'The Case of American Apparel(a Clothing Manufacturer)\r'

'Two Practices in commercial enterprise related to the topic from chore organisation Magazines. The case of American App atomic number 18l(a clothing manufacturer): Charney squ arly declargons : â€Å"Ive had relationships, loving relationships, that Im proud of. I think its a First Amendment right to espouse ones affection for another human being. ” And he is talking ab erupt his staff. He has admitted to having numerous love affairs with colleagues in the past. He is even k straightwayn to solve at office dressed in postal code other than underwear.\r\nThis attitude in fact percolates to American coiffure’s culture, is almost second-nature for most of the employees and is ocular even in the decor of its stores. The stores white w tot entirelyys are dotted with product shots. Like the companys signature advertisements, these are grainy, seemingly candid photos of young people in various states of undress. Charney has been adept at weaving his libertarian k pro mptlyledgeable attitude with his progressive labor practices. But to furbish up it the gospel or the bedrock principle for it to be followed by ALL of its employees is another story.\r\nIn may 2005, he was sued by three women — every(prenominal) former American Apparel employees — who claim they were informally irritated by him at work. Businessweek spoke to multiple employees of American Apparel to gather an understanding of the under-currents of their workplace. Most express that the place reeks of a highly versed aura and they were offended by it. So much so that Mr. Charney himself does not deny a report that precluded the intimate bedevilment case filed, which reported that he assiduous in graphic versed acts with a effeminate employee in presence of the journalist.\r\nSeniors actively pursued sexual relationships with the junior colleagues and rewarded them accordingly. Yet, there are people with in effect(p) sense e actuallywhere and there were 3 women employees who complained of sexual agony. They consequently filed a case against Mr. Charney. He came out in his defense flatly refuting the charges against him and claimed that these 3 women were sub-standard employees and gave no indication before they left that they had felt harassed. By all accounts, the 3 litigants were not involved with him physically.\r\nYet, all 3 accused Mr. Charney of using foul and impolite language frequently when conversing with them. They similarly said that this offended and shocked them and created â€Å"a hostile work surround. ” star of the women stated that her boss made her work disembodied spirit miserable with unwelcome sexual comments and suggestive signals. And she says she was pink-slipped after she complained. One of the purposes that this case serves is that it clearly illustrates the determination of perception of sexual harassment at workplace.\r\nBusiness owners, managers and the business culture they propagate are deprecative components of any no-tolerance plan regarding sexual harassment. Should harassment occur, usher brings to be provided that appropriate steps are undertaken to prevent and handle the incident. This is why a sexual harassment indemnity is critical. However, in American Apparel’s case, instead of a robust policy to take care of any potential sexual harassment case, the CEO of the whole himself indulged in harassing his exployees. This resulted in the perception that has come to be recognized now with the name of American Apparel.\r\nThe company even maintains a string of apartments in the U. S. and Canada to save money on hotel rooms for obvious purposes. Any potential employee now goes looking for a job in A. A. penetrating fully well the attitude of the firm towards sexual and suggestive behaviour in the workplace. Practices in business related to sexual harassment: versed harassment reading programs: As much as 62% of all US businesses now offer virtually kind of sexual harassment bar training programs for employees: managers and subordinates alike.\r\nThough not a legal urgency for any business(yet), these programs do tend to serve as an assurance in the minds of the employers that should there be a case of sexual harassment at work, they do have a recourse, a channel to regale it. And to protect them in case a suit of clothes is filed. Some reports suggest that sexual harassment cases are increasingly on the rise. Not only this, the reports also suggest that the harassment has reached the higher levels of management, as in the case of American Apparel.\r\nKeeping this in mind, it becomes all the more imperative and necessary for a firm to adopt a sexual harassment prevention policy. It is imperative that an employee is provided a safe and comfortable environment to work in. In â€Å"Sexual Harassment in the Workplace: A Primer”, Barry Roberts and Richard Mann recommend that businesses need to understand sexual harassment ; communicate a policy; enforce a policy; be procedures; and enforce policy. In that respect, a sexual harassment training program plays an all important role. For a policy or set of mark procedures to be effective, all employees, from upervisors to line workers, administrators to custodial staff, need to be knowledgeable about the companys policy and grievance procedures. Sexual harassment training needs to be very explicit in explaining the laws pertaining to sexual harassment, clearly make up ones mind and describe the company’s policy and its grievance procedure. Effective programs reflect good teaching and discipline practices. They are descriptive, intensive, relevant, and positivistic (Berkowitz 1998): â€They require the involvement of all members of a company or school and include family and community members who have an influence on the employees or students life. -They offer participatory, problem-based learning experiences that are interactive and actively engage the student in learning. â€They are well-kept to the â€Å"age, community culture, and socioeconomic status of the trainee and are contextualized to the individuals fellow group experiences” (ibid. , p. 3). â€They present information from a positive viewpoint, encouraging healthy behavior rather than depressed poor behaviour.\r\n'