Running head: JAVA CORP EMPLOYEMENT LAW 1

Anti- Harassment Policy

Student’s Name

Institution’s Affiliation
JAVA CORP EMPLOYEMENT LAW 2

Anti- Harassment Policy

Well-structured and organized policies and procedures are vital elements in the

organizations. The former and the latter are essential to workers, including the firm's

stakeholders, in a manner that they are protected from all sorts of harassment and discrimination.

Therefore, the organization must adhere to the set guidelines to avoid staff discrimination or

harassment. Recently, Java corp has been mistreating its workers in all sorts of harassment,

including sexual assaults and damages such as back pay, front pay, punitive damages, and

attorney's fees (Tseng & Kang, 2015). Thus, as a new human resource manager in the company,

my first task is to develop a formal anti-harassment policy that will protect the organization,

employee, and the firm's stakeholders. The policy will contain the following components;

Objective prohibited conduct under this policy, including discrimination, harassment, sexual

harassment, and retaliation, confidentiality, and finally, Complaint procedure.

Aim

Java Corp aims to establish and uphold a peaceful working environment whereby people

are preserved with extreme respect, decency as well as dignity. Thus, all people should ensure

that the company encompasses mutual trust and free from all sorts of misconduct, such as

exploitation, harassment, and intimidation (Tseng & Kang, 2015). Java corp will not abide by

any unauthorized discrimination or oppression. Therefore, the company goal will seek to

safeguard, correct, and take strict measures to the policy brokers. To enforce the policy, the

company will need to educate the entire employees.

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Prohibited conduct under this policy

In line with the government, business organization, and local anti-harassment and

discrimination rules and regulations, Java Corp imposes this policy according to the following

terms and procedures. The terms include sexual harassment, discrimination, and retaliation.

Sexual harassment

Sexual harassment refers to unwelcome sexual requests or verbal conduct, which is

sexual. Thus, the former is unauthorized employment discernment according to the civil right act

of 1964 article VII and which is prohibited under the Java Corp anti-harassment policy (Tseng &

Kang, 2015).. Consequently, sexual harassment for employment decision results in intimidation

and creates an unfavorable working environment. Therefore, Java Corp boldly discourages any

form of sexual relationships between the manager and employees or among employees. Thus,

such sexual relationships may facilitate to conceding conflicts of interest or lead to favoritism

and bias in making decisions upsetting the employee (Goldberg & Ahmad, 2019).

Besides, if any worker of Java Corp gets involved in a consensual affair with another

worker within the same department, they should notify the human resource director or any

corporate staff (Goldberg & Ahmad, 2019). Thus, Java Corp has made reporting a must and

should be made among the same department. Additionally, Java Corp will work collaboratively

with the human resource managers to review the situation once the relationship is known and

discuss the way forward about the two parties' future.

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Discrimination

Discrimination in the workplace encompasses biasness in the provision of employment

opportunities, benefits, and privileges depending on individual status, age, gender, race,

nationality, or religion. According to Java Corp Company, it is a violation of anti-harassment

policy to discriminate in the provision of opportunities or utilize unfavorable evaluative

employment standards (Goldberg & Ahmad, 2019). Consequently, discrimination of such kind is

also illegal according to the federal government, state, and local rules and regulations, including

the Civil Rights Act section VII of 1964 and the Discrimination Act of 1967 (Goldberg &

Ahmad, 2019). Therefore, the company policy will adhere to the set guidelines on the anti-

discrimination procedures. Thus a violation of this policy will result in strict disciplinary

measures, including job termination.

Retaliation

Retaliation refers to action taken by an employee or employer to revenge back to an

individual. Java Corp prohibits such incidences in the company. Therefore, no penalty or

hardship will be enforced on an employee in reaction to filing to a bona fide complaint of

oppression or exploitation and acting as a witness in search of a complaint (Goldberg & Ahmad,

2019). Meanwhile, bona fide complaints at any cost will not be used against the worker,

including a negative effect on the worker's employment status. Conversely, it is essential to note

that policies will not tolerate malicious complaints subjected to strict disciplinary actions,

including termination.
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Confidentiality

All investigations, including complaints and information ab9ut Java Corp Company, should be

kept confidential and secure. Thus, the human resource manager is responsible for employee

complaints and will fully take adequate steps to ensure the complainant is prevented from

retaliation before and after the investigation (Zgheib, 2019). Java Corp will keep all the

information containing complaints as well as investigation secure under the policy.

Complaint procedure

Java Corp has introduced the following procedures for accommodating a complaint from

harassment, discrimination, and retaliation (Zgheib, 2018). Firstly, complaints should be taken to

the human resource director as soon as the incident happens. Secondly, after receiving a

complaint, the human resource director will alert the management to review it. Thirdly, the

investigation will be initiated by the HR director to evaluate the cause of the complaints.

Fourthly, the complaint and the respondent will be separated in investigations via leave or micro-

transfer.

Nevertheless, to interview the complainant and the respondent, including the witness,

determine the complaint's validity. Finally, the HR director or other individuals conducting the

interview will submit a written report of the finding to the company. Furthermore, the review of

the investigation in the report and decide what to do upon the result (Goldberg & Ahmad, 2019).

Lastly, in conjunction with the human resource director, the senior management will notify the

complainant and the respondent separately and notify them of the findings of the examination

and take disciplinary actions if need be.

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References

Tseng, L. M., & Kang, Y. M. (2015). Anti-harassment policy, manager integrity and intention to

report customer sexual harassment. Leadership & Organization Development Journal.

Clair, R. P., Brown, N. E., Dougherty, D. S., Delemeester, H. K., Geist-Martin, P., Gorden, W.

I., ... & Turner, P. K. (2019). Sexual harassment: an article, a forum, and a dream for the

future. Journal of Applied Communication Research, 47(2), 111-129.

Goldberg, C., & Ahmad, A. (2019). Improving the measurement of sexual harassment climate.

Industrial and Organizational Psychology, 12(1), 64-67.

Zgheib, P. W. (2019). Sexual Harassment Laws and Their Impact on the Work Environment. In

Social Issues Surrounding Harassment and Assault: Breakthroughs in Research and

Practice (pp. 657-683). IGI Global.