Posted: June 22nd, 2022

Drafting Employee Handbook Policies

WEEK 5 LAW/531

*It is four totally different components to this project at 175 phrases a bit. In case you want extra wording although please message me. Thanks.

Project:

Photo voltaic Co. Inc., a photo voltaic panel manufacturing and set up firm, has just lately encountered a number of authorized points associated to harassment allegations by workers, mistakenly classifying staff as impartial contractors moderately than workers, and inner disputes associated to workers posting delicate firm info on their private social media accounts exterior of labor.

To stop these points from taking place sooner or later, Photo voltaic Co. is within the strategy of updating its worker handbook, and the CEO has requested you to draft a number of items of fabric for inclusion within the handbook with every bit containing at the least 175 phrases. The data wanted within the request is recognized under:

– A coverage associated to the prevention of sexual harassment and discrimination together with particular motion objects that will probably be required of workers and administration.

– A piece explaining the distinction between an worker and an impartial contractor.

– A coverage that helps guarantee staff are correctly categorised by together with particular motion objects that will probably be required of workers and administration.

– A coverage associated to worker use of social media akin to pointers associated to acceptable content material and identification of Photo voltaic Co. in any posts together with particular motion objects that will probably be required of workers and administration.

You’ll want to embody explanations and justifications for every of your insurance policies to Help the CEO perceive why every one is critical.
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Drafting Employee Handbook Policies
College students Identify
Institutional Affiliation

Basing on the Photo voltaic Co. authorized points associated to harassment allegations, the handbook should embody preventive actions towards sexual harassment and discrimination. The handbook should be up to date with dedicated a tenet that’s aimed toward offering a protected setting for all its workers. Staff typically report discrimination and sexual harassment circumstances .the handbook should deal with all incidents severely by immediate investigation of the allegation and making use of the mandatory disciplinary motion. Sexual harassment within the office could be outlined as unwelcome conduct of sexual nature that makes the individual really feel intimidated or offended. The harassment could also be bodily, verbal or non-verbal nature. For instance, unwelcome bodily contact akin to stroking or any type of inappropriate bodily contact is assessed as sexual harassment (Kahn,2010). Additionally, inappropriate verbal conduct akin to sexual feedback on look or jokes of that nature can get categorised as harassment actions. The handbook ought to embody the behaviors and conducts that painting sexual harassment with out being restricted.
The motion statements ought to define what sexual harassment means in a selected work setting. Photo voltaic.Co Inc. should acknowledge that anybody could be the sufferer or the harasser. Each women and men could be victims of sexual harassment. Regardless, the harassers should face disciplinary underneath the inner coverage. The criticism procedures should be particular to make sure an acceptable response to the wants of the sufferer. Particular complaints process ensures correct investigation on the reported harassment (Kahn,2010). The criticism process should give the sufferer autonomy in resolving the matter. Some victims might need to resolve the matter in numerous methods akin to casual or formal measures. Additionally, you will need to supply reporting choices to the sufferer relying on the corporate’s construction. As an illustration, the corporate can enable multiple individual to report the incidence. The criticism could be casual or formal complaints. An off-the-cuff criticism permits the sufferer to take care of the matter informally by permitting the harasser to reply to the criticism. Casual complaints deal with a dialogue between the harasser and the sufferer. Formal complaints mechanism applies when the casual strategy fails to work. The mechanism requires the matter to get referred to the senior human assets. The formal mechanism requires an inner and exterior investigator that may conduct interviews on the events concerned. The insurance policies will embody sanctions and disciplinary measures that may forestall future harassment circumstances (Kahn,2010).
The distinction between an worker an impartial contractor is that the latter an individual that gives companies to the shoppers on a particular charge whereas the previous affords companies to the employer for a thoughtful charge. The 2 phrases differ due to elements like independence and diploma of management. The permanence of relationships differs thus affecting the power to subcontract. An impartial contractor affords companies to organizations and companies for a hard and fast compensation whereas an worker works for a corporation commonly for a hard and fast remuneration trade. The revenue of a contractor proceeds for the undertaking to the undertaking whereas an worker depends upon wage. An impartial contractor decides on the time and place of job whereas the workers are determined by the worker (Hermed et al,2012). Additionally, an impartial contractor delegate’s duties and works independently, whereas an employer works underneath the course of an worker.
Employee classification is necessary as a result of it prevents misclassification between impartial contractors and workers. Unbiased contractors receives a commission in another way as in comparison with the workers. For instance, impartial contractors receives a commission much less in payroll taxes in comparison with the workers (Hermed et al,2012). Thus, employee classification allows organizations to determine mislabeled staff. Research reveals that classifying workers and impartial contractors depend on a authorized and tax situation. Figuring out work classification requires the group to think about the IRS pointers. Firms pay federal revenue taxes, Medicare taxes, social safety taxes and unemployment tax to the workers. Nevertheless, corporations would not have to make tax funds to impartial contractors. Due to this fact, misclassification of staff might result in penalties if the corporate fails to withhold taxes. One other facet to have a look at is the connection that the corporate has with the employees. The diploma of management and relationship with the employees determines the extent of independence concerned. Behavioral management can get used to categorise the employees as a result of it entails the information that can be utilized to find out the fitting of a enterprise to regulate how the employees’ act. The instruction the enterprise offers to the employee determines the sort of employee that’s being employed. Some corporations might quit the fitting to regulate the efficiency of the duties particularly in direction of impartial contractors (Hermed et al,2012).
Staff could be skilled by the employer to execute the initiatives in a selected method whereas the impartial contractor has the mandate to make use of their strategies. One other facet to think about when classifying is monetary management. Facets like the employees’ funding, reimbursed enterprise and the extent to which the employee could make the service obtainable to different corporations, For instance, an worker doesn’t have an funding within the assets they use to carry out duties whereas an impartial contractor has a major funding within the assets (Hermed et al,2012). Staff and impartial contractors are paid in another way. Staff receives a commission commonly whereas impartial contractors are compensated with a flat charge.
Skilled use of social media at Photo voltaic Co. Inc. requires the workers to stick to the code of conduct. Staff ought to pay attention to the results that outcome from the photographs and knowledge that they share. Sharing delicate content material in regards to the firm can jeopardize the picture of the model. Staff are anticipated to make use of their finest judgment earlier than posting potential dangerous content material in direction of the corporate, workers or prospects. The handbook ought to embody the sort of content material that’s prohibited in social media conduct. Posting content material like libelous or slander info, pornographic, commentary and defamatory photos. The code of conduct needs to be clear on how the workers ought to work together with confidential info. In case an worker needs to submit such content material she or he ought to test with the HR or the assigned supervisor (Hermed et al,2012). Moreover, the workers ought to get permission to submit third occasion content material due to copyright legal guidelines of mental property. Staff ought to comprehend that the corporate’s pc system is utilized for enterprise functions solely. The platform shouldn’t intervene with the corporate’s duty. Due to this fact, workers shouldn’t use the platform for private social media actions. The handbook should embody disciplinary motion for the workers that defy this rule. Violating the social media code of conduct needs to be punishable act on the Photo voltaic Co.Inc

References
Kahn-Freund, O. (2010). Servants and impartial contractors. The Fashionable Legislation Assessment, 14(four), 504-509.
Harned, M. S., Ormerod, A. J., Palmieri, P. A., Collinsworth, L. L., & Reed, M. (2012). Sexual assault and different sorts of sexual harassment by office personnel: a comparability of antecedents and penalties. Journal of occupational well being psychology, 7(2), 174.

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