Memo to Pat
To: Pat Chalmers
From: [Insert Name]
Date: January 25, 2019
Re: Harassment Policy Draft
Based on the analysis of the draft policy that would be implemented in the company, I have found the following flaws that you can use as part of your opposition for the adoption of this policy.
The proposed policy seeks to build on Title VII of the Civil Rights Act of 1964, which supports the fact that persons should not be discriminated against for any given purposes, which may include race, religion, or sex among others. However, an analysis of the current composition within United Drill, Inc., it becomes clear that this has not been the case. A good example can be seen from the fact that the company gives little sympathy for non-Christians or those living alternative lifestyles. Additionally, the workforce is not balanced considering that only 15% of the employees are women out of the total number of 450 employees. That serves as a clear indication of the fact that indeed the company find itself in a tough position in advancing its capacity to match what would be considered as a structured approach in ensuring that it maintains expected levels of engagement.
Delegate your assignment to our experts and they will do the rest.
Although the proposed policy seeks to serve as a key avenue for protecting the employees, it gives them full power and control with regard to issues of harassment occurring within the workplace. The policy does not highlight the exact actions that United Drill, Inc. may term as being sexual harassment or amount to the need for an employee to report the same as sexual harassment. Ultimately, this means that some employees are likely to use the policy to their advantage in filing untrue claims for purposes of being compensated.
The policy also fails to put in place safeguards that would help in protecting the management-level employees against employees that may actually argue that they were retaliated against for complaining on any type of discrimination. The safeguards are important, as they seek to ensure that the management-level employees are actually in a standard position that would serve to ensure that both the employees and managers are protected. It may also be important to highlight how the managers would be able to differentiated between what would be expected in relieving employees of their duties based on their productivity and retaliation.
From the reasons given above, it is clear that the policy does not seem to be favorable for United Drill, Inc. meaning that the company would need to work on an alternative approach to establishing a policy that would seek to justify its capacity to deal with such cases.
Memo from Pat
To: Policy Team
From: Pat Chalmers
Date: January 25, 2019
Re: Proposed Harassment Policy
After having reviewed and examining the proposed harassment policy, as has been presented as a draft, I tend to believe that it is not favorable for the company; thus, meaning that I do not support its adoption. I must affirm my position on the fact that I believe that the company ought to have a harassment policy but do believe that the current proposal does not meet expected standards. The following are the challenges that I have with the proposal, as presented:
As a department head at United Drill, Inc., I have encountered instances where I am expected to get rid of some employees due to their reduced performance levels. The challenge arises from the fact that it becomes hard for me to do so in cases where some of these employees may have filed harassment or discrimination complaints, as stipulated under the policy draft. That means that the draft seeks to give some employees the leeway through which to use the ‘retaliation’ excuse to justify them being laid off from their respective positions. Consequently, I tend to believe that the policy team should look into the adoption of safeguards to build on the current position.
Another key reason why I would challenge the adoption of the current policy draft is that it does not consider the fact that United Drill, Inc. is a company that deals with manufacturing. Most of the positions within the company are well defined with regard to the individual roles that requires persons to engage in heavy lifting. From that perspective, it must be noted that most women may not be qualified for the positions. In the event that women do apply for the positions, their rejection on the basis of their gender, as the job is gender specific, becomes a key issue. That is one of the key aspect that the policy team would need to streamline in its bid to advancing the effectiveness of this policy.
Goals and Method of Writing
My goal in writing the memos is present my arguments in a manner that is structured with the focus being towards connecting to whom the individual readers of the memo. In other words, I focus much of my attention towards presenting a memo that the readers would be able to appreciate or build upon focusing on the intended message. Regarding the method used, I have used a method that allows me to arrange my points in the memo in a strategic manner, which gives me the leeway of having to discuss each of these points individually.
