Policy analysis and implementation frameworks

Policy Paper: Annotated Bibliography

1. MIERNICKA, I. (2019). CHAPTER TWENTY DRESS CODE IN A WORKPLACE AS A CHALLENGE FOR LABOUR LAW RELATIONSHIPS IRMINA MIERNICKA. Health at Work, Ageing and Environmental Effects on Future Social Security and Labour Law Systems, 434.

https://books.google.co.ke/books?hl=en&lr=&id=szWEDwAAQBAJ&oi=fnd&pg=PA434&dq=importance+of+dress+code+policy+to+small+companies+and+laws+governing+such+policies+in+the+United+States&ots=bQmfcU8Ey6&sig=YKg7CmjgG_Wc1-43hquAXNaRiEM&redir_esc=y#v=onepage&q&f=false

The article examines and analyzes various regulations and legislation governing dress code policies in the United States. For instance, Various legislations governing the conduct of small companies concerning employees’ dress code are majorly stipulated in the Title VII of the Civil Rights Act of 1964 (Title VII). According to federal courts, small companies that intend to enact dress code policies must do so within the accepted general community standards. On the other hand, Miernicka considers the importance of dress codes to small companies and professionals. According to the article, the dress code presents a visual image of an employee, more particularly within the small-sized company where most of the clients get to interact with the company workers directly.

Furthermore, attire can be used to signify an individual’s character and professionalism at work. Therefore, putting on a proper dress is vital because no one knows whom they will meet. The image of a staff member towards the clients dictates how people will speak about the company. The articles outline the importance of dress codes and some legislation governing the implementation of dress code policies in the United States.

2. Entsuah, J. R., Abraham, I., & Kyeremeh, D. D. (2018). The Impact of Dress Code on an Organisational Image: A Case Study of Prudential Bank Limited, Takoradi Branch. Asian Research Journal of Arts & Social Sciences, 1-11.

https://journalarjass.com/index.php/ARJASS/article/view/11416

The article evaluates some of the reasons why workers in small companies do not comply with the dressing code policies of their respective companies. The study used a descriptive survey where percentages and frequency were used to visualize the information analyzed. Accordingly, the study establishes the importance of dress codes to small companies. Some of the dress code policy’s merits include de-escalation of company violence, promoting team spirit, and maintaining a good company’s image in society. However, the study also considered why small companies are not willing to put on corporate dress codes and how companies can achieve compliance. According to the study recommendations, the company management should consult together with their staff members to determine the dress style that is most appropriate for their employees. Furthermore, the dress codes policy should be specific and clear to meet the satisfaction of the work. The dress code should also be standardized so that all the employees will be willing to put it on.

3. Premus, R. (1988). U.S. technology policies and their regional effects. Environment and Planning C: Government and Policy, 6(4), 441-448. https://journals.sagepub.com/doi/abs/10.1068/c060441

The article examines various changes in the United States technology use policies that respond to the currently increasing economic restructuring within the small companies. According to the article, In the past, most of the technology use policies have been developed by the federal government. However, within the recent past, various states and local governments have begun to initiate critical legislation to govern the technology use within small companies at the grassroots level. The article argues that establishing a binding technology use policy agreement between the company and the staff assists in legitimizing the policy. Additionally, it enables the users to comprehend how serious policy violations are, that failure to comply with the guidelines may lead to severe consequences, including job termination. Finally, even though the article illustrates the current trend of technology use globally, it provides limited information on the importance of technology use to small companies within the United States. The article also omits how small companies can develop appropriate policies to overcome cybersecurity challenges.

4. Gaskin, J. E. (1998). Internet acceptable usage policies. Information Systems Management, 15(2), 20-25. https://www.tandfonline.com/doi/abs/10.1201/1078/43184.15.2.19980301/31115.4?journalCode=uism20

According to Gaskin, technology use policy should outline what the company considers acceptable computer and internet use to protect both the company and workers from ramifications of illegal actions. Furthermore, the article illustrates how technology use policies are drafted, what they should entail, and how they can be effectively implemented. Also, the article discloses a more worrying trend reported in most small companies due to increased cybersecurity and misuse of computer devices by employees. In line with the Identity Theft Resource Center reports, there have been over 600 breaches with over 19 million small company records exposed by June 2020. In a nutshell, the article provides a well-detailed illustration of how technology use policy is beneficial to small companies, more particularly during this error of heightened cybercrime cases. However, effective technology use would be able to address all computer-related issues within the company.

5. Amaral, H. P. (2006). Workplace romance and fraternization policies. https://digitalcommons.uri.edu/lrc_paper_series/7/

In this article, Amaral examines various common legal and social issues surrounding fraternization policies within small companies and business enterprises within America. According to Amaral, fraternization policies can be an appropriate tool to deal with complicated cases of workplace romance. Moreover, the article also evaluates different measures small companies can consider when finding mechanisms to regulate romantic relations between supervisors and subordinates. Amaral also considers some forms of romance at the workplace and their legal meanings. For example, according to Amaral, the primary reason for adopting a fraternization policy in small companies is to limit the liability of sexual harassment cases. Usually, there are two forms of harassment: “hostile environment” and “quid pro quo.” The quid pro quo is usually where rejection or submission to have sex determines whether one gets employment. At the same time, the hostile environment is where such conduct significantly interferes with the individual’s working performance or establishes an offensive and hostile working environment.

6. Loy, P. H., & Stewart, L. P. (1984). The extent and effects of the sexual harassment of working women. Sociological Focus, 17(1), 31-43.

https://www.tandfonline.com/doi/abs/10.1080/00380237.1984.10570460?journalCode=usfo20

This paper examines how power is used in most small companies to harass women sexually. According to the paper findings, most sexual harassment cases are executed by superior employees to their subordinate staff members, particularly those within lower ranks like trainees. Moreover, according to the paper’s finding after conducting a survey, the majority of women that are sexually harassed are non-white women. The article also evaluates various legislation that are guiding fraternization policies in workplaces. According to Loy and Stewart’s review of the supreme court verdict, consent cannot be a synonym of welcome. For instance, when a supervisor’s engagement in a relationship with the subordinate is through both party consents, the question then arises whether the subordinate’s consent was voluntary or a result of fear of losing the job? A lady may consent to sex; however, she has not welcomed it. However, this paper fails to outline some tangible reasons for adopting fraternization policies to benefit small companies.

7. Fitzgerald, L. F., & Cortina, L. M. (2018). Sexual harassment in work organizations: A view from the 21st century.

https://psycnet.apa.org/record/2017-45480-012

This article analyses how deeply rooted sexual harassment is within workplaces. According to this paper, sexual harassment is expressed physically and through technological devices like cell phones and the internet. The paper also presents that limiting research and countering measures to sexual harassment at workplaces is regrettable because the vice is extremely rooted even within public places. On the other hand, Fitzgerald and Cortina present a view that even after the supreme court upheld that sexual harassment at places of work is a form of discrimination that is punishable according to Title VII of civil rights, there is still a long way to go to significantly limit cases of sexual harassment, particularly within small companies and businesses. This chapter has also described various forms of sexual challenges women go through at their places of work and how fraternization policies, if properly implemented, could protect women and enhance their productivity.

8. Saravanan, T. (2013). Approaches for an effective attendance management system. Asian Journal of Multidimensional Research, 2(8), 9-13.

https://www.tarj.in/images/download/ajmr/AJMR%20%20AUGUST%202013%20COMPLETE%20PDF/8.2,%20T.Saravanan.pdf

According to Saravanan, small companies’ management needs to ensure workplace attendance is adhered to by the employees. Subsequently, the article describes the cost of absenteeism as much more prominent than even the direct payment of wages, including the benefits paid. As a result, such companies have to consider the impacts of absenteeism such as diminished morale, lost productivity, opportunity costs, and turnover. Therefore, with proper supervisory efforts at small companies to ensure attendance policies, substantial savings and increased morale and productivity will be realized. Furthermore, the article describes absenteeism as a failure of the employees to show up to work while they are on schedule to be at work. However, according to Saravanan, attendance policies in small companies should also recognize that employees that are out of work due to approved leaves, holidays, or vacations are protected by labor laws and should not be penalized.

9. Olagunju, M., Adeniyi, A. E., & Oladele, T. O. (2018). Staff attendance monitoring system using fingerprint biometrics. International Journal of Computer Applications, 179(21), 8-15.

http://eprints.lmu.edu.ng/1125/

This article describes a staff attendance system developed specifically for small-scale companies. The article also evaluates how the software to manage and track workforce and employee attendance can be made easier and effective. Additionally, the use of software systems in attendance policies significantly contributes to staff members’ punctuality and regular report to work stations. Subsequently, according to the article, small companies should adequately design and plan attendance policies to manage and administer absenteeism, including the underlying causes of absenteeism. As a result, there are varying laws that small companies have to consider when developing and implementing attendance policies. For instance, small companies must ensure that varying practices and policies concerning attendance do not contravene the federal fair labor standards act and wage and hour laws that outline overtime and the minimum hourly wage for the workers within small companies. Finally, the staff attendance monitoring system has helped eliminate paperwork that is usually manipulated to escape penalties.

10. Rowden, R. W. (2002). High performance and human resource characteristics of successful small manufacturing and processing companies. Leadership & Organization Development Journal.

https://www.emerald.com/insight/content/doi/10.1108/01437730210419206/full/html

This article illustrates that any business policy must be simple, specific, clear, appropriate, stable, uniform, and inclusive. Small companies usually adopt those policies that will directly influence the performance of the employees. Subsequently, small companies develop specific business policies and procedures to protect them from legal tussles, while other policies aim to build their culture, image, and experience. The company leadership has to be conversant with the effects of such policies on the employees. For instance, if a dress code is becoming a challenge to most employees, then a new policy like a casual Friday policy could be established to shift the company’s dynamics in a positive direction.

Consequently, small companies are susceptible to several risks as the company begins to serve many clients; therefore, some policies become necessary to limit the risks. Such policies would salvage small businesses from the challenge of micromanagement. With the creation and utilization of policies in small companies, standardization of products and services to consumers is easily attained.

RESEARCH PAPER

Abstract

A business policy is defined as a set of rules established by the company leadership. The business policies are usually contained within the employee’s handbook. Any business policy has to be simple, specific, clear, appropriate, stable, uniform, and inclusive. Some of the policies critical to small companies include; Dress Code, Technology Use, Fraternization Policies (workplace dating), and Attendance.

Though determined by the company management, the dress code policies in small companies have to comply with the United States labor law. In line with the Equal employment opportunity commission that has the mandate to enforce Title VII, the dress code and appearance policies for the employees in small companies must remain neutral, consistent, and non-discriminatory to all the employees.

In addition, in the technology use policy, small companies must clearly define the company’s rules of engagement. A small company that fails to develop a good technology use policy will likely expose the business to many uncontrolled risks and external dangers—as a result, establishing a binding technology use policy agreement between the company and the staff assists in legitimizing the policy.

On the other hand, romance at places of work is not unusual. Nevertheless, it is suspected to have increased due to the entrance of women into the Labour force some decades ago. Furthermore, the primary reason for adopting a fraternization policy in small companies is to limit the liability of sexual harassment cases.

Finally, Small companies should adequately design and plan attendance policies to manage and administer absenteeism, including the underlying causes of absenteeism, to increase productivity. As a result, there are varying laws that small companies have to consider when developing and implementing attendance policies.

Introduction

Every small business has to develop a way of doing things and executing its operations. A Written, concise and transparent business policy is key to the business’s consistency in its operations. Such policies would salvage small businesses from the challenge of micromanagement. With the creation and utilization of policies in small companies, standardization of products and services to consumers is easily attained. A business policy is referred to a set of rules established by the company leadership. The business policies are usually contained within the employee’s handbook. Any business policy has to be simple, specific, clear, appropriate, stable, uniform, and inclusive. Small companies usually adopt those policies that will directly influence the performance of the employees. Subsequently, small companies develop specific business policies and procedures to protect them from legal tussles, while other policies aim to build their culture, image, and experience (Rowden, 2002). The company leadership has to be conversant with the effects of such policies on the employees. For instance, if a dress code is becoming a challenge to most employees, then a new policy like a casual Friday policy could be established to shift the company’s dynamics in a positive direction. In addition, in a situation where there is no cell phone policy while most employees take a lot of time on social media and personal calls, a new policy should be introduced to improve productivity (Saravanan, 2013).

Consequently, small companies are susceptible to several risks as the company begins to serve many clients; therefore, some policies become necessary to limit the risks. Some of the policies critical to small companies include; Dress Code, Technology Use, Fraternization Policies (workplace dating), and Attendance (Rowden, 2002).

1. Dress Code policies.

A personal dress code is a way people can express their personality and religion, and political views. However, personal choices may sometimes conflict with the company’s dress code policies. Dress code presents a visual image of an employee, more particularly within the small-sized company where most of the clients get to interact with the company workers directly; as a result, the policy becomes crucial to most of the small companies where clients do have direct contact with the employees (MIERNICKA, 2019). The federal United States law does not dictate the appearance or dress code policies; however, it protects employees from any form of discrimination by the employer based on race, sex, religion, or national origin. The federal law also expects the small companies to reasonably tolerate the employees’ religious practices unless in so doing may result in the employees’ religious practices to comply with the UniteinStates labor law. The small companies’ leadership must also acquaint themselves with the state and local laws that usually offer employees protection (Entsuah, 2018).

Various legislations governing the conduct of small companies about employees’ dress code are majorly stipulated in the Title VII of the Civil Rights Act of 1964 (Title VII). According to federal courts, small companies that intend to enact dress code policies must do so within the accepted general community standards. The dress code policies should be applied consistently that they do not inflict unequal burden over one sex. Also, as per the Equal employment opportunity commission that has the mandate to enforce Title VII, the dress code and appearance policies for the employees in small companies must remain neutral, consistent, and non-discriminatory to all the employees. However, any dress code policy that a desperate effect on the employees must be consistent with the company necessity and is job-related (MIERNICKA, 2019).

Nonetheless, the Equal employment opportunity commission has also focused on the dress codes that conflict with the employees’ religious practices. In line with Title VII requirements, small companies must accommodate those employees whose religious beliefs and practices conflict with the company’s dress code policy. Also, according to the United States Supreme court verdict in EEOC verse Abercrombie and Fintech, ways through which a company’s dress codes may contravene title VII are well illustrated. For instance, the court established that employers’ rejection of a Muslim applicant who appeared for a job interview on a headscarf culminates in religious discrimination under Title VII. On the other hand, the national labor relation act also influences the small companies’ dress code policies. For example, company dress codes policies that the employees can perceive to prohibit the exercise of section 7 rights within the Act can be challenged. For instance, the National labor relations Board was established as unlawfully overbroad a company’s dress code that illegalized clothing with images or words derogatory (Entsuah, 2018).

Moreover, other legislations that may affect or influence the small company’s dress code policy include the federal Americans with Disabilities Act. The Act expects employers to have exceptions to dress code policy to accommodate the disabled employees irrespective of the company’s right to expect the disabled workers to comply with the same dress codes as other employees performing the same duty. Lastly, some municipalities and states have laws that affect small companies’ dress code policies (MIERNICKA, 2019).

2. Technology Use policies.

With the increased use of technology at the workplace, developing a comprehensive technology use policy is mandatory for small companies and businesses. Through the computer use policy, small companies would clearly define the company’s rules of engagement. A small company that fails to develop a good technology use policy will likely expose the business to many uncontrolled risks and external dangers. Furthermore, most small companies have reported a more worrying trend due to increased cybersecurity cases and misuse of computer devices by employees. In line with the Identity Theft Resource Center reports, there have been over 600 breaches with over 19 million small company records exposed by June 2020. In most instances, some small companies only think about external cyber threats ignoring the possibility of insider threats contributing to over 40% of all small companies’ data breaches (Gaskin, 1998).

Whenever small companies develop and implement a company technology use, the misuse can easily be detected and addressed before graduating into a capital threat with serious problems. In addition, setting up a computer use policy within the organization can help improve the productivity of small companies, thus, enhancing their growth. Also, effective technology use would be able to address all computer-related issues within the company. The policy can therefore help to protect the company from loss of confidential information due to network vulnerability, harassment lawsuits, and other technical issues of similar nature. Technology use policy thus places the duty of data security onto the user’s hands (Premus, 1988).

Finally, establishing a binding technology use policy agreement between the company and the staff assists in legitimizing the policy. Additionally, it enables the users to comprehend how serious policy violations are, that failure to comply with the guidelines may lead to severe consequences, including job termination (Gaskin, 1998).

To enhance technology use safeties, the federal government has made an effort to tighten the cybersecurity laws by introducing new laws and amendments governing ecosystem security. As a result, they are enhancing cybersecurity for small and developing companies to thrive. For instance, the enactment of the cybersecurity enhancement act of 2014 provided voluntary private-public partnerships to enhance cybersecurity and strengthen workforce development within various small and developing companies (Premus, 1988).