Policies/Procedures
Equal Employment Opportunity (EEO)
Coco’s Chocolate Café’s commitment to Equal Employment Opportunity (EEO) is be demonstrated by compliance with applicable legal requirements and by integrating non-discrimination criteria into processes and procedures impacting the terms and conditions of employment. This policy applies to all aspects of employment, such as recruitment, promotion, demotion, termination, compensation, education, and training in the workplace. We prohibit discrimination, including harassment on the basis of EEO protected characteristics and provide equal employment opportunity to employees and applicants for employment without “regard to race, ethnicity, religion, color, gender, national origin, age,
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If any employee feels he/she has been discriminated against in violation of this policy, Coco’s procedure is for the employee to immediately report the incident to the Shift Manager and/or the CEO of Coco’s Chocolate Café. The right to file an EEO complaint is “protected activity under the law and retaliation against an individual who files a complaint is absolutely prohibited” (EEOC, 2016). The complaint will be thoroughly and confidentially investigated, except where disclosure by law is required, to determine if a violation has occurred. If the investigation finds the claim to be substantiated and a violation occurs, the individuals involved in the inappropriate behavior will be subject to appropriate disciplinary and/or dismissal policies at Coco’s to ensure accuracy, consistency, and fair application to all employees (see discipline section). Any false claims or misleading …show more content…
At Coco’s, we maintain an environment free from physical, psychological and verbal harassment, prohibiting verbal or physical conduct that offends, abuses, intimidates, degrades, or threatens a person using the same criteria as stated above in the EEO policy. No employee shall threaten or insinuate, explicitly or implicitly, that an employee’s “submission to, or rejection of, romantic or sexual advances or requests for sexual favors will influence, either enhancing or adversely affecting”, any term or condition of employment (Guerin & Barreiro, 2016, p. 370). If any employee feels he/she has been discriminated against in violation of this policy, Coco’s procedure is for the employee to immediately report the incident to the Shift Manager and/or CEO of Coco’s Chocolate Café. The right to file an EEO complaint is “protected activity under the law and retaliation against an individual who files a complaint is absolutely prohibited” (EEOC, 2016). The complaint will be thoroughly and confidentially investigated, except where disclosure by law is required, to determine if a violation has occurred. If the investigation finds the claim to be substantiated and a violation occurs, the individuals involved in the inappropriate behavior will be subject to appropriate
Anna’s claim comes under the broad rubric of the unlawful employment practice of sexual harassment which has become known as “hostile work environment” developed under Title VII of the Civil Rights Act of 1964:
Any conduct an employee is subjected to that goes against their will and protected under the law thus qualifies to be harassment. For the case of Gregg V. Hay-Adams Hotel, Clark’s behavior qualifies to be harassment since they were unwelcome by Gregg. According to the allegations made by Gregg, Clark made suggestive remarks towards her, which she never appreciated. Secondly, Clark made physical contacts with Gregg, which the latter states were very unwelcome. The suggestive remarks Clark made towards Gregg affected her emotional stability in one way or the other. She found the working environment very unwelcoming. Additionally, when Clark made physical contacts with her, Gregg must have felt that the workplace was unsafe for her existence. We can categorize this form of harassment as a sexual harassment.
“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conducts of a sexual nature constitute (are) sexual harassment when: (1) submission to (agree to) . . . or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals, or (2) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile (threatening), or offensive working environment” (ENotes.com...
The recent, dramatic increase in the number of EEOC complaints charging employers with illegal discrimination has forced employers to realize that they are exposed to increasing amounts of liability -- including punitive damages -- for remarks and conduct of their managers and employees. This increased liability reinforces the importance of effectively handling and responding to a charge of discrimination filed with the EEOC. By properly handling the charge at its early stages, an employer can reduce significantly, or possibly eliminate, potential liability.
One of the issues in the case EEOC v. Target Corp. is that the EEOC alleged that Target violated the Title VII of the Civil Rights Act of 1964 by engaging in race discrimination against African-American applicants who were interested in management positions. It is argued that Target did not give the opportunity to schedule an interview to plaintiffs, Kalisha White, Ralpheal Edgeston and Cherise Brown-Easley, because of racial discrimination. On the other hand, it argues that Target is in violation of the Act because the company failed to retain and present records that would determine if there was reason to believe that an unlawful practice had been committed.
...ith them by touching her breasts and other body parts and secondly he even threatened them to go on a date else he would get them fired. Both these instances come under the ambit of this law of sexual harassment. The civil rights law forbids the employer to discriminate on the basis of sex (Title VII Statute, n.d.).
Roberts, Barry S. and Richard A. Mann. ?Sexual Harassment in the Workplace: A Primer.? n.pag. On-line. Internet. 5 Dec 2000. Available WWW:
According to legal dictionary (2013), sexual harassment refers to any form of unwelcome sexual behavior or advances, appeals for sexual errands, and other form of physical or verbal conduct or behavior that portrays sex nature and tends to make the working environment offensive or hostile. Any behavior or remarks that take such forms constitute sexual harassment when: Compliance to such conduct happens either implicitly or explicitly based on employment of an individual, rejection or compliance to such conduct is used to make decisions during employment and when such conduct interferes or affects performance of a person at the workplace. Sexual harassment ta...
Pi-Yu, T.; Kleiner, B. (2001) Reasonable care of small business to prevent employment discrimination: Equal Opportunities International 20.5-7. Retrieved from http://search.proquest.com.prx-keiser.lirn.net/docview/199531356/141C90F559D461C1D51/1?accountid=35796
...nequal pay, sexual harassment, seniority and maternity leave. The antidiscrimination laws that exist today and the cases that are successful because of them create an awareness that no employer will go unaffected if a discrimination suit is brought forth. (Jennings, 2006)
Examples of this type of sexual harassment include: unnecessary physical contact, discussing sexual activities, comments on a woman’s body or appearance, swearing and dirty jokes as well as visual displays such as pictures, and favoritism” (Carr-Ruffino, 2015). One example of this type is when Josey’s manager mentions the doctor says that you look good under those clothes. The male workers used crude language, several vile pranks, and unnecessary touching such as reaching into a female worker’s pocket for a cigarette. They were called offensive names and “my girls,” and subjected to inappropriate calendars on the wall, and derogatory and offensive words smeared in feces on the walls of the women’s locker room. In addition, the men made several comments about their bodies, and Bobby let them know they did not want
Sexual harassment is any sexual advance or conduct on the job that is unwanted. It can happen to men and women, gay or straight. Unsolicited sexual advances, requests for sexual favors, or other conduct of a sexual nature directed toward an individual are considered to be sexual harassment. Occasional comments like "Hey, baby" or "honey" will not likely be considered sexual harassment without more offensive or more frequent episodes. However, if the offensive behavior is extremely severe, such as a sexual assault, a single incident could be enough to be considered sexual harassment (The U.S. Equal Employment Opportunity Commission, 2005).
Sexual Harassment is a prohibited conduct of inappropriate behavior in which an individual makes unwelcome sexual favors, requests, or any other form of verbal or physical acts in a sexual nature in which it creates a hostile environment to work in. any form of harassment that hinders or interferes with an employee’s work should be taken seriously and will not be tolerated.
KANE-URRABAZO, C. (2007). Sexual harassment in the workplace: it is your problem. Journal Of Nursing Management, 15(6), 608-613. doi:10.1111/j.1365-2834.2007.00725.x
Work plays an important role in our daily life, it is considered much more huge part of our personal life. During our daily work we make many relationships throughout our career history. Sometimes these relationships become lasting, and sometimes employment discrimination might happen. This relationships that we thought it last could be cut off by the devastation of claims of discriminatory treatment. Discrimination in the workforce has been an issue since the first people of workers in United States in the present day and as well in the past. Some employees were subjected to a harsh working conditions, verbal abuse, denial of advancement,, and many other injustices. There was also the fact that certain employees were being treated differently than other employees.