Question

POLICY:

In this section, describe, in detail, why this policy is needed for your organization. Policies consist of high-level statements of intent about the things a business either wants to do or plans to avoid doing. Policies focus on the intentions of an organization, not on the functions its staff members carry out.

**If you need to state the scope of this P&P to all applicable employees, please create a section heading labeled “SCOPE.”

**If you need to define some terms that you will utilize in your P&P, please create a section heading labeled “DEFINITION.”

**If you need to clarify the policy and/or the purpose of your P&P, please create a section heading labeled “INTERPRETATION.”

PROCEDURE:

In this section, you will provide specific procedures in the manner [your topic] should be handled, as well as the consequences of violating the policy. The “Procedure” section includes detailed descriptions of the tasks that are part of an organization's business. These may be in the form of step-by-step instructions, flow charts or another descriptive form. They should be detailed enough for new staff to follow and standardized enough to prevent waste and errors.

**If you need to clarify the policy and/or the purpose of your P&P, please create a section heading labeled “DISCIPLINARY ACTION.” Please use step-by-step instructions, flow charts, or another descriptive form.

P&P Topics: (Choose your topic)

Infection Control/Personal Protective Equipment

Conflict of Interests

Sexual Harassment

Professional Appearance and Dress Code

Answer 1

Policy and Procedure on Prevention of Sexual Harassment.

POLICY:

A. INTRODUCTION

As stated in our business principles, our success is due to our people. Our company XYZ ltd adhere to this motto by hiring the best employees, ensuring they are treated with utmost respect. We have committed ourself to provide a safe working environment to all employees. We ensure that our work environment is not effected by sexual harassment and are committed towards equality of opportunity. Requisite steps shall be taken to ensure that employees are not undergoing sexual harassment.

B. INTERPRETATION:

The purpose of this policy is to specify our company's stand over sexual harassment and the procedures it shall follow to tackle complaints under sexual harassment.

C. SCOPE

This policy is applicable to all employees at all levels of the company and its subsidiaries.

Here the employees include part time workers, casual workers and trainees.

No act of sexual harassment shall be tolerated irrespective of the role/ hierarchy of the employee.

D. DEFINITION

The term sexual harassment includes and is not limited to:

1. Asking for sexual favours.

2. Improper sexual advances

3. Sex oriented jokes

4. Any other verbal or physical behaviour of sexual nature.

5. Staring

6. Sending sex oriented messages.

E. PROCEDURE

The company will not tolerate sexual harassment at any cost. All the employees of the company are personally responsible to ensure that they adhere to this policy. Any non conformance to this policy shall lead to stringent actions including termination of employment.

The employee being sexually harassed can take the issue directly with the offendor to get it resolved. If the issue is still unresolved or the employee does not want to confront directly, then the employee shall follow the relevant procedure prescribed.

Any such complaints received shall be dealt strictly and timely while maintaining secrecy. The company has created complaints committee to deal with such issues. The alleged offendor shall be allowed to represent. Every employee shall be treated fairly. Stringent measures shall be taken against any person who takes retaliation measures against the complainant.

The procedure highlights the way formal sexual harassment complaints shall be dealt. The steps are :

1. Make a formal complaint to chief of complaints comittee.

2. The chief shall verify the allegation of sexual harassment within 30 days of submission of the complaint.

3. If the allegation actually satisfies to be classified as sexual harassment as per the law then the complaint committee shall start the investigation. If the allegation is not considered sexual harassment, the case shall be dropped.

4. If the investigation proceeds, then details are collected from the accused and others. The details are then submitted to the the head of personnel department and the president of the company, within 60 days.

5. The president and head of personnel department jointly would make a decision based on the evidences collected. If accused is found guilty, then action is taken against the person. Else the case is dropped.

6. If the complaint is found to be false, action may be taken against the complainant.

All the while, it shall be ensured to maintain utmost confidentiality and protect the victim.

F. DISCPLINARY ACTION:

Any employee who is found violating the policy will be subjected to disciplinary action. If the investigation finds the policy violation, minimum suspension of 3 months shall be granted. For serious or repeat violations, employment shall be terminated. The violator shall be also subjected to penalties as per law in force.