An analysis of the internal and external environmental factors over time to isolate causal factors suggests that the Human Resource Department failed to rightly augment its position to the Equal Employment Opportunity Commission on Winthrop's sexual harassment charges. If the letter from the company Vice President of Human Resources to EEOC had substantially provided the details of the specific termination and charges, including the specifics of the sexual harassment against Jim Hudson, company's policy on sexual harassment, the statement from Mary Harper Jones concerning the events, etc., the present problem would not have arisen. Another significant cause for the recent problem is that the company failed to effectively convince the EEOC on the Company's handling of Winthrop's termination. In another consideration of the problem, it is also clear that the Company's position on the issue could have more emphatically presented before the commission which would also alleviate the current issue.
As the company has concluded that some form of 'injury' has been suffered by the claimant, its position on the matter can well be justified. As the company has strong evidence for the sexual harassment complaint by Jim Hudson, its stand on the current sexual harassment charges by Bill Winthrop on Jones firmer before the commission. ...
bility insurance covers the financial cost of a sexual harassment claim, it can't repair the damage to employee morale, or compensate for the public embarrassment and ridicule a company may suffer." (Understanding Sexual Harassment) Therefore, the company needed to be more vigilant and careful in handling the sexual harassment proceedings by Winthrop.
Step 3: Alternative Solutions
The prime alternative solution to the issue is to provide an apt reply to the request for additional information from EEOC to standard valve & gauge. This can be best done by providing the statement from Mary Harper Jones concerning the events, the company's policy on sexual harassment, the company's policy on discipline and discharge, the personnel files of the two parties concerned, and other specifics required in the the request for additional information by EEOC. The company also can make a further investigation on any complaints reports to the management by the Charging Party about being sexually harassed. Another possible alternative solution to the Department is to make more extensive and detailed investigations on the sexual harassment attack on Jones by Winthrop and submit the conclusions of the enquiry to the commission.
Step 4: Select the Best Alternative.
The best solution to the present problem is that the Human Resource Department of the company adopts an ever-stronger position on the sexual harassment charges by Jones on Winthrop, substantiating the position by affirming the company's policy on sexual harassment, the company's policy on discipline and discharge etc and by providing more convincing evidences of the sexual harassment by Winthrop. As the company is facing a fresh and counter charge of sexual harassment by Winthrop, which has never been reported before, the