Sexual Harrrasment Policy Essay Example for Free

Sexual Harrrasment Policy Essay Abstract Sexual harassment is any behavior that is unwelcomed by an employee or affects the dignity or work performance of any employee at work. Sexual harassment can be unwelcome sexual advances, disparaging or insulting remarks, verbal or physical conduct of an improper nature. This paper is based on research of different company’s harassment policy by team members to access the basic components of sexual harassment policy and complain procedure and how effective it is according to the EEOC. Findings indicated that most of the company’s sexual harassment and complain policy is in according to the EEOC. The results were that one of the company’s policies was found to be rather vague and the other results were that the policy and complain procedure was clear and thorough. Finally, this paper will outline the basic elements on sexual harassment policies of different companies and what they contain. Sexual Harassment Policy 3 Sexual harassment is any behavior that is unwanted by an employee or affects the dignity or work performance of any employee at work. Sexual harassment is illegal and wrongful. Sexual harassment should be prohibited in the workplace. The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as â€Å" unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, submission to or rejections of such conduct by an individual is used as the basis for employment decisions affecting such individual or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating intimidating, hostile or offensive working environment. † If an individual performs any form of conduct that will interfere with an employee’s job performance or create a hostile environment should be illegal and unaccepted in the workplace. Employers should maintain a safe and healthy work environment for their employees. The company is to maintain a work environment free of all forms of harassment and insist all employees be treated with dignity, respect, and courtesy. There are a lot of sexual harassment policies that are located on the different websites, and on employee’s information board. The policy should be accessible to all employees to view at any time. If an employee cannot find their company’s sexual harassment policy, they can contact their HR Director for a copy of the policy. And your supervisor or your manager can, also, help you to locate your company’s sexual harassment policy. The sexual harassment policy for most of the companies that were researched met the basic components as listed by the EEOC. In the state of California, they are very strict when it comes Sexual Harassment Policy 4 to sexual harassment and you could be fired and could have charges brought up on you. One of the companies’s maintained a zero tolerance policy for both sexual harassment and for retaliation. And the company prohibits retaliation against anyone for reporting discriminating activity, registering a complaint pursuant to the policy, assisting in making discrimination complaint or cooperating in an investigation. Another company protects the rights and confidentiality of the employee that has filed harassment claims and is resolved in a timely manner. This company also has complaint procedures to resolve complaints at the lowest levels and when they are advised of complain the company deems resolution and follows the appropriate steps and action to resolve complaint. Employers are legally obligated to take steps to prevent discrimination and harassment and to investigate and act quickly if a complaint is made (England, 2012). But, one company’s policy wasn’t very detailed, it only detailed that sexual harassment will not be tolerated against employees. And the company’s policy did not contain the steps that one need to file a complaint, the company did not give a clear definition and didn’t guarantee the confidentiality of the victim. It is the managers and supervisors responsibility to adhere to, implement and enforce the policies that their company have in place to prevent harassment in the workplace. In one of the company’s policy it stated that the managers and supervisors have as one of their responsibilities is to promote a harassment-free environment. So, at this company their policy is being enforced. Sexual harassment policy should be communicated in the workplace at least once a year through proper training. And during these training sessions, you should train employees on what sexual harassment is and what rights they have as employees. And promote to them that they have a right to a safe, healthy workplace free of sexual harassment. And companies should make Sexual Harassment Policy 5 sure that this policy is explained by HR upon being hired. As an HR professional, these policies should be displayed in a visual area where employees may view. HR can have team meetings with the managers reinforcing the importance of these policies that they need to implement at their workplace and review the company’s complaint procedure and encourage employees to use it. Sexual harassment is any behavior that is unwanted by an employee or affects the dignity or work performance of nay employee should not be prohibited in the workplace. Sexual Harassment Policy 6 References: Brady, B. (206) Practical Human Resources Tips, News Advice. HR Daily Advisor England, Deboah C. (2012) Preventing Employment Discrimination and Sexual Harassment. Johnson, David R (2013). An Employees Guide to Preventing Sexual Harassment Claims. Pg. 3 www. eeoc. gov/policy Sexual Harassment Policy 1 Sexual Harassment Policy 2 Abstract Sexual harassment is any behavior that is unwelcomed by an employee or affects the dignity or work performance of any employee at work. Sexual harassment can be unwelcome sexual advances, disparaging or insulting remarks, verbal or physical conduct of an improper nature. This paper is based on research of different company’s harassment policy by team members to access the basic components of sexual harassment policy and complain procedure and how effective it is according to the EEOC. Findings indicated that most of the company’s sexual harassment and complain policy is in according to the EEOC. The results were that one of the company’s policies was found to be rather vague and the other results were that the policy and complain procedure was clear and thorough. Finally, this paper will outline the basic elements on sexual harassment policies of different companies and what they contain. Sexual Harassment Policy 3 Sexual harassment is any behavior that is unwanted by an employee or affects the dignity or work performance of any employee at work. Sexual harassment is illegal and wrongful. Sexual harassment should be prohibited in the workplace. The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as â€Å" unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, submission to or rejections of such conduct by an individual is used as the basis for employment decisions affecting such individual or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating intimidating, hostile or offensive working environment. † If an individual performs any form of conduct that will interfere with an employee’s job performance or create a hostile environment should be illegal and unaccepted in the workplace. Employers should maintain a safe and healthy work environment for their employees. The company is to maintain a work environment free of all forms of harassment and insist all employees be treated with dignity, respect, and courtesy. There are a lot of sexual harassment policies that are located on the different websites, and on employee’s information board. The policy should be accessible to all employees to view at any time. If an employee cannot find their company’s sexual harassment policy, they can contact their HR Director for a copy of the policy. And your supervisor or your manager can, also, help you to locate your company’s sexual harassment policy. The sexual harassment policy for most of the companies that were researched met the basic components as listed by the EEOC. In the state of California, they are very strict when it comes Sexual Harassment Policy 4 to sexual harassment and you could be fired and could have charges brought up on you. One of the companies’s maintained a zero tolerance policy for both sexual harassment and for retaliation. And the company prohibits retaliation against anyone for reporting discriminating activity, registering a complaint pursuant to the policy, assisting in making discrimination complaint or cooperating in an investigation. Another company protects the rights and confidentiality of the employee that has filed harassment claims and is resolved in a timely manner. This company also has complaint procedures to resolve complaints at the lowest levels and when they are advised of complain the company deems resolution and follows the appropriate steps and action to resolve complaint. Employers are legally obligated to take steps to prevent discrimination and harassment and to investigate and act quickly if a complaint is made (England, 2012). But, one company’s policy wasn’t very detailed, it only detailed that sexual harassment will not be tolerated against employees. And the company’s policy did not contain the steps that one need to file a complaint, the company did not give a clear definition and didn’t guarantee the confidentiality of the victim. It is the managers and supervisors responsibility to adhere to, implement and enforce the policies that their company have in place to prevent harassment in the workplace. In one of the company’s policy it stated that the managers and supervisors have as one of their responsibilities is to promote a harassment-free environment. So, at this company their policy is being enforced. Sexual harassment policy should be communicated in the workplace at least once a year through proper training. And during these training sessions, you should train employees on what sexual harassment is and what rights they have as employees. And promote to them that they have a right to a safe, healthy workplace free of sexual harassment. And companies should make Sexual Harassment Policy 5 sure that this policy is explained by HR upon being hired. As an HR professional, these policies should be displayed in a visual area where employees may view. HR can have team meetings with the managers reinforcing the importance of these policies that they need to implement at their workplace and review the company’s complaint procedure and encourage employees to use it. Sexual harassment is any behavior that is unwanted by an employee or affects the dignity or work performance of nay employee should not be prohibited in the workplace. Sexual Harassment Policy 6 References:

Analysis of On the Waterfront Essay -- Eliza Kazan, Budd Schulberg

On the Waterfront is a classic, award-winning and controversial film. It received eight academy-awards in 1954, including best-picture and director. The director, Eliza Kazan, in collaboration with Budd Schulberg wrote the film’s screenplay. Based on actual dockside events in Hoboken, New Jersey, On the Waterfront is a story of a dock worker who tried to overthrow a corrupt union. Marlon Brando superbly portrays the character of Terry Malloy. He is a young ex-prize fighter, now a dock worker given easy jobs because his brother is the right-hand man of the corrupt union boss Johnny Friendly. After Terry unwittingly allows himself to be used in setting up a man’s death, he starts to question the basic assumptions if his life. This includes his loyalty to his brother and Johnny, who after all ordered him to take a dive in his big fight at Madison Square Garden. The film’s controversy exists in the fact that Terry decides to testify against Johnny Friendly. His testimony attempts to show how it is fundamentally right to break group silence in a tough situation, even if a person appears to â€Å"rat† on his friends. To be at peace with oneself, Kazan seems to say, one must tell the truth, despite the fact that one will face ostracism, and, as in the film, probably be murdered. Kazan makes the hardships of testifying painfully clear. Thus, Brando’s character is a hero. However, a dark agenda exists behind the film’s plot. On the Waterfront was made in 1954, two years after Kazan willingly testified before the House Un-American Activities Committee. In 1952, Kazan named the names of eight friends and colleges allegedly affiliated with the communist party. Kazan was an active member of the communist party in the 1930s, until he went through a violent break with the party prior to the hearings. He said that communism could override a person’s intellect and beliefs. He also stated that Hollywood and Broadway heavily financed the party. Recounting his decision to testify, Kazan said, â€Å"Communists were in a lot of organizations--unseen, unrecognized, unbeknownst to anybody. I thought if I don’t talk, nobody will know about it.† On the Waterfront is Kazan’s justification for his decision to testify. In the film, when a union boss shouts, â€Å"You ratted on us Terry,† Brando shouts back: â€Å"Maybe from where your standing, but I’m standing over here no... ...â€Å"You’re a cheap, lousy, dirty stinkin’ mug. And I’m glad what I’ve done to you,† disturbed some people. Critics interpreted this to mean that Kazan was not sorry for his severely damaging testimony. It appeared that he had no remorse for his actions. For other viewers, the buried agenda of On the Waterfront tarnishes the picture. The critic John Rosenbaum told Roger Ebert that he could â€Å"Never forgive Kazan for using the film to justify himself.† In later years, Kazan did eventually have remorse for the people whose lives he ruined and the blemish his testimony left on the whole film industry. In his 1988 autobiography he says, â€Å"I have some regrets about the human cost of it. One guy I told on I really like a lot.† Twenty years later, unlike On the Waterfront’s victorious ending, in Kazan’s picture The Visitor, a man also testifies against former friends; however, that movie ends on a note of despair. Perhaps the words of a legendary character he helped to create, haunted Kazan. As Terry Malloy said, â€Å"Conscience. That stuff can drive you nuts.† Bibliography: References 1. Dirks, Tim. On the Waterfront: Greatest Films. 2. Cannon, Damian. On the Waterfront.

Life Is so Good

Shauntral Pollard Mrs. Judice English 1302. 02 March 6, 2013 Life Is So Good Test George copes with his illiteracy with a positive attitude. An incident happened when George was trying to board a train, but he wasn’t able to because his ticket was only a one-way travel. The ticket master said to him, â€Å"read the ticket† and after this incident I believe George’s view toward learning changed. I believe George would have been a great scholar because of how he was able to obtain knowledge by watching and listening.He would even recall life lessons his father and mother taught him as he encountered different situations. George’s advantage in life was he was able to travel and his father raised him to be a responsible man. Although he came from a poor family, George was very hard working and responsible. George was rich with common sense and humbleness. He never stepped over his boundaries and did whatever he was asked of him, never complaining and doing his entire jobs well. The students were drawn to George because he had been all over the country and he was very wise.George was 100 years old and he had a knowledge base one could only hope to gain. He would always be to school early ready to learn and I believe his eagerness to learn inspired young and old. The advice George’s father gave him made realize every person is different. He should not judge a person because of all the hardships he and his family had to face growing up in the South. I think his father wanted to keep George focused so his state of mind would not have him thinking he was better than another person.Although George had a lot of good and bad experiences, he still remained modest and friendly. George would answer the question, †What makes life worth living? †, by saying each person makes his or her own life worth living. A person will either make life hard or easy. George’s life was so good because he had all he needed and his life was f ull of great experiences. George truly enjoyed aspect of life and did not worry about what life had to bring his way. He really was a great human being and many of us could take a life’s lesson from him on how to be genuine on how to treat others who are different.To George, it did not matter what background a person came from because their actions would speak louder than words. When George said, â€Å"there are some parents these days that are growing children, not raising children, â€Å"I believe he meant the children now are being raised by the television, game systems, or the internet. I totally agree with him because when I grew up we had to spend time either listening to our parents or had a time when we had to go outside the house and play. Parents need to become more involved in their children’s lives and not allow the digital age to be the supervisors.George Dawson’s attitude impacted his life in a major way. He knew he could not change the laws or t he way people felt, so he decided not be angry. People who have a positive attitude are able to have a great lives and that is what George did. His humble attitude kept him from getting into trouble or being around the wrong person. Most people would have been miserable or depressed because of the type of life George had to lead. But not George, he remained the same until the end.

Parents And Public Health Nurses - 2594 Words

Parents start to face the decision to immunize their child before they are even born. This may be an easy or a tough decision for parents depending on what they know about vaccines or what they don’t. Parents want to feel confident that they are making the best decision for their child and their health. From the moment a child is born there are vaccines recommended for a baby, infant, toddler and child. Nurses will play a large role in the vaccinations of children as well as educating parents and families about the risks, and benefits in immunizing. Nurses will need to understand their own position on this topic as well as understand parents and families positions. There is a rise in controversy over the large list of immunizations from the CDC (Center for Disease Control), so as a nurse, or healthcare provider, there is a duty to provide safe, educated, and unbiased information to parents about vaccines. â€Å"Parents and public health nurses both described the public nurse s main role as being a counselor and mediator of information , not only offering support to parents but also facilitating a good connection and building relationship of trust† (Austvoll-Dahlgren Helseth. 2010, p 2424). This paper will discuss the pros and cons of pediatric immunizations, mandates for them, and the history of diseases that now have vaccines against them. The position of the writer will also be discussed, as well as the role that nurses can have in helping parents make the best decision forShow MoreRelatedEssay about Week 4 discussion Community Health Nursing1639 Words   |  7 Pagesï » ¿Nies, M. A., McEwen, M. 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