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Employers are expected to follow guidelines federal and state equal employment opportunity.
Employer needs are a prerequisite understanding for both managers and supervisors to make sure
laws are complied too. It is unlawful to discriminate against employees in paces of work under
the guidelines provided by law inclusive of recruitment and contract termination. Employers
with a large number of employees are subject to scrutiny subject to equal opportunities towards
both sexes.
Employer is duly responsible for any discrimination or any form of harassment in any work
place. Employers are expected to prove beyond reasonable doubt that they took action against
discrimination and harassment. Employees are expected to report any abuse of power in
discrimination and harassment to stand for rights provided under the law. Manager, have a
Recruitment, hiring and promoting with EEO principles in mind, by implementing practices
designed to widen and diversify the pool of candidates considered for employment openings.
employment practices disadvantage people of color, treat them differently, or leave uncorrected
Family/work relationships
Inherent requirements of a job are determined in the circumstance of each job and include the
ability to perform the tasks or functions which are a necessary part of the job, productivity and
quality requirements, the ability to work effectively in the team and the ability to work safely.
unacceptable at the University and any such behavior by a member of the University community
will not be tolerated and will be dealt with according to this policy.
Treat an employee with family/carer's responsibilities less favorably than employees, in the same
Policy application is both considered by employees and employer as mutual parties with a
employees feel like they are discriminated against its paramount for the law to take action and
A request under the Fair Work Act 2009 may be made by an employee if the employee:
Is the parent, or has the responsibility for the care, of a child of school age or under, has a
Employees are not entitled to make the request under the Fair Work Act 2009 unless they have
completed at least 12 months of continuous service at the University immediately before making
the request.
Discrimination occurs when a person, or a group of people, is treated less favourably than
Federal discrimination laws protect people from discrimination of the basis of their:
● disability, or
● asking intrusive questions about someone’s personal life, including his or her sex life.
It is important to understand that a one-off incident can constitute harassment.
The Sex Discrimination Act 1984 prohibits harassment in the workplace by employers, co-
workers and other “workplace participants”, such as partners, commission agents and contract
workers. Sexual harassment is broadly defined as unwelcome sexual conduct that a reasonable
person would anticipate would offend, humiliate or intimidate the person harassed.The Disability
Discrimination Act 1992 prohibits harassment in the workplace based on or Linked to a person’s
disability or the disability of an associate. The Racial Discrimination Act 1975 prohibits
offensive behavior based on racial hatred.Racial hatred is defined as something done in public
that offends, insults or humiliates a person or group of people because of their race, color or
national or ethnic origin. All incidents of harassment – no matter how large or small or who is
involved – require employers or managers to respond quickly and appropriately. If issues are left
unaddressed, a hostile working environment can develop which can expose employers to further
complaints. Bullying behavior can range from obvious verbal or physical assault to subtle
● Psychological harassment
● Intimidation
● Assigning meaningless tasks unrelated to the job
Conflict resolution
“Conflict resolution “is a broad term covering informal and formal procedures for hearing
and resolving employee complaints. At its most basic, conflict resolution happens when
conflict resolution runs the gamut from “open door” policies to progressive steps in
has mechanisms for resolving conflict at its early stages, its employees will see their
Procedures
supervisor. If the complaint involves the employee’s supervisor, the employee should schedule
an appointment with that supervisor to discuss the problem that gave rise to the complaint within
a. If the discussion with the immediate supervisor does not resolve the problem to the
mutual satisfaction of the employee and the supervisor, or if the supervisor does not
respond to the complaint, the employee may submit a written complaint to the
their complaints from the human resource (HR) department. The employee’s
The submission of the written complaint is due within five working days of the response from
● A copy of the immediate supervisor’s written response or a summary of his or her verbal
response and the date when the employee met with the immediate supervisor. If the supervisor
b. Upon receipt of the formal complaint, the director/department head must schedule a meeting
with the employee within five working days to discuss the complaint. Within approximately five
director/department head should issue a decision both in writing and orally tothe employee filing
the complaint.
Step 3: Appeal of decision
the employee may, within five working days, appeal this decision in writing to the HR
department.
b. The HR department may call a meeting with the parties directly involved to facilitate a
believes that the complaint raises serious questions of fact or interpretation of policy. The
HR department may gather further information from involved parties. All involved
individuals, other than representatives of the HR department, may not discuss the
Appeals process
A copy of your appeal to the agency and certify how and when you delivered this copy to the
agency.
4. Complaints
A complaint must be filed with the agency that allegedly discriminated against the
complainant within 15 days of receipt of the Notice of Final Interview. The complaint
must be a signed statement from the complainant or the complainant's attorney,
containing the complainants (or representative's) telephone number.
5. Dismissals of Complaints
Prior to a request for a hearing, in lieu of accepting a complaint for investigation an
agency may dismiss an entire complaint for any of the following reasons: (1) failure to
state a claim, or stating the same claim that is pending or has been decided by the
agency or the EEOC
6. Investigations. Investigations are conducted by the respondent agency. The agency must
develop an impartial and appropriate factual record upon which to make findings on the
claims raised by the complaint. An appropriate factual record is defined in the regulations
as one that allows a reasonable fact finder to draw conclusions as to whether
discrimination occurred.
7. Hearings
Requests for hearing must be sent by the complainant to the EEOC office indicated in
the agency's acknowledgment letter, with a copy to the agency's EEO office.
Procedure includes:
Period of induction
Responsibilities
Guidance and support to help employees achieve performance expectations
Work towards achieving your individual goals,
Be open to feedback
Alongside our four priority issues that are most material to our business, customers and
stakeholders, we work on improving three important areas: suppliers, the environment and
people that are essential to us achieving our sustainability goals.
Do right by our people, and we also believe a more engaged team will go the extra mile for
customers. So we’re always investing in our people’s development, to help them become better
advisors. Across Europe, Castorama colleagues are being invited into customers’ houses to see
first-hand their home improvement challenges.
Applying the same approach in our business including designing out waste, using resources
carefully, avoiding harmful chemicals and protecting ecosystems and biodiversity.
Ultimately we aspire to be restorative to environments, not just reducing negative impacts but
creating positive change locally and globally.
If the business becomes bankrupt such that it unable to pay bills or cater for expenses.