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- 1. Overall Comments: Most of highlighted content is unchanged from the 2nd submission. Perhaps this isn't the draft you meant to submit? I have granted one additional attempt. COMPETENCY: Apply human resource strategies to business needs. CRITERION: Analyze the appropriateness of offering additional benefits. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Proficient Analyzes the appropriateness of offering additional benefits. Faculty Comments: COMPETENCY: Analyze core functions of human resource management. CRITERION: Describe key factors and decisions to make regarding base pay. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Distinguished Describes key factors and decisions to make regarding base pay and summarizes these points. Faculty Comments: CRITERION: Analyze other legally required benefits for an employee. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Proficient
- 2. Analyzes other legally required benefits for an employee. Faculty Comments: COMPETENCY: Analyze the strategic value of human resource management within a competitive global business environment. CRITERION: Analyze additional pay considerations for expatriate positions. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Non-Performance Does not describe additional pay considerations for expatriate positions. Faculty Comments: CRITERION: Describe additional key considerations in designing a compensation package for the expatriate position. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Non-Performance Does not identify additional key considerations in designing a compensation package for the expatriate position. Faculty Comments: COMPETENCY: Communicate effectively in a scholarly and professional manner. CRITERION: Write in a professional style using APA citations and format with correct grammar, usage, and mechanics. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Distinguished Writes exceptionally and in a professional style using APA citations and format, with correct grammar, usage, and mechanics that are error free.
- 3. Faculty Comments: Overview Develop a 3–5-page workplace harassment policy for either Java Corp. or an organization you are familiar with. Create a 6–10- slide PowerPoint presentation with speaker's notes to present the new policy and to support it with legal and strategic rationale for the selected organization's upper management. HR professionals are often called upon to develop new workplace policies to increase an organization's effectiveness and to protect from possible legal liabilities. Creating a succinct and comprehensive presentation for organizational management and other stakeholders is a valuable skill to possess. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: · Competency 1: Apply human resource strategies to business needs. . Develop an anti-harassment workplace policy. · Competency 2: Analyze core functions of human resource management. . Explain the legal basis for protecting employees from harassment. . Explain other types of harassment to consider in a workplace policy. . Articulate the steps that can be taken to best legally protect the selected organization. . Analyze organizational benefits realized by the anti- harassment policy's approach. · Competency 4: Communicate effectively in a scholarly and professional manner. . Describe the types of sexual harassment found in the workplace. . Write in a professional style using APA citations and format with correct grammar, usage, and mechanics.
- 4. Resources Anti-harassment Workplace Policies for a Safe Workplace · Adams, T. (2018). Should employers establish a policy on romantic relationships in the office?HRMagazine, 63(1), 9. · Chrobot-Mason, D., Belle, R. R., & Linnehan, F. (2013). Second hand smoke: Ambient racial harassment at work. Journal of Managerial Psychology, 28(5), 470–491. · Feldblum, C. R., & Masling, S. P. (2018, November 19). Convincing CEOs to make harassment prevention a priority. HRNews. · Kleiner, K. (2012). What you need to know about sexual harassment: Understanding sexual harassment is crucial to assure a productive workplace and avoid lawsuits. Nonprofit World, 30(5), 12–13. · Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource management (8th ed.). New York, NY: McGraw-Hill. Available in the courseroom via the VitalSource Bookshelf link. . Chapter 3, "Providing Equal Employment Opportunity and a Safe Workplace." · U.S. Equal Employment Opportunity Commission. (n.d.). Sexual harassment. Retrieved from https://www.eeoc.gov/laws/types/sexual_harassment.cfm · Widmer, L. (2018). Combating sexual harassment in the workplace. Risk Management, 65(1), 30–32, 34–35. Anti-harassment Policy Example · Society of Human Resource Managers. (n.d.). Anti-harassment policy and complaint procedure (includes dating/consensual relationship policy provision). Retrieved from https://www.shrm.org/resourcesandtools/tools-and- samples/policies/pages/cms_000534.aspx InstructionsPreparation For this assessment, research sexual harassment and other forms of unlawful workplace harassment. Using one of the scenarios below, consider best practices and approaches for developing an anti-harassment workplace policy. A minimum of seven
- 5. resources are required to support your approach to the new policy as well as your legal and strategic rationale.Scenario For this assessment, choose either option 1 or 2. You do not need to do both. You will apply one of these scenarios in the Instructions below. Both options will be graded using the same scoring guide.Option 1 You are the new HR manager for Java Corp. The company has just lost a sexual harassment lawsuit and damages included back pay, front pay, punitive damages, and attorneys fees. The plaintiff, Ms. Stapel, was a female manager who had a consensual sexual relationship with her male boss, Mr. Rowe. Both moved up in title and responsibility over the past 5 years. After the relationship ended, Mr. Rowe made several offensive comments to coworkers without Ms. Stapel being present and later, a number of other employees made offensive sexual comments directly to Ms. Stapel. The company had a harassment policy but only referred someone who felt harassed to their immediate supervisor and provided no other avenues of complaint. Your first project for Java Corp. is to create a formal policy that will protect employees, the organization, and all stakeholders.Option 2 Choose an organization to use for this assessment. It can be where you are currently employed or a company with which you are familiar. It must be an organization that is researchable, as you will need to gather and analyze information to complete the assessment. You may use the same organization for the other assessments. If you choose the organization where you are currently employed, please keep in mind that the analyses you make must be based on facts that can be documented rather than your personal opinion as an employee. Research the sexual and workplace harassment policies of the chosen organization. Contact your faculty if you have questions. Instructions Based on your research of sexual harassment and other forms of unlawful workplace harassment, complete the following:
- 6. · Develop an anti-harassment workplace policy that includes the following components: . Objective. . Prohibited conduct under this policy, including discrimination, harassment, sexual harassment, and retaliation. . Confidentiality. . Complaint procedure. · Prepare a PowerPoint presentation for upper management, including the following: . Explain the legal basis for protecting employees from harassment. . Describe the types of sexual harassment found in the workplace. . Quid pro quo. . Hostile work environment. · Explain other types of harassment to consider in a workplace policy. · Articulate the steps that can be taken to best legally protect the selected organization. . How sound are your reporting and investigation procedures? · Analyze organizational benefits realized by the anti- harassment policy's approach. . Consider reputation, employee morale, retention, and productivity.Additional RequirementsPolicy This part of your assessment should also meet the following requirements: · Length: 3–5 pages. Strive to be as detailed as possible in addressing each of the policy's components above. · Written communication: Communicate in a manner that is scholarly and professional. Your writing should be: . Concise and logically organized. . Free of errors in grammar and mechanics. · Resources: If you use a source in the text of your policy, you need to reference it. The last page of your policy should be your reference list. Format all citations and references in accordance with current APA guidelines.PowerPoint Presentation
- 7. This part of your assessment should also meet the following requirements: · Audience: Upper management of your selected organization. · Length: 6–10 slides, including speaker's notes, and a title and references slide. · Validation and support: Use a minimum of seven relevant and credible scholarly or professional resources such as the Wall Street Journalto support your work. · APA format: Format all citations and references in accordance with current APA guidelines. · Complexity: Do not get hung up on adding graphics, audio, or video. This should be a summary of your policy and findings that highlights the key points of the information you gathered for your presentation. . Select a PowerPoint slide template appropriate for a professional presentation. Base your presentation on your anti- harassment workplace policy, and include the supporting narrative as speaker's notes. Do not overbuild your slides; information that supports what you would say should appear as speaker's notes. Note: It is expected that your SafeAssign results will be a high percentage match for the policy as you are aligning with legal standards. Your PowerPoint presentation should not be nearly as high. Make sure to cite your sources. Employment Law Scoring Guide CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED Develop an anti-harassment workplace policy. Does not explain an anti-harassment workplace policy.
- 8. Explains but does not develop an anti-harassment workplace policy. Develops an anti-harassment workplace policy. Develops an anti-harassment workplace policy and customizes relevant components for the selected organization. Explain the legal basis for protecting employees from harassment. Does not identify the legal basis for protecting employees from harassment. Identifies but does not explain the legal basis for protecting employees from harassment. Explains the legal basis for protecting employees from harassment. Explains the legal basis for protecting employees from harassment and provides best practices. Describe the types of sexual harassment found in the workplace. Does not identify the types of sexual harassment found in the workplace. Identifies but does not describe the types of sexual harassment found in the workplace. Describes the types of sexual harassment found in the workplace. Describes the types of sexual harassment found in the workplace, and provides relevant workplace examples. Explain other types of harassment to consider in a workplace policy. Does not identify other types of harassment to consider in a workplace policy. Identifies but does not explain other types of harassment to consider in a workplace policy. Explains other types of harassment to consider in a workplace policy. Explains other types of harassment to consider in a workplace policy, and discusses the relevancy of these types of harassment. Articulate the steps that can be taken to best legally protect the
- 9. selected organization. Does not identify the steps that can be taken to best legally protect the selected organization. Identifies but does not articulate the steps that can be taken to best legally protect the selected organization. Articulates the steps that can be taken to best legally protect the selected organization. Analyzes the steps that can be taken to best legally protect the selected organization using cited resources. Analyze organizational benefits realized by the anti-harassment policy's approach. Does not describe organizational benefits realized by the anti- harassment policy's approach. Describes but does not analyze organizational benefits realized by the anti-harassment policy's approach. Analyzes organizational benefits realized by the anti- harassment policy's approach. Analyzes organizational benefits realized by the anti- harassment policy's approach, and summarizes key findings. Write in a professional style using APA citations and format with correct grammar, usage, and mechanics. Does not write in a professional style using APA citations and format with correct grammar, usage, and mechanics. Inconsistently writes using APA citations and format and use of grammar, usage, and mechanics are inconsistent. Writes in a professional style using APA citations and format with correct grammar, usage, and mechanics. Writes exceptionally and in a professional style using APA citations and format, with correct grammar, usage, and mechanics that are error free. Compensation and Benefits Scoring Guide CRITERIA NON-PERFORMANCE
- 10. BASIC PROFICIENT DISTINGUISHED Describe key factors and decisions to make regarding base pay. Does not identify key factors and decisions to make regarding base pay. Identifies but does not describe key factors and decisions to make regarding base pay. Describes key factors and decisions to make regarding base pay. Describes key factors and decisions to make regarding base pay and summarizes these points. Analyze additional pay considerations for expatriate positions. Does not describe additional pay considerations for expatriate positions. Describes but does not analyze additional pay considerations for expatriate positions. Analyzes additional pay considerations for expatriate positions. Analyzes additional pay considerations for expatriate positions, and compares the strategic value of the offerings in a competitive global business. Analyze other legally required benefits for an employee. Does not describe other legally required benefits for an employee. Describes but does not analyze other legally required benefits for an employee. Analyzes other legally required benefits for an employee. Analyzes other legally required benefits for an employee and defends their importance. Analyze the appropriateness of offering additional benefits. Does not describe the appropriateness of offering additional benefits. Describes but does not analyze the appropriateness of offering additional benefits. Analyzes the appropriateness of offering additional benefits. Analyzes the appropriateness of offering additional benefits and provides references to support.
- 11. Describe additional key considerations in designing a compensation package for the expatriate position. Does not identify additional key considerations in designing a compensation package for the expatriate position. Identifies but does not describe additional key considerations in designing a compensation package for the expatriate position. Describes additional key considerations in designing a compensation package for the expatriate position. Prepares additional key considerations using global business examples to design a compensation package for the expatriate position. Write in a professional style using APA citations and format with correct grammar, usage, and mechanics. Does not write in a professional style using APA citations and format with correct grammar, usage, and mechanics. Inconsistently writes using APA citations and format and use of grammar, usage, and mechanics are inconsistent. Writes in a professional style using APA citations and format with correct grammar, usage, and mechanics. Writes exceptionally and in a professional style using APA citations and format, with correct grammar, usage, and mechanics that are error free. Remove or Replace: Header Is Not Doc TitleCompensation and Benefits Package Template I. Base Pay/Salary/Bonuses _Yes _No Incentive Pay (for example, moving, production, et cetera). _Yes _No Mobility Premium. _Yes _No Foreign Service Premium.
- 12. _Yes _No Hardship Allowance. _Yes _No Cost-of-Living Allowances. II. Benefits _Yes _No Housing Benefits. _Yes _No Home Leave Benefits. _Yes _No Currency Exchange. _Yes _No Tax Equalization. _Yes _No Benefit Plans: 401k, Insurance, Social Security, Medicare, Workers Compensation. _Yes _No Relocation Assistance. _Yes _No Storage. _Yes _No Repatriation. III. Additional Benefits Note: You do not need to provide actual numbers in your plan. 1 2