As the HR representative, I am writing this for the VP of HR regarding a dispute between two of our employees and the head of the department. It has been reported to me that there have been a lot of disagreements between these particular employees and their head of department, in that, the employees no longer accept orders from the head of department. The orders include extending their working hours for overtime as it has always been as well as coming on duty during their night shifts. The issue has been taken to the supervisor, who upon his own assessment of the issue is now for the idea that the two employees should be fired and their work contracts terminated.
The supervisor claims that it is unethical for any employee to refuse to work and further more to refuse to take orders from his or her seniors. According to the supervisor, this situation is not only going to portray a negative picture about our employees and set a bad precedent to the other employees, but also will affect the profitability of the company and its performance at large. On their side, the two employees claimed that they were not comfortable with the conditions given by their senior. The head of operations department, the employees claimed, has recently been behaving awkwardly towards the two female employees and sometimes attempting to harass them sexually during the overtime sessions and their night shift duties, though on separate occasions. Due to this the two females were heard saying that they would better be stopped from working rather than accept such conditions and harassment.
Upon further investigation, I found out that one of the employees in question is in fact contemplating quitting the job, quoting unfavorable working conditions. On other hand...
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...es take appropriate disciplinary actions.
Works Cited
Heathfield, S. M. (2014). How to Address an Employee Sexual Harassment Complaint. Retrieved from http://humanresources.about.com/cs/workrelationships/ht/sexualharass.htm
Know Your Rights at Work: Workplace Sexual Harassment: AAUW: Empowering Women Since 1881. (n.d.). Retrieved from http://www.aauw.org/what-we-do/legal-resources/know-your-rights-at-work/workplace-sexual-harassment/#cases.
Sexual Harassment.(n.d.). Retrieved from http://www.eeoc.gov/laws/types/sexual_harassment.cfm
Shannon, D., Gatti, G. P., & Center for Computer-Assisted Legal Instruction (1996). Title VII of the Civil rights act of 1964. Minneapolis, Minn: Center for Computer-Assisted Legal Instruction.
Walsh, D. J. (2013). Employment law for human resource practice (4th ed.). Mason, OH:
South-Western Cengage Learning.
From the stages of the case, we learn that it is important that the employer takes a quick response in case of harassment within the organization. The Hotel was very quick to assure Gregg and the other woman that their complaints have been received and everything is being put into place to ensure that it do not happen again. What most of the victims of harassment need most is to be assured that they will be protected even after making a complaint. Gregg and the other woman who faced multiple cases of harassment, after being assured that they will be protected from the perpetrator went on to conduct their usual business within the organization with no problems at
In Chapter 11 of William Shaw’s The Organization and the People in It goes over issue of sexual harassment in the workplace and its effects. Sexual harassment is defined as the “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature”, most reports of sexual harassment are from women accusing men however men accusing women is becoming more prevalent in todays society (Shaw, p.444). Sexual harassment is a moral issues because a person becomes a victim by means of verbal comments, gestures, or physical contact of a sexual nature and not being able to refuse them without fear that something worse will happen.
There should be more aggressive and strict policies in cases like sexual harassment because it causes lots of trauma to the victim and as in this case the complaint was filed way later than the actual violation committed. There should be more supportive ways for all the individuals in an organization to report such cases with utmost confidentiality.
Title VII of the Civil Rights Act of 1964 has grown over the past few decades to ensure that employees, as well as employers, are protected against all employment discrimination. It is extremely important that both employers and employees know and understand what the law means and how to handle such acts of discrimination. As more amendments are passed into law, employers need to have clear and concise policies to help fight against discrimination.
At Wister manufacturing the company was faced with a serious problem, when the main supplier to the company pushed back its next order for the next two months. Which has put the 19 employees that work for Wister manufacturing in the fate of the companies hands of being laid off for 90 days. With nothing to do for 90 days and enough money to pay the 19 employees for up to 3 months, they decided to pay there most productive team over the next 3 months and instead of spending there work days with the company they will be doing work in the community with non profit organizations. The key issue is that there is a miscommunication between the employees and the company and the company didn’t fully communicate what they were actually intending to do which caused the employees to not be happy. The solution that was given to them only caused resistance between the employees and the company simply because they were not aware of the problems that where occurring in the company. Instead of being told of the incident the employees received a memo with a solution. Given the idea the employees felt as if this was a step away from their termination from the manufacturing company. That being said Employees also faced challenges that hindered them even if they wanted to do the job, which where transportation because of the location of some of the events. Which brings me to the second issue, which is the company’s schedule of community service events. By the company only addressing their problems they neglected the needs of their employees because they didn’t see how it would affect them psychologically. The events conflicted with many of the employee’s schedules and are a human relations and safety issue the compa...
Acts of sexual harassment against another individual have sadly become a common incidence in the workplace. It can be either physical or verbal. In 2008 the Association of Women for Action and Research conducted a survey addressing the issue of sexual harassment in the workplace. The study, which included 500 respondents and 92 companies, showed that 79% of the victims are women and 21% were men; 54% had experienced some form of workplace sexual harassment, 27% experienced harassment by their colleague, while, 17% were harassed by their superior. The study also showed that 12% had received threats of termination if they did no comply with the requests of the sexual harassers ("Statistics | AWARE | Workplace Sexual Harassment", n.d.).
In order for our organization to address arising issues with our employees, these issues must be addressed ...
Title vii of the Civil Rights Act of 1964. (2011). Retrieved July 26, 2011, from http://www1.eeoc.gov/laws/statutes/titlevii.cfm
As the owner of the company, Al main concerns could be taking care of his business, and making sure they thrive. Since the beginning of the company, Al’s has been profiting in his business. So, his main concern could be to keep his cost down and his profits up. As for Al’s employees, seeing in the course of six years he has done nothing to fix issues within the company. His employees could assume Al could care less about the status and morale within the company. Therefore, they could believe their actions is not effecting the company’s in a negative way. Along with, the fact his supervisor was not providing adequate information about his employees to Al and vice versa. He failed to follow the chain of command, dealing with employees whom, were lacking in their duties within the company. As a result, Al lacked in the communication with his team. Thus, his supervisor and employee lacked respect for his
As owners we are in charge of the management responsibilities, we think that it’s important to acknowledge the concerns of the employees and look at the situation from their point of view. We have noticed that thei...
Jeanine works at a day care “A Place of Our Own” for over 11years. It is a private school. It used to be a great place to work. They were given raises annually, bonuses and extra time off. The company even sent their entire staff on a cruise to Cajun, all expenses paid. The manager, Jill use to be a servant and transactional leader but now her position has changed to authoritarian. The employee’s moral was great, they thought they would work there until they retired. Within the past year six employees have quit. Jeanine is working in two positions and longer hours. She is tired, angry, and do not feel appreciated. She needs a raise now or she may quit.
In handling this situation, I will listen carefully to the accusation of the employee. Although I suspect a motive, I will not jump to my own conclusions. I will let the employee know that I take harassment very serious and I will assure him or her that I will investigate this matter. In investigating I must be fair and respect each person involved. All details surrounding the complaint will be kept confidential as much as possible. In conducting an investigation, I will interview both parties and any witnesses. I will also have both employees put their complaint in writing. After the investigation, if I find that there was something indeed suspicious with the employee motive, I will discipline that employee. This employee will have to apologize to the affected employee and management. I will also demote the employee, moving him or her to entry level position within the company. If the harassment complaint was intimidating, hostile, or offensive to the employee, I will terminate the employee effective immediately. It is important that the accused employee know that his or her action will not be tolerated within this company.
The exploration of this issue will include a definition of sexual harassment, the intent and behavior of the harasser, the effects sexual harassment has on the harassed, the negative impact sexual harassment has on an organization, procedures and processes of filing a sexual harassment complaint, and management perspective including preventive measures that should be taken.
For instance some of the sign of the sexual harassment can be from small comments on women's breast, unwanted body contact, offensive graphic pictures being sent directly to any individual. Sexual harassment can happen in a form of belittling remarks regarding specific ge...
In addition to legal measures, many governments, employers’ and workers’ organizations, and other bodies are using a range of techniques to prevent sexual harassment and help its victims. Governments, for example, issue guidance on how to design anti-sexual harassment measures and to offer counselling to workers who have been targeted. Workers’ and employers’ organizations are producing model policies and collective agreement clauses, issuing guidance on complying with laws, conducting research and providing training. At the workplace, growing numbers of employers are introducing sexual harassment policies and complaints procedures. Moreover, there appears to be an emerging consensus around what workplace policies should contain and the steps to be taken to implement them, which can be used by those employers who have yet to take action.