SPW_51_7
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Caraustar Industries outlines its equal employment opportunity policy which prohibits discrimination based on protected characteristics such as race, gender, age, and disability. The policy applies to all aspects of employment including hiring, promotions, training, compensation, and benefits. Caraustar is committed to equal opportunity and takes affirmative action to implement this policy. Any violations will result in discipline up to and including termination. Associates who believe they have experienced discrimination should report it immediately.
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Caraustar Industries has implemented a workplace violence policy to help prevent incidents and ensure a safe work environment. The policy prohibits threats, intimidation, or acts of violence. It defines workplace violence and outlines responsibilities for associates and management to report any violent or threatening behavior. The policy also bans weapons in the workplace and describes the company's response to threats or acts of violence. Caraustar is committed to investigating all incident reports and taking corrective action when needed to enforce this policy.
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Caraustar Industries has implemented a tobacco-free workplace policy that prohibits the use of all tobacco products anywhere on company property to promote safety, health, and productivity. The policy applies to all company associates and properties, including buildings and vehicles. Caraustar will provide a free tobacco cessation program called Quit For Life to help associates stop using tobacco. Compliance with the policy is the responsibility of all associates, and human resources, supervisors, and managers are responsible for enforcing the policy.
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1) The document outlines Caraustar Industries' policy for leaves of absence under the Family and Medical Leave Act (FMLA), including eligibility requirements and different types of FMLA leave such as parental leave, leave for one's own or a family member's serious health condition, and leave related to military service.
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OER HRMD 610
Week 3
Assignment
Instructions
This assignment is worth 100 points and 20% of your total grade. It requires you to draw upon what you have learned in the first 3 weeks of class to analyze a fictitious case study involving possible employee discrimination.
Please read the following case study. Then, answer the following questions:
1. Explain what is legally needed in order for religious discrimination to exist.
2. Is the company guilty of religious discrimination? Match the facts of the case to the legal criteria.
3. Explain what is legally needed in order for racial harassment to exist.
4. Is the company guilty of racial harassment? Match the facts of the case to the legal criteria.
5. Evaluate the actions of the HR director, Marta Ford, in response to Maalick’s situation. What did she do well? What did she need to do better?
Be sure to incorporate appropriate scholarly and practitioner references to support your key ideas. The total length of your assignment should be no more than 5-6 pages, not including the cover page and reference list.
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(Note: The people and facts in this case are fictitious and do not represent any known party, organization, religion or situation.)
Treton Communications, Inc.
EEO/Anti-Discrimination/Diversity/Harassment Policy
Revised 2007
EEO/Anti-Discrimination
Treton Communications, Inc. is an Equal Employment Opportunity employer. Policies of the company prohibit discrimination against an applicant or employee on the basis of race, color, religion, sex/gender (including pregnancy), national origin, age, disability, marital status or veteran status. The company will conform to the spirit as well as the letter of all applicable laws and regulations.
The policy of equal employment opportunity and anti-discrimination applies to all company facilities, employees and conditions of employment, including but not limited to hiring; promotion; transfer; evaluation; termination; layoff; training and accessibility to training; working conditions; wages and salary; employee benefits; and application of policies. Managers and supervisors at all levels have the responsibility to ensure equal employment opportunity. Managers and
supervisors will be held accountable for achieving the adherence to this policy, and their annual performance will be evaluated in terms of this as well as other major organizational goals.
Diversity
Employees at Treton Communications, Inc. are critical to creating and sustaining the organization’s competitive advantage. Diversity and inclusion are top priorities, and the company strives to maximize the benefits derived from the incorporation of diverse perspectives. It is Treton’s position that a diverse workforce contributes to our strengths as a world-class provider of telecommunication services and
enhances our ability to anticipate and satisfy the needs of our customers and cli.
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- 1. Caraustar Industries, Inc. Human Resources Policies and Procedures Effective Date: January 1, 2008 Section: Compliance Policy No. 3.1c Subject: EQUAL EMPLOYMENT OPPORTUNITY POLICY Last Updated By: Corporate Human Resources January 1, 2016 Approved By: Page: 1 of 1 It is the policy of Caraustar to provide equal employment opportunities for all qualified persons and not to discriminate against any associate or applicant for employment because of race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expressions, national origin, age, disability, genetic information, marital status, status as a protected veteran, or any other protected status in accordance with applicable federal, state and local laws. Equal opportunity extends to all aspects of the employment relationship, including hiring, promotions, training, working conditions, compensation and benefits. Further, it has been the policy of the Company not to allow harassment or intimidation of associates, including sexual harassment. In all activities of recruitment, employment, promotions, transfers and other terms and conditions of employment, the individual’s ability to perform specific job functions shall be the primary consideration. The Company is committed to these policies of equality of employment opportunity and takes affirmative action in its implementation. The Company expects all associates, especially all managers and supervisors, to adhere actively to the principles set forth in this policy and to comply with all federal, state, and local laws that apply to employment discrimination. Any associate who violates this policy will be subject to appropriate discipline, up to and including termination on the first offense. Any associate who believes he or she has been the subject of discrimination or sexual harassment should report the incident to his or her immediate supervisor or to the attention of the senior unit, department, or facility manager in which he or she works or to the Caraustar Standards of Business Conduct Hotline, 1-866-834-1825. We expect that every associate in Caraustar will support our commitment and continued efforts to achieve equal opportunity for all. Michael C. Patton President and Chief Executive Officer