Topic 6 final memo draft PDF

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MEMORANDUM

Date: October 12, 2021 To: Mr. November, CEO From: Laura Iappini-Case, Human Resource Director RE: Safety for All Employed

The purpose of this memo is to clarify company policies and to recap the labor laws pertaining to all employees. I wanted to make you aware of some known changes that will be implemented immediately. Arizona has passed the “Smoke-Free Arizona Act, prohibits smoking in enclosed public places and places of employment.” (Dunn, 2021). The purpose for the “Smoke-Free Arizona Act” is to protect all persons including employees, and the public from the damaging effects that could be contributed from secondhand smoke in enclosed public places and places of employment. Another change to keep employees or other persons safe from secondhand smoke is to limit accessibility to the building for those that smoke. Smoking will not be tolerated or permitted within twenty (20) feet of an entrance, open window, and/or ventilation systems. There will be signage made and placed in visible areas for all to see. The signage will also be placed alongside the parking lot entrances. Additionally, I wanted to make you aware that the company may also test employees for the use of any form of cannabis. The testing is for all employed persons. Though Proposition 207 legalizes the use and sales of marijuana. No employee may use or consume products with marijuana while on company property. The expectations of employment have not changed, just the policies. It is also, the employees right to refuse any tests. But this is subject to continued employment at this company. Failure to obey the Arizona and company policies set forth could be subjected to written warning and/ or termination. The purpose for the testing is to keep everyone safe. Employees under the influence may not be as productive as other employees. The company wants to establish and maintain a clean and ethical business name and reputation. The company does not want to worry about legal damages that could become harmful. A lawsuit can also taint the image of the company, which can affect business. If an employee is discovered to have caused trouble while conducting and representing the company business because of the effects of substance abuse, the government might hold the company accountable for the employee’s actions if sound drug testing is not in place. In the event, we need to take the necessary steps and precautions to protect all involved.

It has also come to my attention that there are some employees that might need a schedule modification due to religious beliefs and practices. Stated under “Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion.” (USA.gov, 2021). This company will accommodate the absences, unless the absence imposes a hardship on the work flow. This company will comply also with any laws that relate to discrimination in the workplace due to religious expression. If this applies to any employees, or you know of any employees, please let me know immediately and adjustments will be honored. I will inform the necessary employees of such changes. This also applies to religious grooming practices and dress. According to the First Amendment and courts decisions are based from these words, “Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances.” (Congress.Gov., 2021). The company will honor and respect the decision based from the court and First Amendment. Employees observance of religion in the workplace may also bring positive and inspire to become more loyal, supportive, and develop more open-communication. No matter what an employee belief are, we as an entire company will respect their beliefs and rituals one brings to the company.

Thank you for your time,

Laura Iappini-Case Human Resource Director

References Congress.gov. (2021). First Amendment. https://constitution.congress.gov/constitution/amendment-1/. Dunn, D. (2021). Smoking in the Workplace. https://arizonabusinesslawyeraz.com/smoking-inthe-workplace/. USA.gov. (2021). What You Should Know: Workplace Religious Accommodation. https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religiousaccommodation....