Premier Inn and its Plans in Singapore - Free Essay Example

Sample details Pages: 5 Words: 1622 Downloads: 10 Date added: 2017/06/26 Category Marketing Essay Type Research paper Level High school Did you like this example? 1 Introduction of Introduction of Premier Inn and its plans in Singapore Premier Inn International Hotels is a part of Britain-based company, Whitbread PLC, which operates and owns the largest lodging business, Premier Inn of the UK. Worldwide, youll find at present eight Premier Resort hotels over the United Arabs Emirates and Indian as well as the corporation carries aspirational development methods to grow to fifty hotels (around 10,000 bedrooms) across the Middle-East, India and South-East Asia by 2018. Erik van Keulen, senior vice-president for development, Asia-Pacific, stated: We want our hotels (in Southeast Asia) to be looked at as three-star attributes compared to absolutely budget types like our British attributes which mainly not have some additional comforts besides chambers. Keulen said Premier Inn is dating a great mixture of business and leisure travellers, and expects the initial big of web traffic to result from the UK and Middle-East because they areas will likely be more familiar with the Leading Inn brand. Don’t waste time! Our writers will create an original "Premier Inn and its Plans in Singapore" essay for you Create order He explained: Our game-plan as of this point would be to produce ourselves well over the South-east Asia market as its still comparatively progressive. The house is designed to focus on a blending of both business and discernment holidaymakers giving birth into a value-for-money encounter since the regions market the excursion section net income to increase swiftly. Singapore carries many things going from an advantage standpoint for it. Best pulls contain: Proximity to China Singapore has critical transaction and enterprise bonds with Beijing and is culturally approximately China along with them both geographically. As an effect will Singapore, as China grows. Economy Singapore produces a tremendous pharmaceuticals market in addition to considerable financial-services, tourism in addition to transport sectors. What this implies is its well positioned to weather almost any potential economic thunderstorms thatll appear along. Free trade doctrine The Heritage Foundation recently positioned Singapore as the 2nd-freest economic climate on the planet after Hong Kong. It totally was fairly reduced government spending as a portion of gross domestic product, powerful property-rights along with comparatively low levels of corruption (cooperative third with Sweden and only behind Denmark and Nz). 2 Job Design Job design is the procedure for Work arrangement (or re-arrangement) directed at decreasing or maybe controlling job dissatisfaction together with employee alienation arising from insistent and mechanistic jobs. Through assignment layout, organizations try to amass amounts that are output by honoring low-monetary rewards for example larger satisfaction from a feeling in gathering the obstacle that is improved collectively with obligation of the perform of one of personal achievement. Assignment improvement obligation growth, job rotation, and job simplification would be the different techniques used in employment layout workout. 2.1 Design for efficiency If jobs are performed by employees as efficiently because they can, not only does the firm gain from better performance per worker too as lower costs, but additionally employees needs to be somewhat less tired. This viewpoint has for decades formed the foundation of outdated fashioned technologies that was commercial. This process searches for the standard method of construction be utilized in order to maximize performance. 2.2 Design for mental that is capacity The sam e as the body, the mind too has functionality and limits. Businesses get taken numerous ideas to gather his difficulties. For instance, several get collectively with confining the number of World wide-web dialogue organizations to which employees may register accepted policies limiting private utilization of company e-mail. 2.3 Ergonomics The research of the conversation between people structure as well as the qualities of the actual physical surrounding is named ergonomics. The goal of ergonomics will likely be by structuring the specific physical office across how the whole body works, to minimize genuine physical tension on the employee. 2.4 Motivation A normal provide attention to performance would not ever achieve guy resource objects. Recalled factors that could get work stimulating to staff should be taken by job la yout. One that shows how exactly to get work more suggestion is the Job Feature Model produced by Hackman. This design identifies occupations in relation to five qualities: a. Skill range empowers an individual to produce choices concerning the way the function may be carried away. b. Endeavor identity the amount to which the responsibility holds a significant effect on the lifestyles of other people. c. Undertaking worth to which somebody will get magnificent specifics of performance usefulness from the execute itself. d. Autonomy the college degree to which the job the degree to which work wants a variety of skills to bring out the undertakings called for. e. Suggestions the extent the makings to which a job requires submitting a whole part of function. 3 Recruitment Strategy for Singapore Strategy Description Possible Tactics Online Recruiting A large percentage of employees hired by world trade agencies for basic projects seek their initial à ¢Ã¢â€š ¬Ã…“career job.à ¢Ã¢â€š ¬Ã‚  The majority are small, either pure out of college or university, looking to establish a new career, or relocating to a fresh area. The newspapers want-ads are not a real recruitment resource for many of todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s applicants. Placing vacancy announcements on the web is more effective as well as economical than using most traditional forms of advertising. www.Monster.com www.CareerBuilder.com www.Jobs.net Campus Recruiting and Job Fairs The two specialist and paraprofessional borrowers can be effectively selected at responsibility fairs launched by state workforce improvement agencies. College recruiting could be a very efficient method for attracting applicants for specialist work. Send organization of Human resources representative with an experienced public worker or maybe frontline ceo to fairs à ¢Ã¢â€š ¬Ã¢â‚¬Å" presents a possibility for job seekers to ask both responsibility precise and appointing process/benefits inquiries. University Partner-ships Developing a variety of recruitment techniques with spot universities, community educational institutions as well as Universities of Dance to promote pupils to go after professions in the music appreciation. Collaborate with university deans together with professors to help generate pupil interest in the theme. Targeted Recruit-ment You may need an even more various workforce that more advantageous displays the consumer population you serve. For instance, you may need to hire personnel with certain language skills, or with specialized degrees fahrenheit (e.g., MSWs or perhaps Music Appreciation). Focus on area job fairs to enhance selection among modern human resources. See an example by the El Paso District, Colorado, Unit of Music Appreciation who developed a Variety Coalition to recruit together with sustain minority team. Employees as Recruiters The following action beyond à ¢Ã¢â€š ¬Ã…“word of mouthà ¢Ã¢â€š ¬Ã‚  signing up is motivating staff to recruit other folks. Issue periodic reminders to team that vacancies exist as well as their referrals are liked. Offer à ¢Ã¢â€š ¬Ã…“recruitment bonusesà ¢Ã¢â€š ¬Ã‚  to employees that send borrowers who definitely are hopefully chosen. Tie the bonus to the wonderful achievement of the probationary period of time. 4 Selection Strategy Employment selection technique theorizes that by fitting your corporations requires to the candidate perfect for the job, you maximize staff efficiency, retaining disbursement and period and can reduce employee turnover. A businesss human sources section department may create and manage the staffing procedure, from recruiting to choice. Your small business many probably wouldnt get an HR section which means owner or manager generally presents this job. 4.1 Knowledge, Skills and Abilities Some of the very most dedication methods that are traditional is definitely to pick assortments focused around analyzing out, aptitudes along with restricts or. This pick technique begins with trade assessment. The human belongings separation inspections everyone else business and makes function not general that once overs all induced learning, aptitudes and limits needed to do the job. 4.2 Multistage Selection Strategies A As a substantial portion of the contemplate a multistage assor tment strategy joins different evaluation electronics. The resources office that is individual is in control of making certain that it is really linked to the requirements of the empty place and favouring every assessment device. Delineations of distinct stages in a multistage strength of thoughts technique are personality assessments that are capabilities, tests, talks with and also illustration execute exhibits. 4.3 Conjunctive Selection Strategy Right after the human sources department that is beings uses a layout that is conjunctive, varied evaluation devices are supervised by it in a session of action of degrees. On the away chance that the individual does really ineffectually beginning evaluation, they have been abstained from your pool of competitors. Evaluation tools have to be thoroughly questioned for therefore that the possibility isnt lost focused around less significant standards in comparison with the one that is see in the future also, when applying this therap y. 5 Implementation The moment the HR strategy is created, the strategy must be integrated. Sometimes, firms invest proceeds and a while building strategies which can be generated definitely not utilized along with in a closet. This mistake might be reduced by companies and create a strategy which will aid their on-line enterprize pile up by creating a workable human-resource plan. The method, although a motivation of the company, is needed to be adaptable to satisfy with the truly changing truly wants of the company. Executing a strategy that is new is likely to be tedious and confusing. 6 Conclusion Selecting for a meet up yet unsubstantial recruiting as well as commitment, the best competition for section can potentially be preference will undoubtedly be be pleased about big response, reduced social troubles as well as impedance to surgeries, support, customer team as well as resilient prices. It is actually the obligation of a manager to pull essentially workplace specialists as well as direly understand about methods that are straightforward to maintain them up. This conventional is the inverse of Europe where occupations searching of company rivals are not unacceptable. Their recruiting strategy should be actually regulated by managers as well as activities to carry through of purchasing states conviction.

Postmodernism And Adolescence The Outsiders - 1196 Words

Postmodernism refuses to be pinned down and defined by a set of definitive characteristics or parameters. Its fluid definition begs to be poked and prodded, unwilling to offer a solid answer of what constitutes a Postmodern text. Similarly, the construct of adolescent identity ebbs and flows, now influenced by the advent of social media and its new genre of storytelling. Postmodernism and adolescence together form an interesting perspective that has been catalyzed by Young Adult Literature. The disregard for Young Adult Literature as a substantive genre worthy of critical study mirrors the cultural disregard for adolescence as a valid human experience, a tension that can be alleviated by a Postmodern reading of YA texts. Postmodern themes have been creeping into Young Adult Literature for decades, testing the water to see if this genre could host its disruptive behaviors and outlandish ideas. S.E. Hinton’s 1967 novel, The Outsiders, plays with tenets of Postmodern fiction but does not fully submerse itself in the chaos of the theory. Hinton’s book toes the line between a traditional linear text and that of a full-on Postmodern novel, such as W.D. Myers’s turn of the century publication Monster. Evidenced by scholarly studies of the novel’s tropes and themes, Monster embodies YAL’s embrace of Postmodernism and fits snugly within the generally agreed upon characteristics of the theory both in form and content. More recent and less critically studied, John Green’s The Fault inShow MoreRelatedChildren Of Dust : A Memoir Of Pakistan1362 Words   |  6 Pagesveneration and determination for his religion. Likewise this agreement did without a doubt control his life for the accompanying thirty years. As a child encountering youth in a Pakistan desert town, he cheerfully gets a handle on the sweetness of his adolescence and young manliness among his mother and father, Ammi and Pops, with all the fondness and strictness of a Muslim family in a Muslim country, enveloped by diverse grandparents, close relatives, uncles, and cousins. I especially loved his delineationsRead MoreThe Wondrous Life Of Oscar Wao : Gender And Identity1837 Words   |  8 Pagesa nerd which leads to the lack of romance in his adolescence and adulthood. In an article by Joori Joyce Lee it says: â€Å"Growing up as a ghetto nerd, or a smart kid in a poor-ass community, Diaz felt like a mutant because he found himself to be an outsider in both the Dominican subculture and mainstream white American society.† (Lee, pg 23). Oscar could never really fit in with his peers or even with Dominicans, he is always considered an outsider to them. â€Å"Everybody noticed his lack of game and

High Performance Work Practice

Question: Discuss about the High Performance Work Practice. Answer: Introduction: High performance work practice is one of the major policies of human resource strategies in order to stimulate employees for enhancing the organizational performance. It has been observed that organizations success is highly dependent on the performance of employees. The service provided by every individual employee is the most effective weapon to earn organizational revenue. People from different geographical markets tend to be associated with a particular business organization as its employees. Therefore, human resource managers are primarily responsible on how to develop the employee performance at the workplace. Harvey Norman is popularly known as one of the largest multinational retail companies situated in Australia. Among the several retail sectors, Harvey Norman primarily deals with furniture, bedding, computer, communications, electrical products and so many. Behind gaining the recognition of multinational countries this particular organization has implemented major strategi es and policies at the workplace (harveynorman.com.au, 2017). Among those strategies, the importance of high performance work practice is most prominent. While dealing with the employees, the human resource managers of Harvey Norman have always aimed to motivate the spirit of these employees so that they can perform well for the further progress of business. This particular study has provided a critical evaluation on how this particular organization has applied high performance work practice at the workplace for stimulating the employee. Some of the most effective barriers in implementing this specific policy have also been discussed in this particular study. However, while discussing the impact of high performance work practice on Harvey Norman some of the scholars have expressed numerous opinions regarding this specific topic. The study has critically evaluated on how Harvey Norman with the help of this particular strategy is able to motivate the employees for rendering the business success (harveynorman.com.au, 2017). Discussion: Kehoe and Wright (2013) opined that three major aspects of employee engagement are there that includes cognitive aspect, emotional aspect and behavioral aspect. As per the cognitive aspect, the concept of the employee regarding the organization, its managers, leaders and policies is most prominent. Based on the organizational cultures and behaviors, the relationship between managers and employees the success of a particular business organization is highly dependent. As per the emotional aspect, it has been implied that employees should have a feeling for each other while working together within a business organization. In other word, while working within a team every individual employee should show their sympathetic attitudes towards each other despite having different cultural attitudes and backgrounds. On the other hand, behavioral aspect includes employees should maintain a proper behavior and discipline at the workplace. However, these major three aspects is highly significant fo r rendering the success of a business organization. Headquartered in New South Wales this particular organization, Harvey Norman has already established their entire business process in multinational countries. Millions of employees are directly associated for the progress of this specific organization. Therefore, the human resource managers of Harvey Norman have decided to implement high performance work practice at the workplace in order to encourage the employees towards meeting the business goal. Jensen, Patel and Messersmith (2013) stated that employee motivation is the concept that aims to generate the spirit of employees for providing their best services to the customers. The primary objectives of Harvey Norman in implementing high performance work practice are raising the level of employee performance. The business experts of Harvey Norman in order to increase the performance level of employees have followed some of the major strategies. Boxall (2012) opined that the implementation of incentive and bonus scheme for those emplo yees who are flexible enough to provide overtime duty is one of the most effective strategies to encourage the employees towards reaching business goal. Patel, Messersmith and Lepak (2013) opined that the employees of this particular organization are flexible enough to receive necessary facilities and benefits from the organizational managers due to any kind of health issue. The employers of Harvey Norman tend to take entire responsibilities for those employees who have to face any major health issue at the workplace. Therefore, the employees do not have to face challenges while facing health issue within the organization. On the other hand, the human resource managers of Harvey Norman by arranging an interpersonal communication at the weekend tend to know about the necessary problems and barriers that the employees have to face at the workplace. As a result, the internal relation between every individual employee and human resource manager is very much effective. Niehaves, Kffer and Ortbach (2012) stated that these kinds of positive effects highly reflect on the performance level of the employees. Harvey Norman while implementing an individual employee within the business organization tends to focus on their skill and level of competency rather than their religious backgrounds. As a result, this specific organization had to face innumerable problems at the workplace. People, belonging to diverse cultures and attitudes, work together at the organization of Harvey Norman. While making teamwork the employees have to face several barriers such as communication barrier, psychological barriers, cultural barriers, religious barriers and so on. Due to the linguistic barrier, especially the employee of Harvey Norman failed to exchange important information with each other. As a result, this kind of communication gap highly affects the entire performance level of employees. Waal and Sivro (2012) stated that the implication of high performance work practice implies that people belonging to different cultural attitudes should make a group discussion session at every weekend. In this particular group discussion, people from different cultural background take part and share their opinion regarding a particular topic. The primary purpose of Harvey Norman is to get those employees involved towards a specific topic so that the employee can take collective decisio n. Collective decision is possessed with major positive impact. In order to implement high performance work practice Harvey Norman has decided to follow participative style of leadership at the workplace. Chadwick, Super and Kwon (2015) opined that the most effective reasons of using participative form of leadership style at the workplace are employee engagement. In this specific form of leadership style, the leaders involve the employees to share their opinion regarding the business goal. As a result, both the employers and the employees have the equal right to take a business decision. Robbins et al. (2015) stated that participative form of leadership is not very much effective every time for enhancing the performance level of employees. Harvey Norman has faced the similar experience. It has been observed that the employees of Harvey Norman at a time started to misuse the leadership style. They tend to express their opinion in such a way the business leaders had to face difficulties in maintaining that particular decision for business progress. In this kind of situation, a major gap had been raised in between the employees and the business leaders. Depending on the situation, organizational managers have to implement leadership style at the workplace, be it autocratic, participative or transformational. Meyers and van Woerkom (2014) stated that high performance work practice is the conceptual framework that imposed the business employees for performing well towards reaching the business goal. This particular organizational practice enables the employees to perform well in order to meet the needs and demands of employees. Behind making Harvey Norman as a multinational retail sector, the contributions of employees are undeniable. The human resource managers always like to prefer providing professional training and guidance to the employees of Harvey Norman with the help of which they become successful in meeting the current trend of market. On the other hand, this particular organization is having e-commerce business process as well (Patel Conklin, 2012). With the help of e-commerce business, the employees can communicate with the customers of different geographical boundaries. Therefore, with the help of high performance work practice the employees have been provided an effective tr aining for increasing their performance on technological skill. As a result, the employees of Harvey Norman are efficient for handling any kind of sudden technological barriers at the workplace. The performance of employees being based on technologies is very much progressive in meeting customers expectation. Conclusion: The entire study has provided in-depth overview about the importance of and significance of high performance work practice on the employees. Human resource managers in order to encourage the employees at workplace tend to implement some major initiatives. Maintaining an effective employee relation at workplace is highly important with the help of which employees can be motivated towards performing well at within the organization. Harvey Norman after expanding their business in different geographical boundaries has decided to appoint the employees from different cultural background. Diversity at the workplace enables the organization to make collective decision. On the other hand, after the growth of revenue, the employees of Harvey Norman get numerous additional facilities and benefits because of which employees show their rate of interest for performing well. On the other hand, one of the most effective reasons of implementing high performance work practice is employee motivation. Harvey Norman likes to follow some of the most important motivational theories at their workplace in order to push the employee towards meeting the business target. At the same time, it is also undeniable that this particular practice is able to maintain organizational culture and behavior of Harvey Norman. Reference List: Boxall, P. (2012). High?performance work systems: what, why, how and for whom?.Asia Pacific Journal of Human Resources,50(2), 169-186. Chadwick, C., Super, J. F., Kwon, K. (2015). Resource orchestration in practice: CEO emphasis on SHRM, commitment?based HR systems, and firm performance.Strategic Management Journal,36(3), 360-376. de Waal, A., Sivro, M. (2012). The relation between servant leadership, organizational performance, and the high-performance organization framework.Journal of Leadership Organizational Studies,19(2), 173-190. harveynorman.com.au., (2017). Shop Online for Computers, Electrical, Furniture, Bedding, Bathrooms Flooring | Harvey Norman Australia. (2017).Harveynorman.com.au. Retrieved 15 April 2017, from https://www.harveynorman.com.au Jensen, J. M., Patel, P. C., Messersmith, J. G. (2013). High-performance work systems and job control: Consequences for anxiety, role overload, and turnover intentions.Journal of Management,39(6), 1699-1724. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Kroon, B., Van De Voorde, K., Timmers, J. (2013). High performance work practices in small firms: a resource-poverty and strategic decision-making perspective.Small Business Economics,41(1), 71-91. Meyers, M. C., van Woerkom, M. (2014). The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda.Journal of World Business,49(2), 192-203. Niehaves, B., Kffer, S., Ortbach, K. (2012). IT consumerizationa theory and practice review. Patel, P. C., Conklin, B. (2012). Perceived labor productivity in small firmsthe effects of high?performance work systems and group culture through employee retention.Entrepreneurship Theory and Practice,36(2), 205-235. Patel, P. C., Messersmith, J. G., Lepak, D. P. (2013). Walking the tightrope: An assessment of the relationship between high-performance work systems and organizational ambidexterity.Academy of Management Journal,56(5), 1420-1442. Robbins, J., Garman, A. N., Song, P. H., McAlearney, A. S. (2012). How high-performance work systems drive health care value: an examination of leading process improvement strategies.Quality Management in Healthcare, 21(3), 188-202.

You Decide Virginia Pollard Essay Example

You Decide Virginia Pollard Essay You Decide Project Virginia Pollard worked as a cashier and clerk for Teddy Supplies, a family-owned chain of film production equipment supply stores in Pennsylvania and New Jersey. During a routine performance evaluation, Virginias supervisor at Teddys complained that she made too many personal phone calls when she worked in the West Orange store. The supervisor noted this on Virginias annual review, and warned her to keep personal calls to a bare minimum while at work. Soon thereafter, Teddy transferred Pollard to guard film equipment in the main warehouse behind the storefront; Virginia couldnt make personal calls there, and her work became exemplary. Her performance evaluation three months after her transfer was meeting expectations with no negative comments. Virginia Pollard was the only woman working in the warehouse, and she was often the victim of pranks perpetrated by her six male colleagues. Her co-workers taped her drawers shut, locked her out of the guard shack she sat in to watch the inventory, filled the guard shack with trash, and backed a forklift up to the door and made it backfire in her ear. One day a Teddy delivery driver sat in Pollards chair and, when she tried to push him out of it, he bent her over his lap and spanked her. Pollards new supervisor, Steve King, rarely enforced Teddys rules against smoking, horseplay, foul language, and sexual harassment, and often indulged in such behaviors himself. We will write a custom essay sample on You Decide Virginia Pollard specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on You Decide Virginia Pollard specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on You Decide Virginia Pollard specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Teddys had a written sexual harassment policy which included a method for employees to report sexual harassment the method included filing a complaint with the direct supervisor unless the direct supervisor was the perpetrator. In that event, the employee was to file the complaint online at www. ReportTeddysafely. com. The form for reporting was a one page document. A copy of the policy which Virginia Pollard signed is located here. The policy specifically states, In the event of a violation of this policy, employees should report the violation to their direct supervisor, unless doing so would put the employee at risk of further discrimination or harassment. In that case, the employee should report using the company website form which will submit the incident to Human Resources. Pollard never filed a complaint with Steve King, her supervisor; she also did not file a complaint at the website, although she claimed she told King in July 2008 that she felt she was being picked on by the guys she worked with. She claims Steve King told her to grow some balls and to get over herself. She testified during the NJ Human Rights Commission hearing that she tried to file an anonymous complaint but the website wasnt working the day she tried to do so. In August of 2008, King and the other warehouse workers put a sign on a truck that read HARDHAT REQUIRED/BRA OPTIONAL. King and another employee called Pollard over to look at the sign and encouraged her to do as it said. She refused and tried to walk away. King promised not to report her to management, whereupon she lifted one side of her shirt in the back and exposed part of her bra on her backside. Upper management learned of the incident that October by a co-worker who filed an anonymous complaint online. After a brief investigation, Pollard was fired for exposing her bra. None of the men were disciplined. A man replaced Pollard in the guard shack. That November, Pollard filed a charge of sex discrimination with the New Jersey Commission on Human Rights. The Commission found that Pollard had been the victim of sex discrimination and that Teddys reasons for firing her were pretext, and awarded her back wages and damages. Teddys appealed to the circuit court, including in their case that Pollard had committed several infractions, including participating in the spanking incident. They reported that Pollard had failed to report any sexual harassment and included a copy of their sexual harassment policy as part of their defense case. The Circuit Court found that Teddy did have good reason to discipline Pollard but that firing her was in fact disparate treatment when compared with the utter lack of discipline given to King. The circuit court reversed the Commissions award of damages because it believed that Teddy had been right to discipline Pollard, but they ordered Teddys to reinstate Pollard to her old position. Pollard appealed to the New Jersey Court of Appeals and refused to accept her job back. Sexual Harassment Policy: Teddys Supplies Sexual Harassment Policy All employees of Teddys Supplies are required to read and follow this policy. This policy was implemented on January 1, 2002, and is in effect until further notice. Scope of Policy This policy prohibits any illegal discrimination or harassment of any employee by another employee, co-worker, supervisor, or vendor. All employees are entitled to a harassment and discrimination free environment. The company has a zero-tolerance policy with respect to harassment or discrimination. A safe work environment is the goal of Teddys Supplies. Responsibility and Reporting structure All employees are responsible for following this policy. In the event of a violation of this policy, employees should report the violation to their direct supervisor, unless doing so would put the employee at risk of further discrimination or harassment. In that case, the employee should report using the company website form which will submit the incident to Human Resources. Employees have the option of anonymously reporting incidents, but doing so does not provide the employee with any protection under the law. (Access the reporting form on the benefits page of the intranet. Behavior Banned All illegal, discriminatory, or harassing behavior is prohibited. Discipline invoked Employees found to violate this policy may be terminated, suspended from work without pay, or transferred. This document will be considered the warning in the event of termination. No other warning is required. In the event a suspension or transference is a result of a violation of this policy, any 2nd offense will be met with immediate dismissal. In the event a compla int against an employee is made, the employee will have the right of defense at a hearing prior to termination. This hearing will be held by the CEO and Director of HR, or by a committee created at their request or direction. No retaliation Employees will not be retaliated against making for valid complaints. In the event it is determined that an employee has filed a fraudulent complaint, this will be grounds for disciplinary action, including suspension without pay, transference or termination. Limitation period All complaints for violations of this policy must be made within 90 days of the occurrence of the behavior or they are waived under this policy. Signed: 2004 Virginia Pollard Date: 8-12- You Decide Question #1: Teddys Supplies CEO has asked you to advise him on the facts of the case, and your opinion of their potential liability. He wants to settle the case. Write a memo to him which states your view of whether the company is exposed to liability on all issues you feel are in play. Include in your memo any laws which apply and any precedential cases either for or against Teddys case which impact liability. Include in the memo your suggested offer of settlement to Virginia. Back up your offer using your analysis of the case against Teddys. (Points: 30) As an advisor, I would inform Teddys Supplies CEO the situation is Virginia Pollard, the only woman working in the warehouse, is filing charges against the company for sexual harassment. The fact of the matter is the employees in the warehouse are guilty of disparate treatment towards Virginia Pollard as warehouse workers put a sign on a truck that read HARDHAT REQUIRED/BRA OPTIONAL along with other discriminatory actions (pranks, spanking incident, etc. ). However, per the Sexual Harassment Policy implemented by the company, Virginia did not ever file sexual harassment complaints when given the opportunity to. As a conclusion, I believe Teddys Supplies as a company, is responsible for the hostile work environment created around Virginia Pollard; my advice would be to offer a settlement to Virginia Pollard in the amount of $5,000. I believe the $5,000 is a sufficient settlement because according to Burlington Industries v. Kimberly Ellerth case, I believe that Virginia Pollard was been a victim of a hostile work environment. You Decide Question #2: The Circuit Court overturned the decision of the NJ Human Rights Commission which had found that Pollard was the victim of Sexual Harassment and disparate treatment. Please answer these questions: A. Define sexual harassment, including both quid pro quo and hostile environment harassment. Which type(s) do you feel Pollard was a victim of (if either. ) Provide law or a case to support your position. If you feel Pollard was not a victim of harassment in this case, explain why you feel that way, and provide law or a case to support your position. (10 points) B. Name an appellate court case where an employer was found liable for either quid pro quo or hostile environment sexual harassment. Describe the facts of the case, and the decision the court came to in the case. Explain whether you think that case applies to Pollards case (why or why not) and whether you would want to use this case in Teddys favor or whether Pollard may use it in her favor. Include the citation to the case and a link to it online. (10 points) C. Do you agree that Pollard was disparately treated? Why or why not? In your answer, define disparate treatment. 10 points. ) D. Does the existence of a sexual harassment policy provide a defense to Teddys in this case? Why or why not? (Include the name and citation of at least two federal or state sexual harassment case(s) which provide precedential support to your defense statement. ) (10 points. ) (Points: 40) A) Sexual harassment is the act of inappropriate actions insinuating sexual conduct. The two types of sexual harassmen t are quid pro quo and hostile work environment. Quid pro quo is the action of getting something for giving something of value. Hostile work environment is when an employer engages in inappropriate behavior making the working place not up to reasonable standard. According to Burlington Industries v. Kimberly Ellerth, I believe that Virginia Pollard was a victim of a hostile work environment. In this case the Supreme Court ruled that workers can still bring sexual harassment cases against employers even if the harassment is not reported. B) A court case when the employer was found liable for sexual harassment is the Burlington Industries v. Kimberly Ellerth. In this case, Kimberly described her experiences at work as feeling humiliated and embarrassed. Kimberly also claimed to be an emotional and mental victim of sexual harassment by her supervisor but never reported the incidents to anyone at work. This case applies to Virginia Pollards case and I would want to use this case in her favor because she has been the victim to humiliation when her coworker bent her over his lap and spanked her. This case applies directly to Virginia Pollard because even though she never filed a complaint with her supervisor Steve King, nor did she file a complaint at the website online, she can still bring sexual harassment cases against employers even if the harassment is not reported. http://www. law. cornell. edu/supct/html/97-569. ZO. html) C) I do agree that Pollard was disparately treated. Disparate treatment is mistreatment of employees differently because of their membership in a certain protected class (Race, Color, Religion, National Origin, Sex). In this case, Pollards employees treated her with discriminatory conduct because she was the onl y woman working in the warehouse when the sign posted on a truck read HARDHAT REQUIRED/BRA OPTIONAL. This sign discriminated Virginia Pollard because she was the only woman in the warehouse amongst six other employees. D) The existence of sexual harassment policy does not provide a defense to Teddys in this case. Even though Teddys policy provides the opportunity for employees to report misconduct, it does not dismiss the employer from being liable for conduct of employees. Two cases that support this are the Burlington Industries v. Ellerth case and Burrell v. Star Nursery, Inc. Both of these cases state that the employer must be liable for the sexual harassing conduct of their supervisors even if they neither knew nor should have known that the misconduct was occurring. You Decide Question #3: Review the sexual harassment policy which Teddys has in place and which Virginia Pollard signed. Virginia Pollard claims she had planned to make an anonymous complaint but the website allowing that was down on the day she tried to do so. During the Human Rights Commission case, a review of the website statistics shows that Virginia accessed the website for downloading dental coverage forms at least three times during the time frame of the alleged discrimination. The commission determined that this ability of Teddys to track employees use of the site was a violation of their anonymity and therefore, refused to consider this information. The circuit court did consider this in their decision. Provide three recommendations to the CEO for a way to ensure that employees in the future can not claim technical issues for why they didnt make a complaint. Explain, in your recommendations, the legal consequences to an employee if they do not utilize the complaint mechanism of the sexual harassment policy. Support these recommendations with current case law. (Points: 20) Three recommendations I would make to the CEO of Teddys to ensure that employees in the future could not claim technical issues for why they didnt make a complaint would be providing alternative options in reporting this matter. The three recommendations I would give to the CEO of Teddys would be: 1) Create a drop box/1-800 number/multiple parties employees could contact in order to file their complaints into so anonymity still existed. The legal consequence to an employee for not utilizing the complaint mechanisms would be negligence. The addition of the additional options juxtaposed with the existing online reporting option gives each employee an additional opportunity to report any sexual harassment cases at the workplace or at home. Similar to Brenneman v. Famous Daves of America, the legal consequence to the employee for not reporting events of sexual harassment would be the employer being able to defend themselves from sexual harassment allegations having given the employee almost any opportunity to report this misconduct. ) Implement a periodic harassment training to supervisors and employees to ensure that they know and remember that they must take the appropriate action to avoid sexual harassment law suits. By training the employees and supervisors of this sexual harassment periodically, it constantly reminds them of the differences of appropriate and inappropriate behavior and what actions to take in the i nstances of misconduct. In addition to the training, prompt and swift implementation for correction action must be taken to those found guilty of misconduct. Moreover, due to Suders v. Pennsylvania State Police employers should also train their supervisors to know that the burden of proof dismissing them from any liability is also their responsibility in the case a sexual harassment suit. 3) Become more involved in every aspect of the company. Spend time with each department within the company to exercise reasonable care to prevent or correct any harassing behavior. By doing this, the employer may then claim affirmative defense because a) the company has an effective internal complaint procedure for reporting incidents of workplace harassment, and (b) the employee unreasonably failed to take advantage of that procedure. Upon any misconduct, the legal consequence for the employee not reporting the misconduct would be the employer using affirmative defense to his advantage. You Decide Question #4: How would Pollards case be impacted if her replacement had been a female? Would her case be different? Would her damages be different? Explain your answer. (Points: 10) Pollards case could be viewed differently if Pollards replacement had been a female, because Teddys had initially fired her for exposing her bra. If Pollard had been replaced by another woman, I dont think it would be viewed as disparate treatment because it would have been just seen as personal misconduct. In addition, if Pollards replacement had been a woman, the Circuit Court may have supported Teddys discipline to Pollard and still reversed the Commissions award of damages because it believed that Teddy had been right to discipline Pollard.