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.
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
Sexual harassment training for supervisors and managersJudy Magee, J.D.
training for managers and supervisors on sexual harassment. What is it, how to handle. Includes scenarios to practice what was learned in the training class.
What is Workplace Harassment?
Harassment is any unwelcome verbal or physical conduct based on protected bases (race, color, religion, sex, national origin, age, disability, retaliation, and sexual orientation) when:
The conduct culminates in a tangible employment action, or
The conduct was sufficiently severe or pervasive to create a hostile work environment.
How to Determine Harassment Exists?
To determine whether the harassment exists:
Evaluate frequency and severity of misconduct
Apply reasonable person standard
Would a reasonable person find the behavior hostile, intimidating or abusive?
Tangible effect on job not necessary
Psychological harm not necessary
What is Sexual Harassment?
EEOC defines sexual harassment as:
Unwelcome sexual advances
Requests for sexual favors
Other verbal or physical conduct of a sexual nature
Two most common forms of sexual harassment are:
Quid pro quo harassment
Hostile work environment harassment
Who Can Be Involved in Harassment?
Those who commit, employees at all levels:
Manager
Co-worker
Customers
Vendors
Members of opposite sex, members of same sex, etc.
Those who are targeted:
Victims
Bystanders
Witnesses who are affected by the harassment
How to Prevent and Respond to Harassment?
Review and understand company harassment policy
Comply with Title VII of the Civil Rights Act, which prohibits harassment and discrimination
Know how and when to respond to harassment issues
Report harassment immediately
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
Sexual harassment training for supervisors and managersJudy Magee, J.D.
training for managers and supervisors on sexual harassment. What is it, how to handle. Includes scenarios to practice what was learned in the training class.
What is Workplace Harassment?
Harassment is any unwelcome verbal or physical conduct based on protected bases (race, color, religion, sex, national origin, age, disability, retaliation, and sexual orientation) when:
The conduct culminates in a tangible employment action, or
The conduct was sufficiently severe or pervasive to create a hostile work environment.
How to Determine Harassment Exists?
To determine whether the harassment exists:
Evaluate frequency and severity of misconduct
Apply reasonable person standard
Would a reasonable person find the behavior hostile, intimidating or abusive?
Tangible effect on job not necessary
Psychological harm not necessary
What is Sexual Harassment?
EEOC defines sexual harassment as:
Unwelcome sexual advances
Requests for sexual favors
Other verbal or physical conduct of a sexual nature
Two most common forms of sexual harassment are:
Quid pro quo harassment
Hostile work environment harassment
Who Can Be Involved in Harassment?
Those who commit, employees at all levels:
Manager
Co-worker
Customers
Vendors
Members of opposite sex, members of same sex, etc.
Those who are targeted:
Victims
Bystanders
Witnesses who are affected by the harassment
How to Prevent and Respond to Harassment?
Review and understand company harassment policy
Comply with Title VII of the Civil Rights Act, which prohibits harassment and discrimination
Know how and when to respond to harassment issues
Report harassment immediately
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.
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
Minimizing Exposure For Workplace Harassment And RetaliationTamsenL
This presentation is a good overview of harassment and retaliation law and provides practical guidance for minimizing employer liability associated with these issues.
Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman activities.
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.
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.
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
Minimizing Exposure For Workplace Harassment And RetaliationTamsenL
This presentation is a good overview of harassment and retaliation law and provides practical guidance for minimizing employer liability associated with these issues.
Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman activities.
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.
SHIFT offers, thought-provoking scenarios that stimulate understanding and consideration. Real-life situations that busy professionals face in the workplace. Interactive format designed to keep your employees focused and engaged while learning. SHIFT's programs offer you the ability to, view on desktops and tablets, administer, track and report employee use, you can use our LMS or your own LMS (Scorm & AICC-Compliant), and it can be customized to your corporate brand.
Your hiring journey is supposed to give you accurate information and insight about your candidates. Instead, it takes you on a biased tour of the version of themselves they think you want to see. Which leaves you playing a guessing game about the performance of your next hire.
Read ‘The New Hiring Journey’ to find out how flipping your hiring journey on its head turns that guessing game into a scientific analysis of your candidates.
Complete guide of Briktru Indonesia training syllabus available for your organization. Program can be customized and tailored based on your needs and expectations. Contact us at +62 21 293 689 33 or visit us at www.briktru.com
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How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
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
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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.
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”.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
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 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?
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Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
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Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
2. Harassment in the workplace occurs when an individual
or group of people is treated inappropriately because of
their membership (or perceived membership) in one or
more protected groups. The following are examples of
groups protected under Federal and Massachusetts laws:
• Age
• Race
• Religion
• National origin
• Gender
• Sexual orientation
• Disability
3. “Unwelcome sexual advances, requests for sexual
favors, and verbal or physical conduct of a sexual
nature constitute sexual harassment when submission
to or rejection of this conduct explicitly or implicitly
affects an individual’s employment, unreasonably
interferes with an individual’s work performance or
creates an intimidating, hostile, or offensive work
environment.”
Equal Employment Opportunity Commission, Civil Rights Act, Title VII, 1964.
4. Sexual harassment is wrong……and illegal.
What a co-worker, supervisor, or recognized
third party does while doing business for or
with the employer becomes the employer’s
responsibility.
An employer can also be held responsible for
the inaction of its agents and supervisory
employees if he/she is aware that a specific
act has occurred or of a hostile environment.
5. 1. Quid Pro Quo (this for that) :
When a supervisor, manager, agent, or
other employee in a superior role makes
or promises an employment benefit or
continuing employment depend on
another employee’s acceptance of
unwelcome sexual behavior.
6. 2. Hostile Environment:
No specific employment benefit(s) need be lost
or gained. Hostile work environment sexual
harassment exists if conduct of an offensive
sexual nature has the purpose or effect of
unreasonably interfering with an employee’s
work performance or creating an intimidating,
hostile or offensive environment.
7. 1. Supervisor/Manager/Agent to Employee
2. Employee to Employee
3. Employee to Outside Public, Customers,
Contractors, etc.
8. Harasser: Can be the victim’s supervisor, an agent of
the employer, a supervisor in another area, a
coworker, or non-employee.
Victim: Recipient of the unwanted attention,
advance, etc. The victim doesn’t have to be the
person harassed but could be anyone affected by the
offensive behavior.
Supervisors/Managers: Have a unique role to:
a) prevent and, b) address sexual harassment – both
for individual incidents and in the work environment.
9. Harassing behavior can be verbal, non-verbal, or
physical.
What is “offensive” is in the eye of the beholder or
the recipient of the behavior. What is NOT offensive
to one person may be offensive to another, despite
the intent of the alleged offender.
Sexual harassment may include preferential
treatment to a consenting partner which is
unrelated to work performance.
10. Sexual harassment may occur without economic
injury to or discharge of the victim.
Statements such as “I didn’t mean anything by it” or
“I was just joking” or “He/she can’t take a joke” are
neither excuses or defenses. Under the law, actual
intent is irrelevant. What is relevant is the impact of
the behavior on the recipient.
The victim has a responsibility to establish that the
harasser’s conduct is unwelcome.
There is a reasonable person standard.
11. Unwelcome sexual advances with physical touching..?
Sexual advances without physical touching..?
Sexual epithets, jokes, references to sexual conduct..?
Displaying suggestive objects, pictures, items..?
Leering, whistling, brushing up against, gesturing..?
Inquiring about or making comments about other’s
sexual activity or experiences..?
12. Sexual favoritism occurs when a manager,
supervisor, or co-worker rewards only those
employees (or others) who submit to sexual
advances or willingly participate in a hostile
environment. Individuals who are denied
rewards (raises, promotions, better working
conditions, etc.) can claim that they have been
penalized by the sexual attention directed at
the favored individuals.
13. The victim as well as the harasser may be a woman
or a man. The victim does not have to be of the
opposite sex.
The harasser can be the victim’s supervisor, an
agent of the employer, a supervisor in another area,
a co-worker, or a non-employee.
The victim does not have to be the intended focus
of the behavior, rather could be anyone affected by
the offensive conduct.
The harasser’s conduct must be unwelcome.
14. It is your professional responsibility to keep
the workplace harassment free
A zero tolerance for all unprofessional
conduct, particularly sexual harassment
It is your obligation to address all suspected
unprofessional conduct and report sexual
harassment to appropriate management
15. In judging whether an incident, behavior or
environment is sexual harassment, it should be
viewed from the perspective of a typical, reasonable
third party.
Would a reasonable person find that behavior
hostile, offensive, or intimidating and adversely
affect his/her ability to do his/her work?
The “reasonable person standard” is the legal
criteria used by the courts to judge whether the
conduct was sexual harassment.
16. Was the behavior or innuendo sexual in nature?
Was the behavior unwelcome?
Have sexual favors been demanded, requested,
or suggested - especially as a condition of
employment or career and job success?
Does the behavior create a hostile or offensive
work environment?
17. Prevention is the best defense.
Take steps necessary to prevent sexual
harassment from occurring, by:
• Developing a policy (if non-existent)
• Establishing a meaningful complaint procedure
• Designating & training case handlers
• Make the policy known to all
• Enforce the policy equally
• Provide counseling/discipline where appropriate
18. Essential to address directly and reject
• Recipient : Clearly communicate to harasser
Report improper conduct as appropriate
• What is improper? (Reasonable person standard)
Employer must thoroughly investigate
• All complaints merit an initial investigation
Employer takes corrective action indicated
• Harasser: Discipline as appropriate
• Recipient/ Victim: Corrective action/No retaliation
19. Confidentiality: All information should be
handled with sensitivity and shared only with
those individuals involved in the investigation
or who have a need to know.
Non-Retaliation: Retaliation against
individuals who in good faith raise concerns
about alleged sexual harassment is strictly
prohibited by law.
20. Thoroughly & promptly investigate all complaints
• Interview the victim
• Interview the alleged harasser
• Interview any others with pertinent knowledge
• Document interview findings
Safeguard employee confidentiality
Be responsive to complainants
Take effective corrective action
• Includes sufficient employee sanctions to be a deterrent.
21. An employee reports harassment to his/her supervisor
and says, “I don’t want you to do anything about this.
I just want you to listen to me and be aware of what’s
going on.”
How should the supervisor respond?
Can a supervisor promise to “just listen and be aware..?”
Once a supervisor receives a report of harassment don’t they
have an obligation to take action..?
22. In fact, a supervisor has the responsibility to
ensure the integrity of the workplace.
A supervisor must exercise reasonable care to
first prevent and secondly, to promptly correct
any sexual harassment they know about, so this
would involve at minimum:
1) an initial review of the information given;
and if credible,
2) a more formal investigation of the charge.
23. A technician is contracted to maintain the office
copy machine. Each time the technician makes a
service call the technician tells a dirty joke.
Some employees can’t wait for the machine to
break down, just so they can gather round and hear
the latest joke.
Even though no employees have complained,
what is the supervisor’s responsibility?
24. • Should the supervisor just direct the employees
back to work?
• Since the technician is not an employee, does the
supervisor have the authority to tell the technician
to stop telling dirty jokes?
• Under what circumstances should the supervisor
contact the service company holding the copier
contract, report the technician’s behavior, and
request prompt corrective action?
25. If you have supervisory concerns, questions
about how to approach employees, etc.
Don’t forget your Employee Assistance
Program is only a phone call away.
Counselors are usually available by phone;
appointments at our nearby office in Taunton
(2007 Bay Street) are easy to arrange.
(508) 822-2151