Assignment 2: Mitigating Legal Issues Due Week 5 and worth 200 points As you are reviewing the growth of your selected company, you are noticing how diversity and sexual harassment issues are impacting the overall company culture. You want to make sure that your friend is not vulnerable to any legal issues that could jeopardize the survivability of the company. You realize that you may need to start implementing a few policies now instead of waiting until the HR department has been fully materialized. You will also need to communicate the policies to the managers, staff and employees of your selected company. Write a five to six (5-6) page paper in which you: 1. Create a diversity policy for your selected company to mitigate discrimination on the basis of race, color, religion, sex, national origin, sexual orientation, etc. and to promote a diverse workplace. Note: Use the following samples as guidance. Hint: Review the sample diversity policy Hint: Review the Sample Human Resources Policies, Checklists, Forms, and Procedures, or use a sample policy from a company you are familiar with as guidance. 2. Create a sexual harassment policy for your selected company to address a sexual harassment complaint. Cover both quid pro quo and hostile work environment types of harassment in your policy. Hint: Review “Sample Policy 1: Sexual Harassment” Hint: Review the Sample Human Resources Policies, Checklists, Forms, and Procedures, located at , or use a sample policy from a company you are familiar with as guidance. Hint: Review the article titled “How to address an employee sexual harassment complaint” 3. Use the Diversity or Sexual Harassment Training Plan template to develop a training plan to communicate one (1) of the policies you created (the diversity policy or the sexual harassment policy) to the company’s managers, staff and employees. Note: The completed Training Plan should be incorporated into the paper and is counted towards the total page length requirement for this assignment. Hint: Review the article titled “How Do I Plan a Human Resource Training Program in an Organization Setting” 4. Use at least four (4) quality academic resources in this assignment. Note: Wikipedia does not qualify as an academic resource. 5. Format your assignment according to these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length. Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length. The specific course learning outcomes associated with this assignment are: Develop human resource policies and practices that foster an appreciation for multiple cultures, ethnicities, and other diverse populations. Describe key laws governing employment and the required compliance for organizations. Use communication skills to effectively convey human resource policies and practices throughout the organization. Demonstrate an ability to motivate individuals and teams toward organizational goals through the application of human resource initiatives and policies. Review the human resource management function of training and development and the function’s importance to business strategy. Use technology and information resources to research issues in human resource management. Write clearly and concisely about human resource management using proper writing mechanics. Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.

 

Mitigating Legal Concerns

Student’s Name

Institution Affiliation

Course

Date of Submission

 

Mitigating Legal Concerns

Diversity in any workplace set up strategically addresses some differences emerging between individuals and a given industry; also, diversity describes race, ethnic background, gender, age, organizational function, personality and the background inclusive of other factors that diversity addresses. Workplace diversity does not talk about how different people perceive themselves; yet, it concentrates on how they appear to understand other ivantages that vary from improved flexibility, full check production, and other considerations of modern oblindividuals. It is significant to acknowledge that an organization’s achievement and competitiveness completely depends upon its strategies of incorporating assortment and getting to understand the benefits it has in its development and steadiness. When an institution accepts a variety of its undertakings, it strategically creates chances for other privileges and adgation execution techniques. Therefore, the paper will look into the Sodexo Industry that ever since has emerged in the top for embracing diversity thus there is the need to come up with policies protecting workers from any form of discrimination.

Diversity Policy for Sodexo Company

At Sodexo Company, the management typically embraces that every individual is unique and these differences should be used towards developing the organization and towards meeting its set goals and objectives. Moreover, these differences should bring a positive impact towards the business outlook, the thinking strategy, and how employees associated with each other while within the organization. The business values people from various backgrounds and acknowledges the similarities and differences existing between people, cultures and their understanding. The organization has in the past and still committed to providing work surrounding for the entire workers that are typically welcoming, respectful, and engaging with opportunities for all (Derven, 2014). It also acknowledges and continually encourages their worker’s age differences, disability, color, race, marital status, gender, the language, sexual orientation, veteran condition, political situation and other features that make their workers unique. It is only through coming together that the Sodexo Company has been able to achieve its set mission and steady development. The business also recognizes that the best method to respond to the expectations of all their employees and stakeholders is through constant and steady growth.

Diversity typically talks about eliminating the barriers that exist with the aim of ensuring that all the potential group members are handled relatively including being considered for the employment of their choice and having the opportunity to perform to the required level. Sodexo Company diversity programs and initiatives are included in the following practices and policies that are significant for its growth. They include recruitment and selection, compensation and privileges, professional growth and training programs, promotions, transfers, social and recreational opportunities, layoffs and terminations. The organization has also involved itself with planned corporation undertakings as the business steadfastly believes in the fundamental standards of the social contribution in diversity and enclosure. Through the organization’s assortment programs, it has been able to provide support to numerous strategic partnerships that typically allow them to stay put to the corporate values (Madera, 2013). All the workers at Sodexo Company must treat their counterparts with dignity and respect at all occasions with them exhibiting characters that reflect presence during operation and participative undertakings. All workers are needed to be part of the company’s organized diversity awareness meetings that focus on enhancing worker’s knowledge. Therefore, the policy is entirely supported by the top executives and will be monitored and reviewed yearly. The system will be implemented within the framework of the following federal regulations; the pregnancy prejudice act, the equivalent pay act, and the age favoritism in employment act. Any worker who will be found to have demonstrated any unwanted behavior against other workers will be subjected to disciplinary action.

Sexual Harassment Policy

The primary intention in executing and practicing this policy at Sodexo is to highlight factors associated with workplace sexual harassment, avoids it in all forms possible, come up with practical disciplinary actions in case of violations, and come up with actual processes for lodging complaints regarding any conducts violating this policy. Also, the business has always been committed to providing and maintaining a workplace environment that is sexual harassment-free as it is a violation of the company’s policies and the law; thus, the organization will efficiently enforce a policy discouraging sexual harassment of any nature. This act is illegal in the workplace or any other surrounding that is typically related to the workplace (Einarsen et al. 2010). As described by the equal employment opportunity commission, sexual harassment is any unwelcoming sexual advances, need of sexual favors, and any related physical or verbal conduct of a sexual status that implicitly or explicitly affects a person’s employment or affects his or her work performance. As outlined in the United States equivalent employment chance commission, sexual intimidation can comprise of some conditions involving but not restricted to the following.

First, the person engaged in the harassment or the person who committed the act may be a male or a female and do not necessarily have to be the differing sex. Second consideration is that the suspect can be the victim’s manager, a representative working for the manager, an administrator in the division, a coworker or even a non-worker. Thirdly, any person affected or assaulted by just seeing or overhearing the offensive status can also be considered as a victim. Illegal sexual harassment conduct might happen without any indication of financial damage to or release of the sufferer and even the harasser’s behavior must be considered as unwelcoming (Waymer & VanSlette, 2013). Also, sexual harassment covers a broader degree of behavior where the two degrees of sexual harassment included regarding title vii of the civil freedom act of 1964 are quid pro quo and hostile working surrounding. Some instances of precisely prohibited conduct comprise of deliberate physical assault that is sexual in consideration; for example, touching, patting, grabbing, pinching, getting into body contact, and poking another worker’s body. Also, it talks of unauthorized sexual advances, suggestions or other sexual commitments comprising but not limited to, sexual oriented signs, noises, jokes or compliments regarding a person’s sexuality or sexual experience.

Prohibited acts also incorporate special handling or promises of special treatment to a worker for giving into sexual conducts plus illegally acquiring funds or attempting to obtain funds from an employee with the aim of engaging him of her in sexual acts or reward. It also illegal to expose or offer intimidations through presenting a worker towards unwelcoming sexual attention or a conduct explicitly; thud, making a performance of the worker’s job more difficult due to his or her gender status (Einarsen et al. 2010). It is therefore clear that any Sodexo Company worker who applies or condones implicit or explicit sexual behavior with the aim of controlling, influencing or affecting the job, or career of another employee is typically engaging in a sexual harassment act. Notably, any Sodexo’s worker who performs a thoughtful and countless unpleasant verbal remarks, gestures, or bodily contact of a sexual character is also considered as involving in sexual assault. Therefore, at any given point will any employee of the Sodexo Company involve him or herself in sexual intimidation of any kind or take any revenge action including threatening or even engaging in unfavorable undertakings against a person who reports sexual assault or who provides any linking data of the alleged incident of sexual intimidation. Consequently, all levels of leadership will be entirely practiced, and cases of sexual coercion will be dealt with as per the status of the law. It is also the duty of all workers within the business to confirm that any occurrence of sexual assault is reported to the authorities and dealt with fairly, swiftly and efficiently. If any Sodexo worker feels that he or she has been exposed to any sexual assault or any unwelcoming sexual attention, they have the rights and obligation or reporting the matter directly and immediately with the offender. In cases where the charge continues, or the affected employee is uncomfortable with direct reporting to the issue to the top managers, he or she can as well forward the matter to the human resource.

Training Plan

Course Name: Sodexo Company’s Sexual Intimidation Training Plan

Course Description: The training intends to articulate, bring an end to, and say NO to sexual assault in the workplace; as well as, get to understand the institution’s policies and procedures for responding and forwarding any incidents related to sexual intimidations or any other assaults that require immediate consideration.

Duration: 2hours 15minutes

Expected Class Size: 30 workers

Target Audience: Sodexo Company Employees

 

References

Derven, M. (2014). Diversity and inclusion by design: best practices from six global companies. Industrial and Commercial Training, 46(2), 84-91.

Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. (Eds.). (2010). Bullying and harassment in the workplace: Developments in theory, research, and practice. Crc Press.

Madera, J. M. (2013). Best practices in diversity management in customer service organizations: an investigation of top companies cited by Diversity Inc. Cornell Hospitality Quarterly, 54(2), 124-135.

Waymer, D., & VanSlette, S. (2013). Corporate reputation management and issues of diversity. The Handbook of Communication and Corporate Reputation, 471-483.