Q. Lisa is a manager and needs to make a promotion decision. She thinks that, since Herbert is 50 and nearing retirement age and Iris is only 35 and may stay with P&G for many years, it would be wise to promote Iris. After all, P&G will invest in training the newly promoted employee and she wants this investment to be used wisely. Is this a good employment decision?
A. No. Lisa is making this decision solely on the basis of age, and this is never acceptable. She needs to make her decision based on merit and without regard to any non-job-related personal characteristics.
Q. Michele’s supervisor tells Michele sexually offensive jokes and comments on her appearance in a way that makes her uncomfortable. She asks him to stop, but he laughs and tells her he’s “just kidding around.” Michele wants to report this, but fears her supervisor will know she did so and block her upcoming pay increase. What should she do?
A. Michele should report the situation to another manager or any of the resources listed in “Where Can I Raise Questions and Concerns” section immediately. P&G will protect her from any retaliatory acts, including withheld pay or any other form of mistreatment due to her report and will take the necessary actions to ensure that she has the opportunity to work in a harassment-free environment.
Q. Amon recently injured his back on a hiking trip. His doctor prescribed a painkiller so he could go on with his daily life. Amon finds that the medication tends to make him dizzy and some routine tasks, such as operating machinery, seem difficult. What should he do as he returns to work at P&G?
A. Before being able to return to work, Amon should obtain appropriate medical clearance from his doctor and Company medical personnel. It sounds as if the medication Amon is taking, even though he is doing so legally, could impair his ability to safely and effectively perform his job. This could place Amon, his coworkers and even consumers of our products in danger.