This document discusses inappropriate workplace behaviors such as violence, sexual harassment, and discrimination. It notes that violence includes threats, assaults, and even homicides, with nearly 2 million American workers reporting being victims of workplace violence each year. Sexual harassment encompasses unwelcome sexual advances, requests, and other verbal or physical conduct of a sexual nature that can be prevented by anti-harassment policies. Discrimination involves treating someone unfairly due to personal traits like race or gender, including direct discrimination through assumptions or indirect discrimination by singling someone out.
How to become a good woman divorce lawyersherilynjar
A good woman divorce lawyer should follow certain ethics like being truthful to the court and not misusing client funds. They play an important role in protecting people's rights, such as ensuring children's rights are protected from abuse. An experienced woman divorce lawyer can help relieve the stress of divorce by informing clients of their legal rights and handling the case systematically and following the law. It is important to choose a lawyer with professional expertise, especially for cases like expat divorce in Singapore.
Recognise and prevent sexual harassment at work to build safe and respectful workplaces.
Learn to identify what could constitute as harassment and how your organisation can help. How individual contributors and managers can be sensitised to the subject.
This document discusses sexual harassment in the workplace in India. It defines sexual harassment and outlines its history and legal context. The document also discusses the impact of sexual harassment on organizations and employees, as well as strategies for prevention and resolution, including establishing clear policies and complaint procedures. Employers are responsible for providing a safe work environment free from sexual harassment.
Group 2 Globogroup Week 4 assignment Sexual HarrasmentROPD
The document discusses sexual harassment in the workplace. It notes that surveys from the 1980s and 1990s found that 42-44% of women reported being sexually harassed on the job. Examples of sexual harassment included unwelcome advances, suggestive remarks, sexual jokes, graphic materials, and physical contact. The consequences of sexual harassment included victims suffering isolation, low self-esteem, depression, and health issues while organizations lost money, faced lawsuits, and damage to their reputation. Remedies involved establishing clear policy guidelines, providing awareness training on what constitutes harassment, and a strong organizational commitment to ongoing training.
Sexual Harassment at Workplace - Pilot Survey ReportAzaadi
Azaadi conducted a pilot survey to ascertain the extent and impact of sexual harassment in the workplace.
Azaadi is a feminist organization that works on prevention of sexual harassment in the workplace, along with other gender based issues.
This document outlines a sexual harassment training presentation. It discusses why sexual harassment training is important, defines sexual harassment under Title VII, and explains who can commit or experience harassment. It describes quid pro quo and hostile work environment harassment and employer liability. The training reviews what isn't harassment and provides a hypothetical scenario for participants to judge. It outlines the objectives of harassment policies and provides general guiding principles. The training concludes by testing knowledge and emphasizing important points to remember.
This document summarizes a business ethics presentation on the Phaneesh Murthy sexual harassment case. It defines sexual harassment and discusses two theories for why it occurs. It outlines the allegations in the case between Phaneesh Murthy and Reka Maximovitch, including verbal sexual harassment, unwanted sexual advances, and unlawful termination. It also reviews Infosys' sexual harassment policy and procedures. Finally, it provides recommendations for how employers can prevent harassment through clear policies and training, and how employees can address issues through formal reporting and setting boundaries.
This document discusses inappropriate workplace behaviors such as violence, sexual harassment, and discrimination. It notes that violence includes threats, assaults, and even homicides, with nearly 2 million American workers reporting being victims of workplace violence each year. Sexual harassment encompasses unwelcome sexual advances, requests, and other verbal or physical conduct of a sexual nature that can be prevented by anti-harassment policies. Discrimination involves treating someone unfairly due to personal traits like race or gender, including direct discrimination through assumptions or indirect discrimination by singling someone out.
How to become a good woman divorce lawyersherilynjar
A good woman divorce lawyer should follow certain ethics like being truthful to the court and not misusing client funds. They play an important role in protecting people's rights, such as ensuring children's rights are protected from abuse. An experienced woman divorce lawyer can help relieve the stress of divorce by informing clients of their legal rights and handling the case systematically and following the law. It is important to choose a lawyer with professional expertise, especially for cases like expat divorce in Singapore.
Recognise and prevent sexual harassment at work to build safe and respectful workplaces.
Learn to identify what could constitute as harassment and how your organisation can help. How individual contributors and managers can be sensitised to the subject.
This document discusses sexual harassment in the workplace in India. It defines sexual harassment and outlines its history and legal context. The document also discusses the impact of sexual harassment on organizations and employees, as well as strategies for prevention and resolution, including establishing clear policies and complaint procedures. Employers are responsible for providing a safe work environment free from sexual harassment.
Group 2 Globogroup Week 4 assignment Sexual HarrasmentROPD
The document discusses sexual harassment in the workplace. It notes that surveys from the 1980s and 1990s found that 42-44% of women reported being sexually harassed on the job. Examples of sexual harassment included unwelcome advances, suggestive remarks, sexual jokes, graphic materials, and physical contact. The consequences of sexual harassment included victims suffering isolation, low self-esteem, depression, and health issues while organizations lost money, faced lawsuits, and damage to their reputation. Remedies involved establishing clear policy guidelines, providing awareness training on what constitutes harassment, and a strong organizational commitment to ongoing training.
Sexual Harassment at Workplace - Pilot Survey ReportAzaadi
Azaadi conducted a pilot survey to ascertain the extent and impact of sexual harassment in the workplace.
Azaadi is a feminist organization that works on prevention of sexual harassment in the workplace, along with other gender based issues.
This document outlines a sexual harassment training presentation. It discusses why sexual harassment training is important, defines sexual harassment under Title VII, and explains who can commit or experience harassment. It describes quid pro quo and hostile work environment harassment and employer liability. The training reviews what isn't harassment and provides a hypothetical scenario for participants to judge. It outlines the objectives of harassment policies and provides general guiding principles. The training concludes by testing knowledge and emphasizing important points to remember.
This document summarizes a business ethics presentation on the Phaneesh Murthy sexual harassment case. It defines sexual harassment and discusses two theories for why it occurs. It outlines the allegations in the case between Phaneesh Murthy and Reka Maximovitch, including verbal sexual harassment, unwanted sexual advances, and unlawful termination. It also reviews Infosys' sexual harassment policy and procedures. Finally, it provides recommendations for how employers can prevent harassment through clear policies and training, and how employees can address issues through formal reporting and setting boundaries.
Sexual harassment is any unwelcome sexual conduct that creates a hostile work environment. It can include unwanted sexual advances, demeaning comments, sexually explicit jokes, or unwanted physical contact. The harasser can be a supervisor, coworker, or in some cases a non-employee. While women are most often the victims, men can also experience sexual harassment. Employers should adopt clear anti-harassment policies, train all employees annually on what constitutes harassment and how to report it, and provide separate training to managers on how to handle complaints. Preventing and addressing harassment protects employees and limits legal liability for employers.
Sexual Harassment Prevention For SupervisorsBernie McCann
A professional training seminar for supervisors and managers to assist them in recognizing potential sexual harassment in the workplace, hostile environments and how to address this behavior in employees.
Prevention of Sexual Harassment Act 2013Neha Shrimali
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
PROBLEM STATEMENT
The most effective weapon against workplace harassment is prevention. Harassment againstwomen requires to be addressed in order to prevent it.
It is believed that effective implementation of POSH can help establish a gender neutralenvironment ensuring safety & respect of all the employees.
This program covers entire workforce in theorganization. Regardless of the gender or designation,every employee should have a clear understanding ofthe concept.
The problem of sexual harassment of women at workplace is an age-old problem. More women work due to severe economic constraints. Problem has become more aggravated. Guidelines passed by the Supreme Court of India in “Vishakha and others Vs State of Rajasthan”, 1998. Accordingly Women’s Complaints Committees have been or should be constituted. Yet the harassment of women at workplace remains unabated and many women are being victimized. These women are traumatized and need counseling before, on the day and after experiencing harassment. Family support is of paramount importance at such times.
The document summarizes the key findings and recommendations of a National Academies of Sciences, Engineering, and Medicine report on sexual harassment of women in academic sciences, engineering and medicine. The committee found that sexual harassment is common, negatively impacts women's careers and health, and is associated with male-dominated environments and climates that tolerate harassment. It recommends that institutions address gender harassment, move beyond legal compliance to change culture, and that professional societies help drive cultural changes. A system-wide effort is needed to create inclusive environments and prevent all forms of harassment.
Sexual harassment at the workplace remains a serious problem, with studies finding that 40-90% of women have experienced some form of it. It includes unwelcome sexual behavior that creates a hostile environment. While laws and guidelines exist, many victims still do not report it due to fear and lack of awareness of policies and support structures. Continued efforts are needed to address the issue and protect worker rights and dignity.
(1) Sexual harassment in the workplace is a widespread problem, with 77% of South African women reporting experiencing it.
(2) The code of good practice aims to eliminate sexual harassment by providing procedures to deal with complaints and encouraging policies that promote dignity and respect in the workplace.
(3) Employers must create a working environment free of harassment, adopt clear anti-harassment policies, and take action in response to complaints in order to fulfill their role in addressing this issue.
This document provides training on conflict of interest for Happy County employees. It defines conflict of interest and discusses the importance of avoiding it to ensure fair treatment and maintain public trust. It outlines North Carolina's State Ethics Act and scenarios involving potential conflicts of interest for a licensing board member, advocacy group member, inspector offered a bribe, manager favoring their father's land, and commissioner owning land under consideration. For each scenario, it recommends recusal, caution, rejecting gifts, disclosure, or recusal to comply with ethics laws and avoid actual or perceived conflicts of interest when fulfilling public duties.
Preventing harassment in workplace trainingSanjay Gupta
This document provides information on preventing harassment in the workplace. It begins with objectives to realize the importance of policies and laws regarding a respectful workplace. It describes types of harassment like quid pro quo, hostile environment, and same-sex harassment. Behavior from non-employees can also constitute harassment. The document emphasizes that prevention is everyone's responsibility and outlines the S.T.O.P. method for confronting inappropriate behavior: the Source should stop, the Target should help confront, Observers should intervene, and those in authority have a duty to address issues. The goal is to foster equality, acceptance, and a respectful environment for all.
This document discusses sexual harassment in the workplace. It defines sexual harassment as unwelcome verbal or physical behavior of a sexual nature, especially by someone in a position of authority. The document outlines inappropriate behaviors that could constitute sexual harassment, such as explicit images or videos, unwelcome flirting, or insisting on dates. It also lists warning signs of a hostile work environment, such as lack of friendship between coworkers or complaints about behavior. The document provides information on appropriate workplace behavior and sexual harassment complaint procedures.
This case discusses sexual harassment at Infosys, where a female employee filed a case against her manager in the US. The manager engaged in stalking, blackmail and threats against the woman from 1999-2000. Infosys initially did not address the case until 2002. They eventually settled with the woman for $3.9 million out of court instead of in court. Following this, Infosys implemented new policies like training and strengthened processes to prevent future harassment.
Harassment & Discrimination in the WorkplacePam Howland
This document summarizes a presentation on harassment and discrimination in the workplace. It discusses current issues regarding discrimination based on sexual orientation and pregnancy. It also reviews a recent Idaho discrimination case and the Supreme Court's narrowing of the definition of supervisor in harassment cases. Finally, it provides tips for employers to prevent discrimination and harassment claims, such as implementing anti-harassment policies, training managers, conducting fair investigations, and keeping detailed employee records.
Sexual harassment is unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that creates a hostile work environment. There are two forms: quid pro quo, where submission or rejection results in a tangible job consequence; and hostile work environment, severe or pervasive conduct that interferes with work performance. Retaliation against those who complain is also prohibited. Supervisors must report complaints, comply with policy, protect victims from retaliation, and ensure harassment stops to avoid legal liability.
Harassment covers behavior ranging from restrained pressure to forceful tactics in any form of verbal, written or physical conduct that belittles or demonstrates aggression or loathing towards a person on the basis of race, sex, color, national origin, religion, sexual orientation, age, status, political affiliation and/or disability.
This document discusses the pros and cons of hiring individuals with criminal convictions. It provides statistics on criminal records in the US population. Potential benefits include helping with rehabilitation, stimulating the economy, and tax incentives for hiring ex-offenders. However, risks include potential legal liability if employees reoffend, damage to company image, and workplace safety issues. The document recommends that employers conduct thorough background checks and consider the nature of any offenses relative to the job. Real examples are presented of both successful and unsuccessful hires of individuals with criminal histories.
This document discusses harassment in the workplace. It defines harassment as slurs, offensive comments, jokes or other verbal or physical conduct that creates a hostile work environment. Harassment is illegal if it is severe or pervasive. The document outlines different types of harassment, including harassment based on sex, pregnancy, age, disability, national origin, race, color, religion and more. It notes that harassment must be reported and can be reported either informally to a supervisor or formally through a company's human resources department.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
The document defines harassment as unwelcome verbal or physical conduct based on protected characteristics that results in a tangible employment action or creates a hostile work environment. It states harassment can be committed by managers, coworkers, customers, vendors, and others, and can target victims, bystanders, or witnesses. The document provides examples of sexual harassment and advises reviewing anti-harassment policies, complying with anti-discrimination laws, knowing how to respond to issues, and reporting harassment immediately. It recommends online training resources on these topics.
This document provides an overview of sexual harassment, including its definition, types, associated behaviors, effects, and prevention strategies. It defines sexual harassment as unwelcome sexual conduct that affects employment decisions or creates a hostile work environment. There are two types: quid pro quo, where submission is required for employment benefits, and hostile environment. Behaviors can be verbal, nonverbal, or physical. Sexual harassment has negative individual effects like decreased job performance and organizational effects like lower productivity. Prevention strategies include training, assessments, and addressing issues proactively.
This document outlines an ethics training program for criminal justice professionals. It covers 4 modules: the differences between ethical and unethical behavior; the continuum of compromise from ethical to unethical actions; the role of the Criminal Justice Standards and Training Commission; and the disciplinary actions they can take. The goal is to help participants understand how their own and organizational ethics can change over time and careers, and the consequences of unethical behavior.
Corruption and unethical behavior excercise class for ssc at bpatc on 06 05-2018DrShamsulArefin
This document discusses corruption, including definitions, forms, and impacts of corruption. It provides examples of corrupt situations and questions to consider regarding those situations. It also outlines signs that may indicate corruption, and policies and procedures organizations can implement to prevent corruption, including codes of conduct, conflict of interest policies, and protections for whistleblowers. The document aims to educate about what constitutes corruption and how it can be addressed.
Sexual harassment is any unwelcome sexual conduct that creates a hostile work environment. It can include unwanted sexual advances, demeaning comments, sexually explicit jokes, or unwanted physical contact. The harasser can be a supervisor, coworker, or in some cases a non-employee. While women are most often the victims, men can also experience sexual harassment. Employers should adopt clear anti-harassment policies, train all employees annually on what constitutes harassment and how to report it, and provide separate training to managers on how to handle complaints. Preventing and addressing harassment protects employees and limits legal liability for employers.
Sexual Harassment Prevention For SupervisorsBernie McCann
A professional training seminar for supervisors and managers to assist them in recognizing potential sexual harassment in the workplace, hostile environments and how to address this behavior in employees.
Prevention of Sexual Harassment Act 2013Neha Shrimali
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
PROBLEM STATEMENT
The most effective weapon against workplace harassment is prevention. Harassment againstwomen requires to be addressed in order to prevent it.
It is believed that effective implementation of POSH can help establish a gender neutralenvironment ensuring safety & respect of all the employees.
This program covers entire workforce in theorganization. Regardless of the gender or designation,every employee should have a clear understanding ofthe concept.
The problem of sexual harassment of women at workplace is an age-old problem. More women work due to severe economic constraints. Problem has become more aggravated. Guidelines passed by the Supreme Court of India in “Vishakha and others Vs State of Rajasthan”, 1998. Accordingly Women’s Complaints Committees have been or should be constituted. Yet the harassment of women at workplace remains unabated and many women are being victimized. These women are traumatized and need counseling before, on the day and after experiencing harassment. Family support is of paramount importance at such times.
The document summarizes the key findings and recommendations of a National Academies of Sciences, Engineering, and Medicine report on sexual harassment of women in academic sciences, engineering and medicine. The committee found that sexual harassment is common, negatively impacts women's careers and health, and is associated with male-dominated environments and climates that tolerate harassment. It recommends that institutions address gender harassment, move beyond legal compliance to change culture, and that professional societies help drive cultural changes. A system-wide effort is needed to create inclusive environments and prevent all forms of harassment.
Sexual harassment at the workplace remains a serious problem, with studies finding that 40-90% of women have experienced some form of it. It includes unwelcome sexual behavior that creates a hostile environment. While laws and guidelines exist, many victims still do not report it due to fear and lack of awareness of policies and support structures. Continued efforts are needed to address the issue and protect worker rights and dignity.
(1) Sexual harassment in the workplace is a widespread problem, with 77% of South African women reporting experiencing it.
(2) The code of good practice aims to eliminate sexual harassment by providing procedures to deal with complaints and encouraging policies that promote dignity and respect in the workplace.
(3) Employers must create a working environment free of harassment, adopt clear anti-harassment policies, and take action in response to complaints in order to fulfill their role in addressing this issue.
This document provides training on conflict of interest for Happy County employees. It defines conflict of interest and discusses the importance of avoiding it to ensure fair treatment and maintain public trust. It outlines North Carolina's State Ethics Act and scenarios involving potential conflicts of interest for a licensing board member, advocacy group member, inspector offered a bribe, manager favoring their father's land, and commissioner owning land under consideration. For each scenario, it recommends recusal, caution, rejecting gifts, disclosure, or recusal to comply with ethics laws and avoid actual or perceived conflicts of interest when fulfilling public duties.
Preventing harassment in workplace trainingSanjay Gupta
This document provides information on preventing harassment in the workplace. It begins with objectives to realize the importance of policies and laws regarding a respectful workplace. It describes types of harassment like quid pro quo, hostile environment, and same-sex harassment. Behavior from non-employees can also constitute harassment. The document emphasizes that prevention is everyone's responsibility and outlines the S.T.O.P. method for confronting inappropriate behavior: the Source should stop, the Target should help confront, Observers should intervene, and those in authority have a duty to address issues. The goal is to foster equality, acceptance, and a respectful environment for all.
This document discusses sexual harassment in the workplace. It defines sexual harassment as unwelcome verbal or physical behavior of a sexual nature, especially by someone in a position of authority. The document outlines inappropriate behaviors that could constitute sexual harassment, such as explicit images or videos, unwelcome flirting, or insisting on dates. It also lists warning signs of a hostile work environment, such as lack of friendship between coworkers or complaints about behavior. The document provides information on appropriate workplace behavior and sexual harassment complaint procedures.
This case discusses sexual harassment at Infosys, where a female employee filed a case against her manager in the US. The manager engaged in stalking, blackmail and threats against the woman from 1999-2000. Infosys initially did not address the case until 2002. They eventually settled with the woman for $3.9 million out of court instead of in court. Following this, Infosys implemented new policies like training and strengthened processes to prevent future harassment.
Harassment & Discrimination in the WorkplacePam Howland
This document summarizes a presentation on harassment and discrimination in the workplace. It discusses current issues regarding discrimination based on sexual orientation and pregnancy. It also reviews a recent Idaho discrimination case and the Supreme Court's narrowing of the definition of supervisor in harassment cases. Finally, it provides tips for employers to prevent discrimination and harassment claims, such as implementing anti-harassment policies, training managers, conducting fair investigations, and keeping detailed employee records.
Sexual harassment is unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that creates a hostile work environment. There are two forms: quid pro quo, where submission or rejection results in a tangible job consequence; and hostile work environment, severe or pervasive conduct that interferes with work performance. Retaliation against those who complain is also prohibited. Supervisors must report complaints, comply with policy, protect victims from retaliation, and ensure harassment stops to avoid legal liability.
Harassment covers behavior ranging from restrained pressure to forceful tactics in any form of verbal, written or physical conduct that belittles or demonstrates aggression or loathing towards a person on the basis of race, sex, color, national origin, religion, sexual orientation, age, status, political affiliation and/or disability.
This document discusses the pros and cons of hiring individuals with criminal convictions. It provides statistics on criminal records in the US population. Potential benefits include helping with rehabilitation, stimulating the economy, and tax incentives for hiring ex-offenders. However, risks include potential legal liability if employees reoffend, damage to company image, and workplace safety issues. The document recommends that employers conduct thorough background checks and consider the nature of any offenses relative to the job. Real examples are presented of both successful and unsuccessful hires of individuals with criminal histories.
This document discusses harassment in the workplace. It defines harassment as slurs, offensive comments, jokes or other verbal or physical conduct that creates a hostile work environment. Harassment is illegal if it is severe or pervasive. The document outlines different types of harassment, including harassment based on sex, pregnancy, age, disability, national origin, race, color, religion and more. It notes that harassment must be reported and can be reported either informally to a supervisor or formally through a company's human resources department.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
The document defines harassment as unwelcome verbal or physical conduct based on protected characteristics that results in a tangible employment action or creates a hostile work environment. It states harassment can be committed by managers, coworkers, customers, vendors, and others, and can target victims, bystanders, or witnesses. The document provides examples of sexual harassment and advises reviewing anti-harassment policies, complying with anti-discrimination laws, knowing how to respond to issues, and reporting harassment immediately. It recommends online training resources on these topics.
This document provides an overview of sexual harassment, including its definition, types, associated behaviors, effects, and prevention strategies. It defines sexual harassment as unwelcome sexual conduct that affects employment decisions or creates a hostile work environment. There are two types: quid pro quo, where submission is required for employment benefits, and hostile environment. Behaviors can be verbal, nonverbal, or physical. Sexual harassment has negative individual effects like decreased job performance and organizational effects like lower productivity. Prevention strategies include training, assessments, and addressing issues proactively.
This document outlines an ethics training program for criminal justice professionals. It covers 4 modules: the differences between ethical and unethical behavior; the continuum of compromise from ethical to unethical actions; the role of the Criminal Justice Standards and Training Commission; and the disciplinary actions they can take. The goal is to help participants understand how their own and organizational ethics can change over time and careers, and the consequences of unethical behavior.
Corruption and unethical behavior excercise class for ssc at bpatc on 06 05-2018DrShamsulArefin
This document discusses corruption, including definitions, forms, and impacts of corruption. It provides examples of corrupt situations and questions to consider regarding those situations. It also outlines signs that may indicate corruption, and policies and procedures organizations can implement to prevent corruption, including codes of conduct, conflict of interest policies, and protections for whistleblowers. The document aims to educate about what constitutes corruption and how it can be addressed.
Behavioral Ethics & Personal Finance: A Discussion of Morality, Bias and Framingmilfamln
This is a free webinar hosted by the Personal Finance concentration area of the Military Families Learning Network.
This webinar will build on our previous discussions on Ethics by exploring the whys of ethical behavior. We will first focus on reviewing the ethical guidelines of the AFC® and DoDD 5500.7 Standards of Conduct. Next we will briefly review the traditional philosophical approach to ethics. We will explore insights from behavioral ethics that reveal how our ethical choices can be influenced by psychological, social, and environmental factors, not typically considered by traditional philosophical frameworks. Our discussion will include case studies from a behavioral ethics perspective. We will end with applications for practice.
The document provides an overview of ethics and values as they relate to business practices. It discusses the company values of integrity, respect, compassion, and communication. It defines ethics as moral principles or values and discusses concepts like the Golden Rule. The document also addresses ethical dilemmas, challenges to ethics like greed and temptation, and why being ethical is important for businesses.
This document discusses social entrepreneurship and ethics for social entrepreneurs. It defines social entrepreneurship as applying entrepreneurship principles to solving social problems. A social entrepreneur recognizes social opportunities and works to address them through establishing social ventures. The document also defines the characteristics of social entrepreneurs as agents of change who pursue social value over personal gain. It examines the roles and ethics of social entrepreneurs, differentiating ethics from morality. The document discusses frameworks for analyzing the interplay between ethics and laws in business.
This document discusses ethics in criminal justice. It defines ethics as moral principles that govern behavior and distinguishes between personal and organizational ethics. Unethical behavior by criminal justice professionals can have serious consequences, including civil litigation, damage to reputation, and disciplinary actions up to termination of employment. The document also describes how organizational culture and conflicts between personal values and agency policies can influence ethical decisions and compromise principles over time. Maintaining integrity requires leadership that prioritizes ethical conduct and addresses problems directly.
Ethical behavior is important in business management and organizations. It involves complying with laws and community expectations, as well as treating others well. Performance evaluations require honesty while being considerate of employees. Unethical behavior damages companies and society, so businesses should promote ethical practices through open communication and goal setting. Some managers struggle with evaluations due to not wanting to negatively impact employees, but honesty is important for improvement.
The philosophical values and foundations of social workShaarotto Yoora
this ppt. is my report during college days so please spare the poor use of backgrounds and graphic charts... hoping that the ppt. can help the students like me before.
Ethics could be said to be very much like the weather, in the sense that everybody talks about it but nobody does much about it! This presentation provides an insight into Ethical leadership and suggests ways in which you can safeguard your organisation’s ethics.
Canadian Archivists are not longer allowed to freely speak to the public unless their message is approved by the government. This presentation was sent to me in confidence by an archivist.
This document outlines the content of a workshop on workplace ethics hosted by the Integrity Management Unit of the National Prosecuting Authority (NPA) of South Africa. The workshop covers topics like rules of engagement, personal and organizational branding, ethics in decision-making, conflict of interest, whistleblowing policies, and the way forward for cultivating integrity in the workplace. The overall purpose is to help NPA officials conduct their work in an ethical manner and maintain public confidence.
Ethics in business is a critical business driver, but ethics in PR is critical learn why and how to apply ethical conduct in the profession of public relations.
EACH SET OF 2 HAS ITS OWN INSTRUCTIONS Guided Response R.docxjoellemurphey
EACH SET OF 2 HAS ITS OWN INSTRUCTIONS:
Guided Response:
Respond to at least two of your classmates’ postings. When responding to your classmates, please provide a resource located in your region that assists clients with acquiring interview and professional clothing (e.g., a clothing closet at a church such as Hope Ministries Clothes Closet of Bushnell, FL; Dress for Success of Phoenix, AZ; Bottomless Closet of Milwaukee, WI; etc.). Explain what the resource offers clients—be specific. Support your initial and subsequent posts by citing at least two scholarly and peer-reviewed sources in addition to the course text. The
Scholarly, Peer-Reviewed, and Other Credible Sources
(Links to an external site.)
table offers additional guidance on appropriate source types.
TAMMY’S POST:
The scenario
As a human service professional, the agency I represent only provides career assistance, none of which is monetary; all other assistance is a referral to other resources. My sincerely motivated client cannot afford clothes for interviews. Other options have been exhausted.
Kitchener's ethical decision-making model
Kitchener's model is based on five assumptions that need to be at the core of any ethical evaluation and assumes that all ethical behaviors are presumed to be based on 1) autonomy, acting on free-will 2) beneficence, the intention is of benefit to the client, 3) nonmaleficence, actions are not harmful to the client, 4) justice, respect to rights and dignity of client and agency, and 5) fidelity, to commit to client need as appropriate to agency mission (Martin, 2018).
Applying the NOHS ethical principle to my rationale
The NOHS preamble states its purpose as providing human service professionals and educators with guidelines to manage ethical dilemmas effectively broken down into two sections. The first section focusing on human service professionals standards, and the second section focusing on human service educator standards. The human service professional standards categorize responsibilities of and to the client, community, and agency. The standards hone in on respect for dignity, honoring integrity, doing no harm, and avoiding exploitation by maintaining self-awareness and awareness of historical and current global influences that impact oppression and marginalization and demonstrate ethical personal and professional aspects. A human service professional has a duty to clients to recognize client strengths, a right to confidentiality, protect client records, avoid intimate relationships with clients, and not impose personal biases and values. To the public and society, these standards extend a professional obligation to provide services without discrimination or bias, the awareness of laws and advocacy if these violate client rights, how social and political issues impact diversity, and social justice advocacy eliminate oppression (Martin, 2018).
My mission and rationale
To choose a profession upholding clients' empowerment st.
101 Unit 5: Business ethics,
in this paper I have coved ;
1. Unit summary
2.Learning outcomes
3. Terminologies related to business Ethics
4. Differences between Business Ethics and Personal Ethics.
5. Benefits of Effective Governance and Managerial Ethics.
This document provides an employee handbook for direct support professionals working with individuals who have intellectual and developmental disabilities. It outlines job responsibilities, core principles, policies, procedures, and guidelines for maintaining professional boundaries, transportation, communication, and caring for customers with specific medical conditions. Key responsibilities for DSPs include assisting customers with daily living activities while promoting independence, maintaining customer safety, and ensuring customers are involved in community activities. The handbook also details codes of ethics, dress code, handling of customer funds, reporting requirements, and acknowledgement of policies.
Public relations is defined as the planned effort to influence opinion through responsible performance and two-way communication. It involves analyzing trends, counseling leaders, and implementing programs that serve both organizational and public interests. Key aspects of public relations include being deliberate, planned, socially responsible, in the public interest, employing two-way communication, and serving as a management function and organizational conscience.
Similar to City of tallahassee leadership team presentation (20)
AHMR is an interdisciplinary peer-reviewed online journal created to encourage and facilitate the study of all aspects (socio-economic, political, legislative and developmental) of Human Mobility in Africa. Through the publication of original research, policy discussions and evidence research papers AHMR provides a comprehensive forum devoted exclusively to the analysis of contemporaneous trends, migration patterns and some of the most important migration-related issues.
UN WOD 2024 will take us on a journey of discovery through the ocean's vastness, tapping into the wisdom and expertise of global policy-makers, scientists, managers, thought leaders, and artists to awaken new depths of understanding, compassion, collaboration and commitment for the ocean and all it sustains. The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
How To Cultivate Community Affinity Throughout The Generosity JourneyAggregage
This session will dive into how to create rich generosity experiences that foster long-lasting relationships. You’ll walk away with actionable insights to redefine how you engage with your supporters — emphasizing trust, engagement, and community!
United Nations World Oceans Day 2024; June 8th " Awaken new dephts".Christina Parmionova
The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Contributi dei parlamentari del PD - Contributi L. 3/2019Partito democratico
DI SEGUITO SONO PUBBLICATI, AI SENSI DELL'ART. 11 DELLA LEGGE N. 3/2019, GLI IMPORTI RICEVUTI DALL'ENTRATA IN VIGORE DELLA SUDDETTA NORMA (31/01/2019) E FINO AL MESE SOLARE ANTECEDENTE QUELLO DELLA PUBBLICAZIONE SUL PRESENTE SITO
Combined Illegal, Unregulated and Unreported (IUU) Vessel List.Christina Parmionova
The best available, up-to-date information on all fishing and related vessels that appear on the illegal, unregulated, and unreported (IUU) fishing vessel lists published by Regional Fisheries Management Organisations (RFMOs) and related organisations. The aim of the site is to improve the effectiveness of the original IUU lists as a tool for a wide variety of stakeholders to better understand and combat illegal fishing and broader fisheries crime.
To date, the following regional organisations maintain or share lists of vessels that have been found to carry out or support IUU fishing within their own or adjacent convention areas and/or species of competence:
Commission for the Conservation of Antarctic Marine Living Resources (CCAMLR)
Commission for the Conservation of Southern Bluefin Tuna (CCSBT)
General Fisheries Commission for the Mediterranean (GFCM)
Inter-American Tropical Tuna Commission (IATTC)
International Commission for the Conservation of Atlantic Tunas (ICCAT)
Indian Ocean Tuna Commission (IOTC)
Northwest Atlantic Fisheries Organisation (NAFO)
North East Atlantic Fisheries Commission (NEAFC)
North Pacific Fisheries Commission (NPFC)
South East Atlantic Fisheries Organisation (SEAFO)
South Pacific Regional Fisheries Management Organisation (SPRFMO)
Southern Indian Ocean Fisheries Agreement (SIOFA)
Western and Central Pacific Fisheries Commission (WCPFC)
The Combined IUU Fishing Vessel List merges all these sources into one list that provides a single reference point to identify whether a vessel is currently IUU listed. Vessels that have been IUU listed in the past and subsequently delisted (for example because of a change in ownership, or because the vessel is no longer in service) are also retained on the site, so that the site contains a full historic record of IUU listed fishing vessels.
Unlike the IUU lists published on individual RFMO websites, which may update vessel details infrequently or not at all, the Combined IUU Fishing Vessel List is kept up to date with the best available information regarding changes to vessel identity, flag state, ownership, location, and operations.
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3. Ethics Training Module: Appearance of Impropriety
OBJECTIVES
What are the values of public service
What/where are the standards of conduct for local
government officials and employees
What does “appearance of impropriety” mean
How to avoid the appearance of impropriety
4.
5. Ethics Training Module: Appearance of Impropriety
PUBLIC SERVICE VALUES
Honesty: This is the most basic level of ethics. Everyone has the
responsibility to be truthful, straightforward and sincere in their
dealings with others.
Integrity: Integrity requires the courage to act on one’s values,
beliefs and convictions, and to do what is right rather than what is
expedient.
Citizenship: Public officials and employees have the responsibility
to serve as role models for others to encourage participation in and
respect for the democratic process of decision making.
6. Ethics Training Module: Appearance of Impropriety
PUBLIC SERVICE VALUES
Accountability: The public official or employee has a special
obligation to be accountable for his or her actions, and the actions of
the organization.
Trust: Public officials and employees must promote the public
interest and maintain the public’s trust and confidence in their
government.
7. Ethics Training Module: Appearance of Impropriety
Standards of Conduct for
City of Tallahassee officials and employees
Chapter 112, Florida Statutes
Code of Ethics for Public Officers and Employees
City Ethics Code
8. Ethics Training Module: Appearance of Impropriety
City Ethics Code
Section 2-3 – Loyalty Oath
All public officials and employees of the city shall, in addition to the standard loyalty oath sworn
by all public employees, swear or affirm the following oath. The oath, which must be in writing
and filed in the city's records, shall read as follows:
I, ____________ , being employed by or an officer of ____________ and a recipient of
public funds as such employee or officer, do hereby solemnly swear or affirm that I will support
the Constitution of the United States and of the State of Florida. I further solemnly swear or
affirm that I have a commitment to the public trust, the highest standards of professionalism
and ethics including a commitment to the constant appearance of propriety, always
putting public trust first and never allowing personal benefit to affect my decisions and service
as a public servant.
10. Ethics Training Module: Appearance of Impropriety
Florida’s Code of Judicial Conduct
Canon 2:
A judge shall avoid impropriety and the appearance of
impropriety in all activities.
A judge shall respect and comply with the law and shall act at all times in
a manner that promotes public confidence in the integrity and
impartiality of the judiciary.
11. Ethics Training Module: Appearance of Impropriety
Appearance of Impropriety means . . .
THE PERCEPTION that a public official or employee
May be using the office or position to obtain a personal benefit
May be conveying a benefit or favor to a constituent outside the
normal channels
May be making or taking part in an official decision despite a
conflict of interest
May be acting otherwise unethically
12. Ethics Training Module: Appearance of Impropriety
Whose perception?
The reasonable observer
who doesn’t know the specific circumstances
13. Ethics Training Module: Appearance of Impropriety
The TEST for Appearance of Impropriety
Whether your conduct would create in reasonable minds a
perception that your ability to carry out your responsibilities
with integrity, impartiality, and competence is impaired
Not what YOU think, but what OTHERS would think
14. Ethics Training Module: Appearance of Impropriety
☑ The Appearance of Impropriety
is as important
as the Impropriety itself.
In other words, conduct that creates an appearance of impropriety is equally
as damaging to the public’s trust and the integrity of government as an actual
ethical violation.
15. Ethics Training Module: Appearance of Impropriety
Avoiding the Appearance of Impropriety Situations
You work in the procurement department and you know a particular solicitation will
issue in a week. A friend, who you’re fairly certain will put in a bid, asks you to lunch.
Should you accept the invitation?
You are a high-level commission staffer. A colleague who doesn’t work for the
commission asks you to accompany her to an event that you know will be attended by
representatives of an organization with business pending before the commission.
Should you go to the event?
You are the head of a regulatory department and are invited to speak at an industry
event. After your speech, the event organizer tells you a small, exclusive group is
gathering later for dinner and would like you to join them. You would pay for your
dinner, of course, but you know – and they know – you will be appearing before the
commission soon concerning a potential regulatory change that will affect those at
the dinner, as well as others at the industry event. Should you attend?
16. Ethics Training Module: Appearance of Impropriety
Avoiding the Appearance of Impropriety
The key question:
Even if I’m not violating any ethical rule, how will it look
if I _________________?