Minor problems are handled by the employee’s
direct supervisor. Minor problems include occa-
sional lateness to work and minor problems in
job performance. The supervisor will meet with
the employee to discuss the problem and
develop ways to solve it.
Serious problems are covered in the disci-
pline policy. The discipline policy usually
requires that the employee receive warnings
about the problem. The first warning is usually
verbal. The second warning is usually written.
There are also specific steps to be taken if the
behavior is serious enough to lead to suspension
or termination from the job. These steps usually
include documentation by the supervisor of the
employee’s behavior and work. Sometimes, the
employee is required to undergo counseling.
Often, a formal correction plan is developed for
the employee to follow. Many companies have
specific policies concerning sexual harassment,
17-5. Sexual harassment is considered to be any
unwelcome behavior of a sexual nature that
creates an intimidating, hostile, or offensive work
environment. Sexual harassment also includes
the request or demand for sexual favors as part
of the terms of employment or as a basis for
employment decisions such as promotions
or raises.
Chapter 17 Human Resources
387
17-4 The employee handbook covers the company’s
policies in areas such as attendance, dress, conduct,
personal phone calls, and smoking.
17-5 Many companies have specific policies concerning sexual harassment.
Information on Sexual Harassment from an Employee Handbook
The Company is committed to providing a workplace that is free from all forms of discrimination, including sexual
harassment. Sexual harassment is considered a form of misconduct. An employee whose behavior fits the definition
of sexual harassment may be subject to disciplinary action up to and including dismissal. Sexual harassment could
also subject this Company and, in some cases, the individual, to substantial civil penalties.
The Company has a detailed written policy on sexual harassment. This written policy is part of the Company’s
overall affirmative action efforts, pursuant to state and federal laws prohibiting discrimination based on age, disability,
race, color, religion, marital status, and gender.
Each employee is responsible for refraining from sexual harassment in the workplace. Briefly, sexual harassment is
defined as any unwelcome behavior of a sexual nature that creates an intimidating, hostile, or offensive work environ-
ment. No employee—male or female—should be subjected to unsolicited or unwelcome sexual overtures or conduct
in the workplace. Specific definitions of sexual harassment are in the written policy.
Furthermore, it is the responsibility of all supervisors to make sure the work environment is free from sexual
harassment. All forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, or that
create a hostile environment, must be eliminated.
Copies of the written policy are available from your supervisor.