The Pros And Cons Of Management

The search term I used to search for this article was Title IX in sport. I used the OneSearch Database through UNF’s online library. I selected this study because it focuses on the impact of Title IX on the career opportunities in intercollegiate athletic administration.

• The accused/accusers will be informed of the seriousness of the allegations of misconduct by their manager/supervisor they will also provide any supporting evidence.

In 2011 the Department of Education released a “Dear Colleague” letter aimed at reminding educators of a fact established by the Supreme Court: under Title IX, schools much ensure survivors of sexual assault can stay in school and learn safely and notified colleges and university that the federal government was going to be aggressive on sexual misconduct. However, under DeVos’s new ruling the federal government is pulling back their investigation into sexual assault on college campuses.

The Plaintiff contends that Baylor’s knowledge of the potential threat Elliott and other student-athletes posed as well as their deliberate lack of concern subjected her to an increased risk of being sexually assaulted. Specifically, Hernandez alleges that the university failed to address and intentionally concealed the sexual violence committed by football players for several years; the Plaintiff also states that Baylor’s staff was directly and repeatedly told about the sexual assaults committed

Reynolds, Gerald. Letter to public; "Department of Education Closes Book on Title IX" (July 22, 2003)

The actions to take constitute the employee’s responsibilities in responding to allegations or suspicions of abuse. Always follow policies and procedures and report to the appropriate person(s), record the facts on appropriate paperwork, listen do not judge, stay calm and collected, and do not tamper with evidence.

He is found not responsible on all four accounts. “The investigators find that [he] may have interpreted [her] actions as consent,” was what had been stated in the report. Cassie’s actions, her silence and passivity, her frozen trauma state, may have been interpreted as consent. Yet, included in the very same email she received was an attachment to the University’s detailed Policies and Procedures on “Harassment, Discrimination, Sexual and Relationship Misconduct”. Here in this document under the section of effective consent are two lines: “Consent cannot be implied through acceptance of an invitation,” and, “Silence and passivity cannot be interpreted as an indication of consent” (Harassment). Implied. Interpreted. Yet, these are the exact grounds on which the Office of Equity and Inclusion based their decision. Not to mention, Cassie never said a single “yes” to anything and was never actively engaged with anything going on. To the Office of Equity and Inclusion at Creighton University, her no’s meant nothing. Cassie decided to write an

Many grievances can be resolved without the involvement of third parties by correcting a misunderstanding between the employee and management, or with a simple negotiation between the employee and management. However, the grievance may involve a more difficult issue, or one or more of the parties involved may refuse to settle with a just a simple negotiation between the employee and management. Therefore the grievance form should be filled out in detail. “Grievances are usually written out at the first or second step” (Holley et al, 2008, p.420). The important part of the report is to have the complainant’s name. It should also include when the incident occurred, the chief complaint, and the resolution sought by the employee.

5.3 Describe the action to take if suspected abuse or unsafe practices have been reported but nothing

The lack of consistency in higher learning institutions can be attributed to that “until recently such institutions have not been subjected to legal sanction for failing to address the problem (Schneider, 1987, p. 525) Schneider writes, “only two reported federal cases have presented a claim of sexual harassment under Title IX” (p. 527). At the time, the only two reported cases were Alexander v Yale University (1980) and Moine v Temple Univ. School of Medicine (1986). More recently, however, in 2015, Michigan State was in violation of Title IX, as they were not appropriately vetting sexual harassment cases on their campus. “Prior to and during the course of Office for Civil Rights (OCR) investigation, the university made revisions to its Title IX policies and procedures in an effort to correct several Title IX compliance concerns” (ProQuest, 2015). Reiterating the amount of obscurity that exists within the policies that each institution enforces and abides by is, for the most part, no use.

Select the appropriate investigative approach: If the complaint is not resolved, determine what action is required, which may include options other than a formal investigation. This can

The main issues in the case include allegation about one of the supervisors in the building safety office, the assistance of the deputy city attorney, the division of Building and Construction Permits and Inspections and the necessary step to take about the allegation. Major human resource themes that are related to this case include scientific management, paradox of needs, the changing workforce in regard to generation x and personnel administration.

8.Select one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Recommend an action plan geared toward preventing the issues addressed in both cases within your selected organization. Justify your recommendation.

Based on the findings of the company TNA it was determined that there was a need for sexual harassment training of employees and supervisors. In the training on sexual harassment the areas covered were how to handle cases of sexual harassment, knowing if you were sexually harassed, and how to report harassment. Organizational results are the changes in key outcomes for the organization that can be linked to the training (Blanchard 2013). Training provided to employees

1) Detail all steps you would take relative to the complaint by Julia’s parents. Identify any and all steps and documentation necessary under your state’s laws and district policies, as well as specify what any documentation you should include and what you will do with it.