Project #77876 - Discussion

Reply to the 3 students answers. 

1. You are the business office supervisor and you receive a large gift basket of fruit, chocolate and mixed nuts from the local office supply store that the institution does business with for most of their office supply needs. What do you do? Describe how you would handle this situation.

 

1. According to the aca.org website “Members shall refrain from accepting any gifts, services, or favors that is or appears to be improper or implies an obligation inconsistent with the free and objective exercise of professional duties.” 

http://www.aca.org/ACA_Prod_IMIS/ACA_Member/About_Us/Code_of_Ethics/ACA_Member/AboutUs/Code_of_Ethics.aspx?hkey=61577ed2-c0c3-4529-bc01-36a248f79eba

 

2. What is often the principal determinant of whether a particular instance of behavior may or may not constitute sexual harassment? 

2. I think the common determining factor in sexual harassment situations is unwanted sexual advances whether physical or verbal. I think most verbal cases should be pursued after informing the person of their wrongdoing because some situations tend to be taken out of context. Some inappropriate jokes can be perceived as sexual harassment because of their own personal beliefs and or upbringing. In those situations where it is physical it is up to the person in how they choose to approach the situation. Some victims of sexual harassment may want to handle to situation on their own, press criminal charges or file a complaint within the company and let supervisors handle the situation. 

 

3. I found the State of Maryland’s policy on sexual harassment and states “Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal, non-verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (2) submission to or rejection of such conduct by an individual is used as the basis of employment decisions affecting an individual or; (3) such conduct has the effect of interfering with an individual’s work performance or creating an intimidating hostile or abusive work environment. Tangible psychological injury is not a necessary element of a hostile work environment; rather, an environment that is perceived by the victim as hostile or abusive, and that a reasonable person would find hostile or abusive is sufficient to meet the standard.”

http://www.dbm.maryland.gov/eeo/Documents/SexHarrassPolicy.pdf

Subject English
Due By (Pacific Time) 07/30/2015 11:36 am
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