There were a number of changes impemented to illinios Workers compensation Act this summer that have Mc Henry. For more details visit:http://www.taradashlaw.com/
Sexual harassment is a complex issue that constitutes unwanted conduct of a sexual nature. It can take many forms, including verbal comments, non-verbal actions like staring, and promises of rewards or threats in exchange for sexual favors. The document outlines Israeli law on sexual harassment, defining it as unwanted sexually-related remarks or behavior between those in a relationship with an authority dynamic. It provides examples of abuse of authority and outlines options for filing complaints related to sexual harassment.
Employers' Associations represent companies within an industry and provide services to members like research and influencing government policies. Trade Unions represent employees to protect their interests through collective bargaining on issues like pay, working conditions, and dealing with disputes. Large unions like Unison and TGWU represent over a million workers each. Collective bargaining allows trade unions to negotiate changes to working conditions with employers on behalf of employees.
Roselys Lopez Figueroa is the author's role model. She admires Roselys for her kindness, courage, and dedication as a dancer, choreographer, teacher, and leader of a dance team. Roselys works as a professor at a school for the performing arts, where she teaches the value of arts. She was selected as one of the best dancers in Puerto Rico and has represented Puerto Rico internationally.
HRM dimensions to employee relations - industrial relations - Manu Melwin Joymanumelwin
Traditional industrial relations focused on conflict between management and workers, while emerging employee relations emphasizes cooperation. The new economic environment requires companies to follow human resource development and welfare policies to have healthy employee relations. This presentation will outline the differences between traditional industrial relations centered on conflict versus the emerging model of employee relations that focuses on cooperation between employers and workers.
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.
Organizational behavior presentation romance at the workplaceKundai Nangati
This document discusses romance in the workplace. It begins by defining romance at work and exploring reasons why workplace romance occurs, such as proximity between coworkers. It then examines rules and policies around workplace relationships, as well as potential consequences for violations. Data on the prevalence of workplace romance policies in the US versus other countries is presented. The document concludes by predicting that workplace romance policies will likely continue increasing due to concerns over favoritism, harassment, and employer liability.
The document argues that workplaces should allow romance without rules or policies. It claims that with more time spent at work and more women in the workplace, work has become a common place to meet partners. It also asserts that fewer policies would improve employee morale by making them happier and feeling less restricted. Important statistics are presented showing most office relationships result in long term partnerships and most companies do not have formal dating policies.
Sexual harassment is a complex issue that constitutes unwanted conduct of a sexual nature. It can take many forms, including verbal comments, non-verbal actions like staring, and promises of rewards or threats in exchange for sexual favors. The document outlines Israeli law on sexual harassment, defining it as unwanted sexually-related remarks or behavior between those in a relationship with an authority dynamic. It provides examples of abuse of authority and outlines options for filing complaints related to sexual harassment.
Employers' Associations represent companies within an industry and provide services to members like research and influencing government policies. Trade Unions represent employees to protect their interests through collective bargaining on issues like pay, working conditions, and dealing with disputes. Large unions like Unison and TGWU represent over a million workers each. Collective bargaining allows trade unions to negotiate changes to working conditions with employers on behalf of employees.
Roselys Lopez Figueroa is the author's role model. She admires Roselys for her kindness, courage, and dedication as a dancer, choreographer, teacher, and leader of a dance team. Roselys works as a professor at a school for the performing arts, where she teaches the value of arts. She was selected as one of the best dancers in Puerto Rico and has represented Puerto Rico internationally.
HRM dimensions to employee relations - industrial relations - Manu Melwin Joymanumelwin
Traditional industrial relations focused on conflict between management and workers, while emerging employee relations emphasizes cooperation. The new economic environment requires companies to follow human resource development and welfare policies to have healthy employee relations. This presentation will outline the differences between traditional industrial relations centered on conflict versus the emerging model of employee relations that focuses on cooperation between employers and workers.
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.
Organizational behavior presentation romance at the workplaceKundai Nangati
This document discusses romance in the workplace. It begins by defining romance at work and exploring reasons why workplace romance occurs, such as proximity between coworkers. It then examines rules and policies around workplace relationships, as well as potential consequences for violations. Data on the prevalence of workplace romance policies in the US versus other countries is presented. The document concludes by predicting that workplace romance policies will likely continue increasing due to concerns over favoritism, harassment, and employer liability.
The document argues that workplaces should allow romance without rules or policies. It claims that with more time spent at work and more women in the workplace, work has become a common place to meet partners. It also asserts that fewer policies would improve employee morale by making them happier and feeling less restricted. Important statistics are presented showing most office relationships result in long term partnerships and most companies do not have formal dating policies.
This timely presentation addresses the changes that are proposed under NICE's new value-based assessment (VBA) approach to assessing health technologies. It reviews NICE's current approach and decisions to date for all technologies and separately for orphan and cancer drugs. VBA's proposed calculations for burden of illness and societal impact use estimates of 'shortfall' are illustrated in the presentation. Also discussed are changes in QALY thresholds.
Selection Procedure in HRM, in this slide we cover
Intial screening in HRM, completing the applictaion, pre employement test in HRM, comprehensive or major interview for job in HRM, background and medical investigation in HRM, final selection in HRM
Website: http://www.BrainsMesh.com
This document outlines an agenda for a performance management workshop. The agenda includes discussing how to unleash employee performance and demystify performance management. It also covers establishing operational basics, using performance management tools, creating performance plans, providing constructive feedback, and giving an exercise on constructive feedback. The overall summary is that the document presents an agenda to teach managers how to effectively implement performance management in their organizations.
The document discusses turnover in organizations. It defines turnover as the process where employees leave an organization and must be replaced. It outlines six types of turnover: involuntary, voluntary, functional, dysfunctional, uncontrollable, and controllable. Involuntary turnover involves termination for poor performance. Voluntary turnover occurs when an employee chooses to leave.
The document discusses the importance of human resource management (HRM) and its evolution in Pakistan. Until 2000, HRM in Pakistan primarily took a traditional approach of personnel management and dealing with trade unions. After 2000, HRM shifted to focus on maintaining HR policy and procedure manuals that outline job descriptions, candidate specifications, workforce demand, and HR planning. However, HRM is still inadequately practiced in Pakistan due to a lack of commitment from management, a belief that formal HRM is not needed, non-compliance with labor laws, and HRM practitioners' inability to prove its long-term benefits and implement credible systems.
7 time management attitude to boost your creativityScott Odigie
This document discusses 7 attitudes for effective time management to boost creativity. The attitudes are: strive for comfort, take away distractions, mind your own business, stick with your passion, evaluate your experiences, choose excellence, and appreciate little feats. Adopting these attitudes can help individuals maximize their creativity through better use of time.
This document outlines 16 steps for product management. It discusses selecting winning product ideas, performing market segmentation and sizing, conducting market and competitor analysis, developing requirements and specifications, prioritizing features, delivering products on time and on target, launching products, positioning products, communicating with stakeholders, gaining early feedback through beta programs, and ongoing product planning. The goal is to provide tips to help product managers efficiently and effectively define, develop, launch and improve their products.
Human resource management involves recruiting the right employees, training and developing their skills, evaluating their performance, and ensuring fair compensation and workplace practices. It aims to maximize employees' talents while meeting business needs. Key aspects of HRM include recruitment and selection, training, performance appraisal, management of trade unions, and employee development. HRM is important as it helps organizations operate cost-effectively, satisfies and retains employees, controls budgets, improves work life quality, and ensures legal compliance with discrimination, safety, and labor laws.
The document discusses proper tool selection and safe use for working on computers and electronics. It emphasizes the importance of understanding the task, selecting the appropriate tool for each job, and using tools only as intended by the manufacturer. A variety of common computer maintenance and repair tools are described, including electrostatic discharge tools to prevent static damage, hand tools like screwdrivers and pliers, cleaning tools like compressed air and swabs, and diagnostic tools like multimeters and loopback adapters. Proper tool selection and use is crucial for safety and completing tasks efficiently.
The document discusses various concepts and approaches related to operation research and decision making under uncertainty and risk. It defines operation research and provides characteristics and scope of OR, including areas such as allocation, production, procurement, marketing, finance, and personnel. The methodology of OR includes problem formulation, model construction, solution, testing, and implementation. Decision making environments like certainty, uncertainty, and risk are explained. Approaches for decision making under uncertainty like maximax, maximin, minimax regret, Hurwicz, and Laplace criteria are illustrated with examples. Decision making under risk assumes state probabilities are known and expected value criterion is used.
The document discusses decision theory and decision trees. It introduces decision making under certainty, risk, and uncertainty. It defines elements related to decisions like goals, courses of action, states of nature, and payoffs. It also discusses concepts like expected monetary value, expected profit with perfect information, expected value of perfect information, and expected opportunity loss. Examples are provided to demonstrate calculating these metrics. Finally, it provides an overview of how to construct a decision tree, including defining the different node types and how to calculate values within the tree.
This presentation is to tell you if YOU HAVE IDENTIFIED WHAT IS IMPORTANT? ARE YOU ARE MAKING IT HAPPEN? ARE YOU IN CONTROL and
ARE YOU ENJOYING EVERY STEP OF YOUR LIFE? If not, then how to do so by maintaining balance between work and life is what you get to master using this presentation.
This document provides an overview of company policies and procedures for new employees at Primedsys. It introduces key leadership roles and outlines general working hours, core business hours, dress code, harassment policies, and performance review processes. Performance reviews occur twice yearly and determine employee bonuses and compensation growth. The company culture emphasizes values such as honesty, reliability, simplicity, openness, trust, commitment and ethics.
The document describes an employee management system developed for GEA Process Engineering (India) Private Limited. It includes sections on the existing system, requirements for a new system, hardware and software needs, project management, system users, analysis, design, implementation, testing, screenshots and future enhancements. The system allows administrators to add, edit and verify employee information, line managers to access reports on their department employees, and employees to access their own details. It aims to reduce workload and improve information management over the previous system.
This document discusses work-life balance and provides tips for achieving it. It begins by defining work-life balance as properly prioritizing between career/work and personal life/health. It then discusses various demands on personal resources like time and energy, and how to allocate them between work and non-work. Several studies and statistics are presented about dissatisfaction with work-life balance and its impacts. The remainder of the document provides many suggestions for improving balance, including time management, flexibility, self-care, prioritizing tasks, saying no, establishing boundaries, and organizational policies around leave, flexible schedules and childcare.
The document discusses performance management and its evolution over different phases. It began with annual performance appraisals in the 1960s to evaluate employee behaviors. In the 1970s, employees could provide their accomplishments and quantitative metrics were considered. The fourth phase in the mid-1970s introduced performance planning, review, and development. The fifth phase emphasized performance-driven development, planning, and continuous improvement. The objectives of performance management are to enable superior work, identify skills, boost performance through empowerment and rewards, and facilitate communication for coaching and development. It also addresses challenges in personnel management like conflicts, technological changes, competition, and managing restrictions.
The document provides an overview of employee orientation, including:
1) The definition and purpose of orientation is to introduce new employees to their jobs, coworkers, and organization to reduce costs and turnover through developing realistic expectations.
2) An effective orientation program should provide information on the company's history, policies, jobs, and benefits over multiple sessions to prevent overload and allow interaction.
3) Common problems include providing too much information at once, a lack of evaluation of the program's effectiveness, and not ensuring employees understand their job requirements.
This document discusses various aspects of the recruitment process, including defining recruitment, outlining the typical steps such as developing job requisitions and identifying candidates. It also examines recruitment policy, the options for centralized vs decentralized recruitment organization, sources of recruitment including internal and external options, and common methods like referrals, employment agencies, and advertising. The goal is to provide an overview of establishing an effective process for attracting qualified candidates to fill open positions.
This document outlines the key aspects of a performance management system, including:
1. The meaning, scope, and objectives of performance management, which aims to enhance employee performance and provide feedback.
2. A four-phase performance management cycle of setting expectations, maintaining dialogue, evaluation, and addressing poor performance.
3. Prerequisites for an effective performance management system including clear policies and procedures.
4. Factors to consider when seeking to improve employee performance through targets and other drivers.
Human resource management involves recruiting, selecting, training, developing and managing employees to achieve organizational goals. It includes human resource planning to ensure the organization has the right people with the right skills. The key components of an HRM system are recruitment, training, compensation, performance management and career development.
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
This timely presentation addresses the changes that are proposed under NICE's new value-based assessment (VBA) approach to assessing health technologies. It reviews NICE's current approach and decisions to date for all technologies and separately for orphan and cancer drugs. VBA's proposed calculations for burden of illness and societal impact use estimates of 'shortfall' are illustrated in the presentation. Also discussed are changes in QALY thresholds.
Selection Procedure in HRM, in this slide we cover
Intial screening in HRM, completing the applictaion, pre employement test in HRM, comprehensive or major interview for job in HRM, background and medical investigation in HRM, final selection in HRM
Website: http://www.BrainsMesh.com
This document outlines an agenda for a performance management workshop. The agenda includes discussing how to unleash employee performance and demystify performance management. It also covers establishing operational basics, using performance management tools, creating performance plans, providing constructive feedback, and giving an exercise on constructive feedback. The overall summary is that the document presents an agenda to teach managers how to effectively implement performance management in their organizations.
The document discusses turnover in organizations. It defines turnover as the process where employees leave an organization and must be replaced. It outlines six types of turnover: involuntary, voluntary, functional, dysfunctional, uncontrollable, and controllable. Involuntary turnover involves termination for poor performance. Voluntary turnover occurs when an employee chooses to leave.
The document discusses the importance of human resource management (HRM) and its evolution in Pakistan. Until 2000, HRM in Pakistan primarily took a traditional approach of personnel management and dealing with trade unions. After 2000, HRM shifted to focus on maintaining HR policy and procedure manuals that outline job descriptions, candidate specifications, workforce demand, and HR planning. However, HRM is still inadequately practiced in Pakistan due to a lack of commitment from management, a belief that formal HRM is not needed, non-compliance with labor laws, and HRM practitioners' inability to prove its long-term benefits and implement credible systems.
7 time management attitude to boost your creativityScott Odigie
This document discusses 7 attitudes for effective time management to boost creativity. The attitudes are: strive for comfort, take away distractions, mind your own business, stick with your passion, evaluate your experiences, choose excellence, and appreciate little feats. Adopting these attitudes can help individuals maximize their creativity through better use of time.
This document outlines 16 steps for product management. It discusses selecting winning product ideas, performing market segmentation and sizing, conducting market and competitor analysis, developing requirements and specifications, prioritizing features, delivering products on time and on target, launching products, positioning products, communicating with stakeholders, gaining early feedback through beta programs, and ongoing product planning. The goal is to provide tips to help product managers efficiently and effectively define, develop, launch and improve their products.
Human resource management involves recruiting the right employees, training and developing their skills, evaluating their performance, and ensuring fair compensation and workplace practices. It aims to maximize employees' talents while meeting business needs. Key aspects of HRM include recruitment and selection, training, performance appraisal, management of trade unions, and employee development. HRM is important as it helps organizations operate cost-effectively, satisfies and retains employees, controls budgets, improves work life quality, and ensures legal compliance with discrimination, safety, and labor laws.
The document discusses proper tool selection and safe use for working on computers and electronics. It emphasizes the importance of understanding the task, selecting the appropriate tool for each job, and using tools only as intended by the manufacturer. A variety of common computer maintenance and repair tools are described, including electrostatic discharge tools to prevent static damage, hand tools like screwdrivers and pliers, cleaning tools like compressed air and swabs, and diagnostic tools like multimeters and loopback adapters. Proper tool selection and use is crucial for safety and completing tasks efficiently.
The document discusses various concepts and approaches related to operation research and decision making under uncertainty and risk. It defines operation research and provides characteristics and scope of OR, including areas such as allocation, production, procurement, marketing, finance, and personnel. The methodology of OR includes problem formulation, model construction, solution, testing, and implementation. Decision making environments like certainty, uncertainty, and risk are explained. Approaches for decision making under uncertainty like maximax, maximin, minimax regret, Hurwicz, and Laplace criteria are illustrated with examples. Decision making under risk assumes state probabilities are known and expected value criterion is used.
The document discusses decision theory and decision trees. It introduces decision making under certainty, risk, and uncertainty. It defines elements related to decisions like goals, courses of action, states of nature, and payoffs. It also discusses concepts like expected monetary value, expected profit with perfect information, expected value of perfect information, and expected opportunity loss. Examples are provided to demonstrate calculating these metrics. Finally, it provides an overview of how to construct a decision tree, including defining the different node types and how to calculate values within the tree.
This presentation is to tell you if YOU HAVE IDENTIFIED WHAT IS IMPORTANT? ARE YOU ARE MAKING IT HAPPEN? ARE YOU IN CONTROL and
ARE YOU ENJOYING EVERY STEP OF YOUR LIFE? If not, then how to do so by maintaining balance between work and life is what you get to master using this presentation.
This document provides an overview of company policies and procedures for new employees at Primedsys. It introduces key leadership roles and outlines general working hours, core business hours, dress code, harassment policies, and performance review processes. Performance reviews occur twice yearly and determine employee bonuses and compensation growth. The company culture emphasizes values such as honesty, reliability, simplicity, openness, trust, commitment and ethics.
The document describes an employee management system developed for GEA Process Engineering (India) Private Limited. It includes sections on the existing system, requirements for a new system, hardware and software needs, project management, system users, analysis, design, implementation, testing, screenshots and future enhancements. The system allows administrators to add, edit and verify employee information, line managers to access reports on their department employees, and employees to access their own details. It aims to reduce workload and improve information management over the previous system.
This document discusses work-life balance and provides tips for achieving it. It begins by defining work-life balance as properly prioritizing between career/work and personal life/health. It then discusses various demands on personal resources like time and energy, and how to allocate them between work and non-work. Several studies and statistics are presented about dissatisfaction with work-life balance and its impacts. The remainder of the document provides many suggestions for improving balance, including time management, flexibility, self-care, prioritizing tasks, saying no, establishing boundaries, and organizational policies around leave, flexible schedules and childcare.
The document discusses performance management and its evolution over different phases. It began with annual performance appraisals in the 1960s to evaluate employee behaviors. In the 1970s, employees could provide their accomplishments and quantitative metrics were considered. The fourth phase in the mid-1970s introduced performance planning, review, and development. The fifth phase emphasized performance-driven development, planning, and continuous improvement. The objectives of performance management are to enable superior work, identify skills, boost performance through empowerment and rewards, and facilitate communication for coaching and development. It also addresses challenges in personnel management like conflicts, technological changes, competition, and managing restrictions.
The document provides an overview of employee orientation, including:
1) The definition and purpose of orientation is to introduce new employees to their jobs, coworkers, and organization to reduce costs and turnover through developing realistic expectations.
2) An effective orientation program should provide information on the company's history, policies, jobs, and benefits over multiple sessions to prevent overload and allow interaction.
3) Common problems include providing too much information at once, a lack of evaluation of the program's effectiveness, and not ensuring employees understand their job requirements.
This document discusses various aspects of the recruitment process, including defining recruitment, outlining the typical steps such as developing job requisitions and identifying candidates. It also examines recruitment policy, the options for centralized vs decentralized recruitment organization, sources of recruitment including internal and external options, and common methods like referrals, employment agencies, and advertising. The goal is to provide an overview of establishing an effective process for attracting qualified candidates to fill open positions.
This document outlines the key aspects of a performance management system, including:
1. The meaning, scope, and objectives of performance management, which aims to enhance employee performance and provide feedback.
2. A four-phase performance management cycle of setting expectations, maintaining dialogue, evaluation, and addressing poor performance.
3. Prerequisites for an effective performance management system including clear policies and procedures.
4. Factors to consider when seeking to improve employee performance through targets and other drivers.
Human resource management involves recruiting, selecting, training, developing and managing employees to achieve organizational goals. It includes human resource planning to ensure the organization has the right people with the right skills. The key components of an HRM system are recruitment, training, compensation, performance management and career development.
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
What are the common challenges faced by women lawyers working in the legal pr...lawyersonia
The legal profession, which has historically been male-dominated, has experienced a significant increase in the number of women entering the field over the past few decades. Despite this progress, women lawyers continue to encounter various challenges as they strive for top positions.
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
Genocide in International Criminal Law.pptxMasoudZamani13
Excited to share insights from my recent presentation on genocide! 💡 In light of ongoing debates, it's crucial to delve into the nuances of this grave crime.
Defending Weapons Offence Charges: Role of Mississauga Criminal Defence LawyersHarpreetSaini48
Discover how Mississauga criminal defence lawyers defend clients facing weapon offence charges with expert legal guidance and courtroom representation.
To know more visit: https://www.saini-law.com/
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
This guide aims to provide information on how lawyers will be able to use the opportunities provided by AI tools and how such tools could help the business processes of small firms. Its objective is to provide lawyers with some background to understand what they can and cannot realistically expect from these products. This guide aims to give a reference point for small law practices in the EU
against which they can evaluate those classes of AI applications that are probably the most relevant for them.
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
Presentation slides for a session held on June 4, 2024, at Kyoto University. This presentation is based on the presenter’s recent paper, coauthored with Hwang Lee, Professor, Korea University, with the same title, published in the Journal of Business Administration & Law, Volume 34, No. 2 (April 2024). The paper, written in Korean, is available at <https://shorturl.at/GCWcI>.