...Sexual Harassment: The Emerging Epidemic Plaguing the Healthcare Industry Andrea Ramos, Brandy Gunstanson, Karen Ayala, and Vicki Thach Tarleton State University, Ft. Worth In recent months, the prominence, damaging effects, and consequences of sexual harassment, has become a hot button issue among Americans. As individuals continue to come forward with allegations of sexual misconduct, it is being noted that most encounters are occurring in the workplace and, undiscriminatingly, in a variety of industries. Subsequently, individuals are coming to the overwhelmingly horrific realization that there is no profession untouched by the Human Resource nightmare known as sexual harassment. The Equal Employment Opportunity Commission defines...
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...organization. In order to be the leader in our industry, we must establish an unwavering confidence between our customers, suppliers and stakeholders. Company X is committed to excellence and providing a workplace that instills the values and morals our customers have come to expect. To ensure that everyone associated with our company exudes the standards of a world class organization the following code of conduct has been established for all employees to adhere to. This code of conduct is a guideline to provide an environment of fair and ethical treatment for all employees, suppliers and customers. This code of conduct sets forth the core values of our company and the expectation that all employees perform their duties with honesty and integrity. Examples of acceptable or unacceptable behaviors in accordance with the core values of Company X: 1. Employees will treat everyone including employees, customers or suppliers with fairness and respect regardless of race, sexual orientation, gender or religion. 2. Conflict of interest: Avoid a conflicting personal interest with the interest of Company X, a customer or a Company X supplier. 3. Report any unethical, unlawful, or unsafe situations or behavior. It is the duty of all employees to report any of this misconduct in order to protect your coworkers and Company X from wrongdoings. 4. Gift giving or receiving: Accepting a gift from a customer or supplier is forbidden, and is grounds for termination. Giving gifts or...
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...Company X representative during work hours and during off work hours. Violations of Company X rules of acceptable behavior will be viewed as misconduct, which upon review can constitute immediate suspension. Pending further review and investigation some violations may result in termination. The following section is not an all- inclusive list of violations but a snapshot of some that could result in immediate termination. * Falsification of Company documents and or records such as, but not limited to, time cards, company financial reports and travel expenses for reimbursement. * Failure to report an accident involving a company issued vehicle. * Insubordination or refusal to follow instructions or carry out work task without proper justification. * Misuse of company resources such as but not limited to, the internet, computer and phone usage. Ethics Training Common Ethical Values: The following will provide employees and potential employees with a clear understanding of what is considered ethical and non-ethical behavior. One such behavior is sexual harassment in the workplace. Sexual harassment can occur in many forms. The request for sex in exchange for favorable treatment such as a raise or promotion is not acceptable ethical behavior. Sexual harassment can also include excessive touching, jokes that are sexual in nature, displaying pictures or videos which...
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...Part A – Standards & Procedures Attendance policy Regular attendance contributes to the success of Company X. Absenteeism reduces the quality and efficiency of operations and production of products and services. Absenteeism also places a hardship on co-workers and team members who report to work regularly. Regular attendance is an important responsibility of every employee, and employees are expected to be at work, on time, every working day. Extreme tardiness or leaving early can be as detrimental to the company as an absence. Multiple tardies or leaving early will be considered a “pattern” or “attendance problem.” Other factors, such as degree of lateness or leaving early, may be considered. When a pattern arises, disciplinary action will be taken. If a verifiable condition exists, such as a traffic accident forcing a road closure, an ice storm (or other act of God, which results in an employee being late to work,), such lateness will not be counted against the employee. There may be occasions it may be necessary for you to be absent or take time off from work. Company X is understands and is aware that emergencies, pressing personal business, or illness that cannot be scheduled outside of your working hours may need to be addressed. Personal days have been provided for this purpose. Company X understands there are times when you are still contagious with an illness, but feel well enough to work. Please do not come to work and share your illness with your...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...Sexual Harassment at workplaces Introduction Cases of sexual harassment at the places of work have been on the rise especially over the recent past. Sexual harassment is one of the most exploitive behaviors where power has been misused to victimize others at the places of work by those who hold superior positions in organizations (Shrier, 1996). Sexual harassment can occur to both men and women but more often than not, women are the victims. According to Boland (2002), a research conducted in the 1970s revealed that approximately one out of every two women would become a victim of sexual harassment at her place of work. The vice makes one feel disrespected, humiliated, or offended. Forms of sexual Harassment Such conduct is either expressed implicitly or explicitly, a term or condition to one’s employment. Rejection of such conditions by the victim may be used as the basis for employment decision affecting him or her. The purpose of such behavior could also be aimed at creating a hostile and intimidating work environment for the victim (Achampong, 1999). Sexual harassment can be of quid pro quo i.e. something for something or ‘a hostile environment’ in nature. In both cases, the conduct is unwelcome. In most cases the quid pro quo involves a senior person who has power to make decisions on an employee, depending on whether he or she submits to their sexual demands. On the other hand, a hostile environment is established when the working environment is offensive and intimidating...
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...behavior and protection for women who speak out against it and should adoptingflaws less and feasible sexual harassment policy. Difficultiesarise due to the traditions...
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...1.0. INTRODUCTION The term ethics comes from the Greek word “ethos” which mean character or attitude and personality. Some philosopher defined that ethics as one of the research towards morality and some said that ethic is also the behavior principles that control the individuals or profession as a standard in making decision or action. For the technocrat group, ethics is linked with study on standard of morale issue. Ethics played an important role in a person life because ethics really show the person morale whether its good or bad. Ethics have many theories that explained the principles that can be used in designing the good personalities in oneself. One of the important theory is the Consequentialist Theory, The Consequentialist Theory is divided into many theories such as the egoism and utilitarianism ethics. We should learn about ethics in our daily lifes and anywhere we are. 2.0. THE VALUES IN ETHICS RESOURCES There are four (4) resources in the value of ethics. The resources are religion, philosophy, the culture experience and also law.. 3.1. Religion Religion is the main and oldest resources in the values of ethics. Religion played an important role in building the ethics value in oneself and as well as the organization. For the individual that are Muslim, they are tied with the ethics value that is stated in the holy Quran which was left behind by the prophet Muhammad which was written in the hadith. Whereas other religion they are also tied to their...
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... Workplace relationships will eventually occur as employees of all interest and backgrounds are put into a melting pot. Some say that the workplace has become the new singles bar. Also, the workplace has become a place for extramarital affairs and some same sex relationships. As people share common interest, attractions occur, eventually leading to a relationship. It is important for employers to realize that workplace relationships are going to occur and to have policies set in place. It is not a suggested practice to forbid workplace relationships, but it is necessary to maintain the integrity of the organization and to maintain a functional office environment. Unfortunately, workplace relationships can lead to accusations of poor judgment, breach of ethics, favoritism, lost of productivity, poor employee morale, sexual harassment claims and workplace violence. Consensual relationship agreements or “love contracts” should no be used as the sole means of protection from litigation, they should be used to supplement a business’s antiharassment policy, and other legalities that may occur upon the demise of the relationship. Consensual relationship agreements are written contracts in which employees involved in a workplace relationship and acknowledge the following: • Their relationship is voluntary and consensual. • They agree to abide by the employers antidiscrimination, antiharrassment, and workplace conduct policies. • They...
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...SelectCare Benefits Network Sued by EEOC for Same-Sex Sexual Harassment and Retaliation Female Patient Advocate Was Subjected to Sexual Harassment by Female Supervisor, Retaliated Against for Complaining, Federal Agency Charged AUSTIN, Texas - SelectCare Benefits Network, Inc., an Austin-based broker of medications for disadvantaged people, violated federal law by subjecting a female employee to a sexually hostile work environment and then retaliating against her after she complained, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today. According to the EEOC's lawsuit, a female employee who worked as a patient advocate in SelectCare's marketing department was subjected to sexual harassment on an almost daily basis throughout her employment by a woman who was her direct supervisor. This manager engaged in misconduct such as frequently grabbing, poking and/or touching her breasts, buttocks and thighs in plain view of co-workers and the company's directors, the EEOC said. The woman was referred to as "bitch" and "slut" by the supervisor almost every day at work, the agency charged. In addition, the EEOC asserted that the employee was retaliated against for reporting the harassment to other managers, one of whom was the harasser's husband. The company gave her outdated leads which reduced the number of calls directed to her, severely limiting her ability to make sales, and deducted chargebacks from her salary. SelectCare also reassigned...
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...Review the Virginia Pollard case information located at the beginning of this project: You Decide ES. (If you click here, you will return to the face-sheet of the project area. To return to this page, click the Begin button again. You can do this all week.) To do well on this project, study the readings for this week and consider the work we did in Week 5. You may want to do some outside research for this project as well, reviewing recent case law on discrimination and harassment and including that in your answers to the project. Do not discuss this project with your classmates. You should do the work on your own. This project is "pooled," meaning your classmates may have different questions than you do. This project is worth 100 points toward your final grade. You can access this area all week and continue updating your answers until the end of the week – be sure to hit "save answers" before leaving each time! When you are done working on the project, hit "Submit for grade," and then it will be available in the grade book for grading. Your role in answering the questions: You are the independent human resources consultant hired by Teddy's Supplies to help explain to the company what the case against them will entail. You have gleaned the facts from your investigations into the situation to date. You have never talked with Virginia Pollard. The case is currently in the appeals stage and the company executives have some questions for you. Answer them using the most recent legal...
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...pivotal sexual harassment cases in American history. When Anita Hill spoke out about the alleged harassment, legislation on the topic of sexual harassment in the workplace was still relatively new. Although, Thomas denied the allegations and was still confirmed to the Supreme Court, the court case introduced the topic of sexual harassment into everyday conversation. It was a time in which people were still debating what sort of behaviors were appropriate in the workplace. The term “sexual harassment” was actually coined in 1975 by a group of feminists and activists at Cornell University, finally giving a name to the pervading problem. A former employee at the university, Carmita Wood, had been harassed by her supervisor, and ultimately resigned from her position. After the university had denied her benefits and a request for transfer, Wood formed a group called Working Women United and hosted the first speak-out event against sexual harassment in which women from various lines of work shared their...
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...Inappropriate Behavior NAME Argosy University Online Faculty What civil rights laws may prohibit Marwan’s conduct with his fellow co-worker? Do those laws apply to his conduct toward the park guest? The civil rights laws’ covering this case comes under Title VII of the Civil Rights Act, 1964 (Cooper, 2010). This legislation safeguards the employees against discrimination at workplace on the basis of caste, color, creed, gender, origin (Cooper, 2010). The law applies to all employers whether national, state or local. Any company having fifteen or more employees has to adhere to this law. As per this law, a commission called Equal Employment Opportunities Commission has been set up, to protect people against discrimination and impose this as well as other applicable laws. Discrimination at place of work has always been in existence since long before any rules were applied. The U.S. Authorities initiated this law after hearing several cases of harassment. The law safeguards both the employees as well as the applicants applying for the job. The law states that no employer can take recruitment decision solely on the basis of the caste, color, creed, gender, or origin of the applicant. The company or employer cannot favor anyone on the basis of these factors while selecting or promoting. Also the employer cannot assign any task to the employee on the basis of these factors. The employer has no right to determine the remuneration of an employee...
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...The franchise employee handbook clearly mentions that any unethical behavior is not tolerated and that employees should come forward to report the incidents to the proper manager. Unethical behavior should be reported in accordance with the guidelines set by the franchise. What are some of the characteristics of Best East’s ethical culture that would create the current dilemma for Lael? Best East Franchise Corporation not having a hotline available is a major hurdle for reporting misconduct. When an organization urges its employees to report any unethical conduct, it is the responsibility of the organizations to completely validate the protocol and make things transparent for the employees so that they can report the incidents. The other dilemma for Lael is that she was never treated badly by anyone. She can only report if some of the female employees’ can support her arguments. In present times many organizations have hotlines or a drop box where employees can anonymously report misconduct. This is one facility that’s lacking with this franchise. What should Lael do to resolve her concerns? Lael can most probability use her critical judgment in analyzing the situation. Research has shown that employee reporting unethical behavior depends on few critical factors. It depends on personality of the employee such as if the person...
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...personals should not participate or assist anyone in any activity that results in the violation of such law and rules. Failure to comply will result in disciplinary actions and possibly termination. All our employees and staffs are always held to a greater degree of accountability so everyone needs to exhibit higher standard of professional, business and personal conduct. This requires we put greater emphasis on company’s core values and interest of our clients before our own personal interest. 2) Diversity: We understand and deeply value the differences that our employee brings to the organization, so we strive to build a more friendly, profitable and effective environment. Any prejudices or biases based on age, gender, race, ethnicity, sexual orientation, religious affiliation, lifestyle, skill level, economic class, educational level and veteran’s status will not be tolerated and be subjected to severe disciplinary actions. (Bateman & Snell, 2010). Everyone will treat each other with respect and behave in a professional manner. Together we all strive to...
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