Recruitment Essay

Police sexual misconduct is a significant problem faced by police forces and citizens all over the world. Because sexual misconduct is often unreported, it is difficult to know just how many cases there have been, though studies show that they may be fairly

Like employment discrimination, sexual discrimination is something both male and female officers’ face in the workforce, internally and externally. However, it is the female officer that is the more common victim to this rather than their male counterpart. An example of internal sexual discrimination would be a male officer telling there counterpart that “women have no right being in part of an organization that strongly relies on men to get the job done.” This may also be known as a form of sexual harassment toward a co-worker which is unacceptable in any job. An example of external sexual discrimination would be when a female officer arrives to the scene of a crime and the victim refuses to cooperate with them because of the fact that they were expecting assistance from someone of more masculinity, like a male officer. Ethically, if any of these scenarios were to happen to either gender of law enforcement, the best thing to do once more is set aside all emotions for the time being.

Trying to discover the best way to maintain the level of professionalism based on policies and procedures that are the foundation of any Police department or Correctional facility. The men and women who work in these jobs are in the highest percentage of divorce, substance abuse, domestic violence, and suicide. The depth of stress, dangers

Making employees feel valued by giving them an opportunity to increase their knowledge and become an expert in their field shows them that you care that they are on your team and you are willing to invest money into them so you can retain them. Some training programs would be mandatory while other training programs would be offered on a voluntary basis. Offering voluntary training programs allows the employees to show their initiative by taking as many or as few of the training classes available. Training classes would include but not be limited to: technology updates, leadership courses, supervisory courses, career development courses, technical writing courses, stress management courses, work life balance courses, retirement courses, federal and state law leave courses. After completing each training course the employee would be given a certificate of completion. A copy of that certificate would go in their permanent personnel folder and the employee would be advised to include all of their completed courses on any internal

In order to propose an effective intervention aimed at increasing the number of female corrections officers who self-report experiencing sexual harassment from other male officers, one must first look at the strategies that already exist to help with this problem. It is also important to note that the existing interventions try to reduce sexual harassment in the workplace, not increase the number of reports made about the harassment. Additionally, a few strategies seem to exist for workplace sexual harassment in general, but none is specific to sexual harassment in the corrections setting. However, it is still important to address the existing interventions in order to make the new intervention as effective as possible.

In this assignment, we will be discussing sexual harassment and the effects it has on society. In other states, sexual harassment is handled differently among the community, law enforcement and other organization. Depending on what the state’s policy is on sexual harassment, it is possible a person could get prison time or have to pay an outrageously high fine. In this assignment, we have a scenario about sexual harassment being filed by a female officer who claims of harrassed by her supervisor. As the person in charged, I have to come up with a sexual harassment policy that is in compliance with the Supreme Court.

I am Staff Sergeant Herring, and I am the Center Leader for the local Army recruiting office. I am contacting you in hopes to schedule a meeting. I understand that you are busy and have little time throughout your day to just sit down and chat however, I believe that once you allow me to explain what we as recruiters are truly capable of and how we can assist the faculty and students at Wilson HS you will be very pleased.

Could you describe the sexual harassment training you deliver to employees, including how you capture the attention of employees who do not understand the seriousness of sexual harassment or other unfair employment practices.

Create a clear, concise sexual harassment policy : make sure you have a sexual harassment policy in place which defines sexual harassment, explicitly sets forth that sexual harassment is not tolerated, explains the consequences and sets forth a process for reporting and investigating complaints.

It is certainly not pleasant for an officer to investigate another union brother or sister. Employees need to understand that in a workplace you can be their best friend or their worst enemies. They also need to comprehend that the role of an officer is sometime unpleasant where difficult decisions must be taken. For the last few years, I have a sense that some members especially officers are paying more attention by listening more carefully. Perhaps this course has something to do with it. Being part of a small department of sixteen career, two part time employees and a handful of volunteer firefighters, relationship among members seems more harmonized. Although this may be true, we currently have no career female firefighter enrol with the Bathurst Fire Department. If an incident similar to the one that transpire between Sleamon and Kowalski would occur in our department, I am positive that Fire Officials would assess the situation according to the policy and procedure established by the corporation. As previously mention, our City and Department Head are extremely strict regarding Harassment, we were made aware that it would be “Zero Tolerance”. Management is responsible to prevent and/or correct action and are to make sure it doesn’t go any

This paper I will explain on the best training model that can be used by facilities in educating their staff on sexual harassment. Most company leaders in various health care facilities view sexual harassment training as important to only low-levelled staff members. To make training effective and include all staff members, much attention should be given to the length for the training. Leadership who are mostly too busy should be trained at their preferred time rather than halting their stable schedules. The human resource department should therefore plan for

It is important to set a strong policy which describes specific prohibited conducts and penalties against workplace harassment, so that employees understand the risk of committing such problems. Besides, Steingold asserts that distributing a copy of the policy to each employee or put the policy statement in the company’s employee handbook is effective. However, employees were given handbooks which describe the company’s sexual harassment policy and the policy is also posted in the break room according to Manny Manager, Nonetheless, it seems employees are not aware of the risk of committing sexual harassement. At this point, it is necessary to give penalties to Charlie and Manny for the harassment according to the policy. This will prevent future harassment cases because they will be afraid of punished again. When imposing punishment, the company should be careful not to disclose private personal matters to keep the

For a policy or set of grievance procedures to be effective, all employees, from supervisors to line workers, administrators to custodial staff, need to be knowledgeable about the company's policy and grievance procedures. Sexual harassment training needs to be very explicit in

Kellie Stephens provides exemplary training and development programs. She and the company’s goals are to provide in-house training seminars with up-to-date sexual harassment and safety procedures. She also understands the need for management training including people skills which include “communities of practices”, “snack and chat”, and consistent implementation of PAC policies. Communities of practice continue growing in its efforts with different departments coming on board with the program. Snack and chat gives employees the opportunity to discuss and be heard about their ideas with which to continue PAC’s performance. The managers including Dick Remington and Gary Stephens are not accepting of the proper procedures with which PAC’s Code of Ethics consist of. These are a few to the many who are accepting of the proper training procedures. Training can always use improvements with learning how to learn in mind. Each individual person learns differently. Developing action plans for managers and employees who have completed training which provides continued efforts for encouragement and feedback. Individuals who display success with learning techniques and reach desired goals within the action plan will become the coaches and role models for new trainees. With simple in-house developments on training, we as a company can continue to succeed with the goals of

Dozens of women are faced daily with situations of sexual harassment, ranging from humiliation to physical attacks that lead to silence for fear of losing their jobs, or feelings of guilt believing that it is they who caused the situation, only because they are women in a workforce dominated by men. I think we can all agree on that when you experience sexual harassment, you feel bad, and wonder why. Low self-esteem and feelings of guilt are situations that we never expect when we are in a job.