This case is based on a pharmaceutical company, established five years back and is

growing very fast. The company has 500 hourly employees and 100 salaried employees.
Recently the company is facing some problems with HR issues regarding harassment, assault,
presenteeism. The employees also complain about work environment and safety and facing
discrimination problem during hiring and promotion. I have been hired as an HR consultant to
help formulate a suitable HR policy, with a model to justify my actions given the current
scenario.
With the existence of issues such as harassment, assault, presenteesim as well as
hazardous work environment and discrimination, the case can be justified with the help of Carrs
Game theory.
Carrs Game theory states that one cannot apply a single standard of ethics universally as
different situations entail that one should follow different mores. Businesses should have an ethic
of its own, different from the one that governs our ordinary personal relationships and taught to
us at home or in church; unique and different from deontological and even other teleological
ethical theories. Carr believes that in business bluffing, lying or otherwise misrepresenting the
truth are acceptable if businesses will benefit from doing so. It mentioned about business ethics
which is the systematic study of business situation, activities and decisions where issues of right
and wrong are addressed.
Now, having discussed Carrs Game theory, we can link it to how it is important with the
current scenario in the pharmaceutical company, which is of concern to the top executives. These
issues are directly related to the non managers, which has caused them to become unsatisfied and
this has had a negative effect on the productivity of the company, in turn lowering profits for the
company. Based on this theory we can draw that that there is a direct connection between wealth
and happiness. So to maximize the profit of the company, policies for both non-managers and
managers must be formulated.



Policy for non managers
Human resource is one of the most important assets for any company. The following policies
look to protect non-managerial employees from any form of discrimination and harm, and sets
boundaries on actions of employees that are punishable when the actions cross the set boundaries
below:
1. Right to freedom from discrimination: Every employee should havethe right to freedom
from discrimination.It must be ensured that employees are not discriminated. Equal
opportunities, affirmative action, reverse discrimination, sexual and racial harassment are
the issues that involved in this policy.

2. Right to privacy: There are four types of privacy which must be protected. These are
physical privacy - health and drag testing,
social privacy - work life balance
Informational privacy - electronic privacy and data protection
Psychological privacypresenteesm

3. Right to due process: There are some issues involved promotion, firing, disciplinary
proceedings.

4. Right to healthy and safe working condition: Working conditions, occupational health
and safety must be ensured.


5. Right to work: Employees must have the rights to work. Fair treatment in the interview,
non-discriminatory rules for recruitment are the issues involved with this.



Policy for managers
As an HRM consultant it is required to be impartial and thus managers are also to be
protected, with help of the following Equal opportunity programme and Affirmative Action
programme.
Equal opportunity programme
Equal opportunity ensures all qualified applicants and employees are treated fairly and
not discriminated against with regard to the individual's race, color, national origin, sex,
pregnancy, age, disability, creed, religion, sexual orientation, gender identity, gender expression
or veteran status. It is a concept that is rooted in the idea of creating an environment where each
individual can fully participate in the activities of an organization to his or her greatest ability
without facing unnecessary obstacles. If this program can be launched then qualified person can
get the chance for the job and discrimination cannot take place. It is generally targeted at
ensuring procedural justice is promoted.
Affirmative action (AA) programme
An Affirmative Action Program is a management tool designed to ensure equal
employment opportunity.It includes the policies, practices and procedures the company
implements to address underutilization in its workforce and to ensure that all qualified applicants
and employees receive an equal opportunity for recruitment, retention, selection, advancement,
training, development and every other condition and privilege of employment.It is deliberately
attempt to target those who might be currently under- represented in the workforce.
Recruitment policies
Fair job criteria
Training programmes for discriminated minorities
Promotion to senior positions
These policies are very important for this pharmaceutical company. They should strictly
maintain these policies to solve these problems so that they can earn maximum profit.