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.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
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.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
Sexual Harassment PowerPoint PPT Content Modern SampleAndrew Schwartz
136 slides include: what is and is not sexual harassment, 6 types of sexual harassment, various classes of harassment, who is the harasser, what sexual harassment causes, the complaint procedure, the consequences and effects of sexual harassment, statistics, sexual harassment policies in other countries as compared to those in the United States of America and more.
The problem of sexual harassment of women at workplace is an age-old problem. More women work due to severe economic constraints. Problem has become more aggravated. Guidelines passed by the Supreme Court of India in “Vishakha and others Vs State of Rajasthan”, 1998. Accordingly Women’s Complaints Committees have been or should be constituted. Yet the harassment of women at workplace remains unabated and many women are being victimized. These women are traumatized and need counseling before, on the day and after experiencing harassment. Family support is of paramount importance at such times.
Throughout my short time on this planet I have run into several sexual harassment plights. From my manager being fired to my brother being accused, arrested, and finally acquitted. This topic has hit close to home...
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
Sexual Harassment PowerPoint PPT Content Modern SampleAndrew Schwartz
136 slides include: what is and is not sexual harassment, 6 types of sexual harassment, various classes of harassment, who is the harasser, what sexual harassment causes, the complaint procedure, the consequences and effects of sexual harassment, statistics, sexual harassment policies in other countries as compared to those in the United States of America and more.
The problem of sexual harassment of women at workplace is an age-old problem. More women work due to severe economic constraints. Problem has become more aggravated. Guidelines passed by the Supreme Court of India in “Vishakha and others Vs State of Rajasthan”, 1998. Accordingly Women’s Complaints Committees have been or should be constituted. Yet the harassment of women at workplace remains unabated and many women are being victimized. These women are traumatized and need counseling before, on the day and after experiencing harassment. Family support is of paramount importance at such times.
Throughout my short time on this planet I have run into several sexual harassment plights. From my manager being fired to my brother being accused, arrested, and finally acquitted. This topic has hit close to home...
NBCC, NAADAC, CAADAC, CBBS, Florida approved continuing education series in mental health, substance abuse and dual disorders counseling for nurses, counselors, therapists, social workers and addictions professionals.
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California. In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
Dr. William Allan Kritsonis, School Law, Student Sexual Harassment, Bullying, Due Process, Discrimination, Assault, Freedom of Expression, Legal Rights of Students, Teachers, Administrators.
In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”
Dr. William Allan Kritsonis, School Law, Student Sexual Harassment, Bullying, Due Process, Discrimination, Assault, Freedom of Expression, Legal Rights of Students, Teachers, Administrators.
In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”
Dr. William Allan Kritsonis, Public School Law, School Law, School Legal Issues, Educational Laws & Policies
Professorial Roles
Dr. Kritsonis has served in professorial roles at Central Washington University, Washington; Salisbury State University, Maryland; Northwestern State University, Louisiana; McNeese State University, Louisiana; and Louisiana State University, Baton Rouge in the Department of Administrative and Foundational Services.
In 2006, Dr. Kritsonis published two articles in the Two-Volume Set of the Encyclopedia of Educational Leadership and Administration published by SAGE Publications, Thousand Oaks, California. He is a National Reviewer for the Journal of Research on Leadership, University Council for Educational Administration (UCEA).
In 2007, Dr. Kritsonis was invited to write a history and philosophy of education for the ABC-CLIO Encyclopedia of World History.
Currently, Dr. Kritsonis is Professor of Educational Leadership at Prairie View A&M University – Member of the Texas A&M University System. He teaches in the PhD Program in Educational Leadership. Dr. Kritsonis taught the Inaugural class session in the doctoral program at the start of the fall 2004 academic year. In October 2006, Dr. Kritsonis chaired the first doctoral student to earn a PhD in Educational Leadership at Prairie View A&M University. He has chaired over 18 doctoral dissertations. He lives in Houston, Texas.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
2. Statutory Basis It shall be unlawful employment practice for an employer— (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s . . . sex [gender]. . . . Title VII of the Civil Rights Act of 1964, as amended. 42 U.S.C. 2000e2(a). Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. 29 C.F.R. Section 1604.11 (a) (EEOC Sexual Harassment Guidelines). 8 – 2
3. Sexual Harassment (S.H.) in General It wasn’t until the late 1970’s that courts first held sexual harassment was a form of sex discrimination under Title VII of the CRA of 1964. In 1980 the EEOC published guidelines and defined the term “sexual harassment” for Title VII purposes, making it clearly illegal. First U.S. Supreme Court sexual harassment case heard in 1986. 8 – 3
4. Sexual Harassment in General Generally speaking…. S.H. is any unwelcome words or actions of a sexual nature. “Unwelcome” in that the harasser was told it wasn’t welcome OR the actions were so offensive the harasser should have known it wasn’t welcome. Most S.H. instances involve a man sexually harassing a woman, but S.H. can also be: A woman harassing a man A woman harassing a woman A man harassing a man 8 – 4
5. Sexual Harassment in General S.H. can come from anyone: A supervisor A co-worker A customer A supplier Two types of S.H. defined by the EEOC and the courts: Quid pro quo Hostile environment 8 – 5
6. Quid Pro Quo Sexual Harassment “Quid Pro Quo” means “something for something.” This usually involves supervisors who use: Threats – firing, blocking promotion, transferring, or giving a bad evaluation – if a person does not accept sexual advances; or Rewards – hiring, promoting, giving a raise – if a person does accept sexual advances. Quid Pro Quo harassment exists when the harassment is a condition of employment. An employer can limit a supervisor’s ability to abuse power by: Choosing supervisory employees carefully Having in place a system with adequate monitors and checks 8 – 6
7. Hostile Environment Sexual Harassment Hostile Environment S.H. involves repeated actions, comments, or objects that “unreasonably interfere” with work performance or that create an “intimidating, hostile, or offensive” work environment for one gender and not another. This may include: Commonly displaying sexual pictures, calendars, graffiti, or sexual objects Regular use of offensive language, jokes, gestures, or comments. Read Harris v. Forklift Systems, Inc. 510 U.S. 17 (1993) 8 – 7
8. Severe and Pervasive Requirement Does the harassing activity unreasonably interfere with an employee’s ability to perform? Claims do not require findings of severe psychologicalharm Circumstances that can determine whether an environment is hostile or abusive: Frequency of the discriminatory conduct If activity an isolated occurrence, was it severe? Whether it is physically threatening or humiliating or a mere offensive utterance Whether it unreasonably interferes with an employee’s work performance Severe and pervasive activity Harassing activity that is more than an occasional act or is so serious that it is the basis for liability. 8 – 8
9. Perspective Used to Determine Severe & Pervasive Requirement Until recently, “reasonable person” standard used, i.e.,. offensiveness of activity judged on whether activity would offend a reasonable person under the circumstances. “Reasonable woman” or “reasonable victim” standard is now being increasingly used by courts when evaluating harassing activity. 8 – 9
10. Hostile Environment Sexual Harassment To sustain a finding of hostile environment sexual harassment, it is generally required that: The harassment be unwelcome The harassment be based on gender The harassment be sufficiently severe or pervasive to create an abusive working environment The harassment affect a term, condition, or privilege of employment The employer had actual or constructive knowledge of the sexually hostile working environment and took no prompt or adequate remedial action Read Meritor Savings Bank, FSB v. Vinson Text p. 442. 8 – 10
11. Comparison Quid pro quo sexual harassment Workplace benefit promised, given to, or withheld from harassee by harasser In exchange for sexual activity by harassee Often accompanied by a paper trail Hostile environment sexual harassment Activity by harasser, toward harassee that Is unwanted by the harassee Is based on harassee’s gender Creates for harassee a hostile or abusive work environment Unreasonably interferes with harassee’s ability to do his or her job Is sufficiently severe and/or pervasive Affects a term or condition of harassee’s employment 8 – 11
12. Employer Liability for Sexual Harassment Employer liability for S.H. depends on who the alleged offender is: If committed by Supervisory employee and it results in a tangible employment action (termination, loss of promotion, etc.), the employer is strictly liable for the supervisor’s actions, whether or not the employer knew or should have known of the sexually harassing activity. If committed by Supervisory employee and it does not result in any tangible employment action, the employer is not strictly liable. The employer may avoid liability for a supervisor’s actions under hostile environment if it can prove both elements of an affirmative defense: The employer exercised reasonable care to prevent and correct promptly any sexual harassing behavior, and That the plaintiff employee unreasonably failed to take advantage of any corrective opportunity provided by the employer or to otherwise avoid harm. 8 – 12
13. Employer Liability for Sexual Harassment (cont’d) For non-supervisor harassment (such as co-workers or customers/clients), the employer will be held liable only if it knew or should have known of the harassment and failed to take prompt and effective corrective action. In this instance, the burden of proof is on the plaintiff to show the employer’s negligence. 8 – 13
14. Other Important Considerations Determining the truth of allegations Inherent plausibility Demeanor Motive to falsify Corroboration Past record Retaliation by an employer against an employee for filing a S.H. claim is prohibited under Title VII. An employer is required to take corrective action to remedy S.H. – can range from verbal warning to termination depending on the circumstances. Damages and jury trials – Under CRA 1991, employee suing for S.H. can receive up to $300,000 in compensatory and punitive damages and request a jury trial. S.H. may form the basis of civil tort actions and give rise to criminal liability, in addition to creating liability under Title VII. 8 – 14
15. Summary Consensual activity is not a violation of Title VII. Title VII does not protect employees from discrimination on the basis of affinity orientation. Unwelcome sexual advances that cause one gender to work under conditions or terms of employment different from those of the other gender constitute sexual harassment for which the employer may be liable. Employers will be responsible only if the sexual harassment is severe and pervasive. 8 – 15
16. Summary (continued) Employers should treat all sexual harassment complaints seriously and act on them quickly. Prevention is imperative to avoid sexual harassment claims and lessen liability. Employers need a strong anti–sexual harassment policy that is vigorously enforced. 8 – 16
17. Best Employer Defense AgainstS.H. Claims Best defense is that employer has: Adopted effective measures specifically designed to eliminate workplace S. H. Have a published policy stating, at minimum: That S.H. won’t be tolerated What S. H. is and how to report it, i.e., established complaint procedure That all claims will be promptly and thoroughly investigated And that effective remedial actions will be taken if necessary to correct the complained of behavior. 8 – 17
18. Best Employer Defense against S.H. Claims (cont’d) AND that when employer became aware of harassing activities or aware of allegations of S.H., that it followed its published policy! 8 – 18