similarity score of 75% i need this paper revised by 10 pm tonight can anyone help me
ma2211
SEXUALABUSEINTHEWORKPLACE.docxRunning Header: SEXUAL ABUSE IN THE WORK PLACE 1
SEXUAL ABUSE IN THE WORK PLACE 3
Sexual Abuse in the Work Place
Michael C Adams
Columbia Southern University
Chosen Scenario
It is Sunday evening, and you receive a phone call from an employee, Ellen, who lives several states away. However, she lives and works in your area of responsibility. Ellen is emotional and states that she can no longer tolerate her young coworker being sexually abused by the manager in their three-person office. She gives you the coworker’s name and phone number, and she tells you that the young woman wants you to call her later that evening when her husband will be asleep. As requested, you call the coworker, Tammy, and she states that she is afraid of losing her job. Tammy is emotionally upset and says that she fears that if her husband knows about what the manager is doing, he will confront him at the office, and there may be violence. Tammy informs you that the manager has a violent temperament and is prone to explosive outbursts.
Based on your knowledge of employment law, conflict management, and investigation procedures, what would be the best way to handle this situation? For example, what laws are involved? Where do you start? Who do you notify? When do you start? What do you tell the coworker (Ellen) and the employee (Tammy) who made the complaint? In this situation, you are the employee relations representative for the organization. What is your role in the investigative process? Describe the steps you will take to investigate this employee complaint.
This example is one that I have handled before as a Sexual Harassment/ Assault Victim Advocate in the United States Army. In times involving assault crime it's important to hear the victim and let them know that the organization is there on her behalf and that kind of thing will never be tolerated within the business. I would guide Tammy that she do nothing wrong as the main thing that would have to be done is on her behalf is going and document a statement with the neighborhood police train station. While communicating with Tammy I'd also let her know that if her spouse get involved, they might get mixed up in situation where he needs to be there on her behalf to take care and attention of her as it would complicate the complete situation and can impede any independent firm and police investigations. I would notify Tammy that if she needed any services to help her and her family as well as with the consequences of any intimate abuse she endured. As a result the head of the company would source her a mental doctor as well as any medical needs which may have resulted out of this situation.
I would advise Tammy that the director would be located on administrative leave until further notice pending any kind of investigation which will be conducted by the independent firm and the authorities. I'd also advise Tammy whatever the outcome of the problem that she'll not ever use this director again.
After giving the advice to Tammy I will contact the supervisor involved and notify her or him about the problem. I'd ask the supervisor if there is somebody who they trust deserving to perform in that office until other agreements are produced. I would notify that administrator that until this example is resolved that he / she must contact the director involved and advise him that he'll be subjected on administrated leave until further notice. I'll notify the supervisor that grievance will be routed through the correct channels and this the business will be performing a full investigation relating to this subject and that there surely is the opportunity that the authorities will be looking into this example as a unlawful act. I'd continue steadily to answer any questions that I could from the supervisor before dangling up the telephone.
Once I am completed speaking with the supervisor of the director accused of incorrect doing I'd then call the legal office to see them about the problem. I would tell them that the supervisor is being put on administrative leave for the moment which Tammy will be submitting a police article. I'd ask this division advice on what else must be done in case the business can be responsible for any incorrect doing by the administrator. I would ingest everything the legal team told me and can keep on from there.
This example is however too common in the business I am in and I'd trust that any company could have the victim as important. My corporation has a motto that expresses objective first people always which is the one which would profit any organization in times such as this. I am uncertain if what I had written is accurate but thinking just like a leader who handles this kind of misbehavior within the business it is exactly what I'd do.
REFERENCES
Lytle, T. (2015). Confronting Conflict. (cover story). HR Magazine, 60(6), 26-31
