Personnel Policies © Copyright Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Note that matters of employee law and regulations apply the same to for-profit and nonprofit organizations. Sections of This Topic Include About Personnel Policies Sample List of Personnel Policies Training on Policies Various Perspectives on Personnel Policies Also see Related Library Topics Learn More in the Library's Blog Related to Personnel Policies In addition to the articles on this current page
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complaints of favoritism from coworkers, 24 percent in sexual harassment claims, and another 24 percent in the decreased productivity of the employees involved” (Wilson, Filosa & Fennel, 2003). Due to these troubling statistics, employers have been faced with enforcing policies outlining workplace relationships as protection from litigation and liability (Wilson, Filosa & Fennel, 2003). A consensual relationship agreement (CRA) is a policy which is being adopted to avoid such issues (Hellriegel
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1. Executive Summary 2. Work Culture at P&G 3. Human Resource Issues at Proctor and Gamble • o Downsizing Executive Summary Procter & Gamble is a biggest name in the market which deals with consumer goods. Its headquarters is in Cincinnati, Ohio, USA. According to Fortune 500 P&G is one of the top Performing Companies. P&G holds ranks 39 on the list. P&G was founded by William Procter, a candle maker & James Gamble, a soap maker in the year 1837.
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survey by the Society for Human Resource Management predicted that 55 percent of office romances would likely result in marriage, but that 28 percent of these office romances may result in complaints of favoritism from coworkers, 24 percent in sexual harassment claims, and another 24 percent in the decreased productivity of the employees involved.” (pg. 1). The very content of this survey shows that workplace romance is highly likely and present in today’s society. The fact that workplace
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business. You are only to address honesty issues between employers and employees. In completing this assignment, you need to find, read, and cite two academic honesty codes from a ".edu" address. These codes and principles will be helpful in developing an Employer-Employee Honesty Code. Maximum length is 4 pages typed, double-spaced, 12-point Times New Roman font, MS Word default margins, excluding appendix material, references; and cover page. Include two appendices with the cited academic
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on-the-job, romantic relationships at work are developing more frequently. Workplace romance may be the only option for employees whose workload limits their outside activities; but for employers, this trend may prove problematic as the potential liability associated with these relationships rises (Wilson,Filosa, et al, 2003). Since this trend is continuing, how are employers protecting themselves as well as their employees? One type of workplace policy that is being adopted is a consensual relationship
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Risk Management Risk: Risk is any uncertainty about a future event that threatens your organization's ability to accomplish its mission. Cost of Risk Equals: • Insurance premiums; plus • retained losses; plus • internal administrative costs; plus • external administrative costs. Risk Management is the systematic method of identifying, measuring and treating exposures to property and casualty loss. Risk management focuses on risks stemming from physical or legal causes (e.g. natural disasters
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to perform the job requirements. Additionally, it is important to ensure steps taken to correct inefficiencies are in accordance with Federal and State employment laws and regulations. Moreover, it is important to review employment laws prior to developing a corrective action plan. This will ensure that the process and procedures taken will be within the confines of the law. If the employee disclosed having a disability, then measures will be taken to ensure more time is given for said employee
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Name: Yasser Gharib Hashem Group: 49K Spring 2015 -Problem Definition:- Workplace Violence became a National Epidemic in USA. -Causes:- A. Job Stress B. Verbal abuse C. Verbal threats of violence D. Sexual harassment. E. Discrimination. F. Failure to educate managers and supervisors in recognizing early warning signs or symptoms of impending violence and their responsibility to take action. G. Negligence in the hiring, training, supervision
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thwart charges of favoritism, sexual harassment, preferential treatment (Miller v. Department of Corrections).In this case a warden was alleged to have had concurrent relationships with three subordinate women. One woman reportedly bragged to coworkers that her promotion was secure because "she knew every scar on his body" and could take him down. Two other females brought a sexual harassment claim, alleging that the only way to get promoted was to engage in a sexual affair with the warden. The California
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