BUSI 642 HR Policy Research Paper

BUSI 642 HR Policy Research Paper

This employee policy and adherence to it is vital to organizational operation in a variety of aspects. Informing employees of the company’s policies creates a productive and safe work environment for the benefit of the employee as well as protect the company from a variety of potential lawsuits that may arise from noncompliance. The policy is part of the process of hiring and can be overlooked by the employee and employer and if not followed can seriously leave a company in a compromising situation. The following will explore a variety of different policies and the importance of particular components being included.

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Sexual harassment is a great concern to organizations and if allowed to go unchecked can cost a company millions of dollars. According to Cabral, “in 1980 the Supreme Court said that sexual harassment was a breach of the Civil Rights Act of 1964. From the years 1978 to 1980, sexual harassment cases brought in opposition to companies costing them $189 million. This amount elevated to $267 million from 1985-1987” (p.16). Kubasek, N., & Brennan, B states “That according to the EEOG Guidelines and accepted by the U.S. Supreme Court is unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, which explicitly or implicitly makes submissions a term or condition of employment or creates an intimidating, hostile, or offensive environment” (p. 567). In accordance with the Civil Rights Act of 1964, sexual harassment is a form of discrimination that is sexual in nature and includes any verbal or physical harassment, unwelcomed sexual advances, jokes and pranks of a sexual nature, requests for sexual favors, and anything else that is sexual in nature that can be offensive to another (Berlin, 2014). Harassment does not have to be sexual in its nature and its victim and harasser can be both male or female. It can be remarks considered offensive. For example, making comments about women in general. According to Gomez-Mejia et al. (2012), “recent U.S. Supreme Court sexual harassment rulings directly affect employer liability in sexual harassment cases” (p. 103). Title VII states that discrimination based on sex to include refusal to hire adversely affecting that employee’s status. l prove…

BUSI 642 HR Policy Research Paper

BUSI 642 HR Policy Research Paper