...HR 512 Training Training on Sexual Harassment Carolyn P Garrity November 21th, 2012 Sanjoy Barman Md. Kamrul Ahsan Emon Rafsan Kabir Confederation College Contents Introduction 3 Training Need Analysis 4 Tool Design: 4 Effective use of tools: 4 Survey on Sexual Harassment 5 Report of findings: 7 TRAINING PROPOSAL 12 1. Title of Training Proposal: Avoid Sexual Harassment at Your Workplace. 12 2. Sector: 12 3. Brief Description of Training 12 3.1 Training Objective: 13 Participants will learn: 13 TRAINING DESIGN 14 4. Details of Training Design: 14 4.1Proposed Date and Duration of Training 14 4.2 Course Outline: 15 I. Understand and reinforce the need for sexual harassment training 15 II. Identify and legally define discrimination and harassment 15 III. Prevent harassment and discrimination 15 IV. Understand different gender and cultural communication methods 16 V. Active and respectful communication skills 16 VI. Case study application, course review and examination 16 4.3 Training Output: 17 4.3 Methodology: 17 Return on Investment 18 Target Group 18 Training Costs 19 Training Plan 20 Name and Designation of Officer to be contacted for details: 23 Bibliography 24 Appendix 25 Introduction Training helps the organization to identify the effectiveness of training. It indicates the performance required for the employees to perform the job. Training plays an important role to develop the skills and performance of the...
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...In response to the request on potential liability to the sexual harassment case brought by Virginia Pollard, the company is vicariously liable for the conduct of its employees even though there is a sexual harassment policy in place. Virginia had become a victim of a hostile work environment supported by a supervisor with immediate authority over the employee. Pollard was working in a very stressful environment in which she (being the only female) was a minority being subjected to inappropriate language and other unwanted and uninvited behavior. Pollard was humiliated on a daily basis (i.e. pranks involving taping her drawers shut, locking her out of the guard shack, having a forklift backing up to the guard shack and backfiring into her ear) and also upset with the lack of support from her manager. In one incident Mr. King and the other warehouse workers put a sign on a truck that read "HARDHAT REQUIRED/BRA OPTIONAL." King and another employee called Pollard over to look at the sign and encouraged her to do as it said. This clearly indicates that Mr. King had knowledge of the harassment. Mr. King’s conduct was sufficiently serious to alter the conditions of Ms. Pollard’s employment and constitute an abusive working environment. Teddy’s Supplies can be held liable for the harassment of its supervisory employees because the harassment was pervasive enough to support an inference that the employer had "knowledge, or constructive knowledge" of it; under traditional agency principles...
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...2015/2016 | | Outsourcing and its presence in the business community in relation to human resource. What is outsourcing? Outsourcing is a business strategy that involves delegating parts of the work to workers, suppliers, or contractors that operate outside of the business. The primary goal of using this type of business strategy is to save money and be more cost effective. Common uses of this are when the business acquires goods from a supplier outside of the business, or utilizes services from experts or specialists that are otherwise unaffiliated with the primary business. Having these arrangements will allow a business to have access to supplies or skills that cannot be directly provided within their organization. What types of HR functions are generally outsourced? As global technology improves and advances, the use and effectiveness of outsourcing increases. Creative work is commonly handled by outside professionals. This could include such projects as website design, store layout, store interior design, brand packaging, and logos. Another function commonly outsourced is customer support. Either over telephones or the internet, companies can redirect their customers to customer support helplines that may not be in the same city, or sometimes even the same country. Two different, but functionally similar, tasks that are commonly outsourced are accounting and legal services. Both functions utilize the services of workers that are usually employed by firms. Manufacturing...
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...Workplace romances can lead to accusations of poor judgment, breaches of ethics, favoritism, lost productivity, poor employee morale, sexual harassment claims and even workplace violence. Such concern has led an increasing number of companies to institute "consensual relationship agreements," also known as "love contracts." (Kurtz, 2012) People dating each other in the workplace can wreak havoc on an organization, especially a small organization. Attitudes toward workplace romance are changing -- at least for millennial employees. A whopping 84 percent of workers ages 18-29 say they would have a romantic relationship with a co-worker, compared to just 36 percent of Generation X workers (ages 30-46) and 29 percent of Boomers (age 47-66), according to a recent Workplace Options survey. And 40 percent of Millennials say they would have no problem dating their supervisors (compared to just 10 percent of older generations). More than one-third of employees aren’t sure if there’s a company policy about dating at the office. If your business doesn't have such a policy, it’s time to consider it. Nearly half the employees surveyed say office romances are going on at work, and even if they don’t care, you need to be concerned about sexual harassment charges and complaints about perceived (or real) employee favoritism. Therefore it's essential for HR professionals to accept the likelihood of office romance and have policies and procedures in place to address it when it occurs. (Kurtz...
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...How to Handle the Safety How to handle the situation Issues can arise in every organization where the HR team must react and make very important decisions taking in consideration the long term place of the organization. In this exercise we encounter with this. When an organization needs to lay off people, there is no perfect way for doing it. Every turn that the organization takes, will lead to a possible scenario where the organization will need to deal with litigation process and this case presents it clearly. The company has five possible people that because of the elimination of the online distribution department must be analyze and if there is no other place in the organization for them, they must be let go. In all of the scenarios there is a possible discrimination charge by the employee against the organization, so it must be handled in a certain matter, minimizing the damage to the organization. The decision The players are selected, and the HR department must analyze the outcomes each one of them brings to the table. The first employee is gay, and has been having problems with a fellow employee, which will bring a discrimination conflict about sexual orientation. The organization must be very careful because this is an easy case against the organization. The second employee is considered a good employee but since he has been diagnosed with a disease that it can be proven it was obtained because of the long hours spent working in a project, the organization...
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...interpersonal attraction written in 1969 by Ellen Bercheid and Elaine Walster, professors of Psychology at the University of Minnesota and the University of Wisconsin, proximity is an important factor that explains why people become attracted to others. A February 15, 1988, Newsweek article reported that office romances are especially common in those professions in which employees are expected to spend long hours together on the job (Mainiero, 1989). This tends to put employers in a difficult position. Should workplace romance be managed or is any business of the company? Employers tend to take different stances when it comes to workplace romance. Some companies strictly forbid it, while some companies ignore it and hope that no one claims sexual harassment. Lastly, some companies have come up with policies that require disclosure of the relationship so that the employer can document the voluntary nature of the relationship and provide guidance for appropriate conduct in the workplace. These policies require employees that have entered into a relationship to sign a consensual relationship agreement (CRA). A consensual relationship agreement is a written contract where the romantically involved parties agree that their relationship is consensual, they agree to abide by the companies...
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...EMC CONFRONTS HARASSMENT CHARGES Kaplan University MT203: Human Resources Management Prof: Paulette Howlett December 20, 2011 EMC CONFRONTS HARASSMENT CHARGES The case states that there were lawsuits filed on behalf of women employees against EMC Corporation claiming that the company discriminate against women. The complaints state that the company alleges demeaning sexual comments, company-paid trips to strip clubs and retaliation against women who complained. The firm gathered 30 sworn affidavits from women supporting allegations that the work-place was hostile and discriminatory. Some more information from the case is that the company also fails to promote women of the same experience compared to male employee and those women employees were paid lower wages. The textbook states that sexual harassment is an unwelcome discrimination. Sexual harassment can be sexual advances, sexual favors, and any other verbal or physical contact. A sexual nature constitute sexual harassment when either “explicitly or implicitly a term or condition of an individual employment”. (Noe, Hollenbeck, Gerhart, & Wright, 2009). In this case according to the complaints that the women filed there where sexual comment, company paid trip to strip club and retaliation toward women who complain. This is just one form of sexual harassment that goes on in a workplace in the United States. EMC violates the Equal Employment Opportunity Commission (EEOC). The law that was...
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...Robert Millett Case Two 2-29 We're fortunate enough to live in a society where if a situation arises at our work place we're protected under Title VII. Stating that “no person employed or seeking employment by a business with more than 15 employees may be discriminated against due to his or her race, color, religion, sex, or national origin.” Today, organizations and companies are also creating a safe work environment for those of different sexual orientation and gender identification. Discrimination occurs when an employee feels that they're being specifically targeted based on the criteria mentioned above. Although Carter Cleaning company has hired minorities and females, Jack is still participating in discrimination. He's practicing age discrimination and gender discrimination. Gender discrimination is noted when the female canidate is asked on the interview “who's going to take care of your child while you are at work?” A potential employees family life and structure of raising a child is of no concern and should not be brought up in an interview. It should also never be assumed that the female candidate has children. Asking a female this question and not a male is what makes it discriminatory. Work and family matters are two separate identities and should never be brought up in an interview. Carter also practices age discrimination by allowing his recent hires to be paid more than a man who has “50 years of experience.” The employee is treated less favorable based...
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...HARASSMENT AT WORKPLACE In today’s world where harassment of employees, especially women, have become so common that it is important for the human resources to take steps to reduce the instances of harassment because it is only then that an organization might be able to keep together all its employees and hope to flourish. Harassment can basically take two forms under the fair employment law: 1) Where an employer, supervisor or co-worker singles a person out for harassment because of that person colour, race, creed, ancestry, national origin, age, disability, sex, arrest or conviction record, marital status and sexual orientation. 2) It’s when the content of the harassment itself relates directly to any of these protected characteristics. The most common harassment includes unwelcome sexual advances, request for sexual favours and verbal or physical conduct of sexual nature. You must be familiar with the Tahelka harassment case: The founder and editor in chief of Tahelka, an new delhi based magazine, Tarun Tejpal was accused of sexually assaulting a journalist, who was in 20s, while out-of-state press trip. The young journalist immediately resigned from the company and blamed the managing editor Shoma Chaudhury for resorting to intimidation, character assassination and slander when approached for help. There are two issues at play here: first the magazine did not have a formal way to address sexual harassment at the office. After admitting to his “untowered action” Tejpal...
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...1.) What HR problems were evident at the Denver Mint? Hostile Environment The main HR problem at Denver Mint was the lack of employee safety especially the women group at Denver. The women were facing a hostile work environment. For one they were under constant sexual harassment from their co-workers. For example, the case of the pornographic materials stashed in the toilet. The other example is the proposition by the male supervisor to the lady who had just come from her passing leave of her late husband. It is the responsibility of every employer to make certain the safety of their workers and protecting employees from sexual environment should be one of them. Not only had Denver Mint failed to ensure the safety of its female staff but also made it worse by participating in it. For instance the case of the male supervisor propositioning the female sub-ordinate. His duty is to ensure her safety not endanger it. Longer time to act on complaints The other HR problem is that it took Denver Mint long to act on complaints forwarded by the staff. For instance the female employee that filed a petition in 2000 with the facility’s EEO officer only had a hearing in 2003. Not only had that the ruling favoured the company. This shows not only lack of speed in acting to complaints but unfair ruling. Another HR problem is The lack of equal employment opportunities (EEO). Denver Mint favoured the male staff and any female staff that filed complaints it took longer to act on it and...
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...Sexual Harassment in Global Human Resource Management BUS 325 Fall Quarter 2008 Global HR Management Instructor: Sandy Hughes December 9, 2008 PREFACE My purpose for writing about Sexual Harassment in Global Human Resource Management is to present some of the issues occurring in our nation globally as it relates to sexual harassment and how employers handle it. We must also examine the laws put in place to help curve this problem. Issues of sexual harassment are simply not raised enough and dealt with in society and abroad. Everyone has the right to work comfortably in an environment that is free of harassment no matter whom they are and where they work. Finally, it is very important that we don’t forget the seriousness of sexual harassment and the effects that it can have on any individual, be it man or woman, although women experience sexual harassment more than men. “Sexual Harassment has been pointed out as the most increasing, widespread problem faced by women in the workforce (Kadue & Lindeman, 1997).” Therefore, I will write to you about what sexual harassment is and what constitutes it, where the United States and other countries stand on this issue (the global view), types of sexual harassment, how to identify it, major problems related to sexual harassment, disciplinary actions the offender may face, and affects sexual harassment may have on the victim. Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors or other...
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...Independent HR Consultants To: Ted Moore, CEO and Founder Teddy’s Supplies CC: Tonya Morgan, VP of Operations From: Consulting Associate Date: 6/17/2012 Re: Analysis of sexual discrimination case (Virginia Pollard) Introduction Thank you for allowing me to work with your company. As requested, I have evaluated the information about the case of sexual discrimination that involves Virginia Pollard. I have taken a look at the incidents that led up to this case of sexual discrimination and my findings indicate that there have been too many occurrences of sexual discrimination towards Ms. Pollard, which in turn created a hostile work environment. This leads me to believe that Teddy’s Supplies is liable for sexual and workplace harassment. Key points • Virginia Pollard was sexually discriminated against. • Teddy’s Supplies is liable for sexual and workplace harassment against Ms. Pollard. • All personnel that are involved in this case must be disciplined. This should be in the form of suspension without pay, transfer or termination. • Guidelines must be implemented to ensure that this type of incident does not occur again; as it hinders the morale and creates an uncomfortable, hostile work environment. Analysis Data: I will be using the statement of employees, the data from the anonymous complaint, statements from all parties involved. My primary source of data is the findings from the investigation. Assumptions: I will be making the assumptions that...
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...Investigating a Sexual Harassment Case Step 1: HR Problem Identification Mary Booth, a SenGlas Company Shipping Coordinator, came to the HR Manager James Tilden and said she wanted to file a formal complaint against one of her coworkers for his harassing behavior. The coworker, Bob Simonsky, had made false accusations about Mary to Ginny Miller, revved his forklift engine and drove straight at Mary while laughing and slammed the metal forks of his fork-lift on the ground in an intimidating manner. In addition, he continuously refused to take directions from Mary about which trucks to load or unload, twice had thrown a cigarette butt at her and regularly tore up instructions she left for him. Two other fork lift drivers, John Griffin and Henry Jackson, had overheard Simonsky say that women did not belong in the warehouse area and that he preferred working with men and the he had told another worker, Henry Mueller, that “Booth had f***** with the wrong person and that when he got through with her not even Jesus Christ himself would be able to save her.” When Mary first started in the position as Shipping Coordinator, Simonsky had told her, “I hate that maggot”, referring to Sally Jenkins, the previous Shipping Coordinator, “I should have killed her when I had the chance.” Step 2: Identify Cause(s) of HR Problem First, James Tilden reads up on the current Sexual Harassment Policy. It states “all employees are entitled to work in an environment free from sexual harassment and a hostile...
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...warehouse near the West Orange store. We have a heard a lot of claims of horseplay and sexual harassment on company time. We will list some of the incidents in this memo and will suggest upper management step in and fix this problem so there will be now lawsuit file against Teddy’ Supplies. * Taping co-workers drawer closed * Locking co-workers out of guard shack * Having co-workers file trash * Backing up a forklift to a door and having it back fire in a co workers ear * Delivery drive spanking one of the warehouse guards * Supervisor posting a sign of the wall “Hardhats required/Bra optional” * Supervisor making worker show their bra These incidents all started in the beginning of 2008 and should not be happening in the work place. The company at this time is potentially liable for all damages to this employee. Under law Civil Rights Act of 1964. (EEOC, 1964) Teddy’s Supplies is liability for harassment if a supervisor that results in a negative employment action such as termination, failure to promote of hire, and loss of wages. Also, if a supervisor harassment result in a hostile work environment, Teddy’s Supplies is liable. Worst-case the company could have to pay out damages to the victim, meaning: Compensatory damages such as loss of employment ability, loss of wages, medical expenses, and other economic misfortune as a result of the harassment. Emotional damages such as intentional...
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... the sufficiency of articulating a cause of action become crucial, especially when claims involving torts of cheating, deception, and trickery (Marino, 2005). Sex discrimination in the workplace presents one of the most significant problems for women in the twentieth century (McDonald, 1993). In this case, a male felt like he was getting sexual harass. The cause of action in the scenario was; the Plaintiff felt like he did not get a promotion due to the Defendant sending sexual videos to his email. The Plaintiff assumed that his boss saw the sexual email when his boss walked passed his cubicle. The Plaintiff did not have any evidence that his boss saw the video nor that the video was the cause of the Plaintiff not getting the promotion. In the workplace were the Plaintiff and the Defendant work sexual harassment and sexual jokes was the norm with their team. The Plaintiff only took the defendant to court because he thought the defendant caused him a promotion. The Plaintiff admits that he participate in the sexual harassment in the workplace. The Defendant defense was only getting the Plaintiff to accept that he take part in the harassment in the workplace. The Judge ruled for the Defendant because the Plaintiff did not have any evidence. The...
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