Harassment Policy Implementation - Essay Example

?Harassment Policy Lecturer: INTERNAL MEMO ALL MEMBERS OF STAFF HUMAN RESOURCE MANAGER …………………………………….. SUBJECT: ETHICAL ISSUES AT WORK The laws against discrimination forbid the employers to discriminate in any work-related action including employment, hiring, interviewing, appointment, discharge, promotion, terms of compensation, sexual harassment and privileges and conditions for employment on the basis of the laws that are specified in each category. The protected categories include race, nationality, creed, color, sex (including sexual harassment and pregnancy), ancestry, marital status, mental or physical disability and also liability for military service. The law against discrimination forbids deliberate discrimination based on the mentioned characteristics. Deliberate discrimination may be in the form of conducts and statements that reveal discrimination bias or animus or differential treatment. Sexual Harassment This is an illegal behavior of a sexual nature that a person in power or authority uses to get sexual favors or any other physical harassment associated with sex. Anybody can be a harasser regardless of the position held within the organization, be it top most or junior employees. The organization has to devise some ways of curbing this menace so as to allow conducive environment for all employees. It has been known that sexual harassment denies people active economic and social participation and has cost a lot of money in educating people to curb this menace (Paludi, 2008). This vice comes in different forms, e.g., sexual bribery, mainly called “something for something,” and hostile work place. It is worth knowing the circumstances that may gear the rise of the harassment at a place of work and possible ways in which the casualties are affected. For instance, few women at the work place and a poor mode of dressing are some of the ways that may promote sexual harassment. Sexual harassment has negative effects on the victim. It influences one’s psychological state of mind, stress and even makes one feel inferior. For this purpose, it is mandatory for all employees to be aware of the repercussions of this vice. The institution is governed by laws that should be followed. Any form of this vice is not tolerated at the work place. Any victim should report to the authority immediately stating the incident for an affirmative action to be taken. This is to remind you take note of the areas that may initiate the harassment and obey the work ethics. Severe punishment will be imposed on anybody found guilty. This will lead to imprisonment and loss of job. Wage and Salary Legislation According to the policy, salaries and wages are to be paid in monetary form with the consent of both the employer and employee. The payment can be deposited in the bank, cash or even through the bank cheques. The laws allow all employees to receive their payments accordingly to what they have labored for unless both the employer and employee agree otherwise. Therefore, it is wise to put such agreement in paper. Nevertheless, the policy does not state the frequency of payment for employees but depends on the agreement of employer and employee. For the wages, employees can request for any alteration in writing. If the employee requests his/her employer for payment, it should be done within two weeks from the day of receiving the notice. In summary: 1. Should the employee request for payment, the boss should conform. 2. Both the employee and employer should agree on the payment mode. 3. Should the employee disagree with the boss on the terms of payment, then the employee should be paid in money. 4. The employees are entitled to be paid their salaries and wages. The organization has put down legal procedures to follow in case of any complaint. Recruitment This is selecting, screening and attracting competent people to a job. The organization has put down legal procedures to undergo the process. They include analysis of the type of work to be offered and the development of a person’s abilities and specifications. 1. Advertisement and sourcing of the potential candidates. 2. Matching and cross-checking the candidates to the specifications of the job. Evaluating Candidates’ Abilities The recruitment process shall be done by managers and other specialized officers, or may be taken by public employment agencies. Before the process, available opportunities shall be notified to the public. Interested applicants will then make their application whereby competent ones will be selected. Wage and Salary Legislation Policy When it comes to holiday legislation, the organization offers pay for annual holidays to the employees before the holiday starts. When it comes to payment during a public holiday, employees will receive their normal pay at the end of the month. In case there is any change in the mode of payment on the part of employees, good practice demands that those situations be handled in advance in a written form. The Wages Protection Act provides that an employee can request to change the way he/she should be paid by requesting the top management to change the method of payment. The management will work on the request of the employee within the first two weeks for the mode of payment to be effective (Paludi, 2009). Interviewing The company is an employer that carries out the interview process in a fair and equal manner. During the interviewing process, the management adopts several types of interviews so as to get the right candidate that is in congruence with organizational goals. The kind of interviews includes: Screening interview – This is a preliminary interview done by either phone or in person. Structured interview – The management tries to get some information, i.e., skills, personality traits and experience of a potential employee. Multiple interview – It is used in professional jobs and the process involves several representatives from the organization (Arthur, 2008). This will focus on how the candidate would present in line with goals and objectives of the organization. Stress interview – The panel of interviewers tries to upset the potential candidate during the interview process to see how he or she will react to pressure. Target interview – The areas covered in targeted interviews are restricted. Important questions to be asked are pre-planned in advance. Group interview – It applies to cases where more than one representative from the organization carries the interview to particular potential employees. The potential employees are given at least one week prior notice to attend the interview. The interviewees are to be on the place of the interview on time. In the case of interviewees who travel from far, their traveling costs will be covered by the company. Equal Employment Opportunity The company will offer equal opportunity to all employees irrespective of color, religion, race, age, genetic information and disability. This will be in line with the laws of the Equal Employment Opportunity Commission in charge of settling disputes on discrimination complaints. All employees will have equal chances to be promoted to any senior position in the company. The employees will have the chance to advance their career within the organization to the heights of their ability (Arthur, 2008). Affirmative Action Affirmative action is one of the successful tools to rectify the discrimination and injustices that were done before to the employees in the company. For a long period of time, sexism and racism had not been eliminated during the era of civil rights activism. Affirmative action is required in the organization as never before so as to address injustices that were done earlier. The company will protect equality and fairness to all employees and the stakeholders. In this case, affirmative action will assist in removing stumbling blocks to various opportunities offered within the organization (Arthur, 2008). The policy of affirmative action will enhance the spirit of inclusion of all the relevant parties and give an opportunity to every member in the organization to compete fairly. References Arthur, D. (2008). The employee recruitment and retention handbook. AMACOM Div American Mgmt Assn. Paludi, M. A. (2008). Academic and workplace sexual harassment. Greenwood Publishing. Paludi, M. A. (2009). Academic and workplace sexual harassment. SUNY Press. Read More