of those types of officers. Cops that commit heinous acts while on duty should be punished and never have the ability to become an officer of any sort ever again. Misconduct amongst police officers will always be a problematic thing within a law enforcement agency and their are ways to reduce this type of behavior within the workplace of police officers. When we hear the phrase the “Blue Wall of Silence” some refer it to as “no snitching” or as
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SEXUAL HARASSMENT QUESTIONS AND ANSWERS A MANAGER'S GUIDE Foreword: The following contains answers to managers' most frequently asked questions when faced with allegations of sexual harassment within their organization. Q. What is sexual harassment? A. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: 1. Submission is made either explicitly or implicitly a term or condition of an individual's
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relationship, such as the rights and duties owed between employer and employee. * Discrimination issues include discrimination on the bases of age (ageism), gender, race, religion, disabilities, weight and attractiveness. See also: affirmative action, sexual harassment. Discrimination is the prejudicial treatment of an individual based on his or her membership - or perceived membership - in a certain group or category. It involves the group's initial reaction or interaction, influencing the individual's
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Preventing Sexual Harassment A Fact Sheet For Employees Inside This Fact Sheet You'll Find: Definition of Sexual Harassment • what sexually harassing behavior is • when a workplace environment becomes sexually hostile • how to tell if conduct is unwelcome Employee Responsibilities for Preventing Sexual Harassment • appropriate responses • participating in an investigation Chronology of Development of Sexual Harassment Law 2001 Edition This Fact Sheet. . . explains
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The Mysterious Roses Sexual harassment or any type of harassment for that matter, in the workplace is unproductive, can create a hostile work environment and, is absolutely not acceptable behavior. It is a complicated subject and has to be approached in a delicate manner. A thorough investigation needs to be conducted to gather facts to determine if this is actually a case harassment or an innocent misunderstanding. Either way employees must be made aware of the consequences related to all
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organizational ethics • To examine ethical issues as they relate to the basic values of honesty, fairness, and integrity • To delineate abusive and intimidating behavior, lying, conflicts of interest, bribery, corporate intelligence, discrimination, sexual harassment, environmental issues, fraud, insider trading, intellectual property rights, and privacy as business ethics issues • To examine the challenge of determining an ethical issue in business Chapter Outline • Recognizing an Ethical Issue
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Resources Manual Table of Contents Human Resources Manual 0 3 Policy & Procedures Manual 3 1. PERSONAL CONDUCT 4 1.1 Dress Code 4 1.2 Personal Communications 5 1.3 Gifts & Gratuities 6 2. EQUAL EMPLOYMENT OPPORTUNITY 7 3. SEXUAL HARASSMENT 8 4. BUSINESS EXPENSES 11 5. INDUCTION 12 6. HEALTH, SAFETY & ENVIRONMENT 13 6.1 Smoking 13 6.2 Alcohol, Drugs (& Other Substance Abuse) 14 6.3 Manual Handling 14 6.4 Workers’ Compensation 15 6.5 Total & Permanent Disability
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I. INTRODUCTION Controversy surrounding workplace monitoring and surveillance has intensified with the rapid digitization of the workplace. The ways in which we work, communicate and share information have forever changed. Employers are playing constant “catch up” with new technologies that are utilized on a broad scale long before policies are created to manage their impacts. Privacy issues often arise in connection with employer efforts to locate, hire and evaluate the most qualified and
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The HR Roles and Responsibilities in Organizational Ethics -Name- Webster University July 1, 2015 Over the years, the role of Human Resources has expanded drastically. When I joined the United States Army back in 1990, my job title was Personnel Actions Specialist. Halfway through my career the title changed to Personnel Admin Supervisor. By the time I retired, the same job was called Human Resources Manager. I eventually learned that “Human Resources” meant something very different
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written under the scenario that a new ethics officer for Company X has been charged with the task of creating said program. The program is expected to include standards and procedures section, an ethics training section, a section regarding employee misconduct and a plan for evaluating and improving the ethics program after implementation. Due to the increased scrutiny on the actions of corporations and those who act on behalf of organizations, there has been increased attention placed on the ethical
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