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Labor grievance process
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What are Smith’s options and what are the consequences of each? The first option is to say nothing and live with both the talk and the behavior. If Fred decides to say nothing, he will always feel guilty for not doing the right thing. Joe Taylor and Jeff Shayer will not refrain from having disrespectful comments about Nickles. If word gets out about Taylor’s and Shayer’s comments and ended up being investigated by HR, Fred’s name maybe included in the investigation because he was aware of the situation and did nothing about it.
The other option is for Fred Smith to confront his co-workers and demand a change in their behavior which I believe is the best option. Fred needs to confront his co-workers to tell them that Nickles is “cordial, intelligent
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Telling Susan Nickles will create a very uncomfortable working environment for Fred and their workplace. Nickles may lose trust on her co-managers, escalate the situation to Human Resources and can create chaos for the entire department. Nickles may also decide to end her partnership with Smith or end her employment at ABC Management Consulting. Fred knows that Nickles is very valuable in the company because of her education and skills.
Should Fred report the situation to upper management? If Fred heard or find out that Shayer and Taylor continue to speak about Nickles in a disrespectful manner after he demanded them to stop doing so, he should report them to upper management. Upper management has all the tools to handle these kinds of situation. They are able to conduct an investigation in a confidential manner to avoid rumors around the office. They are also trained to handle these situations to minimize confrontation between
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Yes, the comment made by Taylor to Smith in the men’s room, “You agree with me, don’t you? She’s a fox”, is already a harassment. Sexual harassment does not only pertain to “quid pro quo” in a company. According to US Equal Employment Opportunity Commission, “Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general”. (US EEOC). As a manager, Smith, Taylor and Shayer is also held responsible for their actions even outside of work environment. If the conversation outside of work regarding an individual that they work become uncomfortable, Smith should say something about it to stop the conversation and then remove himself from the
Ans. 7 From my point of view I would have reported the scheme to senior management. The scheme would have proved very harmful for the whole company and the harm of the company is bad for each and every employee of the company. Many people may have lost their jobs due to this scheme.
If I had to make a suggestion to better manage the situation, I’d probably suggest the organization to practice and use collaborating as a management strategy. I’d propose that Kate and Tom get together with their other willing co-workers and come up with an appropriate solution to the organization’s problems. When they feel comfortable and satisfied with their possible solutions and proposal, they should then pitch it to the hierarchy of the organization: Jeff Donaldson, Rick Clark, etc. This would hopefully produce a mutually and completely satisfactory solution.
At approximately 2153hrs I arrived on the 1A unit to talk with a resident about an issue of him not be allowed to go into another resident’s room to help that resident with moving his TV. I explained to him he could not enter another resident’s room. This action is not allowed. He complied and walked away. After I completed talking with the resident involved in this situation I was approached by another resident to hear his problem. Afterwards at about 2206hrs as I walked over to speak with staff I watched and listened to resident Wright and SSTT Bowden have a verbal disagreement? Within this exchange I heard the resident say to the staff “bitch shut up”. Then SSTT Bowden responded with “you shut the fuck up”. Once it got to that point I
Basson, in Sexual Harassment in the Workplace: An Overview of Developments, makes the claim that ‘unwelcome conduct of a sexual nature’ is not necessarily sexual harassment until a certain level or degree of unacceptability is attained (Basson, 2007: 426). This according to the author is the first step towards a threshold in which one should ask the question as to whether the conducts was welcomed or unwelcomed (Basson, 2007: 427). As far as the types of conduct that may be constituted as sexual harassment is concerned, a distinction is usually made, “within the broad spectrum of the sexual nature of the conduct, between physical, verbal and non-verbal conduct” (Basson, 2007: 427). Sexual harassment can also be defined as sexual innuendo, comments
This includes any sexual or racial misconduct. Anyone that does not act in a respectful manner to others will be reviewed as non-compliant and disciplinary actions may be taking accordingly.
According to legal dictionary (2013), sexual harassment refers to any form of unwelcome sexual behavior or advances, appeals for sexual errands, and other form of physical or verbal conduct or behavior that portrays sex nature and tends to make the working environment offensive or hostile. Any behavior or remarks that take such forms constitute sexual harassment when: Compliance to such conduct happens either implicitly or explicitly based on employment of an individual, rejection or compliance to such conduct is used to make decisions during employment and when such conduct interferes or affects performance of a person at the workplace. Sexual harassment ta...
Lastly when dealing with malicious or intentional false statements about a colleague, it should be immediately nipped in the bud, or the person involved would be directly violating the guarantee of equal opportunity to all from this selected code of ethics. Under the golden rule, one should treat others, as one would like others to treat oneself. Making malicious or intentionally false statements about a colleague would clearly violate this rule. If anyone has heard this type of false statements being spoken, they should take this knowledge to their direct supervisor, who should then take it up with the dean of the department. This is slander, and will not be tolerated.
As many of you have heard, an incident happened on our New Year Holiday Party, which I did not attend. One of our board member, Ms. Alexa Burnett, proposed unacceptable comments to a female radio host with discriminatory attitudes, while Alexa did not apologize to that radio host. Based on our code of diversity and inclusion, the comments are not acceptable, and any discriminatory statements will not be permitted in our community. Accordingly, based on the policy of conducts that “The employee should be responsible for one’s personal behaviors and comments
If Jim would have followed up with his request of Fred, the psychological damage caused to Fred would have been minor, if none at all. In order to have created a positive work environment, Jim should have approached Fred in person and followed up his request for advice when he began his new role at Schering-Plough. Because Jim never followed up with his request of Fred, he failed in his attempt to develop as a positive role model. By not allowing Fred to give insight and work together in an attempt to increase sales, he felt as though he was devalued and interpreted the shun as a sign of disrespect. Perhaps Jim never followed up his comment to Fred as he was experiencing declining sales growth and needed to focus on his own job before giving the time to mentor others, but it should have been communicated as such to Fred rather than not bringing it up at all. Communication is key in relationships, whether it’s personal or professional, and not communicating decreases the opportunities for a positive work
Her attitude affected the overall mood of the department. It is important that Gene lets Kathy know that is not acceptable behavior and there are options available to her for getting help if needed. Gene does not want to lose an exceptional employee just because she is going through a hard time. However, if she does not change her behavior she could be transferred or even lose her job.
There are much more customers than the Hearthside. All of them hate a certain co-worker who is always nagging. That co-worker reveals to Barbara that she’s like that because of the industry. Barbara is a newcomer to this. She has a different perspective because she doesn’t have to do this to survive. When it gets too hard she can just bail out. There is no stagnation of living and the constant stress of getting enough money to pay rent. She might have a few shocks but at the end of the day she is fine. She doesn’t know this yet. She realizes that many of the co-workers are closely knitted, and for good reason. When they’ve survived with each other for so long it’s hard for a newbie to get involved. Then she meets George a young boy who can’t speak English. They talk through small breaks and she sees him like a son. However there’s news that he stole something and is going to court. Obviously Barbara should do something. But she finds that she can’t, and even if she tries to force herself, doesn’t want to. Is it the industry that’s doing this to me, or have I been like this all along? Has she been judging everyone incorrectly. Maybe it’s not their fault they are stuck up. Maybe this is the only way they can survive and take it for any longer. This experiment that she’s doing might be something that she never expected to change
As following our case study, the problem of this matter is people taking this to serious, Barbara was making a joke/ comment on matt appearance, he responded with a joke/ comment and Barbara fails to understand Matt intention. A friend from HR was just an instigator, she could calm the matter down by saying this was a jokingly comment, or may be offer some conclusion.
There is one way she could have resolved the situation. The solution is simple; stop being immature and gossiping about others. I do not think there is anything wrong with communicating with your employees an...
Sexual harassment in the workplace has been a huge problem in recent history. It can happen to anyone, and it can happen everywhere. It can affect all types of races, genders and ages. Statistics today show that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consumed covering sexual harassment because of the high-profile cases.
In today’s workplace, sexual harassment is a growing problem. The legal definition of sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive working environment. Another definition is the making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position. Women and men of all ages, backgrounds, races and experience are harassed on the job. Sexual harassment encountered in workplaces is a hazard across the world that reduces the quality of working life, jeopardizes the well-being of women and men, undermines gender equality and imposes costs on firms and organizations.