Equal Employment Opportunity And Workplace Policies

Types of discrimination, harassment, and bullying

Document a brief policy to outline how the business complies with EEO legislation

In association with the organization it can be stated that the Federal and State EEO laws provides a statement that it is unlawful and illegal to discriminate against a certain employee or a person on certain restricted grounds of discrimination (Nankervis, Baird, Coffey and Shields, 2016). In this context it can be stated that the discrimination is considered as unlawful regarding the area of employment, this mainly includes several recruitments during employment and termination of employment (Bratton and Gold, 2017).

What is expected of employees and managers?

In an organization employees and managers are the main pillars that operate and maintain the systematic order of the organization (Nankervis et al. 2016). In this context it can be said that the employees of the organization are appointed in order to conduct all the essential activities and operations of the organization that has been provided in different circumstances (Bratton and Gold, 2017).

On the other hand the managers of the organization are appointed in order to get the order and routine of the organizational activities and operations during the year. The work performed by the employees are also observed and rectified by the organizational managers during the year (Chelladurai and Kerwin, 2017).   

How does the business adopt EEO principles?

Not only the Kingfisher but the entire international market and operating organizations are meant to be adapting the EEO principles as it is considered as one of the important aspect in maintaining the employee relations and work environment in an organization during the year. The abusement and discriminations that were faced by the employee in the past years are now omitted from the organizational structures during the year in order to provide smooth and efficient working environment during the year (Didasko-online.com. 2018).

Document a brief policy to outline how the business accommodates family work relationships and how they comply with the principles of the NES.

The national employment standards refer to minimum number of entitlements that are to be provided by the organization to its employees during the year. In this context it can be added that the an organization is recommended to apply the national employment standard entitlements in order to maintain their organization’s employment balance (Chelladurai and Kerwin, 2017).

Who does this policy apply to? Under what circumstances?

This policy is strictly applicable to the organizations which are registered under the acts of NES.

The circumstances under which the NES standards are applicable under circumstances that is as follows

1. Minimum weekly hours are fixed
2. Having flexible working arrangements for the year
3. Suitable amount annual leave (Nankervis et al.2016)

How does an employee make a request for flexible working arrangements?

1. In writing
2. Explanation of the changes that has been asked for
3. Explanation of reasons for the request

What is the approval process?

In order to get approvals regarding any request or any other entitlements it is important to have specified and written request. The request has to be in such a manner that would be procedure within the norms of the company during the year (Nankervis et al. 2016).   

Approving a request is the process of the company that needs to be performed by the company after briefly observing and identifying the requirements of official request. If the all the criteria has been optimized the company approves the request made by the employee (Chelladurai and Kerwin, 2017).  

Process for reporting cases

Policy complying with anti-discrimination, harassment and bullying legislation:

• Identification of the activity to be any of the above three
• Responding to the complaints at its earliest
• Complying with the legislation and taking actions

The activities that are abusive and based on unlawful discrimination of race, sex, gender, sexual orientation, national and ethnic origin, immigrants, marital status, pregnancy and others are defined  as discrimination, harassment and bullying (Bratton and Gold, 2017) 

The process for reporting cases of discrimination, harassment and bullying:

• Defining grievances
• trying to solve yourself
• If not reporting the complaint

The possible outcomes of investigation includes:

• Identification f whether any of the above three has taken place
• If yes, witnesses are proof requires to be collected with confidentiality
• Key indicator proper human resource management (Chelladurai and Kerwin, 2017)

Policy aim: Removing biases and Prejudices in order to reduce barriers for workplace entry as well as promotion developing inclusive workplace (Didasko-online.com. 2018) 

Policy scope : The policy is applicable to all the full time, part time staffs abd and prospective employees along with the contractual employees (Didasko-online.com. 2018). 

Diversity strategies: these includes the following:

• Recruitment from broad social and cultural background
• Two scholarship programs for men and women
• Internal promotions
• Performance appraisals
• It is the  member of Australian Human Resource Institute improving diversity of performance
• Complying with legislation achieved by policy initiation during induction (Bratton and Gold, 2017)  

The policy includes the following:

• taking feedback of the employees
• Developing and monitoring of Complaint cell for employees
• Responding to them and taking actions (Shields et al. 2015).

If the employees are unable to resolve their issues, they must officially related the problem to the management of the company with reasons.

The process includes the following:

• Complaint to the supervisor if not attended then direct complaint of the employees where the informal action is taken by the manager or supervisor
• In case a larger portion is complaining formal meeting is required
• Further investigation and proof enquiry that are given within the meeting
• Communicating with the employees
• Decision Making (Bratton and Gold, 2017)

These include the following:

• Identification of the place and time to safetalk
• Clarification of perceptions of every individual in conflict
• Active and Empathic listening
• Option generating with the aim for an win-win outcome

In this case, Alternative Dispute Resolving can be utilised that is less formal, faster, confidential, less costly and encourages consensus with many solutions like, explanation, apology, continued employment which is one of the best practices.

Policy Brief:

Purpose of the policy: We aim at bias free recruitments that is totally based in talent and any kind of discrimination is avoided.

Scope of the policy: This applies to all the employees who are recruited for part time, full time, or contractual basis (Shields et al. 2015).  

Procedure:

• Identification of the need of opening (Shields et al. 2015)
• Deciding whether internal or external recruitment is required
• Job Description
• Composing job
• Selecting sources for post of the opening
• Determining the selection stages and timeframe
• Resumes review in database
• Source of passive candidates
• Shortlisting candidates
• Background checks
• Selection of suitable candidate
• MAking Official Offer (Shields et al. 2015)

During the induction within Kingfisher, all the employees who have been selected and given the offer letter are provided with one copy each of the diversity policy of he company (Didasko-online.com. 2018). The benefits and programs are initiated with their purpose to the employees that includes the following:

• Flexible work arrangements as per National Employment Standards of Australia
• Employee Education Assistance (Brewster, Chung and Sparrow, 2016)
• Regular staff meetings and use of intranet within the company for open communication
• Mentoring programs 

During induction the employees must be provided to the organisational policies. This must be provided to them digitally or with hard copy. The mission, vision , scope,programs, ethics, benefits, culture of the organisation and other essentialities must be initiated to them. During induction, these must be discussed face to face for a day and then the real time work must be started.

Developmental programs for career paths are implemented within the organisation to improve the skills of the employees through training. The potential ones reciprocate to the training and thus expected performance is achieved after which promotion is given. Training needs are identified  as per the demands of the customers and anticipated targets according to which skills are required which lags. The HR manager is responsible for keeping track records (Brewster et al. 2016). 

What is the purpose of having a performance management policy and procedure?

The purpose of having a performance management policy and procedure is to ensure proper human resource management through which the employee rights and the performance of the employees can be achieved.

• Defining Goals
• prioritising
• Setting deadline
• Looking for competencies as per performance and deadline of the employees in achieving targets
• Competenties as per skills, time management and overall performance 

Performance reviews are conducted once a year

Employees may be rewarded with bonus, incentives, cash payments, awards, holiday packages and others.

The employees of kingfisher reward the employees based on their excellence through promotion on internal vacancies that may be on going to be temporary or ongoing (Didasko-online.com. 2018) 

The performance and development programs of kingfisher:

• Reward Excellence
• Employee Education
• Study Support
• Scholarship Program
• Professional Development programs as per the field of employment (Didasko-online.com. 2018) 

Policy for unfair dismissal:

• Probationary Periods
• Redundancy
• Notice Payments 

If the employee is found and proved to have done any unlawful activity, then the contract of job is being terminated and thus termination without notice is lawful.

Commitment of Kingfisher

• Progress will be measured
• Defined action plans with agreed timescale
• Environment friendly and developmental operations
• Innovation
• Energy conservation (Didasko-online.com. 2018)

The National Manager (Finance and Legal) is responsible that is done quarterly

1. Risk management

The situations during risk assessment:

• Conflict
• Complaints
• issues within the supply chain
• issues regarding customers
• Shareholder issues

The areas include:

• Policies that must comply with legislation (Brewster et al.2016)
• proper implementation and monitoring of the policies
• No bias in human resource management practices like wages, promotion, appraisals or others

Staffs on identifying any issue:

• Must inform the supervisor
• If unattended must report to the leader or management or trustee (Brewster et al.2016).

References:

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.

Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. Human Kinetics

Didasko-online.com. (2018). Kingfisher Intranet – Human resources. [online] Available at: https://www.didasko-online.com/kingfisher/human-resources.php [Accessed 25 Nov. 2018].

Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management: strategy and practice. Cengage AU.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.