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Overall Comments:
Most of highlighted content is unchanged from the 2nd
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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

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.

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.

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

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:

· 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-
. 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

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.

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

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-
Describes but does not analyze organizational benefits realized
by the anti-harassment policy's approach.
Analyzes organizational benefits realized by the anti-
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
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
Compensation and Benefits Scoring Guide
CRITERIA
NON-PERFORMANCE

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.

Describe additional key considerations in designing a
Does not identify additional key considerations in designing a
Identifies but does not describe additional key considerations in
designing a compensation package for the expatriate position.
Describes additional key considerations in designing a
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
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
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.

_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

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