The document outlines a code of conduct for employees of 10 Minute School. It prohibits discrimination, harassment, bullying and substance abuse. It also addresses conflicts of interest, spending money wisely, health and safety, gifts, dress code, criminal acts, and a zero tolerance policy for sexual harassment. Any violations can result in disciplinary action up to and including termination of employment.
1. The right to work is an inalifable right of all human being the right to safety in working condition and equity in employment is inseparable from the right to work equality in employment can be seriously impaired when individuals are subjected to gender specific violence, such as sexual harassment in the work place.
Workplace harassment includes any unwelcome conduct that denigrates or shows hostility toward an individual based on protected characteristics like race, gender, or religion. Sexual harassment is a form of sex discrimination that involves unwanted conduct of a sexual nature. Harassment is illegal under federal and state civil rights laws, which require employers to prevent and address harassment. Employers must take prompt action to investigate complaints, discipline offenders, and ensure retaliation does not occur. Employees should report harassment to a supervisor or HR and fully cooperate with any investigation.
(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.
The Coca-Cola Company values its employees and is committed to fostering inclusive workplaces based on recognized human rights standards. The Workplace Rights Policy applies to all Coca-Cola entities and encourages independent bottlers to adopt similar policies. The Policy protects employees' freedom of association, prohibits forced and child labor, protects against discrimination, and ensures safe working conditions and fair compensation. Employees can report potential violations to management or an ethics hotline confidentially.
Your employer prohibits harassment and is committed to maintaining a harassment-free work environment. Employees should read and understand their company's sexual harassment policy, complete any required training, and contact HR with any questions. Unwelcome sexual conduct that creates an offensive or hostile work environment can be considered sexual harassment under the law. Companies must investigate complaints according to their policies to remedy issues and prevent future harassment.
Here, the country's rising star in multifaceted trainings and speaking engagements; Mr. Myron Sta. Ana, talks about Sexual Harassment in the Philippine Workplace according to the provisions of Republic Act No. 7887 or otherwise known as the Anti-Sexual Harassment Act of 1995, which was his topic during his talk for the 3rd and 4th year Business Administration students of Miriam College in Quezon City, Philipppines.
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.
This document provides information about sexual harassment in the workplace. It defines sexual harassment, outlines the types of behavior that constitute sexual harassment, and discusses the Anti-Sexual Harassment Act of 1995 which makes sexual harassment unlawful. The act covers workers, students, and trainees and holds employers, managers, supervisors, and teachers accountable. Sexual harassment can be quid pro quo, where sexual favors are required to keep a job or receive benefits, or it can create a hostile work environment. The penalties for violating the act range from fines to imprisonment depending on the severity of the offense.
1. The right to work is an inalifable right of all human being the right to safety in working condition and equity in employment is inseparable from the right to work equality in employment can be seriously impaired when individuals are subjected to gender specific violence, such as sexual harassment in the work place.
Workplace harassment includes any unwelcome conduct that denigrates or shows hostility toward an individual based on protected characteristics like race, gender, or religion. Sexual harassment is a form of sex discrimination that involves unwanted conduct of a sexual nature. Harassment is illegal under federal and state civil rights laws, which require employers to prevent and address harassment. Employers must take prompt action to investigate complaints, discipline offenders, and ensure retaliation does not occur. Employees should report harassment to a supervisor or HR and fully cooperate with any investigation.
(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.
The Coca-Cola Company values its employees and is committed to fostering inclusive workplaces based on recognized human rights standards. The Workplace Rights Policy applies to all Coca-Cola entities and encourages independent bottlers to adopt similar policies. The Policy protects employees' freedom of association, prohibits forced and child labor, protects against discrimination, and ensures safe working conditions and fair compensation. Employees can report potential violations to management or an ethics hotline confidentially.
Your employer prohibits harassment and is committed to maintaining a harassment-free work environment. Employees should read and understand their company's sexual harassment policy, complete any required training, and contact HR with any questions. Unwelcome sexual conduct that creates an offensive or hostile work environment can be considered sexual harassment under the law. Companies must investigate complaints according to their policies to remedy issues and prevent future harassment.
Here, the country's rising star in multifaceted trainings and speaking engagements; Mr. Myron Sta. Ana, talks about Sexual Harassment in the Philippine Workplace according to the provisions of Republic Act No. 7887 or otherwise known as the Anti-Sexual Harassment Act of 1995, which was his topic during his talk for the 3rd and 4th year Business Administration students of Miriam College in Quezon City, Philipppines.
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.
This document provides information about sexual harassment in the workplace. It defines sexual harassment, outlines the types of behavior that constitute sexual harassment, and discusses the Anti-Sexual Harassment Act of 1995 which makes sexual harassment unlawful. The act covers workers, students, and trainees and holds employers, managers, supervisors, and teachers accountable. Sexual harassment can be quid pro quo, where sexual favors are required to keep a job or receive benefits, or it can create a hostile work environment. The penalties for violating the act range from fines to imprisonment depending on the severity of the offense.
On Your Mark is a not-for-profit organization that provides services to help individuals with developmental disabilities live independently. It offers programs in therapeutic recreation, family support, work readiness, supported employment, day habilitation, community habilitation, service coordination, and residential services. Residential services are designed based on individual preferences, strengths, and needs to foster independence, community inclusion, and quality of life. The organization is committed to corporate compliance and providing high quality, ethical care. Staff must report all incidents, from minor occurrences to serious allegations of abuse. Computers and internet use have policies regarding appropriate use. Staff must follow HIPAA privacy rules and the 10 performance standards which focus on inclusion, respect, and positive communication
This sexual harassment training document covers several key points in 3 sentences:
It discusses mandated learning objectives to change behaviors that contribute to sexual harassment and foster values to prevent incidents. Various emotional reactions to training are identified, and scenarios highlight the importance of open communication to avoid misunderstandings. Legal standards for harassment are explained, including that unwelcome conduct must unreasonably interfere with work or create a hostile environment, and examples of prohibited behaviors are provided.
The document outlines Johnson & Johnson's policy on business conduct. It states that all managers and employees are responsible for complying with and enforcing the policy. Managers must ensure employees are aware of and comply with the policy, and employees must report any prohibited or unlawful acts. The policy addresses areas like conflicts of interest, compliance with laws and regulations, political contributions, and accurate record keeping.
How to prevent workplace sex harrasment . by dr alka arup mukherjee secretary...alka mukherjee
Vishakha V State of Rajasthan & Ors AIR 1997 SC 3011
• Duty of the Employer or other responsible persons in work places and other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
• All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment including the following:
o Express prohibition of sexual harassment at the work place should be notified, published and circulated in appropriate ways.
o The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
o As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
o
This document discusses ethics, etiquette, and codes of conduct. It defines ethics as shaping choices and outcomes in life. Types of ethics include honesty, integrity, fairness, and concern for others. Etiquette refers to polite behavior in society or groups, with examples like social, bathroom, wedding, and business etiquette. A code of conduct establishes rules and responsibilities for individuals and organizations regarding proper practices. The document provides a student code of conduct covering religious practices, dress code, respect for teachers, prohibitions on weapons and drugs, following academic policies, and maintaining campus peace. General points of observation for students include punctuality, dress code, no smoking, good public behavior, and library membership.
The document discusses sexual harassment in the workplace and provides guidance for managers. It defines sexual harassment and outlines behaviors that constitute it, such as unwelcome physical, verbal, and non-verbal conduct of a sexual nature. Sexual harassment can occur between any combination of colleagues, customers, and visitors in various locations at work. The document advises managers to prevent sexual harassment, address complaints confidentially, and understand the serious psychological and organizational effects it can cause like decreased productivity. It stresses the responsibility of managers to ensure a safe work environment and handle issues properly according to company policy.
Policies & Processes against Sexual HarassmentPRIYAJNVCTC
Both Alcatel Lucent and Franklin Templeton have strong policies and processes against sexual harassment. Alcatel Lucent's policy prohibits all forms of unlawful harassment and discrimination. It has a systematic complaint procedure that ensures all decisions are fair and transparent without local influence, keeping the identity of those who report confidential. Franklin Templeton also prohibits all forms of harassment based on protected traits and defines sexual harassment as behavior that impacts the recipient, rather than the intent of the perpetrator. It requires all employees to report incidents and supervisors to educate on the policy and assist with filing complaints. Both companies follow step-by-step processes that include investigation and potential disciplinary action to address incidents reported.
The document outlines an organization's code of conduct and ethics. It defines ethical codes and covers topics such as customer relations, equal employment, business ethics, personal relationships, conflicts of interest, non-disclosure, employee conduct, harassment, appearance, and workplace etiquette. Employees are expected to comply with all applicable laws and conduct business ethically. The code is intended to help employees understand the difference between right and wrong and apply ethical standards in their work.
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.
Discrimination and harassment violate professional standards and human rights laws. Discrimination involves unfairly treating someone worse due to characteristics like age, gender, or disability. Harassment involves offensive behavior or comments. If witnessing harassment, one should stop it if possible or report it, carefully documenting details. Stereotypes can lead to discrimination if not checked. Organizations should establish clear anti-harassment policies and procedures to address complaints in a confidential and impartial manner. All should aim to treat others respectfully regardless of personal attributes.
This document provides an overview of a workplace harassment prevention workshop. It defines harassment and retaliation, outlines the legal precedents and employer responsibilities, and reviews strategies for preventing harassment including establishing clear policies, training employees, investigating complaints, enforcing consequences, and ensuring no retaliation. Case studies are presented and techniques for communicating policies to employees are discussed. The workshop aims to help employers understand their legal obligations and foster a respectful work environment.
Here are three scenarios from your inbox and my recommended responses as a supervisor:
1. You receive an email from an employee complaining about inappropriate jokes and comments being made by a coworker.
Recommendation: Thank the employee for bringing this to your attention. Inform them you take these issues seriously and will be contacting HR immediately to initiate a confidential investigation. Reassure them retaliation will not be tolerated.
2. During your weekly check-in, an employee confides they are uncomfortable working alone with their manager due to the manager's flirtatious behavior.
Recommendation: Thank the employee for their trust. Inform them you will be notifying HR right away to address the issue and make appropriate changes to ensure a
This document outlines Title IX policies and procedures at UNE regarding discrimination, harassment, sexual misconduct, stalking, and dating/domestic violence. It defines key terms like sexual harassment, sexual misconduct, stalking, consent, and the roles and responsibilities of resident assistants (RAs) in addressing these issues. RAs are expected to help create an environment free of harassment, take all complaints seriously, and immediately report any instances of sexual harassment or misconduct to their area coordinator.
Xxx company sexual harassment trainingKimberlyRugg
This document provides a sexual harassment training for XXX Company employees. It defines sexual harassment and outlines a hostile work environment. Two types of sexual harassment are defined: quid pro quo and hostile work environment. Behaviors that could contribute to a hostile environment are listed, as well as the impact of sexual harassment on a company. Employees are instructed on how to recognize, prevent, and respond to sexual harassment, including reporting procedures. The training emphasizes XXX Company's zero tolerance policy for retaliation.
This document defines sexual harassment and outlines the relevant law. It begins by defining sexual harassment as uninvited verbal or physical behavior of a sexual nature, especially by someone in a position of authority. It then discusses Republic Act No. 7877, which made sexual harassment unlawful and covers workers, students, and trainees. The law aims to guarantee a harassment-free environment. The document details what constitutes sexual harassment, reporting procedures, employer responsibilities, and penalties, which include fines and imprisonment depending on the offense severity. Victims can also pursue independent legal actions.
This document defines sexual harassment and outlines the Philippine law against it. Sexual harassment is defined as uninvited and unwelcome verbal or physical behavior of a sexual nature, especially by someone in a position of power over the victim. The Anti-Sexual Harassment Act of 1995 aims to guarantee a safe learning and work environment free from harassment. It covers employees, students, and trainees. Employers have duties to prevent harassment and investigate complaints, and victims can pursue legal action. Harassment is penalized by fines and imprisonment depending on the severity of the offense. Victims are advised to reject, document, and report any harassment.
Child protection policy in Tanzania outlines rules regarding child employment and prohibited behaviors when working with children. A child is defined as under 18 years old. Light work under 6 hours a day is allowed if it does not interfere with schooling. Exploitative, hazardous, forced, or night work from 8pm to 6am is prohibited. Discrimination against children is also banned. Strictly forbidden behaviors when working with children include physical or sexual abuse, spending excessive alone time, or engaging in unlawful, dangerous, or abusive acts.
The document outlines a client code of ethics for foster parents, which includes not leaving children unattended, prohibiting any form of abuse, and using positive guidance techniques rather than humiliation. It also prohibits illegal drug use, smoking or alcohol around children, and requires clients to be a positive role model and treat all children equally with respect. A violation of these ethics could result in termination as a foster parent.
Caraustar Industries has implemented a workplace violence policy to help prevent incidents and ensure a safe work environment. The policy prohibits threats, intimidation, or acts of violence. It defines workplace violence and outlines responsibilities for associates and management to report any violent or threatening behavior. The policy also bans weapons in the workplace and describes the company's response to threats or acts of violence. Caraustar is committed to investigating all incident reports and taking corrective action when needed to enforce this policy.
Khushi Saini, An Intern from The Sparks Foundationkhushisaini0924
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
On Your Mark is a not-for-profit organization that provides services to help individuals with developmental disabilities live independently. It offers programs in therapeutic recreation, family support, work readiness, supported employment, day habilitation, community habilitation, service coordination, and residential services. Residential services are designed based on individual preferences, strengths, and needs to foster independence, community inclusion, and quality of life. The organization is committed to corporate compliance and providing high quality, ethical care. Staff must report all incidents, from minor occurrences to serious allegations of abuse. Computers and internet use have policies regarding appropriate use. Staff must follow HIPAA privacy rules and the 10 performance standards which focus on inclusion, respect, and positive communication
This sexual harassment training document covers several key points in 3 sentences:
It discusses mandated learning objectives to change behaviors that contribute to sexual harassment and foster values to prevent incidents. Various emotional reactions to training are identified, and scenarios highlight the importance of open communication to avoid misunderstandings. Legal standards for harassment are explained, including that unwelcome conduct must unreasonably interfere with work or create a hostile environment, and examples of prohibited behaviors are provided.
The document outlines Johnson & Johnson's policy on business conduct. It states that all managers and employees are responsible for complying with and enforcing the policy. Managers must ensure employees are aware of and comply with the policy, and employees must report any prohibited or unlawful acts. The policy addresses areas like conflicts of interest, compliance with laws and regulations, political contributions, and accurate record keeping.
How to prevent workplace sex harrasment . by dr alka arup mukherjee secretary...alka mukherjee
Vishakha V State of Rajasthan & Ors AIR 1997 SC 3011
• Duty of the Employer or other responsible persons in work places and other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
• All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment including the following:
o Express prohibition of sexual harassment at the work place should be notified, published and circulated in appropriate ways.
o The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
o As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
o
This document discusses ethics, etiquette, and codes of conduct. It defines ethics as shaping choices and outcomes in life. Types of ethics include honesty, integrity, fairness, and concern for others. Etiquette refers to polite behavior in society or groups, with examples like social, bathroom, wedding, and business etiquette. A code of conduct establishes rules and responsibilities for individuals and organizations regarding proper practices. The document provides a student code of conduct covering religious practices, dress code, respect for teachers, prohibitions on weapons and drugs, following academic policies, and maintaining campus peace. General points of observation for students include punctuality, dress code, no smoking, good public behavior, and library membership.
The document discusses sexual harassment in the workplace and provides guidance for managers. It defines sexual harassment and outlines behaviors that constitute it, such as unwelcome physical, verbal, and non-verbal conduct of a sexual nature. Sexual harassment can occur between any combination of colleagues, customers, and visitors in various locations at work. The document advises managers to prevent sexual harassment, address complaints confidentially, and understand the serious psychological and organizational effects it can cause like decreased productivity. It stresses the responsibility of managers to ensure a safe work environment and handle issues properly according to company policy.
Policies & Processes against Sexual HarassmentPRIYAJNVCTC
Both Alcatel Lucent and Franklin Templeton have strong policies and processes against sexual harassment. Alcatel Lucent's policy prohibits all forms of unlawful harassment and discrimination. It has a systematic complaint procedure that ensures all decisions are fair and transparent without local influence, keeping the identity of those who report confidential. Franklin Templeton also prohibits all forms of harassment based on protected traits and defines sexual harassment as behavior that impacts the recipient, rather than the intent of the perpetrator. It requires all employees to report incidents and supervisors to educate on the policy and assist with filing complaints. Both companies follow step-by-step processes that include investigation and potential disciplinary action to address incidents reported.
The document outlines an organization's code of conduct and ethics. It defines ethical codes and covers topics such as customer relations, equal employment, business ethics, personal relationships, conflicts of interest, non-disclosure, employee conduct, harassment, appearance, and workplace etiquette. Employees are expected to comply with all applicable laws and conduct business ethically. The code is intended to help employees understand the difference between right and wrong and apply ethical standards in their work.
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.
Discrimination and harassment violate professional standards and human rights laws. Discrimination involves unfairly treating someone worse due to characteristics like age, gender, or disability. Harassment involves offensive behavior or comments. If witnessing harassment, one should stop it if possible or report it, carefully documenting details. Stereotypes can lead to discrimination if not checked. Organizations should establish clear anti-harassment policies and procedures to address complaints in a confidential and impartial manner. All should aim to treat others respectfully regardless of personal attributes.
This document provides an overview of a workplace harassment prevention workshop. It defines harassment and retaliation, outlines the legal precedents and employer responsibilities, and reviews strategies for preventing harassment including establishing clear policies, training employees, investigating complaints, enforcing consequences, and ensuring no retaliation. Case studies are presented and techniques for communicating policies to employees are discussed. The workshop aims to help employers understand their legal obligations and foster a respectful work environment.
Here are three scenarios from your inbox and my recommended responses as a supervisor:
1. You receive an email from an employee complaining about inappropriate jokes and comments being made by a coworker.
Recommendation: Thank the employee for bringing this to your attention. Inform them you take these issues seriously and will be contacting HR immediately to initiate a confidential investigation. Reassure them retaliation will not be tolerated.
2. During your weekly check-in, an employee confides they are uncomfortable working alone with their manager due to the manager's flirtatious behavior.
Recommendation: Thank the employee for their trust. Inform them you will be notifying HR right away to address the issue and make appropriate changes to ensure a
This document outlines Title IX policies and procedures at UNE regarding discrimination, harassment, sexual misconduct, stalking, and dating/domestic violence. It defines key terms like sexual harassment, sexual misconduct, stalking, consent, and the roles and responsibilities of resident assistants (RAs) in addressing these issues. RAs are expected to help create an environment free of harassment, take all complaints seriously, and immediately report any instances of sexual harassment or misconduct to their area coordinator.
Xxx company sexual harassment trainingKimberlyRugg
This document provides a sexual harassment training for XXX Company employees. It defines sexual harassment and outlines a hostile work environment. Two types of sexual harassment are defined: quid pro quo and hostile work environment. Behaviors that could contribute to a hostile environment are listed, as well as the impact of sexual harassment on a company. Employees are instructed on how to recognize, prevent, and respond to sexual harassment, including reporting procedures. The training emphasizes XXX Company's zero tolerance policy for retaliation.
This document defines sexual harassment and outlines the relevant law. It begins by defining sexual harassment as uninvited verbal or physical behavior of a sexual nature, especially by someone in a position of authority. It then discusses Republic Act No. 7877, which made sexual harassment unlawful and covers workers, students, and trainees. The law aims to guarantee a harassment-free environment. The document details what constitutes sexual harassment, reporting procedures, employer responsibilities, and penalties, which include fines and imprisonment depending on the offense severity. Victims can also pursue independent legal actions.
This document defines sexual harassment and outlines the Philippine law against it. Sexual harassment is defined as uninvited and unwelcome verbal or physical behavior of a sexual nature, especially by someone in a position of power over the victim. The Anti-Sexual Harassment Act of 1995 aims to guarantee a safe learning and work environment free from harassment. It covers employees, students, and trainees. Employers have duties to prevent harassment and investigate complaints, and victims can pursue legal action. Harassment is penalized by fines and imprisonment depending on the severity of the offense. Victims are advised to reject, document, and report any harassment.
Child protection policy in Tanzania outlines rules regarding child employment and prohibited behaviors when working with children. A child is defined as under 18 years old. Light work under 6 hours a day is allowed if it does not interfere with schooling. Exploitative, hazardous, forced, or night work from 8pm to 6am is prohibited. Discrimination against children is also banned. Strictly forbidden behaviors when working with children include physical or sexual abuse, spending excessive alone time, or engaging in unlawful, dangerous, or abusive acts.
The document outlines a client code of ethics for foster parents, which includes not leaving children unattended, prohibiting any form of abuse, and using positive guidance techniques rather than humiliation. It also prohibits illegal drug use, smoking or alcohol around children, and requires clients to be a positive role model and treat all children equally with respect. A violation of these ethics could result in termination as a foster parent.
Caraustar Industries has implemented a workplace violence policy to help prevent incidents and ensure a safe work environment. The policy prohibits threats, intimidation, or acts of violence. It defines workplace violence and outlines responsibilities for associates and management to report any violent or threatening behavior. The policy also bans weapons in the workplace and describes the company's response to threats or acts of violence. Caraustar is committed to investigating all incident reports and taking corrective action when needed to enforce this policy.
Khushi Saini, An Intern from The Sparks Foundationkhushisaini0924
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
LinkedIn for Your Job Search June 17, 2024Bruce Bennett
This webinar helps you understand and navigate your way through LinkedIn. Topics covered include learning the many elements of your profile, populating your work experience history, and understanding why a profile is more than just a resume. You will be able to identify the different features available on LinkedIn and where to focus your attention. We will teach how to create a job search agent on LinkedIn and explore job applications on LinkedIn.
1. Code of Conduct
The 10 Minute School Code of Conduct is one of the ways we put our values into practice. It’s built
around the belief that everything we do in connection with our work at 10 Minute School will be, and
should be, measured against the highest possible standards of ethical business conduct. Respect for our
students, followers, well-wishers, and for each other are foundational to our success, and this is
something we need to support every day.
So please do read the code with attention, and follow it both in spirit and letter, always bearing in mind
that each of us at 10 Minute School has a personal responsibility to incorporate, and to encourage each
other to incorporate, the principles of the code and values into our work.
Most importantly, if you have a question or ever doubt that one of your fellow team members or the
company as a whole may be falling short of our commitment, don’t be silent. We want – and need – to
hear from you.
Who needs to follow the Code?
We expect all of our employees to be fully aware of and follow the code. Failure to do so can result in
disciplinary action, which may include termination of employment. Moreover, while the code is
specifically written for our employees, we also expect those who may be temporarily assigned to
perform work or services for us to follow the code in connection with their work for us. Failure to do so
can result in termination of their relationship with 10 Minute School.
Purpose
This policy affirms 10 Minute School’s belief in responsible social and ethical behavior from all
employees. This code of conduct defines how our people should act on a day-to-day basis.
Codes:
Drugs and Alcohol: Our position on substance abuse is simple: It is incompatible with the health and
safety of our employees, and we don’t permit it. Consumption of alcohol or drugs is prohibited at our
offices. Illegal drugs in our offices or at sponsored events are strictly prohibited and subject to harsh
punishment.
Racism, Harassment, Discrimination, and Bullying: 10 Minute School prohibits discrimination,
harassment and bullying in any form – verbal, physical, or visual, as discussed more fully in our Sexual
Harassment Policy. If you believe you’ve been bullied, shamed, discriminated against, or harassed by
anyone at 10 Minute School, based on but not limited to, religion, sex, age, disability, appearance, work
2. performance or personal issues, we strongly encourage you to immediately report the incident to your
supervisor, Human Resources or both. Due action will be taken by the HR department.
Spending money wisely: Financial integrity and fiscal responsibility is more than accurate reporting of
our finances, though that’s certainly important. Each person at 10 Minute School– not just those directly
involved in Finance – has a role in making sure that money is appropriately spent, our financial records
are complete and accurate, and internal controls are honored.
Conflicts of Interest: In performing job duties, employees are expected to use their judgment to act, at
all times and in all ways, in the best interests of 10 Minute School. A "conflict of interest" exists when an
employee's personal interest interferes with the best interests of 10 Minute School.. Employees should
attempt to avoid potential conflicts of interests.
Health and Safety: 10MS wants to ensure a clean, safe and healthy work environment. Each employee
has responsibility for maintaining a safe and healthy workplace by following safety and health rules and
practices and reporting accidents, injuries and unsafe conditions, procedures, or behaviors. Violence and
threatening behaviors are not permitted.
Behavior: We expect our employees to act and maintain a high standard of integrity and
professionalism. Exercise fairness, equality, courtesy and sensitivity in dealing with other employees,
clients and our followers.
Gifts: Avoid the perception that any official work may be influenced by offering or accepting gifts. Under
no circumstances are employees to offer or accept money to and from any client on behalf of 10 Minute
School.
Clothing and Appearance: 10 Minute School is quite liberal regarding individuals’ choice of appearance
and condemns verbal judgment based on one’s appearance. However, employees are expected to wear
decent, clean and appropriate clothing inside the office and while representing the organization outside
the office.
Other jobs or business ventures: 10 Minute School supports the practice of employees engaging in
other jobs and entrepreneurships beside 10 Minute School. as long as it does not hinder their work here
or is a direct conflict of interest.
Criminal Acts: If any employee engages in activities that are deemed illegal by national and international
law, their employment will be immediately terminated. If an employee faces a criminal or civil lawsuit,
they will be immediately suspended and the suspension will only be revoked if and when they are
cleared of all charges by the court. Subscription to terrorist groups or illegal political organizations,
possession of illegal substances will also result in immediate termination. 10 Minute School is committed
to cooperate with the law enforcement agency in case of any legal procedure against any of its
employees.
Any employee, who raises a complaint or discloses an alleged breach of the Code, whilst following
correct reporting procedures, will not be disadvantaged or prejudiced. All reports will be dealt with in a
timely and confidential manner. 10 Minute School expects cooperation from all employees in conducting
themselves in a professional, ethical and socially acceptable manner of the highest standards. Any
employee in breach of this policy may be subject to disciplinary actions, including termination.
3. Policy on Sexual Harassment and Misconduct
10 Minute School is committed towards protecting its employees and stakeholders from all kinds of
physical, social and psychological harms. Protection from sexual abuse, harassment or misconduct is our
top priority. With that vision, 10 Minute School intends to establish the following Policy on Sexual
Harassment. This policy is binding for all employees as soon as they join for service and applies to
misconducts committed against both employees and non- employees, inside or outside office
premises.
What Is Sexual Harassment?
Sexual advances, invitations or expressions through physical, verbal or other forms of communication
without the consent of the recipient is considered Sexual Harassment or Sexual Misconduct. This
includes, but is not limited to, the following acts:
1. Touching or attempting to touch any part of an individual’s body or clothing with sexual intent
without the consent of the recipient
2. Any form of unwelcome contact including but not limited to hugging, kissing, pinching, poking an
individual without their consent. Repeatedly standing too close to or brushing up against a person
without their consent
3. Usage of power, position, money, blackmail or fear to extract sexual favors. This also includes
conditioning promotions, awards, training or other job benefits upon acceptance of unwelcome
actions of a sexual nature
4. Threatening with sexual abuse
5. To call someone by inappropriate names with sexual intent
6. To comment on someone’s body, looks, clothing, age, or personal life with sexual intent or in a
derogatory or objectifying manner or a manner that makes them uncomfortable
7. To make verbal noises (eg whistling, kissing noise etc) suggestive of sexual intent
8. To ask private questions about one’s body or sex life without their permission
9. Suggestive jokes which are sexual in nature
10. Insisting on building romantic relationship even after repeated rejections
11. To repeatedly spread rumors about one’s sexual life or history
12. Sharing or exposing unsolicited imagery containing nudity, sexual intercourse or any artwork
suggestive of sex through online or offline mediums
13. Exposing oneself physically to another person without their consent
14. Stalking and following a person consistently
15. Repeatedly and obsessively disturbing someone online or over phone
16. Repeatedly subjecting a person to unwelcome sexual or romantic attention, including
inappropriate compliments which are sexual in nature
17. Showing sexual gestures with hands or body
18. Recording someone’s photo, video or audio recording which contains nudity or sexually explicit
content and sharing them without their consent
19. Presenting gifts that indicate sexual intent
20. Verbal abuse of a sexual nature
21. Insults based on the sex of the worker.
4. Our policies:
Zero Tolerance: 10 Minute School has a Zero Tolerance Policy on cases of sexual harassment. If found
guilty, the employee will be immediately suspended and all ties between the organization and the
perpetrator will be severed. All employees will be notified of this suspension through email and will be
requested to sever ties with the perpetrator. Even if the misconduct had taken place before the
perpetrator joined service, the same punishment will apply.
Evidence and Testimony: In cases of sexual harassment, the victim’s testimony will be considered with
utmost priority. In cases of online harassment, screenshots or audio-visual recordings will be admissible
as evidence.
Victim Protection: Victims will be assisted in reporting the misconduct to the authorities and even to the
police if the victim deems necessary. Victims will be kept anonymous in all official communications. Any
attempts at silencing the victim with coercion, shaming, threat or reward will be considered culpable to the
same degree as the crime itself. If the victim is an employee, we will ensure their complete rehabilitation
in the organization with full dignity. Any sort of shaming or guilt-tripping against the victim after the trial will
be deemed punishable as well.
Gender Equity Team: An independent gender equity team comprised of 5 members will be charged to
listen to all complaints of sexual assault, abuse, and misconduct. This team will autonomously investigate
all complaints and provide verdicts accordingly. This team’s verdict will be absolute and irrevocable,
unless any new piece of evidence or testimony comes to light later on. The equity team will also provide
regular equity briefings, specially to new employees to promote gender friendly behavior in our work
spaces.
Conclusion: Sexual harassment harms a person’s mental health and social life to a paramount degree. It
affects that individual’s dignity, work performance and ability to self-actualize. It creates a toxic work
environment, unsafe for all employees. Hence, strict enforcement of this policy through all branches,
departments and teams is an utmost priority for 10 Minute School. With the help of all the employees in
the enforcement of this policy, we can build a safe work environment in our organization and can help the
education of the country in a more meaningful way.
___________________ ___________________
Signature of employee Tasnuva Nadia
Head of HR
10MS Limited