Thursday, January 31, 2019
Civil Litigation Process For Sexual Harassment Essay example -- Sexual
Civil Litigation Process For Sexual HarassmentPromptYou ar in charge of the human resources division of a large parcel development company. One of your responsibilities is to work with the companys retained law firm on suits against the company by present and former employees. A former employee has however filed suit against the company and one of its supervisors for sexual anguish. The citation has been served upon the authorized broker for the company today. You have also been advised today that you are tone ending to be promoted to senior vice president in charge of software development and that the new human resources director has little experience with matters think to civil litigation. You must orient the new director to the mechanics of how a civil lawsuit works its way through the legal corpse so that she can integrate her activities with that of the law firm in apology of the newly filed suit Prepare a three (3) to five (5) rogue memo to the new director gener ally describing the litigation process.ToManager, HR departmentFromVice PresidentDate 5/18/14 takings Litigation process for recent lawsuit of sexual harassmentoer viewThe following document is a description of sexual harassment litigation process and my proposals to create a manual policy on sexual harassment cases.The Stages of Sexual Harassment Litigation1.Beginning of parameter and Attempts to Resolve Conflict Having an litigation goalThe goal of the case should be unconquerable as early as possible, by the facts, witnesses, forum and client, because it will grade how you will manage the litigation. For instance, if the forum, facts and client indicate that (1) summary judgment is ... ...uld establish, spread to all employees, and enforce a policy prohibiting harassment and setting expose a outgrowth for making unhealthinesss. In most cases, the policy and procedure should be in writing. Small businesses may be able to press release their in debtedness to prevent and correct harassment through less black-tie means. For example, if a business is sufficiently small that the owner maintains regular finish off with all employees, the owner can tell the employees at staff meetings that harassment is prohibited, that employees should report such conduct promptly, and that a complaint can be brought straight to the top. If the business conducts a prompt, thorough, and impartial investigation of any complaint that arises and undertakes swift and appropriate corrective action, it will have fulfilled its responsibility to effectively prevent and correct harassment.