WORKPLACE POLICY FOR XYZ INCLUSIVE 6
WorkplacePolicy for XYZ Inclusive
WorkplacePolicy for XYZ Inclusive
Forany company that wishes to maintain diversity in the workplace, therehas to be rules and regulations that are contained in a policy thatguides this process. As the world changes, approaches towards hiringof employees, paying, promoting, managing, and terminating theirservices if need be, should be revised over and over again (Muir,2003). Without these changes, a company can fail to reach itsintended goal. For XYZ Inc., the idea of revising a policy thataddresses these ideas is of essence for the sake of the company.
Tomange this, XYZ Inc, has to define its vision so that for this visionthey can address the underlying issues. In the current workplace,globalization has made diversity in the workplace unavoidable, wherepeople from across the world, from different religions, races,culture, perception, tribe, and believes are finding themselveshaving to work in the same company (Colling, 2010). XYZ Inc hasbranches in different nations meaning that the issue of diversity isat hand. Employment bases should be based on merit and not on thebases of religion, race, believes, culture, or tribe.
Developednations are have been affected much by the influx of immigrants,especially from the less developed nations. Citizens of thedeveloping nations are moving from their nations to the developednations in search of better paying jobs. This has made companies inforeign nations to review some of their working conditions so thatthey can assist their employees work cohesively. XYZ Inc has no otheroption than to employ ways in which they can be able create a workingenvironment that is favorable for everyone (Fernando, 2009).
Workplacediversity should be managed by a tribunal that is committed to comingup with a working environment that is conducive to all employeesdespite their religion, race, or gender. All people have to berecognized as having different abilities, skills, or professionalism.Equally, the tribunal must recognize that all employees havediffering abilities, qualifications, and experiences. This requiresthat everyone to be treated with dignity regardless of theirbackground. This is of significant for the XYZ Inc because it hasbranches in other nations and there is diversity in the employees(Daly, 1998).
XYZInc currently employs 500 employees half of them unskilled while therest are skilled. When it comes to unskilled laborers, they should beemployed on unspecified schedule and with a duration that is notdefinite. This means that they can only be employed on the casualterms and conditions and not on permanent bases. Fernando (2009)believes that promotion should only be made in terms of one’s meritand not other consideration. On the other hand, termination of one’sservices in the work place should be justified by the evidence of anemployee’s failure to adhere to company polices. However, thereshould be enough evidence to show that the employee in question,deliberately, breached the performance contract of the company.
Therehave been cases of employees suffering the consequences of workterminations on grounds that cannot be justified. This has made themsuffer unjustly following wrongful termination of their jobs. XYZ Inchas to come up with policies that protect workers that in the eventof termination of one’s employment contract, there are credibleinvestigations that can be used to finalize the final judgment.Workers union should be formed in order that such matters can behandled by the body. This is of essence to deal with any biasconclusion by company heads (Daly, 1998).
Whenit comes to hiring of employees, XYZ Inc has to be very careful tomake sure the hired personnel are the right ones. Employees arebelieved to add a lot of costs to the company as well as a lot ofbenefits. However, this depends on the kind of criteria that was usedin selecting the employees. Equally, the professionalism and theexperience of the employees dictate a lot on the entire employeeworkforce returns. As the company embarks on hiring more employees,it is of essence to consider, carefully, every potential employeebefore hiring. Unnecessary hiring should be avoided so that loosesare not incurred (Daly, 1998).
Onthe efforts of expanding its workforce, XYZ Inc should be quick tomake sure to consider the legal requirements that are needed. Everyrecruiting process has a lot of legal consideration in order thatthey may avoid legal implications set aside by the government.Interviews, job postings, and making hiring decisions should bereviewed carefully to avoid legal implications, especially issues ofdiscriminations. It is very easy to post job interviews that arediscriminatory without one’s knowledge. To avoid this, the companyneeds to have a lawyer who reviews the entire job posting, the hiringprocess, and the decisions of hiring. This avoids any implicationsthat can easily be noticed by a legal practitioner (Fernando, 2009).
Fernando(2009) states that there are times that the staffs of a company mayfail to achieve the desired or set goal and the company. The generalstaff should be well managed to make sure that they bring out the setgoal of the XYZ Inc. If the staff member does not meet the requiredstandard of the company, there should be proper investigations, wherethe right action should be taken. Procedural fairness should precedeany action taken following poor performance. However, the companyshould have systems that are effective to manage unsatisfactoryallegations of misconduct, unacceptable workplace behavior, or poorworkforce (Muir, 2003).
Theprinciples of natural justice should be applied to underpin anyactions that have arrived at by the supervisors of the company (Muir,2003). When there is a case of indiscipline or poor performance, XYZInc should make sure that all parties in question have been the rightheard and explain them-selves. However, the procedures and principlesof fairness should be communicated to all parties involved before theprocess of interrogation is begun. This should be done after theemployee has been issued with a communication in regard to theexpected job performance. This should be done through the appropriatecompany’s procedures like emails or interviews (Fernando, 2009).
TheXYZ Inc is a company that should be careful in making their decisionsin all areas of their operations to avoid legal implications as thispaper has discussed. This requires that there be a body that ismandated to making sure that the employees are well treated withoutbiases. To achieve this, it is the idea of this discussion that alegal practitioner should be engaged to cross-check all operations ofthe company to ascertain their legality. The hiring process shouldalso be put under a cross watch of a legal practitioner to expose anypractice that may cause legal issues during hiring.
Fernando,A. C. (2009). Corporategovernance: Principles, policies and practices.New Delhi: Pearson Education.
Muir,D. (2003). AManager`s Guide to Employment Law: How to Protect Your Company andYourself.San Francisco, CA: Jossey-Bass.
Colling,T. (2010). IndustrialRelations: Theory and Practice.New York. John Wiley & Sons. Print.
Daly,A. (1998). Workplacediversity: Issues and perspectives.Washington, DC: NASW Press.