Create a representation of actual sections of employee handbook. describing the company to which the employee handbook applies, address issues as privacy, employee/applicant testing, and performance evaluations in the global workplace.© BrainMass Inc. brainmass.com October 16, 2018, 8:07 pm ad1c9bdddf
Employee Handbook Assignment create employee handbook
Create a representation of actual sections of employee handbook. Describing the company to which the employee handbook applies, address issues as privacy, employee/applicant testing, and performance evaluations in the global workplace.
Sexuality and dating in workplace
This is the issue of physical privacy rights in the workplace. For example let us take the case of Sexual harassment at the workplace. Sixty per cent of working women have faced sexual harassment at some point of time in their working lives. For every woman who raises an outcry, there are hundreds of others who suffer in silence, quit their jobs or get transfers. For years, sexual harassment was considered an inescapable part of a working woman's life. Now awareness is slowly rising that no woman should meekly accept sexual harassment as part of her lot. This issue of freedom of sexuality and dating is relevant in the workplace; the implication of theory is to provide the freedom to the employees to attract right talent. But this is limited to a certain extent because of the theories of deontological theories.
Duty based ethics
Deontological ethical theories emphasize duty and obligation. "Deontological" simply means the study (or science) of duty. They give priority to what is right or moral---actions are either right or wrong, regardless of the consequences they produce. Thus Deontological system means a strict adherence to rules and so if a holistic approach is taken it means following a deontological system of morality. For example let us take the case of sexual harassment.
Sexual harassment is constantly being redefined and extended in legislation and court decisions.
The basic definition of sexual harassment comes from the United Stated Equal Employment Opportunity Commission (EEOC):
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment.
http://www.hr-guide.com/data/072.htm as retrieved on 1 Aug 2006 01:09:17 GMT.
Thus it exists whenever an individual in a position to control or influence another's job, career, or grade uses such power to gain sexual favors or punish the refusal of such favors. More and more NGOs are active to help the sufferer. Thus we will also conduct orientation program regularly and will abide by the above definition
Testing is an important practice and it's prevalent in many organizations.
If testing is used and shown to have an "adverse impact", the test must be validated according to EEOC guidelines. In general, this validation process requires that the employer confirm that the test criteria are directly related to job performance, and that the test used actually measures these criteria.
All tests are developed to ensure they test the specific, work-related criteria they are intended to address, and that these criteria are focused on typical job functions. Data supporting this process are collected and retained.
 The Guidelines were adopted jointly by the EEOC, the Department of Labor (including its Office of Federal ...
Employee Handbook creation help is achieved.
Are Employees and Employers Bound by Employee Handbooks?
1. An employee signs a document acknowledging that they read and fully understand the employee handbook. Shouldn't an employer be bound by anything written in an employee handbook when disciplining or discharging the employee?
2. Is it fair for an employer to change or modify the handbook at their discretion?View Full Posting Details