BUS FPX 3040 Assessment 5 Employment Law Student Name  Capella University  BUS-FPX3040 Fundamentals of Human Resource Management 

 Employment Law: Anti-Harassment Policies Anti-harassment policies in employment law are essential for organizations to establish comprehensive guidelines concerning the treatment of employees in diverse and inclusive work environments. It is vital that these policies are sufficiently detailed to encompass all levels of personnel and to clearly communicate that all employees are required to comply and take appropriate action to prevent prohibited behavior (SHRM, n.d.).  Effective anti-harassment policies should follow specific guidelines to ensure that they are properly implemented, executed, and enforced. These guidelines include formal policies, structured complaint and grievance procedures (both formal and informal), mandatory training on anti-harassment and discrimination for supervisors and managers, compliance programs, a steadfast commitment to anti-discrimination and harassment policies, and ongoing educational initiatives for staff aimed at eliminating discrimination and harassment (Widener, 2019).  As the newly appointed HR manager at Java Corp, it is crucial to formulate a clear, concise, and effective anti-harassment and discrimination policy that applies to the entire organization. This new policy must delineate the expected actions of leadership, ensure the confidentiality of all employees, specify disciplinary measures for breaches of confidentiality, and maintain accountability for compliance (SHRM, n.d.).  Anti-Discrimination/Harassment Policy Objective Java Corp is dedicated to fostering a workplace where every individual is treated with dignity and respect. The company ensures equal employment opportunities and strictly prohibits any form of illegal discrimination, including harassment (SHRM, n.d.). The goal is to create an environment free from harassment, discrimination, and retaliation, while making every effort to educate all employees about these policies. Any complaints that violate these policies will be investigated promptly and resolved in accordance with established procedures (SHRM, n.d.).  Equal Employment Opportunity Java Corp is committed to providing equal employment opportunities, ensuring that no discrimination or harassment occurs based on legally protected classes (SHRM, n.d.). The organization prohibits any form of discrimination and harassment associated with these protected classes, adhering to federal, state, and local anti-discrimination laws (SHRM, n.d.).  Fraternization Policy Java Corp has developed a fraternization policy to manage personal relationships among employees. This policy aims to uphold a professional working environment and safeguard the well-being of all staff members (Indeed, n.d.). While friendships and romantic relationships between coworkers are not banned, the policy establishes boundaries to ensure these relationships do not disrupt work responsibilities (Indeed, n.d.).  Retaliation Java Corp encourages employees to report any incidents of harassment or discrimination, making it clear that retaliation against individuals who report such incidents or participate in investigations is strictly prohibited (SHRM, n.d.).  Sexual Harassment, Harassment, and Discrimination Policy Objective The objective of the sexual harassment policy is to define what constitutes sexual harassment, outline the procedures for filing complaints, investigate claims, and specify the disciplinary actions for any violations (SHRM, n.d.).  References ADA National Network. (n.d.). An Overview of the Americans With Disabilities Act. Retrieved from ADA National Network