Assume you work for a company that has a sexual anti-harassment policy, but not

Question

Assume you work for a company that has a sexual anti-harassment policy, but not a religious, sexual orientation, or racial anti-harassment policy. Write a one-two paragraph statement to your boss (the HR Director), as to why you believe it would make sense to revamp the policy to include other forms of harassment. Include one example of a real situation where a policy may have protected a company from liability or stopped harassment from happening. (You will find case examples on the EEOC website). Cite that case/situation in your memo to your boss. Provide the amount of damages/fines the company in your example case had to pay as a result of failing to protect an employee from discrimination

Explanation / Answer

This is to bring to your notice that the current sexual anti-harassment policy inculcated in the organization is not enough to cover all types of harassment that can happen to an employee in the organization. The policy does not cover an employee if he/she is discriminated based on his/her race/color and even religion.

If these types of harassment are also included in the policy then the company will cover maximum types of harassment and protect every employee against them. For example, if tomorrow an employee is deprived of any facility or opportunity based on his/her race/color, then the employee can file a case with the EEOC and if proved guilty the company will have to pay the damages which can amount from $2000 to $10000 or even up to $100000 depends on the severity. If the company’s policy covered this type harassment then the issue would not have raised by the employee to the EEOC, it could have been resolved internally by punishing the employee who did it. The company will also save the charges being paid as damages to the employee.

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