SEXUAL HARASSMENT

While there may be applicable state laws in your client's jurisdiction (e.g. wrongful
termination laws), if your client or company has 15 or more employees, it will also be
subject to EEOC enforcement under Title VII. EEOC complaints normally involve a
formal investigation and findings and could also lead to a federal lawsuit being filed by
an employee or by the EEOC itself.
Generally, to succeed on a federal claim of sexual harassment, an employee must
show:
1. Unwelcome harassment of a sexual nature,
2. That the harassment affected a term, condition or privilege of employment, and
3. A basis for employer liability.

There are primarily two types of sexual harassment cases depending on whether the
employee experienced any resulting tangible employment actions such as termination,
failure to promote or hire, reassignment, or lost wages. In these cases, employers are
automatically liable for sexual harassment. However, in cases where no tangible
employment action exists, an employee can still sue for creation of a hostile work
environment in which case an employer is liable, unless:
It took reasonable and prompt action to prevent and correct harassing behavior,
and
The employee unreasonably failed to utilize preventive or corrective opportunities
Employees can also make a claim for retaliation if they experience adverse treatment
related to their complaint. Successful complaints can lead to recovery of lost wages,
punitive damages, attorney's fees, and other job-related losses. It can also result in
reinstatement or promotion as well as an order requiring an employer to develop more
comprehensive sexual harassment policies.

Mitigating Corporate Liability

Upon receiving a complaint of sexual harassment, an employer should promptly
investigate and take reasonable actions. Regarding the offender, this can include:
Oral or written warning or reprimand
Transfer or reassignment
Demotion
Reduction of wages
Suspension
Discharge
Training or counseling
Ongoing monitoring
Employers can also take actions to address the harm to the victim, such as:
Restoration of leave taken due to harassment
Removal of negative evaluations associated with the harassment
Reinstatement
Apology by the harasser
Monitoring to ensure no retaliation
Correction of other harassment-related harm, which may include further
compensation for losses

Corporate Liability for Third Parties

There are situations when employees are sexually harassed by customers or other third
parties rather than by other employees. This is often referred to as third party sexual
harassment and can lead to employer liability. As an example, a case in 2011 involved
the employee of a vending machine company who was sexually harassed by hospital
employees when stocking machines. In that case, the Fourth Circuit determined that the
vending machine company could be held liable under a negligence standard for the
actions of non-employees.
In addition to the growing case law on third party sexual harassment, there's also
a federal regulation directly on point stating that employers can be responsible for the
acts of non-employees if they:
Know or should know of the harassment, and
Fail to take immediate and appropriate action.
If third parties are creating hostile work environments for your client or company, you
and your client should still take prompt action to remedy the situation. In these
situations, employers should investigate the complaint as if the offender were an
employee and take reasonable steps to protect their employees, even if it may harm
business relationships. After all, the cost of keeping a harassing customer may be a
multi-million dollar jury verdict.

DRUG-FREE WORKPLACE

The Company prohibits the unlawful manufacture, distribution, dispensing, possession

or use of a controlled substance in the workplace. All employees must abide by the
terms of this drug-free workplace policy. Employees violating such prohibition will be
subject to disciplinary action, up to and including discharge.

The term "controlled substance" refers to all illegal drugs and to legal drugs used
without a physician's order. It does not prohibit taking prescription medication under the
direction of a physician.
CUSTOMER SERVICE

The interviewer wants to know what you consider quality customer service, what good
customer service means to you, and how you would be willing to provide it to
customers.

In your answer, be prepared to give specific examples of good customer service either
from your work experience or from your personal experiences as a consumer. Some
elements of customer service you may want to emphasize in your answer are:

Product awareness: Whether you're talking about books, ads on a website, or a

widget, having a thorough knowledge of the company's product is vital for
providing strong customer service.

Attitude: Greeting people with a smile or friendly hello can make a big difference
in a retail store, and for any customer service position, a friendly and patient
attitude is important.

Efficiency: Customers value a prompt response.

Problem-solving: From needing a new shirt for a wedding to requiring a

replacement part, customers are looking for assistance, and part of good
customer service is fixing problems and answering questions.

Examples of the Best Answers:

You can approach answering this question in two ways.

If youre new to the field, it can be effective to use an example of a time when someone
made an impact on you though their superb customer service skills. Weve all had
experiences of good, as well as bad, customer service. Of course, if you have worked in
a service industry, its best to recount a personal time when you were able to provide
service above and beyond what the customer expected.

Here is a selection of sample answers you can tailor for your own use to respond to
questions about good customer service.

Good customer service means having thorough knowledge of your inventory,

experience with your products, and being able to help customers make the best
choices for them. When I worked at XYZ, I used to spend a few minutes each
month looking at the newest products, to make sure I was fully aware of their
performance, and could make knowledgeable recommendations to customers.

When my cousin got married last year, I had just graduated, and money was tight
for me. I needed a new outfit, and the clerk at the dress shop was absolutely
wonderful. She made me feel like I was spending a million dollars on the dress I
 picked out (even though it was one from the last season sale rack) and that I
looked like a runway model in it. She took the time to offer suggestions on how to
accessorize and told me where to go to get the best deals. It made such an
impact on me, and completely changed my perception of what customer service
is. Its making every single customer feel like the most important one you have
seen all year.

Good customer service is treating customers with a friendly, helpful attitude.

People remember how you make them feel, and I have found that just smiling
and being interested in helping them solve their problem impacts how satisfied
they are.

Good customer service means helping customers efficiently, in a friendly

manner. Its essential to be able to handle issues for customers and do your best
to ensure they are satisfied. Providing good service is one of the most important
things that can set your business apart from the others of its kind.

In my experience, good customer service is always being positive and willing to

assist your customers to the best of your ability. I remember one customer in
particular, from early in my career, who I spent a tremendous amount of time
with, helping to outfit her home office with electronics. She was working with a
limited budget, but wanted to start with quality merchandise she could add to as
her business grew. She thanked me and took the time to send a note to my
supervisor the next day. I dont think I realized until that point how much people
appreciate good customer service.

Good customer service involves giving customers a good first impression of the
business, with a friendly greeting and helpful attitude, as well as a lasting good
impression. Determining the customer's needs and solving problems quickly will
lead to satisfied return customers.

DRESS CODE

Employees shall practice good personal hygiene, select attire that is clean and in good
repair, and presents a professional image. Management may make exceptions for
special occasions, and will work with Human Resources to determine whether attire is
unprofessional on a caseby-case basis.

Examples of professional attire include, but are not limited to:

Business suits, blouses, shirts, skirts, pants, ties, dresses;

All shirts with collars, including casual shirts and blouses, golf and polo shirts;
Slacks and trousers; Sports jackets;
Footwear designed for business purposes;
Appropriately fitted clothing for body type.

Examples of unprofessional attire include but are not limited to:

1. Clothing with a printed message, slogan, political messages, picture or art depicting
drugs, alcohol, smoking, sex, weapons, violence, or that is obscene or disrespectful;

2. Dresses or blouses that are backless, strapless, or have spaghetti straps unless such
garments are covered by another article of clothing (e.g. a sweater or jacket);

3. Tank or muscle tops unless such garments are covered by another article of clothing
(e.g., a sweater or jacket);

4. Sheer or mesh clothing that exposes undergarments or midriffs;

5. Overpowering fragrances;

6. Excessive visible body piercing;

7. Offensive tattoos;

8. Camouflage apparel

9. Mini skirts;

10. Athletic or tennis shoes;

11. Flip-flops.

Safety

Employees shall not wear clothing that is unsafe. Shoes should be selected for safety
and comfort and be otherwise appropriate for a work setting. Accessories such as rings,
necklaces, bracelets, and earrings shall not present a potential safety hazard. Company
may institute more stringent dress requirements for reasons of safety.

Uniforms

Some employees may be required to wear Company-issued uniforms in the

performance of their duties. If uniforms are required, they will be supplied by the
agency. These uniforms are to be worn during regular working hours. The uniform
identifies the employee as an Company employee. Upon separation from the agency,
all uniforms are to be returned to the agency.
Exceptions

The maintenance and IT/service staff of our agency that install or do other physical
labor, shall wear clothing suitable to their jobs and to their work-site. An exception may
also be granted based upon a medical or health condition. The request must be
reviewed and approved by the supervisor and Human Resources.

Casual attire

Employees may wear casual attire on Fridays of each week, except during the
specified periods when casual days will be suspended. Casual attire does not mean
that employees may look sloppy or unprofessional. All employees shall look
professional at all times.

Casual does not apply when meeting with representatives at the State Capitol or other
agencies, as well as when making presentations.

Examples of acceptable casual attire include, but are not limited to:

1. Jeans without holes, frays, etc.;

2. T-shirts;

3. Casual footwear, which may include athletic shoes depending on the department.

Examples of unacceptable casual attire include but are not limited to:

1. Shirts with inappropriate depictions;

2. Tank tops, muscle shirts, and crop tops;

3. Shorts above the knee;

4. Flip-flops and thong sandals (flat, backless, made of rubber or leather, plain or
embellished with beads, etc., consisting of a flat sole held loosely on the foot by a
Yshaped strap, like a thin thong, that passes between the first (big) and second toes
and around either side of the foot).

An employee unsure of what is appropriate should check with a supervisor, manager, or

Human Resources Department. Supervisors shall provide guidance as to proper attire
and grooming.

Supervisors must send an employee who reports to work in violation of the established
dress requirement home with instructions to change into acceptable clothing and return
to work. The employee will be required to use annual leave or leave without pay for the
period absent from work.
TARDINESS AND ABSENCES
A. Leave of Absence
1. If you want to take a leave of absence, whether with or without pay, you have to file
an application for leave using the CSC prescribed form.
2. When you fail to file your leave application within the prescribed period, your absence
shall be considered unauthorized, hence, be disapproved by your head of office or
his/her duly authorized representative. Unauthorized/disapproved leave means outright
deduction from your salary and may be a ground for disciplinary action.
3. When you are continuously absent without an approved leave for at least thirty (30)
working days you shall be considered on absence without official leave (AWOL) and
shall be separated from the service or dropped from the rolls without prior notice.

B. Habitual Tardiness and Undertime

The Department believes that one of the key factors of organizational productivity is
good employee attendance. Thus, you are encouraged to refrain from committing
habitual tardiness and undertime.
You are considered habitually tardy if you incur tardiness, regardless of the number of
minutes per day, ten (10) times a month for at least two (2) consecutive months during
the year or for at least two (2) consecutive months during the year or for at least two (2)
months in a semester. The following sanctions shall be imposed when committed
habitual tardiness:
First Offense - Reprimand
Second Offense - Suspension for one (1) to thirty (30) days
Third Offense - Dismissal
If you incur undertime, regardless of the number of minutes, ten (10) times a month for
at least two (2) months in a semester or at least two (2) consecutive months during the
year, you shall be liable for Simple Misconduct and/or Conduct Prejudicial to the Best
Interest of the Service, as the case may be.

C. Habitual Unauthorized Absences

You shall be considered habitually absent if you incur unauthorized absences
exceeding the allowable 2.5 days monthly leave credits under the Leave Law for at least
three (3) months in a semester or at least three (3) consecutive months during the year.
The following shall be considered Unauthorized Absences:
a. Those which were disapproved for justifiable reasons;
b. Those which were not filed
c. Those which were not filed within the prescribed period.

D. Disciplinary Actions:
1 st Offense Suspension for 6 months and 1 day to 1 year
2 nd Offense Dismissal
JOB DESCRIPTION AND JOB SPECIFICATION
Job Title: Human Resources Assistant
Job Description: This position reports to the Human Resources (HR) director and
interfaces with company managers and HR staff. Company XYZ is committed to an
employee-orientated, high performance culture that emphasizes empowerment, quality,
continuous improvement, and the recruitment and ongoing development of a superior
workforce.
The intern will gain exposure to these functional areas: HR Information Systems;
Employee relations; Training and development; Benefits; Compensation; Organization
development; Employment

Specific responsibilities:

- Employee orientation and training logistics and recordkeeping

- Company-wide committee facilitation and participation
- Employee safety, welfare, wellness and health reporting
- Provide direct support to employees during implementation of HR services, policies
and programs

What skills will the intern learn:

- Active participation in strategic planning process, including developing goals,

objectives and processes
- How to engage professionally in HR meetings and seminars with other HR
professionals in the region
- Gain experience with Human Resources Information system (HRIS) database
management and record keeping
- Application of HR law and compliance with governmental regulations

Qualifications:

- Proficient with Microsoft Word and Excel

- General knowledge of employment law and practices
- Able to maintain a high level of confidentiality
- Effective oral and written management communication skills
Person Specification: Human Resources Assistant Essential Experience Criteria Experience of working in
an busy administration role Experience of designing and improving existing spreadsheets using
Microsoft Excel Experience of prioritising work to meet tight deadlines Experience of working with
confidential information Application/Interview Interview/Selection Test Application/Interview
Application/Interview Essential Skills and Knowledge Excellent organisational skills with the ability to
create and implement and improve administrative systems Excellent attention to detail Good literacy,
numeracy and IT skills including MS Word and Excel Ability to develop and maintain clear record keeping
systems, including basic databases Ability to work independently as well as part of a team Application/
Interview/Selection Test Application/ Interview/Selection Test Application/ Interview/Selection Test
Application/ Interview/Selection Test Interview Essential Aptitude Demonstrable interest in HR Ability to
demonstrate initiative, be proactive and offer a solution-oriented approach Determined and committed
to high quality standards Ability to establish effective working relationships at all levels internally and
externally Ability to prioritise work, meet deadlines and work calmly under pressure Self-motivated,
flexible and enthusiastic approach to work Interview Application/Interview Application/Interview
Application/Interview Interview/Test Interview Desirable Previous experience of using a HRIS system,
including the inputting and extraction of data Previous experience of working in a similar role within a
HR department Application/Interview Application/Interview