Workplace Harassment Policy for Java Corp: Presentation and Policy

This assignment presents a comprehensive workplace harassment policy and a supporting PowerPoint presentation designed for Java Corp's upper management. The policy addresses various forms of harassment, including employee-to-employee, gender discrimination, and hostile work environments, emphasizing legal protection and organizational benefits. It covers types of sexual harassment such as Quid Pro Quo and provides measures for prevention, like training and a clear complaint procedure. The presentation includes legal and strategic rationale for the policy, aiming to strengthen professional relationships, prevent serious problems, and guide the management of harassment cases. The policy references various sources, including HR Magazine, Journal of Managerial Psychology, and the U.S. Equal Employment Opportunity Commission, to ensure a well-informed and legally sound approach to workplace conduct.

Anti-Harassment
Workplace Policy

Legal Basis for Protecting
Employees:
■ Discrimination and harassment are
never tolerated in the company.
■ It decides the productivity of the
business and also exposes it to high
cost lawsuits.
■ Federal lawsuits are also responsible for
the protection of employees.

Types of sexual harassment:
■ Steps were being taken to higher
authority who analyses the kind of
harassment it is.
■ There are several types of
harassment at workplace.
■ Employee to employee
harassment, male victims and
female victims of sexual
harassment, gender
discrimination, obscene gesture
and more.

Quid Pro Quo:
■ It is another kind of a sexual
harassment that occurs
frequently in workplaces.
■ This kind of harassment is most
easily hidden.
■ Through this kind of harassment
the victim is supressed with
power by the abuser in order to
feel powerful.

Hostile Work Environment:
■ A work environment that is
hostile creates common
causes of sexual
harassment.
■ Repeated attempts of
harassment produces such a
work environment,
■ Such kind of an environment
must be avoided by
organizations at any costs.

Measures:
■ Include training on harassment
and the kinds of behaviour that
are discriminatory in the
workplace.
■ Ensuring that a sexual
harassment policy is framed and
implemented.
■ Deal with any kind of
accusations or complaints
immediately with reasonable
perspectives.

Organizational Benefits:
■ The policies would strengthen the
professional relationship among
the employees.
■ It would help in preventing any
potential problem in much
serious intensity through the
policies.
■ The policy would also guide in
proper management of
harassment cases.

References:
■ Adams, T. (2018). Should employers establish a policy on romantic relationships in the office? HRMagazine,
63(1), 9.
■ Chapter 3, "Providing Equal Employment Opportunity and a Safe Workplace."
■ Chrobot-Mason, D., Belle, R. R., & Linnehan, F. (2013). Second hand smoke: Ambient racial harassment at work
. Journal of Managerial Psychology, 28(5), 470–491.
■ Feldblum, C. R., & Masling, S. P. (2018, November 19).
Convincing CEOs to make harassment prevention a priority. HRNews.
■ Kleiner, K. (2012).
What you need to know about sexual harassment: Understanding sexual harassment is crucial to assure a prod
uctive workplace and avoid lawsuits
. Nonprofit World, 30(5), 12–13.
■ Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource
management (8th ed.). New York, NY: McGraw-Hill. Available in the courseroom via the VitalSource Bookshelf
link.
■ Society of Human Resource Managers. (n.d.).
Anti-harassment policy and complaint procedure (includes dating/consensual relationship policy provision)
. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/cms_000534.aspx
■ U.S. Equal Employment Opportunity Commission. (n.d.). Sexual harassment. Retrieved from
https://www.eeoc.gov/laws/types/sexual_harassment.cfm
■ Widmer, L. (2018). Combating sexual harassment in the workplace. Risk Management, 65(1), 30–32, 34–35.