BUS FPX 3040 Assessment 5 Employment Law

Student Name

Capella University

BUS-FPX3040 Fundamentals of Human Resource Management

Prof. Name

Date

Employment Law: Anti-Harassment Policies

Employment Law Anti-Harassment policies play a crucial role in defining the standards and protocols for the treatment of employees within diverse and inclusive workplaces. These policies are essential to ensure that all staff members understand the expectations regarding appropriate behavior and take necessary actions to prevent any form of harassment (Society for Human Resource Management [SHRM], n.d.).

Guidelines for Effective Anti-Harassment Policies

Effective anti-harassment policies must adhere to specific guidelines to ensure proper implementation, execution, and enforcement (Widener, 2019). These guidelines encompass formal policies, procedures for lodging complaints and grievances, mandatory training on anti-harassment and discrimination for supervisors and managers, compliance programs, consistent commitment to anti-discrimination/harassment policies, and ongoing education for staff on eliminating discrimination/harassment (Widener, 2019).

Crafting an Anti-Harassment Policy for Java Corp

As the new HR manager for Java Corp, it is imperative to formulate an effective, concise, and comprehensive anti-harassment and discrimination policy covering all aspects of the company’s operations. This policy should outline the responsibilities of leadership, safeguard the confidentiality of all employees, delineate disciplinary measures for breaches of confidentiality, and uphold accountability for compliance (SHRM, n.d.).

Anti-Discrimination/Harassment Policy Objective

Java Corp is committed to fostering a work environment where every individual is treated with dignity and respect, ensuring equal employment opportunities, and prohibiting illegal discrimination practices, including all forms of harassment (SHRM, n.d.). The company strives to create a harassment-free environment, familiarize all employees with the policies, and promptly investigate and resolve any complaints violating these policies according to prescribed procedures (SHRM, n.d.).

Equal Employment Opportunity

Java Corp is dedicated to providing equal employment opportunities without discrimination or harassment based on various protected classes as defined by law (SHRM, n.d.). Discrimination and harassment related to these protected classes are strictly prohibited, aligning with federal, state, and local anti-discrimination laws (SHRM, n.d.).

Fraternization Policy

Java Corp has instituted a fraternization policy to regulate personal relationships among employees, with the aim of maintaining a professional working environment and safeguarding the well-being of all employees (Indeed, n.d.). While friendships and romantic relationships between coworkers are not prohibited, clear boundaries are established to ensure these relationships do not interfere with work responsibilities (Indeed, n.d.).

Retaliation

Java Corp encourages the reporting of harassment and discrimination incidents and prohibits retaliation against individuals who report such incidents or participate in related investigations (SHRM, n.d.).

Sexual Harassment, Harassment, and Discrimination Policy Objective

The objective of the sexual harassment policy is to define sexual harassment, establish procedures for lodging complaints, investigate claims, and outline disciplinary measures for violations (SHRM, n.d.).

References

ADA National Network. (N.D). An Overview of the Americans With Disabilities Act. Retrieved from ADA National Network: https://adata.org/factsheet/ADA-overview

Indeed. (N.D). Employee Fraternization Policy. Retrieved from Indeed: https://www.indeed.com/hire/c/info/employee-fraternization-policy

Noe, R. A. (2020). Fundamentals of human resource management (8th ed.). McGraw-Hill.

SHRM. (N.D). Acknowledgment: Harassment Policy. Retrieved from SHRM: https://www.shrm.org/resourcesandtools/tools-and-samples/hrforms/pages/acknowledgment_harassmentpolicy.aspx

SHRM. (N.D). Anti-harassment Policy and Complaint Procedure (includes Dating/Consensual Relationship Policy Provision). Retrieved from SHRM: https://www.shrm.org/resourcesandtools/tools-andsamples/policies/pages/cms_000534.aspx

SHRM. (N.D). Nondiscrimination/Anti-Harassment Policy and Complaint Procedure. Retrieved from SHRM: https://www.shrm.org/resourcesandtools/tools-andsamples/policies/pages/cms_000551.aspx

SHRM. (N.D). Sexual Harassment Policy and Complaint/Investigation Procedure. Retrieved from SHRM: https://www.shrm.org/resourcesandtools/tools-andsamples/policies/pages/cms_000554.aspx

U.S Department of Labor. (N.D). Age Discrimination. Retrieved from U.S Department of Labor: https://www.dol.gov/general/topic/discrimination/agedisc

U.S Department of Labor. (N.D). Civil Rights Act of 1964. Retrieved from U.S Department of Labor: https://www.dol.gov/agencies/oasam/civil-rights-center/statutes/civil-rights-act-of-1964

U.S Equal Employment Opportunity Commission. (2021). EEOC Overview. Retrieved from U.S Equal Employment Opportunity Commission: https://www.eeoc.gov/overview

BUS FPX 3040 Assessment 5 Employment Law

Widener, B. E. (2019, January 17). The importance of an effective anti-harassment policy in the workplace. Retrieved from NJ.COM: https://www.nj.com/stark_stark/2015/10/the_importance_of_an_effective.html

Yahnke, K. (2018, January 17). 11 Types of Workplace Harassment (and How to Stop Them). Retrieved from iSight: https://i-sight.com/resources/11-types-of-workplace-harassmentand-how-to-stop-them/

BUS FPX 3040 Assessment 5 Employment Law