MKT690 SNHU M3 PepsiCo And NetFlix Internal & External Communication Review one internal and one external communication. Provide feedback and make edits u

MKT690 SNHU M3 PepsiCo And NetFlix Internal & External Communication Review one internal and one external communication.

Provide feedback and make edits using Track Changes in the Word document to illustrate your suggestions. Ensure that you provide justification for the changes, supported by evidence.

The following articles provide guidance for conducting peer reviews:

Conducting Peer Reviews
Peer Review: How to Get It Right – 10 Tips

Your feedback, edits, and comments should be in the form of constructive peer feedback featuring a discussion of the strengths of the communication as well as areas that could be improved. Remember to keep the tone of your comments positive and constructive. You are reviewing the communication, not the person.

https://www.theguardian.com/higher-education-netwo…

https://writing.wisc.edu/Handbook/PeerReviews.html PRESS RELEASE
Date: April 8th, 2019
Point of Contact: Jessica Neal, Human Resources Director
Phone: 800-638-3549
Email: neal@netflix.com
FOR INMEDIATE RELEASE
NETFLIX IS CONCERN FOR ITS EMPLOYEES AFTER BARRY
COLEMAN ALLEGATION OF UNWRITTEN POLICY
Los Gatos, CA., April 8, 2019 – Netflix, Inc., is concerned by the allegations made by former
Human Resources Director Barry Coleman about Netflix having an unwritten policy of
“tolerating harassment and discrimination.”
First and foremost, we apologize to our employees that have been victims of misconduct and a
proper investigation was not ensued. It is important that our employees know the importance
of employees reporting any incident without fear of retaliation.
We would like to take this opportunity to reaffirm our company’s strong commitment to
ensuring safe workplace and ethical behavior for our employees. We are a company that
believes in integrity, excellence, respect, inclusivity and collaboration. Therefore, we want to
emphasize that Netflix has a zero-tolerance policy regarding unlawful harassment and other
forms of discrimination base on race, color, religion, sex, age, national origin, disability, and
reprisal.
This allegation serves as a wake-up call to all Netflix departments to critically assess their
workplace conditions. We also recommended that departments take time to reflect after
reports of professional misconduct to ensure that the actions followed lead to the safest
outcomes for victims.
TO: All Employees
From: Human Resources
Subject: Anti-Harassment & Anti-Discrimination Policy
Purchase, N.Y., April 7 As many of you have seen the Kendall Jenner video, PepsiCo
was trying to project a global message of unity, peace and understanding, however;
we clearly missed the mark and we have apologized to those that felt we were
discriminating against certain groups.
PepsiCo seeks to provide a work environment that is free from any kind of discrimination
or any other offensive disrespectful conduct. Each of us has the opportunity to reach our
full potential and contribute to PepsiCo’s success. To accomplish this an individual
should never discriminate or treat any body unfairly.
Discrimination of this kind may also be strictly prohibited by a variety of federal, state
and local laws, including Title VII of the Civil Rights Act of 1964, the Age
Discrimination Act of 1967 and the Americans with Disabilities Act of 1990. This policy
is intended to comply with the prohibitions stated in these anti-discrimination laws.
PepsiCo strives to create and maintain a work environment in which people are
treated with dignity, decency and respect. The environment of the company should
be characterized by mutual trust and the absence of intimidation, oppression and
exploitation. PepsiCo will not tolerate unlawful discrimination or harassment of any
kind. Through enforcement of this policy and by education of employees, PepsiCo
will seek to prevent, correct and discipline behavior that violates this policy.
If your or someone else is the subject of discrimination or harassment, speak up and
report it to your manager or Human Resource office.
Sincerely,
The Human Resource Team

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