DB FPX 8410 Assessment 2 Employee Complaint Analysis DB-FPX 8410 Addressing Problems in Human Resources and Compliance

 

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Executive Summary 

This report explores the issues raised by employees and evaluates their potential impact on the workplace environment. A thorough risk assessment was conducted to better understand the risk landscape. The designated expert is responsible for investigating all workplace allegations, including those related to discrimination, harassment, provocation, and insubordination, ensuring legal compliance. Additionally, there are claims of policy violations. Each complaint is documented in the accompanying chart (Pascarella et al., 2021).

CapraTek has been tasked with examining all employee complaints regarding perceived unjust conduct by management, covering issues such as bullying, harassment, and discrimination. This report assesses these employee grievances and their potential implications for the work environment. To comply with legal obligations, the designated specialist must investigate all workplace complaints related to discrimination, provocation, harassment, and insubordination. Furthermore, there are allegations of policy infractions. The areas of concern and associated potential risks are detailed below, along with initial recommendations for addressing them (Demidov & Ilyin, 2020).

Complaints with Higher Risk

 The situation involving Thomas Lee, an Asian Chinese employee, poses elevated risks for the organization. He is experiencing ongoing harassment and perceives unfair treatment, potentially leading him to consider legal action against the company under existing legislation, such as the International Labor Organization regulations from 2023. Conversely, Adam Humphrey, a 16-year-old employee, was initially hired to work only on weekends. However, his schedule has been modified, resulting in an excessive workload. His complaint poses significant risks for the company, particularly because he is a minor, and he may invoke protections under the Fair Labor Standards Act and the Civil Rights Act (Levavi, 2019).

What We Recommend

 Addressing complaints that pose higher risks and potential exposure to the company is strategically advantageous. These complaints demand a more direct allocation of resources for resolution compared to others. To proactively mitigate future issues, we strongly recommend implementing the following actions. In compiling this list, CapraTek has prioritized several recurring complaints within the company. CapraTek must comprehensively address each of these areas, ensuring that employees across all levels understand the issues, which will help prevent future problems for both the team and the company while caring for all team members (Cox & Lowrie, 2021).

To enhance the workplace environment and address the highlighted issues, CapraTek will implement the following measures:

Training Initiatives

• Comprehensive training will be provided to all managers and administrators to ensure strict adherence to CapraTek’s hiring and staffing policies and Equal Employment Opportunity (EEO) regulations.
• Staff will be educated on the safe operation of heavy machinery, emphasizing that only certified personnel are permitted to operate such equipment.
• Communication consistency will be improved through training for all employees (Wang et al., 2020).

Discrimination Awareness

• Discrimination training will be conducted to mitigate staff frustration stemming from gender, race, ethnicity, culture, pregnancy, and nationality discrimination (Adel & Alqatan, 2019).

Compensation Review

• A compensation review will be conducted to ensure equitable salary distribution throughout the company. In the event of necessary pay reductions, they will be implemented fairly, without discrimination or favoritism (Rudakov & Prakhov, 2020).

COVID-19 Control Policy

• CapraTek will establish a robust COVID-19 control policy, ensuring that all locations have an adequate supply of personal protective equipment to mitigate virus transmission. A policy for office staff will also be formulated to promote social distancing and other preventive measures (Carnevale & Hatak, 2020).

Open-Door Policy

• An organization-wide open-door policy will be instituted, enabling all employees to report concerns directly to higher authorities. Employees are encouraged to communicate if they believe their immediate supervisor is unresponsive or if they have concerns about potential retaliation or harm caused by their supervisor. This will foster an environment where errors and misunderstandings can be minimized (Sun et al., 2022).

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