Confidentiality - Workplace confidentiality is a framework of workplace procedures and policies designed to maintain the integrity of confidential or potentially compromising information handled in the workplace. For certain types of information, there are laws about how the information should be handled, designed to maintain privacy for people trusting companies with confidential information. For others, no specific laws dictate information handling practices, but the workplace develops best practices on the grounds that the information should be
Active or Passive Diversity: I would say that Tanglewood should look into active diversity because it meets the diverse needs of the customers. Diversity is a huge part of the company’s hiring process and they don’t want to be labeled as hiring only one class of people. Especially since the need of each customer is different Tanglewood needs to make sure that they have the necessary qualified associates to take care of the
Human Resources, in this case, if consulted, could have prevented this lawsuit. DelDOT could have consulted with their human resources department to avoid any mistakes leading to a lawsuit. In this case, there were multiple things DelDOT management did incorrectly. They gave different punishments to different employees for the same offence. They did not follow the proper procedures for the offense when terminating some employees.
1.2 Describe ways in which discrimination may be deliberately or inadvertently occur in the work setting. Refusing an individual a job because they have a wheelchair or disability, or a person is not able to apply for a job or do a job because the workplace does not have wheelchair access and wheelchair friendly areas. 1.3 Explain how practices that support equality and inclusion reduce the likelihood of discrimination. It is important to behave in any anti-discriminative way, respect each individuals way of life, their religious choices, their sexuality, ensure that there are no barriers that exclude an individual because of their race, age, sex etc. 2.
The cost of training a worker is also reduced as the worker does not have to be trained in every aspect of the company only what he is going to be doing. The immediate drawback to this however is that he will not be trained in the jobs of the other workers, and if he is not there to perform his duty no one else will be able to. For this reason, broad assignment while usually less efficient allows for flexibility in its workforce, which allows the company to pivot for loss in workforce of changes in tasks. Grouping the teams based on function allows for the teams to have higher team coordination and again increases the flexibility of the individual worker. Workers within the function become much more knowledgeable about the function because they work amongst many different products performing the same task in each.
The ethical considerations of this case and the use of generalized expectations and interpretations of behavior are not unique to sexual harassment law or to the legal system. It really comes down to treating others the way that you would want to be treated. Although sexual harassment and discrimination in the workplace, or anywhere, would pose a moral or ethical dilemma for most people, they are some people who might not realize that their behavior is unethical and illegal. However, since there are current laws which clearly state that it is unlawful to treat someone in the workplace unfavorably because they are from a particular country or to harass a person because of their gender, the requests for sexual favors from the foreman were a clear case of sexual harassment. This behavior along with his verbally offensive remarks directed to Mr. Calderon made the foreman’s behavior illegal.
Under the Whistleblower Protection Act, employees who disclose illegal or improper activities are fully protected. The secretary is obviously troubled by the situation at her work. Refusing to prepare false expense reports for her boss is one way that the secretary expresses her feeling strongly that her company should do what is right. “The whistleblower profile is such that, if nothing is done to respond to their internal complaints, they often feel compelled to disclose to authorities outside the company-even to the media” (Halbert, Ingulli, 2012). In the primary interest of our entity, its incumbent upon employers to find a right balance between the exceptions to the employment-at-will doctrine to avoid liabilities associated with the violations of the exceptions.
There is no training program for them that state any reasons why the culture of the company relies on customer satisfaction. So in this case some employees may feel resentment for having to put so much effort into making their customer happy. For instance, some Nordstrom employees may feel that it is too difficult to meet the needs of some of their customers. Employees are expected to go out of their way, even to work long hours or beyond their hours to meet their customers’ needs, but they do not get compensated for any overtime. The environment for this employee could be very stressful and cause them to not want to put much effort into sales.
2.Describe ways in which discrimination may deliberately or inadvertently occur in the work settings Direct discrimination can occur in the workplace because you can be treated less favourable / differently/lower standard of care because of your age,race,gender,disability,sexuality or religion,ethnicity,culture,mental health.Service provider must be aware of their prejudicies and avoid providing a different standard of care or support the the individuals they are working with. Indirect discrimination could occur when a rule or policy that applies equally to everybody is more restrictive for people from a certain group. We can give as example a company which gives information about its policies only in English or a council which providesinformation about it`s homeless applications procedure in English, and then people whose`s first language is not English have an unfair disadvantage and could be seen as indirect discrimination. Supporting equality and inclusion reduce the likelihood of discrimination as they show that everyone is equal in their own right and should be treated as
Being sexually harassed can make a lot of people feel powerless, but there laws in place protecting our right to a safe, non-hostile workplace. In the case of the hostile workplace, one might not be directly harassed, but if the language and attitudes of one's coworkers makes one feel marginalized, threatened, or objectified, it is important that one say something, if not directly to the offending party, then to a supervisor. In more direct cases, it is important that one report to their immediate supervisor about the incident. Many companies have specific procedures for such incidents, and those procedures are best followed to the letter. Document all complaints.