Employment Law

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Barstow Community College *

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40339

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Law

Date

Jan 9, 2024

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docx

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Uploaded by wlorraine715

Employment Law 1 Employment Law Adi’Yah Williams Capella University What is the objective: Developing an anti-harassment workplace policy. Creating an anti- harassment policy will prevent harassing behaviors and guide a company's supervisors and managers to control any allegations of harassment that occur. By law, all companies are required to have an anti-harassment policy regardless of the size or employee amount. Not only are companies safeguarded, but their employees are as well. Companies lose money and waste time defending cases, so when the company ensures that employees review the anti-harassment policy

Employment Law 2 and provide a posted policy, they can save that extra time and money. Providing the training and a posted policy helps encourage employees to report all allegations of harassment, will prevent harassment, shows the steps to report harassment, and provides guidance on how managers and supervisors process any claims of harassment. (Bhayani, 2023) It also helps the employees to be aware of unacceptable behaviors and guides reporting any incidents of harassment. “No person shall be discriminated against in employment because of race, color, creed, religion, sex, ancestry, age, national origin, marital status, sexual orientation, veteran status, physical or mental disability, or any other status protected by applicable federal or state statutes, except where a bona fide occupational qualification applies.” ( Starbucks Zero Tolerance Standards: Non-Negotiable Areas for All Factories That Are Required by Starbucks to Have an Assessment , 2018) As Starbucks states, any type of comments regarding race, ethnicity, religion, or any sexual nature comments are not appropriate in a professional environment, and Starbucks prohibits it and won't be tolerated. Including an anti-harassment policy in a company's employee handbook helps create a safer and more respectful work environment where employees can feel more welcome without fear. Starbucks has a confident and non-disclosure agreement that shows the company agrees to follow confidential information and understanding to maintain confidentiality expectations to confidentiality, effective date, and length of communication, breach, return of personal information, disclaimer of other relationships, governing law, entire agreement, amendments, and authority. (Bhayani, 2023) As an employee at Starbucks, Starbucks information can only be used for company purposes. If an employee were to leave the corporation, all company materials, property, and recipe copies must be returned. Starbucks' confidential information includes its recipe, formulas, coffee blends, supplier information, Starbucks technology, marketing plans, existing and future product information, and company communications. (Bhayani, 2023) To keep the materials confidential, they should be stored securely where only employees can view them. These materials would need to be marked as "confidential." The discussion must be confidential when discussing materials that employees cannot hear. “ All partners are entitled to work in an environment that is free of harassment, bullying, and discrimination.” ( Standards of Business Conduct , n.d.) As previously mentioned, Starbucks does not allow, nor tolerate any harassment within the workplace as stated in their handbook after explaining the previous stated policy, “ Starbucks does not tolerate retaliation against the victimization of any partner, who raises concerns or questions regarding the potential violation of the standards of business conduct, or any Starbucks policy that he she reasonably believes to have occurred. ( Standards of Business Conduct , n.d.) California law (called the Fair Employment and Housing Act or FEHA ) prohibits discrimination, harassment and retaliation. The law also requires that employers “take reasonable steps to prevent and correct wrongful (harassing, discriminatory, retaliatory) behavior in the workplace (Cal. Govt. Code §12940(k)) ( Standards of Business Conduct , n.d.) Starbucks has a website where any employee with questions, concerns, or complaints can be available 24 hours, seven days a week. Once HR reviews any concerns or complaints that need to be addressed, supervisors or managers will take action, speak with the employees involved, and ensure they review the policy. Based on the concern or complaint level, the

Employment Law 3 incident could be documented with a verbal warning, written up, suspended, or terminated. Starbucks ensures to keep their employees updated and aware of all policies through posted policies, pieces of training, and trained managers with knowledge of the procedures. After each training the employee observes, they acknowledge that they understand the policy and will follow it before confirming the training is complete. ( Standards of Business Conduct , n.d.) References (n.d.). Employee Code of Conduct consists of. Retrieved October 1, 2023, from https://uop-ebus.tripod.com/starbuckscoffeecompany/id31.html Bhayani, T. (2023, April 25). The Pros And Cons Of Including An Anti-Harassment Policy In Your Employee Handbook . AirMason Blog. Retrieved October 1, 2023, from https://blog.airmason.com/the-pros-and-cons-of-including-an-anti-harassment-policy-in- your-employee-handbook/ Speak Up | Starbucks Coffee Company . (n.d.). the Starbucks Standards of Business Conduct. Retrieved October 6, 2023, from https://livingourvalues.starbucks.com/en- us/speaking-up

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Employment Law 4 Standards of Business Conduct . (n.d.). Starbucks Coffee Company. Retrieved October 12, 2023, from https://globalassets.starbucks.com/assets/84F7DBEA77914F119230581D3EE50FD7.pdf Starbucks Zero Tolerance Standards: Non-negotiable areas for all factories that are required by Starbucks to have an assessment . (2018, May 2). Starbucks. Retrieved October 1, 2023, from https://content-prod-live.cert.starbucks.com/binary/v2/asset/137- 70080.pdf

Employment Law

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