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ANALYSISOFCASEClass:oneName:WangDanIDNumber:w0973103Duedate:may24thBackgroundInformation:ThiscasehappenedintheDenverMint,anditisafederalworkplacewhereheavilyguardedagainstintrusion.Itseemslikethisworkplaceisverysafe,butactuallyit’snot.Thecomplaintfirstbeganin1997,awomanfoundtheatmospherecompletelyhostiletowardfemales.Butshewasretaliated.Thensimilarthingshappenedin2001,whenafemaleemployeefoundsomesexmagazinesinhermalecolleague’sofficewhenshewascleaningandthesamethingshappenedonheracouplemonthslater.Shecomplainedbutnobodyresponseher.Anotherfemaleemployeefiledaclaimofretaliationandsexualharassmentwiththefacility’sEEOofficerin2000.In2003,the71womenfiledthepetitionallegingahostileworkenvironmentbutEEOCstilltakenoaction.Andsexualharassmentstillhappenedin2004and2005.Finally,theU.S.Mintandthefemaleemployeeswhohadfiledtheclasscomplaintreachedaproposedsettlementandpaythefemales$8.9million.①QUESTION1:WhatHRproblemswereevidentattheDenverMint?Themostevidentprobleminthiscompanyisthehostileworkenvironmenttothefemale.Itincludesthreedetailedproblems.First,themaleworkersputsomepornographicmagazinesintheoffice,offeredtopaythefemaleworkerforsexandevenpropositionedthefemale.Thesealloffendthefemales,itmeanslikethefemalesdon’tgetagoodworkplace,whentheycomplainaboutit,theynevergetthecorrecttreatment,andwhattheyhaveisthereprisalfortheircomplain.Second,afterthefemalesfiledpetition,thehostilesituationsstillcontinued.ItmeansthattheDenverMintdoesn’tthinkmuchofit.ThefailuremanagementofthissituationisthesecondproblemoftheHRresource.AnotherHRproblemisthelackofequalemploymentopportunities.DenverMintfavoredthemalestaffandanyfemalestaffthatfiledcomplaintsittooklongertoactonitandalsofavorsruling.Further,notonlythatanyfemaleemployeethatwentfurtherwiththecomplaintwaseitherdismissedorhadherdutiesreassigned.LikethefemalestaffthatwasrequiredtoworkathomeandhadallherdutiesreassignedjustbecauseshefiledanEEOchargeclaimingdiscrimination.TheotherexampleisthatofthehighestrankingwomanatDenverMint.ThisrepresentsunfairdismissalanddiscriminationofwomenwhoaretheminorityatDenver.QUESTION2:Somebusinessuseazero-tolerancepolicy-unacceptableanddetrimentalbehaviorisnottoleratedunderanycircumstance.Isazero-tolerancepolicyanappropriateresponseforcombatingsexualharassment?Whyorwhynot?Ithinkthezero-tolerancepolicyanappropriateresponseforcombatingsexualharassment.“Azero-toleranceworkplacesafetypolicyisdesignedtoaddressissuesthatdirectlyaffectthesafetyofemployeesandtheoperationofthecompany.Itisunderstoodthatviolatingazero-tolerancepolicyresultsinterminationofemployment.”②Codesofconductareausefullitmustestofthequalityofmanagement.Aresponsibleworkculturewhichtacklesthesexualharassmentshouldbestricter,becauseitcancreateabetterenvironmentfortheworkerespeciallythefemaleworker,anditisagoodwaytomaketheindividualslosetheirjobforthecaution.Maybesomeonewillsaythatthisistoostrict,butwhatwearetalkingaboutisthesexualharassmentandeventhewomen’srights.Causesexualharassmentisanotherformofsexdiscrimination.Andafterall,thehappeningofsexualharassmentisduetotheabuseofpower,nomatterphysicalorpositionintheoffice.Itshouldbebanned,sothezero-tolerancepolicyisindispensable.Accordingtomysurvey,theDenverMintistheworld'slargestMint.In2003,32plantworkerssaidthefactoryenceappearspornography;womenareforcedtoacceptfromthemaleemployeesandmanagersofsexualdiscriminationandsexualharassment.③Ithappenedinthe2003,theyearafterseveralfemaleworkerscomplained.Butapparently,thesituationdidn’tchangebutbecamemoreserious---theopenreadingofpornography.Inthiscase,thezero-toleranceworkplacesafetypolicyisverynecessary.Itcancreateasafeandcomfortableworkplaceforthefemale.Itisapolicythatpunishesalloffencesseverely,nomatterhowminor.Argumentsforsexualharassment,usingazerotolerancepolicywillbegoodinsettinganexampleanyfuturepersonintendingtodowillbescared.Butargumentsagainstwhatconstitutessexualharassmentaresubjective.Forinstanceitmaybetakenbyonepersonassexualharassment,foranotheritmayjustbemereacquaintance.Sothestandardofthispunishmentisveryimportant.Ifthemanagerscan’tbalanceitwell,itmaygiverisetothebadworkenvironment.Itmayevenleadtohighemployeeexpulsionasaresultoftheoffencescommitted,anditmaybeawasteoftimetodealwiththiskindofcases,sotheproperbusinessisignored.Sowhenweuseazero-tolerancepolicy,findtherightbalanceisthemostimportant.QUESTION3:whattypesoftrainingmightyousuggestfortheemployeesoftheDenverMint?Explainwhatthistrainingshouldincludeandhowyouwouldpresentit?Inmyopinion,thefirstthingistoexplainthedetailedHRpolicytotheworkers.Managersshouldalsorepeatthejobdescription,awrittenstatementthatdescribesajob—typically,jobcontent,environment,andconditionsofemployment.Thisisthefirstthingtheyshouldknow,basedontheenvironmentoftheDenverMint---itshouldbesafe,andwithouthardrelationshipbetweentheworkers.Managersshouldalsoclarifythejobspecification—itstatestheminimumqualificationsthatapersonmustpossesstoperformagivenjobsuccessfully.④Managersshouldemphasizetheimportanceofrespecttheco-workers.BasedonthecharacteroftheDenverMint---safeisthemost