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Management

Referencing Styles : APA | Pages : 13

Anti-harassment workplace policy

Objective

The anti-harassment policy aims to guard and protect male and women employees of Java Corp from unwelcome sexual behavior. Esposito (2019) claims that any harassment within the work place must be treated as a work safety and health issues. Therefore, Java Corp will strive to protect all its employees against harassment without discrimination. Every employee at Java Corp should feel safe and free to perform their tasks without any fear of sexual harassment. Also, this policy is determined to preempt any attempts to subject any employee to physical and psychological harassment from their superiors or colleagues. Through the policy guidelines for reporting incidents of harassments are outlined and all claims will be investigated and proper action will be taken against the perpetrator and the company shall always help victims recover.

Java Corp will not condone any form of harassment in the workplace. This is in regard to its commitment to protect every employee and cultivate collaboration and respect. 

Prohibited conduct

Under the anti-harassment workplace policy the company is committed to stopping retaliation, sexual harassment, harassment and discrimination. Sexual harassment has been defined by some scholars as unwanted physical or verbal sexual overtures  that can affects an individual’s career, job, and create an unfavorable work environment (Gutek, 2015). In addition, sexual harassment can occur if it is made a condition of employment. The words “unwelcome and unwanted” imply that there is no consent for sexual harassment from one party. Therefore, in the event of consensual sex relationship as depicted in the case of Ms. Stapel and Mr. Rowe, this would not be considered as sexual harassment in the workplace. 

Discrimination is also a form of harassment which is based on sex, race, ethnicity or religion (Jones, Arena, Nittrouer, Alonso, & Lindsey, 2017). All employees deserve to work in a safe and healthy environment. Thus, it is the prerogative of the company to take appropriate action against any employee that will discriminate against others.

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