help please below is the photo of situation

question

1. Did dan and alex create a ''poisoned'' environment for maya? why or why not? How should we have handled this matter?

2. what have we been doing wrong up to now with respect to the various pieces of employment legislation covering our business, and how do you suggest we rectify the situation in the future?

LearninMotion.com A Question of Discrimination One of the problems that Jennifer and Pierre faced at LearninMotion concerned the inadequacies of the firm's current human resources management practices and procedures. The previous year had been a swirl of activity-creating and testing the business model, launching the site, writing and rewriting the business plan, and finall getting venture funding. And, it would be accurate to say that in all that time, they put absolutely no time into employee manuals, HR policies, or other HR-related matters Even the 25-page business plan was of no help in this regard. The plan provided considerable detail regarding budgetary projections, competition, market growth, and business strategy However, it was silent when it came to HR, except for containing short bios of the current employees and projections of the types of positions that would have to be stalled in the first two years Almost from the beginning, it was apparent to both Jennifer and Pierre that they were "out of our depth" (as Pierre put it) when it came to the letter and spirit of equal employment opportunity laws. Having both been through business school, they were familiar with the general requirements, such as not asking applicants their ages However, those general guidelines weren't always easy to translate into practice during the actual applicant interviews. Two incidents particularly concerned them. One of the applicants for a sales position was in his 50s, which made him about twice as old as any other applicant. While Pierre didn't mean to be discriminatory, he found himself asking this candidate questions such as "Do you think you'll be able to get up to speed selling an Internet product?" and "You know, we'll be working very long hours here, are you up to that questions that he did not ask of other younger candidates. There was also a problem with a candidate for the other, content manager, position. The candidate was a single mother with two children and Pierre asked her quite pointed questions such as "What are your children's ages and what daycare arrangements do you have? And, "This job involves quite a bit of overtime and weekend work, are you sure your kids won't get in the way of that?" Jennifer thought questions like these were probably okay, but she wasn't sure There was also a disturbing incident in the office. There were already two content management employees Maya and Dan whose job it was to actually place the courses and other educational content on the Web site Dan, along with Alex the Web surfer, occasionally used vulgarity for instance, when referring to the problems the firm was having getting the computer supplier to come to the office and repair a chronic problem with the firm's server. Pierre's attitude was that boys will be boys." However, Jennifer saw Maya cringed several times when the boys were having one of these exchanges and felt strongly that this behaviour had to stop However, she was not sure language like this constituted a poisoned environment under the law, although she did feel that at a minimum it was uncivil. The two owners decided it was time to institute and implement some HR policies that would ensure their company and its employees adhere to the letter and the spint of the various employment laws. Now they want you, their management consultants to help them actually do it Here's what they want you to do for them Start Close SAMSUNG LearninMotion.com A Question of Discrimination One of the problems that Jennifer and Pierre faced at LearninMotion concerned the inadequacies of the firm's current human resources management practices and procedures. The previous year had been a swirl of activity-creating and testing the business model launching the site, writing and rewriting the business plan, and finally getting venture funding. And, it would be accurate to say that in all that time, they put absolutely no time into employee manuals, HR policies, or other HR-related matters. Even the 25-page business plan was of no help in this regard. The plan provided considerable detail regarding budgetary projections, competition market growth, and business strategy However, it was silent when it came to HR, except for containing short bios of the current employees and projections of the types of positions that would have to be staffed in the first two years. Almost from the beginning, it was apparent to both Jennifer and Pierre that they were "out of our depth" (as Pierre put it) when it came to the letter and spirit of equal employment opportunity laws. Having both been through business school, they were familiar with the general requirements, such as not asking applicants their ages. However those general guidelines weren't always easy to translate into practice during the actual applicant interviews. Two incidents particularly concerned them. One of the applicants for a sales position was in his 50s, which made him about twice as old as any other applicant. While Pierre didn't mean to be discriminatory, he found himself asking this candidate questions such as "Do you think you'll be able to get up to speed selling an internet product?" and "You know we'll be working very long hours here, are you up to that?"---questions that he did not ask of other, younger candidates. There was also a problem with a candidate for the other content manager position. The candidate was a single mother with two children and Pierre asked her quite pointed questions such as "What are your children's ages and what daycare arrangements do you have?" And, "This job involves quite a bit of overtime and weekend work are you sure your kids won't get in the way of that?" Jennifer thought questions like these were probably okay. but she wasn't sure There was also a disturbing incident in the office. There were already two content management employees. Maya and Dan whose job it was to actually place the courses and other educational content on the Web site. Dan, along with Alex the Web surfer, occasionally used vulgarity for instance, when referring to the problems the firm was having getting the computer supplier to come to the office and repair a chronic problem with the firm's server Pierre's attitude was that 'boys will be boys. However, Jennifer saw Maya cringed several times when the boys" were having one of these exchanges and felt strongly that this behaviour had to stop. However, she was not sure language like this constituted 'a poisoned environment under the law, although she did feel that at a minimum it was uncivil. The two owners decided it was time to institute and implement some HR policies that would ensure their company and its employees adhere to the letter and the spirit of the various employment laws Now they want you, their management consultants to help them actually do it. Here's what they want you to do for them Start Close SAMSUNG F9 F10