Description
Use the 4 references I attached because should include in the paper and add 6 more for complete the 10 sources required in the paper.
In a research paper, provide researched rationale for the nature and substance of your 4 selected, distinct policies. This paper is to be reflective of an academic research paper. The research paper must address the reasoning and/or rationale for the inclusion of the selected policy elements in a policy manual.
The selected policies must correctly address employment legislation pertinent to the stated size of the company (25-49 employees). In elaborating on the rationale, you may want to consider the following questions: Why should these elements be in a policy manual? What laws or principles mandate an organization follow these guidelines? What cases have established precedent for this issue to be addressed clearly in an organization’s employee policy manual?
Support your rationale with (at minimum) the 10 scholarly sources used in your annotated bibliography in addition to the textbook and the Bible. Remember, government websites and previous/current court cases are useful but will not be included in the scholarly reference requirement.
The paper must be at least 1,750 words, in addition to the cover page, the abstract, and the references page. It must be written in current APA format. Papers submitted with less than the minimum word count will not receive full credit in this area of the grading rubric.
Following are some examples of HR policy topics. These are only examples. You may identify/select other topics that would be relevant and appropriate for a general employee policy manual/handbook.
Dress Code
Technology Use
Code of Conduct
Confidentiality
Harassment
Benefits (This can be more specific to areas such as paid time off, health care benefits, and so forth.)
Training Opportunities/Expectations
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Workplace Policies Research Rationale
Student's Name
Course
Instructor's Name
Date
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Abstract
Every company should develop their policy manual that should detail every issue and situation
that may arise and solve the emergence. The policies handbook can be changed or added to an
unsatisfactory solution, or a new issue arises. The policy manual is acceptable by law as it governs
the company's operations. Considerations are made to the four policy elements: antidiscrimination
and harassment policy, confidentiality policy, code of conduct, and the health and safety policy.
These elements work to be the significant elements of policies as they cover a large area in the
workplaces and are the most probable elements not to be followed if the policies are not set.
Researches have been done severally on workplaces' policies as it has been seen to be an essential
field for a company's performance foundation.
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Introduction
In an organization, there should be a policy manual handbook that considers all the
company's requirements and for the employees. These policies should be in line with the laws and
principles set as standards for running organizations that hire people to work with as staff. These
policies are set to solve issues that may arise or have has happened before not to reappear. They
protect the company's interests or the rights of the employees in the company. The policy handbook
is set by the company considering all factors from the legislation and laws and depending on the
court rulings from similar situations. In this research rationale, we shall consider the following
policy topics: antidiscrimination and harassment policy, code of conduct, the recruitment policy
and health and safety policy from research papers to have a better understanding of the policy
manual making.
Policies handbook is a handy tool for the human resource department in every company as
they find it with ease to deal with the employees and in turn employees feel the same. The policy
manuals are meant to bring together the employees and the management for the right workplace
environment. These policies should sink into the employees' minds before introduction to work as
it creates the foundation for the operations and the available issues that may arise from the
occupation. From the policies, the employees should decide whether they can take the job under
the directives in place.
Antidiscrimination and harassment policy
These policies are always targeting to ban harassment and discrimination in the
workplaces. The employees being protected are from their differences in several factors such as
race, religion, age, gender, ethnic competencies, educational competencies and socio-economic
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backgrounds. These are mostly the grounds that employers tend to be choosy on the employees to
be hired. They arise from irrelevant reasoning to deny a certain group the specific opportunity to
work. It is mostly necessary for any organization to set the policies that will defend their
employees' rights and make sure they are in line with the company's goals at large.
The organizational structure should enforce and be the first liner to follow and keep the
pace for the policies' wellness. These organization's policies should be well stretched to ensure
they give the rules and repercussions of rules and regulations set breaking in the company. This
policy is set to work uniformly for all the employees worldwide applying to the company and its
subsidiaries for all workplaces and related settings such as business trips and work-sponsored
social activities (Borzaga et al., 2019). These policies include the contents delivered through
messages, phone calls, fax and mails and, and
Through the set policy handbook, there should not be acceptance or toleration of the
harassment by anyone related to the company, be it the contractors, fellow employees, suppliers,
visitors, shareholders, funders and vendors. The harassment can be in these three ways: bullying
and mobbing, psychological violence and harassment and cyberbullying (Ferris et al., 2018). These
acts of harassment affect the performance of the employees and organizations. The company
should have the grounds to deal with such situations of harassment. The employees should know
how they should use to address their issues to the management to ensure that their rights are
protected, and the policies are followed to the letter.
The Equal Employment Opportunity Commission (EEOC) has the federal levels'
responsibilities that they enforce the laws on making discrimination and harassment in an
organization illegal and the federal laws differ depending on the states. If these are not addressed,
the organization can face a lawsuit that is always expensive and time-consuming. Harassment and
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discrimination may differ in understanding the various employees where the management should
install a policy to protect any situation that could inconvenience.
There are several Acts in the federal laws in the equity, and an organization should ensure
their awareness of the laws. The acts are Title VII of the Civil Rights Act of 1964, Pregnancy
Discrimination Act, Equal Pay Act of 1963, Family Medical Leave Act (FMLA), Age
Discrimination in Employment Act of 1967, American with Disabilities Act of 1990 (ADA), and
the state workers compensation laws.
The policy raises awareness to the company's employees. It has the confidence to face the
issues with courage and have a way to address the situation with the relevant authority or the
management. For example, in a case where a female is denied an opportunity du...
