SEXUAL HARASSMENT

HR Policies and Procedures

Abstract

In this study we try to explore the HR Policies and Procedures of a snack food company in a holistic context. The main focus of the research is on the Company's HR Policies and Procedures and its relation with Sexual Harassment. The research also analyzes many aspects of Company's HR Policies and Procedures and tries to gauge its effect on Sexual Harassment.

HR Policies and Procedures

Introduction

HR policies are all guidelines that are considered to perform administrative actions aimed at officials of the company and institutional development. The definition of our policies must be in accordance with the definitions set out strategic directions for the Company, determine their reason for being and its future viewing, and be designed to support and give feasibility to the construction of the desired future state.

Human Resources Policies

1. Income Policy

Be incorporated as part of the Company community to staff the highest quality professional whose skills are in accordance with the requirements and corporate objectives through technical procedures and transparent, nondiscriminatory, based on merit and excellence.

2. General Policy of Human Resources Development

The Company will seek an appropriate balance between meeting the institutional objectives and professional development along with improved working conditions. Use the training, development and performance evaluation as key support tools. This policy considers specific policies, training and development, Compensation, Health and Safety, Performance Evaluation and Termination (Freels, 2001).

2.1. Training and Development Policy

The Company will train and retrain its employees, developing skills, personal and professional skills required for the fulfillment of institutional goals, while facilitating adaptation to the organization, cultural and technological changes, also contributing to their personal development.

2.2. Remuneration Policy

The company to fulfill its institutional goals, incorporate the most excellent staff available, to which should set levels of remuneration and incentives to consider the realities in the different professional markets. In addition, it will retain such personnel by economic and other incentives tied to individual and collective performance.

2.3 Policies Performance Evaluation

The Company for Compliance with institutional goals motivate and guide the actions of its officials to continuous performance improvement through a performance evaluation process provided by a scoring system objective, transparent and informed.

Policy 2.4 Quality of work life

The Company constantly strives to improve the quality of working life, developing and facilitating activities that promote climate and harmonious work environment, healthy lifestyles and safe working conditions.

3. Termination Policy

The Company will ensure adequate renewal of its staffing, implementing a model that applies to dismissal after 65 years of age, without prejudice to any other grounds contained in the Administrative Regulations.

Memorandum

The Company makes all reasonable efforts to ensure that no employee is subjected to discrimination and harassment in the workplace. In particular, The Company accepts responsibility for ensuring that its policies, practices, working conditions and facilities do not discriminate on improper persons protected by the American Human Rights. In addition, The Company does not tolerate any behavior, including from independent contractors and other persons with whom the Company does business, which conflicts with the spirit or intent of the American on human ...