this policy. Sexual harassment is unlawful, and such prohibited conduct exposes not only XYZ Company but individuals involved in such conduct to significant liability under the law. Employees at all times should treat other employees respectfully and with dignity in a manner so as not to offend the sensibilities of a coworker. Accordingly, XYZ's management is committed to vigorously enforcing its Antisexual Harassment Policy at all levels within the company. Statement of Prohibited Conduct The management of XYZ Company considers the following conduct to represent some of the types of acts which violate XYZ's Antisexual Harassment Policy: A. Physical assaults of a sexual nature, such as: (1) rape, sexual battery, molestation, or attempts to commit these assaults; and 2 Page 474 of 996.48% 1