$20)$ Please answer the question based on the Sexual Harassment policy for Taco Bell listed below:

Then say $5$ changes or improvements the individual would make based on the suggestions outlined in Chapter $8$ on pages $384-386$ textbook: Employment Law for Human Resource Practice, $7$th Edition, $(2024)$ David J$.$ Walsh. $(*$A list of the $5$ changes is sufficient$).$

Taco Bell:

Sexual Harassment and Discrimination:

$$ Taco Bell wants to have a workplace without harassment or discrimination. This includes sexual and other types of harassment. Taco Bell will not tolerate sexual harassment in the workplace. We take all complaints about these things seriously. Associates will respect one another, they will not discriminate against or harass others.

$$ Sexual harassment includes any unwelcome sexual advances, as well as other offensive conduct, such as jokes, gestures, or pictures of a sexual nature. It also includes patting, pinching, brushing or rubbing against others. Discrimination can be about a person$$s race, sex, age, national origin, religion, veterans status, physical or mental disability, sexual orientation and marital status.

$$ There will be corrective action for persons who do these things, which could include losing their jobs.

Examples of Sexual Harassment:

$$ Unwelcome comments $($about sexual parts of the body$),$ gestures $($that means sex acts$),$ kidding and jokes $($about sex$),$ innuendo $($saying one thing but meaning something sexual$),$ physical contact $($patting$,$ pinching, or brushing against$),$ or other things of a sexual nature.

$$ Demands or pressure for sexual favors or activity.

$$ Promises or suggestions that you will get special treatment if you have sex or sexual contact.

$$ Threats or suggestions of poor treatment for refusing to have sex or sexual contact

$$ Being blackmailed, threatened, or forced into sexual acts.

Sexual Harassment & Discrimination: What somebody Should Do:

$$ If somebody ever think they are a victim of sexual harassment, or a victim of discrimination by a Shift Manager or any of their Managers, call the K$-$Mac Human resource department right away. If somebody ever thinks they are a victim of sexual harassment, or a victim of discrimination by an employee who is not a Manager or Shift Manager, tell the Manager on duty and the Restaurant Manager. If somebody is not satisfied with the way the Manger solves the problem, call the District Coach or the Human Resource department.

What Taco Bell Will Do:

If somebody reports sexual harassment or if somebody reports discrimination, Taco Bell will quickly try to find out the facts in the case. There will be corrective action, which could include losing their jobs, against people who:

$$ Sexually harass or discriminate against anyone else.

$$ Treat you poorly for reporting sexual harassment, or for reporting discrimination, or for being a witness in an investigation

$$ Do not quickly find out the facts and take action in a case of possible sexual harassment, or a case of possible discrimination

$21)$ Please answer the question True or False: Once informed of possible harassment, employers should look into the matter despite any misgivings that the employee has about going forward with a complaint. $(***$ Please choose if it is True or False$)$

$22)$ Please answer the question When it comes to Investigating Reports of Harassment, which statement is true? $(***$ Please choose the true statement from A$-$I$)$

A$)$ In general, the alleged victim of harassment should be transferred immediately after making a claim.

B$)$ Legally, employers must complete all harassment investigations within four months of the date the complaint was filed.

C$)$ The law requires companies to conduct a full$-$blown, due process, trial$-$type of proceeding in response to all complaints of sexual harassment.

D$)$ Employers are legally prohibited from making anyone in a harassment case sign an NDA.

E$)$ Employers don't ever need to take initial, temporary measures on being presented with harassment complaints.

F$)$ Investigators should feel free to draw conclusions before all the evidence is gathered.

G$)$ The lead investigator$($s$)$ should be the supervisor of the person accused of harassment.

H$)$ Terminations for harassment need not be conducted with the same careful manner as all other terminations.

I$)$ It is important that harassment investigations be free of bias, that all pertinent witnesses be interviewed, that complainants be kept informed, and that evidence be weighed fairly.