Employee Handbook: Morell Realty Group

Providing training about harassment has proven beneficial to the business environment. As the former EEOC Chairman stated “Sex harassment has developed as one of the great lessons in how education can have an effect on an offensive practice.” There are education campaigns educating not only employees but employers about what harassment entails, how to prevent it, and how to deal with a claim. (Glazer, 1996) In fact, most

Federal (Title VII) and State legislation prohibit intentional discrimination based on race, color, religion, sex, or national origin and prohibit both “disparate treatment” and “disparate impact” discrimination.

Again this is one of the most important laws an HR personal can come across. If an employee is being fired and they feel like they are being discriminated from a previous incident they have the right to take the company to court. Companies/employers need to make sure they aren’t singling anyone out or even watch what they say to people of certain race. If they feel offended they could take matters into the legal

Primary research consisted of statistics I obtained from 2014 WBI national workplace survey taken by 1000 adults in the United States. Secondary Sources included books, and online resources. The results of my research, to be discussed more in depth in my report, reveal a startling truth that we need too bring awareness to that is harassment does exist in the workplace.

Retaliation or reprisals are prohibited against any individual who has complained under this policy, or has provided information regarding a complaint. Any retaliation or reprisals are subject to immediate corrective action, up to and including termination for wilful misconduct. Alleged retaliation or reprisals are subject to the same complaint procedures and penalties as complaints of discrimination and harassment.

“Drug-Free Workplace Act is a federal act that mandates that any business receiving a government contract or federal grant must be drug-free to continue to receive the funds”.

Harassment may not be limited to just comments or advances. It can also be committed through offensive or vulgar language and different types of workplace graffiti. Also the viewing of pornography or other offensive items, and other seemingly minor things can be very offensive to other employees and be considered types of harassment.

Many people that are among the minorities of people in the U.S. are facing problems getting hired in certain jobs or facing discrimination in the workplace. Discrimination and harassment in the workplace can come in many forms. And although such misconduct can sometimes be overt, such as the use of racial slurs or denial of advancement opportunities, it can also be subtle or even concealed. Job discrimination is a problem in the U.S. that has been occurring since the 1960s even though there have been civil laws passed to prevent such acts, but the laws are often ignored due to employers wanting certain people to work in their workplace who could qualify for their preferences.

Substance abuse is one of the largest growing problems in the world. In addition to the growth and wide-spread popularity of alcohol and ‘recreational ' drug use, the international drug trade and alcohol distribution garners tens of billions of dollars a year in both legal and illegal revenue. This simply serves as an indicator for how common drug and alcohol has become on a global scale. Although there is a portion of the worldwide population which uses substances in a moderated and controlled manner, substance abuse is becoming a prolific problem and a concern of epidemic proportion. One of the most significant issues is the increasingly common practice of drug and alcohol abuse in the workplace. Substance abuse in the workplace provides multiple ethical concerns, both from the standpoint of the employee and management. Although corporations, companies, and institutes normally have well-defined policies guiding the response procedures for suspected or known substance abuse, there are often deviations from practiced interventions and misinterpreted reactions to the issue.

If any employee faces discrimination or are experiences harassing behavior from a coworker they can discuss the problem with their supervisor or boss. Supervisors may terminate the employees responsible for the discrimination, demote them or move them to a different department. If that does not solve the problem the employee facing discrimination can fill out an Equal Employment Opportunity Commission complaint. The Employee must file the EEOC complaint before commencing a lawsuit. If the EEOC dismisses the claim, the employee can commence the state or federal lawsuit. A lawsuit is much more costly for both the victim and the discriminator and could take years to

To further its goal of ensuring a safe and healthy workplace, Whirley-DrinkWorks! has established rules regarding the use of illegal drugs, alcohol, the misuse of prescription or over the counter medications, and other chemical products. The use, possession, distribution, or sale of alcohol or illegal drugs while on the job or when conducting any work-related activities is prohibited. Impairment or simply being under the influence of drugs or alcohol on Company premises or during working hours is prohibited. The legal use

Company X complies with all federal, state and local laws that prohibit harassment of any employee or applicant for

However, the law specifically states that a hostile work environment must “create a work environment that would be intimidating, hostile, or offensive to a reasonable person.” So who is a reasonable person? I personally worked with an individual who created a hostile work environment, but it wasn’t evident to anyone else. I was challenged to prove the harassment was present, but the fact that no one else noticed it made it extremely difficult. The individual would make comments like “I love your shoes. Sometimes I like to wear ugly, old lady shoes because they’re comfortable”. She would also comment “Your hair looks nice for once, like you actually spent more than 5 minutes on it”. These are petty, snide comments that could be considered catty chatter between females. Nevertheless the comments continued, grew more common, and unkind. When I brought the issue up to management, I was told I likely misunderstood her compliment, I shouldn’t be as sensitive, or that I needed “thicker skin”. As the individual entered the workplace, she would smile and greet everyone with a “good morning”. When I smiled and greeted her, she ignored me completely. This occurred every single time. There was even a lunch meeting in which everyone carpooled to a restaurant. She was driving my group and purposely left me behind to drive myself and arrive late. There was giggling when my back was turned and the gossip continued to grow. I eventually grew to the realization that this was bullying. I was being bullied in the workplace, and this creates a hostile work

There are two big problems at Doohickeys that fall under the heading of Equal Opportunity Laws and Harassment. The first problem is described when a supervisor tells the Director of Human Resources, who has been tasked with hiring ten more people, not to hire any women “because most of them can’t lift more than 25 pounds to perform their job adequately” (Doohickey’s case study). Not only is this not true, it also would violate U.S. Federal anti-discrimination laws which prohibits, in part, discrimination based on sex. In addition, the purpose of this discrimination policy usually refers to the unfair treatment of a person or group because of that person or group’s protected category status. In human social affairs, discrimination is treatment or consideration of, or making a distinction in favor of or against, a person based on the group, class, or category to which the person is perceived. Discrimination also has a sense with neutral, positive, and negative meanings. On the one hand, it can refer to the act of distinguishing good taste and refinement. These meanings, sometimes reinforced with modifiers, stress an ability to perceive differences as an index of unusual intelligence. However, when the perception of difference is marked by invidious distinction or hostility, the word has very negative overtones, as in the sense that judgment is passed based on external factors related to nationality, religion, gender, etc. this would be considered an "act of discriminating”.

Racial or sexual harassment will be a disciplinary offence. Verbal abuse of individuals based on their gender, ethnic origin or any disability they may suffer will not be tolerated within the Company. Any individual who feels they may have suffered discrimination or harassment should raise this as a grievance with the person in the Company identified in the Grievance Procedure Set out in Section 8 of this Handbook.