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Human Resource Management: Human Resources, The Law, And Job Analysis Sexual Harassment Policy

1108 words - 4 pages

Devine Corporation is committed to providing a work environment that is free of discrimination and unlawful harassment. There will be no toleration for actions, words, jokes, or comments based on an individual's sex, race, ethnicity, age, sexual orientation, religion, or any other legally protected characteristic. As an example, sexual harassment (both explicit and subtle), is strictly prohibited, and is a form of employee misconduct that is demeaning to another person, demoralizes the integrity of the employment relationship (Francisco, 2005).Any supervisor or manager, who becomes aware of possible sexual or other unlawful harassment, will promptly advise the Manager of Human Resources or any member of management who will handle the matter in a timely and confidential manner (Francisco, 2005).Any employee who wants to report an incident of sexual or other unlawful harassment should promptly report the matter to his or her supervisor. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee should immediately contact the Manger of Human Resources or any other member of management. Employees can raise concerns and make reports without fear of reprisal (Francisco, 2005).Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment (Francisco, 2005).All Devine Corporation employees will be required to attend annual sexual harassment training as part of the Corporation's training plan (Kearns, 2005). (Reference training plan)Outline the steps that will be taken if a manager or member of the Human Resources Department receives a sexual harassment complaint from an employee.The investigation will begin promptly, with all sides, who are party to the allegation, will be heard. The investigation will take place under terms of confidentiality for all parties involved. All parties to the allegation will be treated fairly. It must be clear that the point of the investigation is to gather facts, not disclose information. Investigators should compile a list of people to be interviewed and, if applicable, documents to be gathered. The first person to be interviewed is the complainant. Two neutral investigators, besides the person being questioned, will be present during the interviews. After each interview, the investigators will summarize the conversation, and have the person, who was interviewed, sign the summary attesting to its accuracy. The interview with the person accused of sexual harassment will be handled with considerable care. The accused person will be treated fairly, and without any indication of prejudgment during the interview. The investigator will ask those accused of harassment for any documents or witnesses to support their version of the story. The investigator will avoid arguments, and focus on collecting facts and statements. A no-retaliation policy, will be strictly enforce while the investigation...

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