Diversity/ Leadership and OD workshop[ catalog

CONSULTING WITH RESULTS.
We build on your number ONE asset: Your Employees.
Developing their skills increase their productivity and your revenues
Let your differences, Make a difference

Sahar Consulting, LLC
9970 Wheatland Ave- Shadow Hills, CA 91040
www.saharconsulting.com
(818) 861 9434
Interact with us and have a D.I.A.L.O.G™ on our social media channels;
1 All rights reserved@2012- “Sahar Consulting” on:
Look for Sahar Consulting, LLC- www.saharconsulting.com

We build on your number ONE asset: Your Employees, with a focus on their positive
engagement, inclusion and Active leadership organizational Growth; aligning their
vision, mission and values with those of the organization; thus creating a reckoning
productive force. Investing in your employees' development allows them to perform to
their maximum capacity, enabling and more creative solutions.

Sahar Consulting, LLC is a unique resource in the facilitating and development arena as
our signature programs ”D.I.A.L.O.G™ ” are exclusively designed to transform the way
leaders, individuals and organizations work to boost engagement and performance
results, that will translate to better customer service, better productivity resulting in
higher revenues.

Our programs are based on “exchanging ideas through conversation™” on bringing out
hidden talents, challenges old patterns of behavior and address critical leadership gaps
to execute the fundamentals that improve performance and increase results.

ABOUT US
Sahar Consulting, LLC. training courses explain the purpose, principles, key
components and benefits of employee loyalty, individual integrity, effective
communication, leadership and team development, growth and respect. In addition to,
performance and execution strategies to drive results. The courses also contain
"Planning Activity".

Sahar Consulting, LLC. uses a variety of training methods to achieve your objectives,
including:

• Speakers • Experiential scenarios,
• Questions and answers • Group activities and fun
• Assessments& examinations • Practical experience
• Kinesthetic and videos • Case Studies, Ice Breakers

Our team of passionate, experienced and dedicated professionals will provide your
employees with tools they need to interact with their peers in harmony and positive work
environment; as well as treating your diverse customers the way they expect to be
treated allowing you to tap into the $2 trillion cross-cultural market.

2 All rights reserved@2012- Sahar Consulting, LLC- www.saharconsulting.com

Sample of outcome Objectives:
• Promote customer-focused services and products
• Emphasize employee involvement and teamwork
• Use performance measurements; Focus on results
• Rely on data collection and interpretation
• Support management that is based on facts
• Increase cohesiveness between managers/ supervisors and employees and among
themselves, across different departments and with the C-Suite.
• Aligning everyone with the mission, vision and core values of the organization
• Promote collaboration, innovation and inclusion cultures through self awareness
• Increased productivity as result of high morale and high retention rates
• Proactive response to issues rather than reacting
• Keep communication lines open and deal with the emotio spects of conflict.

Why should you use Sahar Consulting, LLC
Our global experience in cross-cultural environments based on different age, genders,
abilities, disabilities, job titles, education, race, icity and religion cultures makes us
unique in personalizing our programs to include all cultures together with the
organizational culture to bring success home

Our D.I.A.L.O.G.™ programs build on what your leaders already have and help them
find their voice, strength and develop the leader within themselves, and build upon
what's currently happening in the organization and increase performance, motivation,
and overall effectiveness for the future through strategic planning

Our D.I.A.L.O.G.™ programs are interactive, participative and fun provided in a safe
environment to allow each one's inner strength to blossom.

We, at Sahar Consulting, LLC. are looking forward to put our consulting track record,
our facilitation, and training expertise to tighten the relationship between your
employees, managers, and the C-suite.


Why Diversity and why care about cross-cultural issues:

Increasingly, both research and "bottom line" informat indicate that attending to
diversity and cross-cultural issues is an extremely cost-effective investment in terms
of human and financial resources for achieving organizational goals.

When people feel valued and are at ease in their personal and work space, not only
they add value but they also increase productivity and creativity ensues.

This translates into higher talents recruitment and retention on the internal side and
higher customer satisfaction and customer retention on the external side.

v Diversity training

Diversity& Inclusion
Our styles to diversity training addresses it from three levels: Legal, Human and Socio-
Psychological approaches where non-discrimination laws are visited, as well as
focusing on cultural awareness to understand why various cultures have adopted the
different traditions that support their ways of living are explored, and examining our own
beliefs, values, and behaviors as well as our own bias and prejudice

Our course promotes a synthesis of knowledge and experience in these areas to allow
the level of awareness to be raised.

v Diversity in the workplace: Challenges and advantages

Raise awareness of cultural similarities, differences assumptions in self and others;
define supervisor role in managing diversity and in creating inclusive environments in
the workplace.

Make a business case for diversity, look at the challenges and advantages of diversity
in the workplace.

Identify work group problems related to culture, developing conflict resolution and
cooperation skills when working with individuals from different cultures; identify, tools to
reduce blocks to intercultural communication and how one's personal beliefs and values
may affect others, exhibit comfort with self when communicating about diversity, and be
open to and encourage other perspectives, questions and norms.


v Diversity and business etiquettes

Different cultures exhibit different behaviors and attitudes that affect everyone’s life
including their working styles. Understanding how diversity affect business styles, ethics
and day to day dealing can make or break an organization.

With changing demographics and globalization, awareness and education about the
different business etiquettes in different parts of the world, between genders or
generations becomes crucial to success, productivity and growth.

In this workshop we will discuss different culture aspects of conducting business,
meetings, gifts, management styles, time and relationship management etc…

v Conflict Management, Resolution and creative problem solving

Conflict is one of the most critical phase of building effective relationships. The
workshop will motivate the attendees to utilize confli and manage it as an opportunity
for change.

Prevent hostile work environments, cultural misunderstandings, discrimination, racism,
sexism, harassment and other exhausting patterns. Learn to recognize the early
warning signs of conflict manage conflict and facilitate co-creation.

Visit the factors that fuel conflicts, the types and styles of conflict as well as the different
methods of conflict management and resolution including mediation, arbitration, setting
the ground rules that will help problem solving.

v Respecting Diversity and Beliefs

Cross-cultural sensitivity training for Americans and all cultures.

As our world becomes increasingly global, people are l ly to work with people from
other cultures. Find out how poor communication leads bad feelings and damaged
relationships.

The training offers tools to develop cultural sensitivity respect, recognize
differences in values and priorities, increase cultura awareness in business places and
the work environment, improving communication skills, in sensitivity to religion,
beliefs, holidays


v Cultural differences’ Competence

One of the first elements of managing diversity is to how one's own cultural
values influence interactions with other team members consumers, and how they
may impact upon effectiveness in cross-cultural situations.

This awareness and honesty about values that are brought to the relationship may help
modify behavior so that these values are not imposed on the other person. Further, it
assists individuals to attempt to understand the cultural values of the employee or
consumer and how they may play out in the relationship.

Cultural values determine perceptions of and action toward others who are culturally
different and to develop the proper competencies to manage these differences with
respect

v Preventing the “ISMs” and discrimination

Our unique perceptions of ourselves, our world, and the people who populate our world
are shaped by early learning from parents and other family members, what we learned
in school, our neighborhood, places of worship, and so forth.

They help us measure our personal and interpersonal effectiveness, and interpret w
information, or can create distortions, and interfere with our understanding and ability to
manage people who are different.

Within the context of diversity there are many "isms," including, but not limited to:
rac-ism, sex-ism, class-ism, age-ism and heterosex-ism. What all "isms" have in
common is a regard for all members of a particular group as the same and in an
unfavorable light. This workshop will offer tools to limit our stereotypes, prejudices, and
"isms" views and behaviors from becoming a barrier to valuing, working
with and managing today's diverse work force

v Christmas, Hanukkah, Kwanzaa or Ramadan: The Holidays
Challenge

Religion in the workplace; Holidays are becoming a lot more complicated than adding a
Hanukkah Menorah to Christmas decorations. Employees who follow other religions
expect to see some accommodations to their own holidays and religious traditions.

Learn how to be sensitive to a diverse team different beliefs, holidays and religions
especially with the wide variety of religious and cultural differences, like not assuming
that all employees celebrate Christmas, what kind of food and drinks to include or
observe while catering for holiday parties.

Plan vacation schedule as per the different celebration most importantly how to
celebrate your own holiday without feeling apologetic feeling like you shouldn’t
mention the word Christmas or Ramadan rather how to ce holidays in harmony
while recognizing cultural and other differences.

v Relationship between Marketing and diversity

We live in a different changing world due to new markets, cross- border acquisitions,
global sourcing, outsourcing and initiatives, the internet, virtual teams and International
competition.

Consequences of poor understanding of the influence of cross cultural erences in
areas such as marketing, advertising, PR, and negotiat s have great damaging
consequences.

It is estimated that U.S. companies lose up to $4 billion annually in failed international
business. The training will touch on how Diversity, Culture& Marketing intertwine;
importance of Cultural awareness and cross- cultural effects on either the success or
failure of marketing/branding campaigns, global marketing and competences of global
managers.

v Your stereotyping is hurting me

Know the impacts of stereotypes and bias statements, identify why people stay silent
and don’t speak up, know to speak up respectfully against hurting and demeaning
acts.

The workshop offers guidelines for communicating respe and inclusion, ways for how
to recover when an unintentional mistake or spoken words have been uttered, as well
as techniques for speaking up against bias and stereotypes. It offers inclusion
language, effective communication.

v Diversity sensitivity& Awareness

Learn causes for discriminatory practices and create a plan for increasing
workplace tolerance and harmony. Discuss the similarities and differences of different
groups.

How to avoid the toxic effects of negative application of cultural competence becomes
very important within a diverse team. The different protected classes as well as the
discrimination laws will be discussed, clarifying what is a hostile work environment


Leadership Training:

Offering leadership training for your employees has a mendous ROI return for
employers in terms of employees' attracting, recruiting, retention, motivation and overall
production as managers and supervisors will be better prepared for the unique
challenges they face.

Employees leave managers and do not leave jobs due to ment styles. By
developing good leaders, your organization can reduce improve morale, and
increase production.

Tough times call for effective leaders. Modern businesses face modern pressures. Due
to the increasingly international globalization and therefore cross-cultural nature of
businesses, leadership today requires the ability to direct and inspire across cultural
boundaries. The leadership skills and qualities are displayed and understood differently
across cultures.

Leadership
All training programs are designed to assist participants in formulating specific plans to
use new attitudes, knowledge and skills professionally and organizationally after the
training. Plans of action and road maps blue prints are offered the end of each
training course to shape the way to application.

v Leadership Training 101

Leadership definition, styles and theories. Discuss the characters and habits of
effective leaders.

The workshop leads you to discover your own leadership style and how to connect
better with your followers. We use the D.I.S.C. Profile (Dominance, Influence,
Steadiness, and Conscientiousness) to help participants become better leaders and
better communicators at work and in their personal lives.

The workshop will also cover the seven habits of highly effective leaders, leadership
characters and Ethics.

v Leadership in cross-cultural Environments

Attendees will learn how to successfully manage and communicate with diverse teams
from different backgrounds.

Factors affecting cross-cultural leadership will be unraveled as well as the qualities of a
good global leader.


They will learn how culture affects teams’ expectations, perceptions and behaviors and
how it affects the leadership styles, and how self bias and prejudices affect decision
making and behaviors.

v Building Multicultural/ virtual team

As the world becomes a small village, employees increasingly work with people from
other cultures. To survive in today’s global market, you must train your employees to
work effectively with other cultures either in multi-cultural or virtual team settings.

The workshop will help discover powerful techniques for working effectively with other
cultures. Some of these tools are: Learn generic principles for managing global working
relationships, challenges and the secrets of effective cross-cultural leadership, find out
how to communicate effectively with other cultures, deal effectively with differences in
values and priorities, discover how to build effective working relationships and the role
of culture in these relationships, understand that awareness and respect is a two-way
street.

How to deal with language and translation issues, deal effectively with time zones, and
response time.

v Cultural Competence

There are some intercultural skills that are crucial to develop competencies to reach
across the diversity in teams.

The most important are discussed in the workshop. Some are: to be aware of one's
own culture, as well as one's own limitations; being a how cultures influence our
own psyche; practice empathy with others; respect other cultures; be non-judgmental;
be aware of stereotypes and learn from interacting; re to people that are not the
same as we are and communicate effectively with them; flexible and consistent to
build trust.

v Effective communication in diverse teams & Feedback

Bad communications affect any organization negatively by decreasing morale, high
absenteeism, inability to retain talents and employees and high turn-over that results in
low or non-productivity.


The higher the diversity in the team the higher the risk of communication mishaps, and
the more communication barriers exist. The workshop increases the team’s and
leaders’ impact by focusing on respectful speech and behavior, as well as utilizing
constant constructive feedback as a motivator for increased employee performance.

v Team Building

Define and share a clear understanding of the organization's mission, vision, values,
and goals; identify and describe the specific behaviors that exemplify successful
business principles; and commit to develop attitudes and behaviors within a team to
increase its harmony, identify the phases teams go through before reaching higher
performance.

Address the 5 dysfunctions of a team; and the challenge of relating across differences
in a team.

Unless diverse teams are trained on how to communicate, resolve conflicts and build on
their strengths, their diversity will become their weakness

v Time Management

In this workshop we will discuss time management and how it influences your stress
levels. We will identify the biggest time wasters as well as the barriers to your own
productivity. We will set goals using the SMART goal setting.

We will plan on how to optimize your time, avoid procrastination and excel at
delegation. We will put an action plan on how to conduct effective meeting and learn
assertiveness using the time matrix.

v Conflict Resolution, Management and Mediation

Conflict is the most critical phase of building effect relationships. The workshop will
motivate the attendees to utilize conflict and manage as an opportunity for change.
Prevent hostile work environments, cultural misunderstandings, discrimination, racism
sexism, harassment and other exhausting patterns.

Learn to recognize the early warning signs of conflict manage conflict and facilitate co-
creation.


Visit the factors that fuel conflicts, the types and styles of conflict as well as the different
methods of conflict management and resolution including mediation, arbitration, setting
the ground rules that will help problem solving; and how to resolve differences in a
respectful way that will not alienate or hurt others.

Visit the barriers to a conflict resolution, difference between conflict resolution and
management as well as the tools to resolve and manage licts

v Building a culture of TRUST

Trust and trustworthiness are the foundation of effect in today's organizations.
People build trust, relationship counts more than structure.

Building a culture of trust empowers the whole team. The critical question is how to
build trust in a constantly changing and diverse workplace? Our answer is to
understand, respect, manage, value and learn to leverage individual and group
differences.

Trust and building trust have different meanings and definitions in different cultures,
Culture will eat strategy for lunch anytime, we will learn how to build trust across the
cultural barriers

v The power of Attitudes

Discover beliefs that are the root of behavior. Identify and implement those beliefs and
behaviors that move individuals and businesses forward.

Define multiculturalism and what is attitude Definition of attitude. Where do behaviors,
beliefs (positive and negative) originate and how to manage them to create a positive
working culture

v Business Ethics

Identify and indicate acceptable personal/professional behaviors and responsibilities,
promote best practices, encourage character development, and develop excellent
relationships within and without the organization. The role of culture and diversity in
business ethics. Definitions and facts about ethics as well as personal and
organizational guidelines for ethical behaviors


v Effective Communications: Creating a culture of understanding

Attendees will stop, observe and examine how they communicate. What are the
messages they are sending and how they translate the messages they receive including
the non-verbal messages.

Attendees gain awareness on how to change the way they communicate, so they can
create a culture of understanding and advance their co panies and themselves.

Active listening is a valuable part of effective communication skills. Good steners find
themselves involved in interesting work, Valued by others, engaging in healthy working
relationships and long term career success.

Learn now, when and how to acknowledge emotions and ideas and how to apply active
listening techniques to own work situations

Soft Skills
v The art of body language communication

This workshop will demonstrate the importance of your non-verbal body language, learn
the fundamentals of nonverbal PEOPLE skills and be more aware of what your
nonverbal language is implicating. We will practice using powerful nonverbal language,
the delivery of language and the important factors that influence our body language

The fundamentals of non verbal people skills will be visited as: Posture & Gesture,
Expressions & Emotions, Orientation & Proximity, Paralinguistic, Looks, Eye Contact
and most importantly the role of cultures in sending or receiving body language
signals. Learn to listen with your eyes as well as your ears. Discover how much
information are you missing? We can teach you to see the things you haven’t been
noticing, enabling you to understand communication in a whole new light and giving you
a huge advantage in both business and personal interactions.

v Deal with Difficult people

One of the biggest challenges in the workplace faced by today’s employees – is dealing
with difficult employees or bullies. It doesn’t matter when the problem began or whether
the problem exists with subordinates or upper management; if this problem exists the
rest of your staff will not be happy and their productivity will diminish.

Some disagreement can be expected in any group, the key is to turn these negatives to
positives. Learn how to effectively handle difficult people for a win/win outcome, as


well as empowering yourself against those who seem to m your better
judgment?

This workshop will offer tools to deal with different ity types, how to respond
when things get heated and maintain control of the situation. Find your own bias and
hot buttons.

v Increase Performance Capacity
By the end of the workshop, attendees are able to boost their net worth through personal
branding, and continuous growth.

Develop a personal succession plan for success and build an active network of authentic
relationships and supports. Increasing performance capacity for each attendee adds to the
overall success of any organization.

The role of managers and supervisors in increasing their teams' performance will be visited.
The role of emotional intelligence will be one of the and solutions that will be offered to
increase one's own performance capacity

v Maximizing Interpersonal Relationships: Human synergy
work

The workshop will help employees take mutual responsibility for interpersonal
challenges and in building synergistic work relationships, also will discuss the
challenges of interpersonal relationships in a diverse world, and build a synergistic work
environment. It will navigate through the differences, to build a bridge of respect
through proper Dialogue.

We will use the DiSC technique to visit the different onalities and how to deal with
each in a civil way as well as how to avoid un-civil ways by promoting self awareness,
self management, empathy and Emotional Intelligence.

Walking the thin line between aggressiveness and assertiveness is a crucial component
of managing interpersonal relations.

By the end of the workshop we will have an action plan on how to know the signals we
send, how we communicate and how we can build strong relationships and deal with
difficult people.


v Building bridges across the cultural divides

Navigating Difference: Cultural Competency Training is a competency-based course
that focuses on developing skills in the five key cultural areas of awareness,
understanding, knowledge, interaction and sensitivity. It is important that the whole
working force from different, races, religions, colors, genders, education, locations,
ages, abilities and disabilities works in a culture of Harmony and on the same
wavelength to cross the bridges and differences between them.

v Stress Management

Stress Management is an important part of daily living for everyone. We all need
positive stress in order to survive. Teams need it to perform well, and in the right doses,
it can be very healthy, or even enjoyable. However, when stress becomes excessive it
can be very damaging. It can harm: our health, happiness, work performance, team
spirit, relationships, and personal development

Stress management involves, at the simplest level: Recognizing the symptoms of
stress, identifying the causes and taking action to address the causes and thereby
reduce the symptoms and this is what we will be visiting during the workshop.

Stress management involves, at the simplest level: Recognizing the symptoms of
stress, identifying the causes and taking action to address the causes and thereby
reduce the symptoms and this is what we will be visiting during the workshop.

We will learn to apply the triple “A” approach, knowing the difference between positive
and negative stress, and offer some tools on how to relax (differ individually)

v Problem Solving and Decision making
Avoid costly mistakes in solving problems or taking decisions, this workshop will offer the skills
and tools to do both properly. You will apply your own business issues and practice them to
achieve clarity and decisiveness. We will use techniques like the six thinking hats the
problem solving techniques. You will be empowered to make better-informed and focused high-
impact decisions that are more effective, sustainable and successful.

You will leave with a blue print on how to solve problems individually or in teams as well as
taking collaborative successful decisions


The Organizational Development (OD) is a conscious, planned process of developing
an organization’s capabilities so that it can attain and sustain an optimum level of
performance as measured by efficiency, effectiveness, and health.

Through the process of Organizational Development, we mpt to bring about
successful change efforts in individual employees, groups and teams, inter-groups, and
organizations as well. At any of these levels, when we use the process of
Organizational Development we are essentially asking:

• Where are we?
• Where do we want to be?

Organizati onal Development
• How do we get from where we are to where we want to be?

To achieve a competitive advantage in a global marketp , contemporary
organizations are in a continuous state of change. Changes have an impact, sometimes
quite dramatic, economically, politically, socially, legally, organizationally, and even
personally.

v Change Management: Communicating Change

The saying, “The only constant is change,” particularly holds true to business
management. One of the key strengths of a great manager and leader is the ability to
accept change and orders that come down from above, wi enthusiasm and
confidence, in which you then translate the directive th the same enthusiasm to your
team. Dealing with resistance, worry and concerns is what can ma the change
managed properly or not.

We will discuss the importance of communication during all the phases of change
management, the stages of change management and how to handle them properly

The goal is to have you understand the need for the upcoming change, and know what
the barriers are. Even if it is perceived as negative, it should still be perceived as a
need for a change in direction, or even to keep the co ny afloat.

Effective change management enables the transformation of strategy, processes,
technology, and people to enhance performance and ensure continuous improvement in
an ever-changing environment. We will also visit a change management plan of action
at the end of the session


v Customer Service: How to deliver STELLAR Customer Service :

Due to the diversity of our population in the United S the issue of serving diverse
populations becomes crucial to its success. Customers need to be treated with dignity
and respect. The needs of different customers may vary depending on their
backgrounds, cultures, experiences. What constitutes great service to one person may
be inappropriate or even rude to another. Handling customers on the phones demands
specific skills to Make a winning first impression and maintain positive relationships
Your staff will acquire the fundamental skills of providing service on the telephone, how
to give a great first impression and how to get cues from the customer.

Handling complaints through different channels of communication will be discussed.

By the end of the workshop you will have the tools to angry customers face to
face, on the phone or through electronic mail.

v Strategic Planning
We will determine a frame of reference for strategic planning concepts, elements of
strategic planning, and managing the strategy formation process

We will discuss what is Needs Assessment, Environmental scanning, SWOT and PEST
analysis. Look at the importance of alignment between the organization core values,
culture, mission and vision and that of its strategic planning and its employees.
We will build on organizational accountability and how it fits in the grand plan; and put
the blue print for best processes for your business

v Mentorship

The history of mentoring is discussed. Define mentoring relations, mentors and
mentees. We will discuss the importance of mentoring reverse mentoring for any
organization.

We will establish a business case for mentoring, effective communication and diversity.
Without cross-cultural competence mentors will only go so far. We w offer the tools to
mentors to succeed cross-culturally.


v Performance Management

Human Resources Manageme nt& Development
To be able to measure performance, goals should be set as a basis to evaluation and
measure advancement or lack of it. Managers provide feedback on goals, continually
re-align them to support change, and offer on-going feedback on goal progress.
Managers can provide better performance reviews by consulting the backlog of goal
detail as a reference point when making performance ratings and decisions.

We will discuss the power of instant positive feedback, the tools crucial for employees to
perform optimally as well as the different methods to measure performance.

Sometimes it takes a bit of motivation from an empathetic manager or supervisor to
change a negative attitude to a positive behavior.

v Sexual Harassment

Sexual harassment complaints have to be promptly and fairly handled with urgency as it
can the difference of winning or losing a very public wsuit; that can not only cost
money but also reputation.

How people function in the workplace has much to do with how they relate to one
another and the relationships they develop. What is deemed as an appropriate or
inappropriate relationship is often hard for people to decipher, and even more difficult to
determine when someone crosses the line.

That is why articulating clear HR policies on what constitutes sexual harassment is
crucial even when done unintentionally as sexual harassment impacts the morale.

Managers and supervisors have to be trained on how to aware when you or
someone else has crossed the line and established an inappropriate relationship; what
constitutes quid pro quo or hostile work environment and the applicable laws as well as
the complaints and reporting procedures

v Diversity is not Affirmative Action

We will visit what Affirmative action is, the laws and policies attached to it; how it differs
from Diversity.

We will make a business case for Diversity and discuss its challenges, barriers and
advantages


v HIPAA& other Privacy Issues for Supervisors

HIPAA (Health Information Portability& Accountability Act) is an important part of the
employees right to privacy at their workplace.

This workshop will clarify the concept of HIPAA and how it impacts your job, will dis s
the Federal, and State laws governing HIPAA as well as your organization’s policies.

Identify and attempt to eliminate the major issues concerning HIPAA and its privacy
laws; get familiar with the penalties of breaching confidentiality and/ or privacy as well
as identifying what is PHI/ ePHI and what information to protect.

Learn how to report security and privacy breaches.

v The Discrimination laws:

This workshop is about discrimination laws explaining Title VII is, Civil Rights Act
and its amendments.

American Disability Act (ADA) on what is disability, the new legal changes to its
definition, what constitutes reasonable accommodation and undue hardship

Age Discrimination in Employment Act (ADEA) its explanation and application and what it
means for any organization.

What is EEOC, who it governs and the guidelines to file complaints with the EEOC

This is not a legal workshop but clarifies the effect f these laws and acts on the workforce,
workplace and Human Resources policies to protect the organization.

v Handling Bullying, Harassment and violence in the workplace

Employers, workers, and unions have all taken a serious stand on harassment and
violence in the workplace, and yet these problems pers As many as 50% of workers
in Canada, the United States, and Britain indicate that they have personally been bullied
at work

Incidents may manifest: Verbally, physically or written. The consequences for both the
employer and employees are very expensive. We will discuss a plan in crisis, the role
of the managers and supervisors and Hr department as well as offering solutions


Inquire about our upcoming workshops:
v Branding personal and organizational
v Social Media in the workplace
v Human Resources policies for Social media
v Social Media and Recruiting
v Train the Trainer

UPCOMING WORKSHOPS
9970 Wheatland Ave,

Shadow Hills, CA 91040

www.saharconsulting.com

(818) 861 9434

Look for us on our different social media networks to get

our news, and useful updates

- LinkedIn: Sahar Andrade
- Twitter @saharconsulting
- Facebook: Sahar Consulting
- Pinterest: Sahar Consulting
- YouTube: SaharConsulting
- Wordpress Blog: Sahar Consulting


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