You should review the scenario and develop a written policy based on the information from the scenario. If there is information lacking for your analysis you may be creative but realistic in filling in the information needed. You should be as complete as possible in addressing the issue and anticipating unforeseen instances.
Your written paper will include the policy as an attachment. In the paper your will discuss the considerations used in creating the policy. Your paper should give examples you identified while conducting research for developing your policy. The written paper and policy must be a minimum of 1500 words and for the written portion of the paper describing your policy you must cite any and all resources used in APA format.
Scenario one: Your company does not have a social media policy. There are some basic policies regarding public behavior of your staff and use of photography on the job as well as representation of the company brand in public but nothing that addresses Twitter, Facebook or other social media sites and representation of your company and its brand. Recently a video taken by one of your staff at a company function has gone viral on a social media site. The video was a parody filmed by a senior administrative assistant and several other senior employees depicting management as incompetent. The video is extremely unflattering to the personnel it is directed at although there is no specific reference to names or offices the company brand is clearly visible on several items, shirts and signs that are seen in the video making no doubt the video is about your company’s management. The senior management has been infuriated because the video has gotten several hundred thousand hits and they are demanding it be taken down. The original posting of the video has been removed from the member’s social media page the problem is it has been copied and reposted by hundreds of people therefore it is still circulating the web. The senior managers wanted the employees fired because of this embarrassing expose; however corporate legal has advised that since there was no policy regarding social media and the video was not specifically identifying the company or any principal member that any termination could result in a lawsuit. Counsel advised that the termination of the employees could result in an even bigger backlash. Senior management has directed you to develop a policy regarding social media use and employee conduct relating to corporate brand, logos and internal business operations.
Scenario two: Your company has a strict drug use policy prohibiting the use of marijuana or other illegal drugs. The policy specifically prohibits the use of “illegal drugs” in its language. You periodically and randomly test your employees for a broad spectrum of substances to include marijuana. John Williams is an employee that works in a midwestern office that services the Denver, Colorado area. He is based out of St. Louis, Missouri but travels to Denver almost monthly to conduct company business. Recently he returned from business in Denver and was called to provide a sample for his random urinalysis. A week later he was notified his specimen revealed marijuana use and he was called in to Human Resources for discipline. At the pre-disciplinary hearing John testified that he did not use marijuana and denied having partaken at any time prior to his testing. John stated that during his trip to Denver he was at a several venues where there was heavy use of marijuana which is legalized in Colorado and that he may have been exposed to secondhand smoke resulting in the positive test results. The urinalysis officer stated that she felt the levels of marijuana detected in John’s urine indicated more than casual exposure to secondhand smoke and indicated a more intensive and extensive use. The hearing resulted in John being referred to a drug rehabilitation program. John willingly participated but still maintained his innocence. A month after completing the program he quit the company. Since this occurrence there have been two similar cases of positive results after recent travel to the Denver area. In each of the two cases, the employees maintained their innocence. Fearing legal repercussions, senior management directed you to develop a policy regarding how to address the incidence of positive drug tests from personnel recently returning from states where marijuana was legalized and openly used.
Scenario three: Your company is hiring a large number of entry level positions for a new division. Many of the employee candidates are young people recently graduating from college or currently enrolled nearing completion. Your positions are also appealing to returning military members separating from active service or repatriating from extended reserve duty tours. The jobs are customer service based and require daily interaction with your customers. Human Resources has contacted senior leadership and expressed concern regarding the applicant pool. It seems that there are an increasing number of qualified candidates that are coming through with body art such as tattoos, piercings and other cosmetic features that are considered outlandish or other than normal. Human Resources is concerned that because there is no policy that addresses the issues of tattoos, body art, piercings or hair color, the exclusion of a qualified candidate from employment could result in a legal action. They are also concerned that for the type of customer interaction that will be expected of the employees the acceptance of certain tattoos and body art may have a negative impact on customer relations. Senior leadership has weighed in and voiced an unwritten policy that all tattoos and body art will be a precluding factor in employment however a senior H.R. person has brought up the fact that some of the returning soldiers also have tattoos but they are highly qualified and more than perfectly suited for the position. She points out that the exclusion of them by the application of this broad policy is not fair and disadvantaging the company from a valuable work resource. Her concerns are shared by the chief executive manager of the company and he has directed you to develop a policy addressing tattoos, body art, piercings and atypical hair color and styles.
Choose one of the scenrios, please.
