, the organizational statement that prohibits discrimination in the workplace is in the form of an Affirmative Action Policy (Amendment 1). Although it is the first section in the employee handbook, it lacks detail and direction. Furthermore, it devotes more attention to the area of Sexual Harassment than it does the area of discrimination.
Criteria were set forth in the 1978 Supreme Court case of United Steel Workers v. Weber to justify the implementation of affirmative action program. First, it must be remedial in purpose. Secondly, it must have a limited duration. Third, must pertain to qualified applicants, and finally, have no adverse consequence to current employees. "Since 1996, some affirmative action plans have been falling short of these requirements." (Moran, 2002, p.79).
The following analysis will discuss the strengths and weaknesses of the existing policy. Recommendations will be presented to improve the effectiveness of the plan and steps to implement the new policy will be detailed.
Strengths and Weaknesses.
STAR, Inc. is committed to providing a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices. To accomplish this, management has created a task force to review our present personnel policy surrounding equal employment opportunities and discriminatory practices. .
In review of our present policy for Affirmative Action, the Task Force discovered several weaknesses that STAR, Inc. needs to address in order for our company to practice within the law. Our policy does not specifically address the legal issue for which its purpose exists. The opening statement provides a weak approach just stating that STAR, Inc. does not want to discriminate, never stating which Federal, State or local law governs this policy.
