Options for resolution – define and evaluate options for resolution in consultation with relevant personnel and determine the best course of action Action plan – develop a plan of action, implementing the solutions within BizOps’s organisational processes, and follow-up to ensure implementation Monitor outcomes – describe the process to monitor action plan outcomes, including ongoing support, counselling or guidance to assist co-workers in resolving their work difficulties Name of Process: Trevor’s Age Discrimination Process Owner: Eva M Cascant Created By: BizOps Last Updated By: Gina Harris Date Created: 4/7/19 Last Revision Date: 7/7/19 Process Purpose: The purpose of the Equal Opportunities Process is to ensure that EEO conditions of services and career opportunities are fair and equitable for 3
Eva Maria Cascant Ortolano 90344 Assessment 502 Lead and Manage effective workplace relationships Task 3 everyone in BizOp’s company. Ensuring free workplace from unlawful discrimination and/or harassment of any Kind. Process Scope: This process pertains only to The Customers Services members. Process Input: The process inputs for the Customers Services members are create a free workplace from unlawful discrimination. Once this input is identified, the Customers Services members will be initiated. Process Boundaries: The activities immediately following the process input and immediately preceding the process output define the boundaries for the Customers Services members’ process. The Process will start determining the potential implication, considering the interests of all those affected and ensure adherence to the BizOps anti-discrimination equal opportunity policy, conflict resolution procedures and legislative requirements. Process Flow: • Meeting with Trevor direct to raise the issue and discuss possible solution. • Work with him to arrive an agreement in the way to solve his problem. Talk with the rest of the team to avoid this kind of behaviour. • If the issue cannot be resolved in this way, next step will be to refer it to a senior manager. • The senior manager will listen attentively and attempt to resolve the issue with the employee and/or the employee’s representative to come up with a mutually agreeable outcome. If a resolution is not forthcoming, then the matter is to be referred to top-level management. • Top-level management will attempt to resolve the issue with the employee and/or the employee’s representative to come up with a mutually agreeable outcome. If a resolution is not forthcoming, then the matter will be taken to an external independent body for resolution.
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- Discrimination, Trevor, Eva Maria Cascant Ortolano