Sexual violence in the workplace
•Download as PPTX, PDF•
1 like•547 views
The document outlines signs of sexual violence and harassment in the workplace such as unwanted touching, inappropriate jokes, demands for sexual favors in exchange for work benefits, physical or verbal assaults, unwarranted advances, and stalking or threats. It encourages reporting such incidents to human resources representatives or the EEOC and notes that Starbucks has a zero tolerance policy against abuse and harassment. Employees are protected from retaliation for filing complaints and have the right to report incidents involving themselves or others.
Report
Share
Report
Share
Recommended
Women n law ppt
This document defines and provides examples of different types of sexual harassment in the workplace, including verbal/written, physical, nonverbal, and visual forms. It notes that harassment must be unwelcome to qualify, and outlines what constitutes a hostile work environment. The key legislation protecting against sexual harassment in India is the Sexual Harassment of Women at Workplace Act of 2013, which was influenced by the 1992 case of Bhanwari Devi who was gang raped for trying to prevent a child marriage.
Sexual Harassment in the Workplace- Richard Garrity
This document provides an overview of sexual harassment in the workplace. It begins with definitions of the two types of sexual harassment: quid pro quo harassment, where a job benefit is directly tied to unwanted sexual advances; and hostile work environment harassment, when unwelcome sexual conduct creates an intimidating workplace. It then discusses employers' legal responsibility to prevent harassment and provides examples of harassing behaviors. The document concludes with a brief history of how sexual harassment laws have developed and evolved since the 1960s to be addressed under Title VII of the Civil Rights Act.
Harassment Powerpoint
The document provides an overview of harassment and sexual harassment policies and training at ATS. It defines sexual harassment and other forms of harassment. It outlines prohibited behaviors like quid pro quo harassment and those that create a hostile work environment. It also describes ATS's anti-harassment policy, complaint procedures, and what employees should do if they experience or witness harassment. The training emphasizes ATS has zero tolerance for any type of harassment.
Sexual Harassment Employee Powerpoint
This document provides an overview of sexual harassment awareness and prevention training. The objectives are to define sexual harassment, identify types of harassing behaviors, apply Commonwealth policy prohibiting it, and report harassment according to policy. It discusses what constitutes sexual harassment, reporting procedures, prevention strategies, and consequences for policy violations.
Harassment Training for Supervisors by SHRM
This document provides a training presentation on harassment for supervisors. It defines harassment and distinguishes it from inappropriate conduct. Harassment creates a hostile work environment and includes discrimination based on attributes like race, religion, disability status. The presentation reviews laws prohibiting harassment, the company's policy, and supervisor responsibilities in preventing harassment, handling complaints, and participating in investigations. Supervisors must report all harassment complaints and ensure retaliation does not occur.
Sexual Harassment Prevention For Supervisors
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 in the Workplace
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.
Workplace harrasment
The document defines harassment as unwelcome verbal or physical conduct based on protected characteristics that results in a tangible employment action or creates a hostile work environment. It states harassment can be committed by managers, coworkers, customers, vendors, and others, and can target victims, bystanders, or witnesses. The document provides examples of sexual harassment and advises reviewing anti-harassment policies, complying with anti-discrimination laws, knowing how to respond to issues, and reporting harassment immediately. It recommends online training resources on these topics.
Recommended
Women n law ppt
This document defines and provides examples of different types of sexual harassment in the workplace, including verbal/written, physical, nonverbal, and visual forms. It notes that harassment must be unwelcome to qualify, and outlines what constitutes a hostile work environment. The key legislation protecting against sexual harassment in India is the Sexual Harassment of Women at Workplace Act of 2013, which was influenced by the 1992 case of Bhanwari Devi who was gang raped for trying to prevent a child marriage.
Sexual Harassment in the Workplace- Richard Garrity
This document provides an overview of sexual harassment in the workplace. It begins with definitions of the two types of sexual harassment: quid pro quo harassment, where a job benefit is directly tied to unwanted sexual advances; and hostile work environment harassment, when unwelcome sexual conduct creates an intimidating workplace. It then discusses employers' legal responsibility to prevent harassment and provides examples of harassing behaviors. The document concludes with a brief history of how sexual harassment laws have developed and evolved since the 1960s to be addressed under Title VII of the Civil Rights Act.
Harassment Powerpoint
The document provides an overview of harassment and sexual harassment policies and training at ATS. It defines sexual harassment and other forms of harassment. It outlines prohibited behaviors like quid pro quo harassment and those that create a hostile work environment. It also describes ATS's anti-harassment policy, complaint procedures, and what employees should do if they experience or witness harassment. The training emphasizes ATS has zero tolerance for any type of harassment.
Sexual Harassment Employee Powerpoint
This document provides an overview of sexual harassment awareness and prevention training. The objectives are to define sexual harassment, identify types of harassing behaviors, apply Commonwealth policy prohibiting it, and report harassment according to policy. It discusses what constitutes sexual harassment, reporting procedures, prevention strategies, and consequences for policy violations.
Harassment Training for Supervisors by SHRM
This document provides a training presentation on harassment for supervisors. It defines harassment and distinguishes it from inappropriate conduct. Harassment creates a hostile work environment and includes discrimination based on attributes like race, religion, disability status. The presentation reviews laws prohibiting harassment, the company's policy, and supervisor responsibilities in preventing harassment, handling complaints, and participating in investigations. Supervisors must report all harassment complaints and ensure retaliation does not occur.
Sexual Harassment Prevention For Supervisors
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 in the Workplace
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.
Workplace harrasment
The document defines harassment as unwelcome verbal or physical conduct based on protected characteristics that results in a tangible employment action or creates a hostile work environment. It states harassment can be committed by managers, coworkers, customers, vendors, and others, and can target victims, bystanders, or witnesses. The document provides examples of sexual harassment and advises reviewing anti-harassment policies, complying with anti-discrimination laws, knowing how to respond to issues, and reporting harassment immediately. It recommends online training resources on these topics.
Prevention of Sexual Harassment in the Workplace by ODI
This training module covers sexual harassment policies for supervisors and managers. It defines sexual harassment and identifies federal laws and court cases related to harassment. It explains the difference between quid pro quo harassment, where employment decisions are tied to sexual favors, and hostile work environment harassment, involving unwanted conduct that interferes with work. The module discusses how harassment affects victims and the legal obligations of supervisors to address complaints, including conducting investigations. It aims to help supervisors recognize, prevent, and respond to harassment in the workplace.
Harassment Training
This document discusses harassment in the workplace. It defines harassment as slurs, offensive comments, jokes or other verbal or physical conduct that creates a hostile work environment. Harassment is illegal if it is severe or pervasive. The document outlines different types of harassment, including harassment based on sex, pregnancy, age, disability, national origin, race, color, religion and more. It notes that harassment must be reported and can be reported either informally to a supervisor or formally through a company's human resources department.
Sonam Mittal - Prevention of Sexual Harassment in the Workplace
Hire a gender consultant to create a compliant policy, establish a robust complaints committee and create awareness in your office.
Counseling Women for Sexual Harassment at Workplace
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.
Preventing harassment in workplace training
This document provides information on preventing harassment in the workplace. It begins with objectives to realize the importance of policies and laws regarding a respectful workplace. It describes types of harassment like quid pro quo, hostile environment, and same-sex harassment. Behavior from non-employees can also constitute harassment. The document emphasizes that prevention is everyone's responsibility and outlines the S.T.O.P. method for confronting inappropriate behavior: the Source should stop, the Target should help confront, Observers should intervene, and those in authority have a duty to address issues. The goal is to foster equality, acceptance, and a respectful environment for all.
Sexual Harassment in the Workplace by Mohave Community College
This document defines sexual harassment and outlines the types of behavior it includes. Sexual harassment is unwelcome conduct of a sexual nature that affects work conditions or creates a hostile environment. It can include verbal comments, visual displays, physical contact or assault. For behavior to be considered harassment it must be either severe or pervasive. The document provides examples of quid pro quo harassment and hostile work environment harassment. It concludes by explaining the steps to file a formal complaint about sexual harassment in the workplace.
Traena Anti-Harassment Training - Lesson 2 - How to Respond to Sexual Harassment
This document outlines steps for responding to and reporting sexual harassment in the workplace. It discusses how to appropriately respond to harassment, procedures for filing complaints, employer and employee liability, and details what information should be provided in a complaint. Employees are encouraged to directly inform the harasser to stop, consult their company's policy, and report harassment to management. Employers are responsible for harassment by supervisors and for correcting harassment by other employees that they knew or should have known about.
SEXUAL HARASSMENT AT WORKPLACE
(1) Sexual harassment in the workplace is a widespread problem, with 77% of South African women reporting experiencing it.
(2) The code of good practice aims to eliminate sexual harassment by providing procedures to deal with complaints and encouraging policies that promote dignity and respect in the workplace.
(3) Employers must create a working environment free of harassment, adopt clear anti-harassment policies, and take action in response to complaints in order to fulfill their role in addressing this issue.
Ethics ppt group 6 (1)
This case discusses sexual harassment at Infosys, where a female employee filed a case against her manager in the US. The manager engaged in stalking, blackmail and threats against the woman from 1999-2000. Infosys initially did not address the case until 2002. They eventually settled with the woman for $3.9 million out of court instead of in court. Following this, Infosys implemented new policies like training and strengthened processes to prevent future harassment.
Sexual Harassment Powerpoint
Sexual Harassment
It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.
Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general.
Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.
Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
Sexual Harassment Prevention Training by ALBL
This document contains information from a presentation on sexual harassment prevention training. It discusses key topics such as:
1) An overview of equal employment opportunity laws like Title VII and protections against discrimination based on characteristics like sex, race and disability.
2) Definitions and examples of quid pro quo and hostile work environment sexual harassment.
3) Employer liability for supervisor harassment and the defenses available to employers.
4) Best practices for addressing harassment complaints, conducting investigations, and enforcing anti-harassment policies.
Sexual harassment
Sexual harassment is unwelcome sexual advances, requests for sexual favors, or other verbal, visual, or physical conduct of a sexual nature that affects employment conditions or creates a hostile work environment. There are two types of sexual harassment: quid pro quo, where submission to advances is required for employment benefits, and hostile work environment, where conduct is severe or pervasive enough to alter employment conditions. Sexual harassment violates the law and must be reported and dealt with immediately through proper channels to protect victims and stop retaliatory behavior.
Traena Anti-Harassment Training - Lesson 1 - What is Harassment?
This document provides an overview of sexual harassment training. It defines sexual harassment and identifies the two primary types as quid pro quo and hostile work environment. Examples of inappropriate behaviors are described, including verbal, non-verbal, physical and visual forms of harassment. The training emphasizes that harassment must be unwelcome to be considered illegal and outlines what determines unwelcome behavior. It also differentiates between harassment and non-harassment and explains the reasonable person standard.
Generic Employee Harassment Training
This template is can be customized to teach employees about basic guidelines to avoid workplace harassment.
Sexual harrassment in the workplace
The document discusses a case of sexual harassment at a healthcare facility. A nurse aide filed a complaint with the Equal Employment Opportunity Commission (EEOC) against the Chief Medical Officer for unwanted sexual advances. An investigation confirmed the allegations. In response, the nurse manager wrongfully terminated the employee filing the complaint as well as two others, violating their civil rights. The EEOC found the terminations to be unlawful retaliation. The document outlines steps the facility should take to remedy the situation, including reinstating employees, terminating those responsible, revising policies, and ensuring no future retaliation occurs.
Sexual harrsment at work place
Sexual harassment is any unwelcome sexual conduct that creates a hostile work environment. It can include unwanted sexual advances, demeaning comments, sexually explicit jokes, or unwanted physical contact. The harasser can be a supervisor, coworker, or in some cases a non-employee. While women are most often the victims, men can also experience sexual harassment. Employers should adopt clear anti-harassment policies, train all employees annually on what constitutes harassment and how to report it, and provide separate training to managers on how to handle complaints. Preventing and addressing harassment protects employees and limits legal liability for employers.
Workplace Harassment by Office of Diversity and Inclusion VA
This document provides an overview of workplace harassment training for managers and supervisors at the U.S. Department of Veterans Affairs. It defines harassment and discusses various forms of harassment including sexual harassment. It outlines anti-discrimination laws such as Title VII and the policies of the VA to prohibit harassment. The document discusses standards for employer liability in harassment cases, how to handle harassment complaints, and provides examples of hostile work environment harassment.
Sexual Harassment Training by Montana Dept. of Labor and Industry
This document outlines a sexual harassment training presentation. It discusses why sexual harassment training is important, defines sexual harassment under Title VII, and explains who can commit or experience harassment. It describes quid pro quo and hostile work environment harassment and employer liability. The training reviews what isn't harassment and provides a hypothetical scenario for participants to judge. It outlines the objectives of harassment policies and provides general guiding principles. The training concludes by testing knowledge and emphasizing important points to remember.
Group 2 Globogroup Week 4 assignment Sexual Harrasment
The document discusses sexual harassment in the workplace. It notes that surveys from the 1980s and 1990s found that 42-44% of women reported being sexually harassed on the job. Examples of sexual harassment included unwelcome advances, suggestive remarks, sexual jokes, graphic materials, and physical contact. The consequences of sexual harassment included victims suffering isolation, low self-esteem, depression, and health issues while organizations lost money, faced lawsuits, and damage to their reputation. Remedies involved establishing clear policy guidelines, providing awareness training on what constitutes harassment, and a strong organizational commitment to ongoing training.
Sexual harassment prevention
This document defines sexual harassment and outlines the types of behavior it includes. Sexual harassment is unwelcome conduct of a sexual nature that is severe or pervasive enough to negatively impact the work environment or work performance. There are two main types: quid pro quo harassment, where a supervisor demands sexual favors in exchange for work benefits, and hostile work environment harassment, involving unwelcome verbal, physical or visual conduct that is sexual in nature. Examples given include unwanted jokes/comments, unwanted touching, and transmitting inappropriate images. The document provides steps for filing a complaint.
Sexual Harrasment Power Point 030110
This document provides information about sexual harassment, including definitions of quid pro quo and hostile work environment harassment. It discusses court cases related to these topics. It also covers how to file a sexual harassment complaint, the role of HR in addressing complaints, and tips for documenting harassment. The document contains a quiz about sexual harassment and links to videos further explaining the concepts.
Harassment & discrimination
This document provides guidance on unlawful discrimination, sexual harassment, workplace violence, and the responsibilities of employees, managers, supervisors, and human resources. It defines unlawful discrimination and sexual harassment and provides examples. It states that submission to unlawful conduct cannot be made a condition of employment. It instructs employees, managers and supervisors to report any potential issues to human resources immediately. Human resources has a duty to investigate complaints thoroughly and confidentially. The document also defines workplace violence and what to do if an incident occurs.
More Related Content
What's hot
Prevention of Sexual Harassment in the Workplace by ODI
This training module covers sexual harassment policies for supervisors and managers. It defines sexual harassment and identifies federal laws and court cases related to harassment. It explains the difference between quid pro quo harassment, where employment decisions are tied to sexual favors, and hostile work environment harassment, involving unwanted conduct that interferes with work. The module discusses how harassment affects victims and the legal obligations of supervisors to address complaints, including conducting investigations. It aims to help supervisors recognize, prevent, and respond to harassment in the workplace.
Harassment Training
This document discusses harassment in the workplace. It defines harassment as slurs, offensive comments, jokes or other verbal or physical conduct that creates a hostile work environment. Harassment is illegal if it is severe or pervasive. The document outlines different types of harassment, including harassment based on sex, pregnancy, age, disability, national origin, race, color, religion and more. It notes that harassment must be reported and can be reported either informally to a supervisor or formally through a company's human resources department.
Sonam Mittal - Prevention of Sexual Harassment in the Workplace
Hire a gender consultant to create a compliant policy, establish a robust complaints committee and create awareness in your office.
Counseling Women for Sexual Harassment at Workplace
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.
Preventing harassment in workplace training
This document provides information on preventing harassment in the workplace. It begins with objectives to realize the importance of policies and laws regarding a respectful workplace. It describes types of harassment like quid pro quo, hostile environment, and same-sex harassment. Behavior from non-employees can also constitute harassment. The document emphasizes that prevention is everyone's responsibility and outlines the S.T.O.P. method for confronting inappropriate behavior: the Source should stop, the Target should help confront, Observers should intervene, and those in authority have a duty to address issues. The goal is to foster equality, acceptance, and a respectful environment for all.
Sexual Harassment in the Workplace by Mohave Community College
This document defines sexual harassment and outlines the types of behavior it includes. Sexual harassment is unwelcome conduct of a sexual nature that affects work conditions or creates a hostile environment. It can include verbal comments, visual displays, physical contact or assault. For behavior to be considered harassment it must be either severe or pervasive. The document provides examples of quid pro quo harassment and hostile work environment harassment. It concludes by explaining the steps to file a formal complaint about sexual harassment in the workplace.
Traena Anti-Harassment Training - Lesson 2 - How to Respond to Sexual Harassment
This document outlines steps for responding to and reporting sexual harassment in the workplace. It discusses how to appropriately respond to harassment, procedures for filing complaints, employer and employee liability, and details what information should be provided in a complaint. Employees are encouraged to directly inform the harasser to stop, consult their company's policy, and report harassment to management. Employers are responsible for harassment by supervisors and for correcting harassment by other employees that they knew or should have known about.
SEXUAL HARASSMENT AT WORKPLACE
(1) Sexual harassment in the workplace is a widespread problem, with 77% of South African women reporting experiencing it.
(2) The code of good practice aims to eliminate sexual harassment by providing procedures to deal with complaints and encouraging policies that promote dignity and respect in the workplace.
(3) Employers must create a working environment free of harassment, adopt clear anti-harassment policies, and take action in response to complaints in order to fulfill their role in addressing this issue.
Ethics ppt group 6 (1)
This case discusses sexual harassment at Infosys, where a female employee filed a case against her manager in the US. The manager engaged in stalking, blackmail and threats against the woman from 1999-2000. Infosys initially did not address the case until 2002. They eventually settled with the woman for $3.9 million out of court instead of in court. Following this, Infosys implemented new policies like training and strengthened processes to prevent future harassment.
Sexual Harassment Powerpoint
Sexual Harassment
It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.
Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general.
Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.
Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
Sexual Harassment Prevention Training by ALBL
This document contains information from a presentation on sexual harassment prevention training. It discusses key topics such as:
1) An overview of equal employment opportunity laws like Title VII and protections against discrimination based on characteristics like sex, race and disability.
2) Definitions and examples of quid pro quo and hostile work environment sexual harassment.
3) Employer liability for supervisor harassment and the defenses available to employers.
4) Best practices for addressing harassment complaints, conducting investigations, and enforcing anti-harassment policies.
Sexual harassment
Sexual harassment is unwelcome sexual advances, requests for sexual favors, or other verbal, visual, or physical conduct of a sexual nature that affects employment conditions or creates a hostile work environment. There are two types of sexual harassment: quid pro quo, where submission to advances is required for employment benefits, and hostile work environment, where conduct is severe or pervasive enough to alter employment conditions. Sexual harassment violates the law and must be reported and dealt with immediately through proper channels to protect victims and stop retaliatory behavior.
Traena Anti-Harassment Training - Lesson 1 - What is Harassment?
This document provides an overview of sexual harassment training. It defines sexual harassment and identifies the two primary types as quid pro quo and hostile work environment. Examples of inappropriate behaviors are described, including verbal, non-verbal, physical and visual forms of harassment. The training emphasizes that harassment must be unwelcome to be considered illegal and outlines what determines unwelcome behavior. It also differentiates between harassment and non-harassment and explains the reasonable person standard.
Generic Employee Harassment Training
This template is can be customized to teach employees about basic guidelines to avoid workplace harassment.
Sexual harrassment in the workplace
The document discusses a case of sexual harassment at a healthcare facility. A nurse aide filed a complaint with the Equal Employment Opportunity Commission (EEOC) against the Chief Medical Officer for unwanted sexual advances. An investigation confirmed the allegations. In response, the nurse manager wrongfully terminated the employee filing the complaint as well as two others, violating their civil rights. The EEOC found the terminations to be unlawful retaliation. The document outlines steps the facility should take to remedy the situation, including reinstating employees, terminating those responsible, revising policies, and ensuring no future retaliation occurs.
Sexual harrsment at work place
Sexual harassment is any unwelcome sexual conduct that creates a hostile work environment. It can include unwanted sexual advances, demeaning comments, sexually explicit jokes, or unwanted physical contact. The harasser can be a supervisor, coworker, or in some cases a non-employee. While women are most often the victims, men can also experience sexual harassment. Employers should adopt clear anti-harassment policies, train all employees annually on what constitutes harassment and how to report it, and provide separate training to managers on how to handle complaints. Preventing and addressing harassment protects employees and limits legal liability for employers.
Workplace Harassment by Office of Diversity and Inclusion VA
This document provides an overview of workplace harassment training for managers and supervisors at the U.S. Department of Veterans Affairs. It defines harassment and discusses various forms of harassment including sexual harassment. It outlines anti-discrimination laws such as Title VII and the policies of the VA to prohibit harassment. The document discusses standards for employer liability in harassment cases, how to handle harassment complaints, and provides examples of hostile work environment harassment.
Sexual Harassment Training by Montana Dept. of Labor and Industry
This document outlines a sexual harassment training presentation. It discusses why sexual harassment training is important, defines sexual harassment under Title VII, and explains who can commit or experience harassment. It describes quid pro quo and hostile work environment harassment and employer liability. The training reviews what isn't harassment and provides a hypothetical scenario for participants to judge. It outlines the objectives of harassment policies and provides general guiding principles. The training concludes by testing knowledge and emphasizing important points to remember.
Group 2 Globogroup Week 4 assignment Sexual Harrasment
The document discusses sexual harassment in the workplace. It notes that surveys from the 1980s and 1990s found that 42-44% of women reported being sexually harassed on the job. Examples of sexual harassment included unwelcome advances, suggestive remarks, sexual jokes, graphic materials, and physical contact. The consequences of sexual harassment included victims suffering isolation, low self-esteem, depression, and health issues while organizations lost money, faced lawsuits, and damage to their reputation. Remedies involved establishing clear policy guidelines, providing awareness training on what constitutes harassment, and a strong organizational commitment to ongoing training.
Sexual harassment prevention
This document defines sexual harassment and outlines the types of behavior it includes. Sexual harassment is unwelcome conduct of a sexual nature that is severe or pervasive enough to negatively impact the work environment or work performance. There are two main types: quid pro quo harassment, where a supervisor demands sexual favors in exchange for work benefits, and hostile work environment harassment, involving unwelcome verbal, physical or visual conduct that is sexual in nature. Examples given include unwanted jokes/comments, unwanted touching, and transmitting inappropriate images. The document provides steps for filing a complaint.
What's hot (20)
Prevention of Sexual Harassment in the Workplace by ODI
Prevention of Sexual Harassment in the Workplace by ODI
Sonam Mittal - Prevention of Sexual Harassment in the Workplace
Sonam Mittal - Prevention of Sexual Harassment in the Workplace
Counseling Women for Sexual Harassment at Workplace
Counseling Women for Sexual Harassment at Workplace
Sexual Harassment in the Workplace by Mohave Community College
Sexual Harassment in the Workplace by Mohave Community College
Traena Anti-Harassment Training - Lesson 2 - How to Respond to Sexual Harassment
Traena Anti-Harassment Training - Lesson 2 - How to Respond to Sexual Harassment
Traena Anti-Harassment Training - Lesson 1 - What is Harassment?
Traena Anti-Harassment Training - Lesson 1 - What is Harassment?
Workplace Harassment by Office of Diversity and Inclusion VA
Workplace Harassment by Office of Diversity and Inclusion VA
Sexual Harassment Training by Montana Dept. of Labor and Industry
Sexual Harassment Training by Montana Dept. of Labor and Industry
Group 2 Globogroup Week 4 assignment Sexual Harrasment
Group 2 Globogroup Week 4 assignment Sexual Harrasment
Similar to Sexual violence in the workplace
Sexual Harrasment Power Point 030110
This document provides information about sexual harassment, including definitions of quid pro quo and hostile work environment harassment. It discusses court cases related to these topics. It also covers how to file a sexual harassment complaint, the role of HR in addressing complaints, and tips for documenting harassment. The document contains a quiz about sexual harassment and links to videos further explaining the concepts.
Harassment & discrimination
This document provides guidance on unlawful discrimination, sexual harassment, workplace violence, and the responsibilities of employees, managers, supervisors, and human resources. It defines unlawful discrimination and sexual harassment and provides examples. It states that submission to unlawful conduct cannot be made a condition of employment. It instructs employees, managers and supervisors to report any potential issues to human resources immediately. Human resources has a duty to investigate complaints thoroughly and confidentially. The document also defines workplace violence and what to do if an incident occurs.
Harassment & Discrimination Training
This document provides guidance on unlawful discrimination, sexual harassment, workplace violence, and the responsibilities of employees, managers, supervisors, and human resources. It defines unlawful discrimination and sexual harassment and provides examples. It states that submission to unlawful conduct cannot be made a condition of employment. It instructs employees, managers and supervisors to report any potential issues to human resources immediately. Human resources has a duty to investigate complaints impartially and prohibit retaliation. The document also defines workplace violence and instructs employees on how to respond to imminent threats.
Harassment & discrimination
This document provides guidance on unlawful discrimination, sexual harassment, workplace violence, and the responsibilities of employees, managers, supervisors, and human resources. It defines unlawful discrimination and sexual harassment and provides examples. It states that submission to unlawful conduct cannot be made a condition of employment. It instructs employees, managers and supervisors to report any potential issues to human resources immediately. Human resources has a duty to investigate complaints impartially and prohibit retaliation. The document also defines workplace violence and instructs employees on responding to imminent threats.
Hrm1
This document discusses sexual harassment, including:
1) A quiz on sexual harassment definitions and laws with answers provided.
2) Summaries of two Supreme Court cases (Faragher v City of Boca Raton and Burlington Industries Inc v Ellerth) that established an employer's vicarious liability for harassment by supervisors.
3) A summary of a court case (Gallagher v C.H. Robinson) where a female employee successfully sued for a hostile work environment due to frequent sexual jokes and banter by male coworkers.
Hrm1_02/26/10
This document discusses sexual harassment, including:
1) A quiz on sexual harassment definitions and laws with answers.
2) Summaries of two Supreme Court cases - Faragher v City of Baton Rouge established employer liability for supervisor harassment, and Burlington Industries v Ellerth established an affirmative defense for employers.
3) A summary of a court case where a female employee successfully sued for a hostile work environment due to frequent sexual jokes and banter by male coworkers in open cubicles, despite complaints to management. The document outlines the elements needed to prove a hostile environment sexual harassment case.
Ajit_Workplace_Harassment.ppt
Bullying and harassment in the workplace can take many forms, including unwanted physical contact, insults, jokes based on personal attributes. Sexual harassment more specifically includes unwelcome sexually determined behavior like physical contact, demands for sexual favors, sexually colored remarks or showing pornography. It is the duty of employers to prevent harassment and provide procedures for resolving complaints. Preventative steps include clear policies, training, and complaint mechanisms to address issues in a timely manner. Both managers and employees have responsibilities to understand and address harassment issues respectfully and in line with applicable policies and laws.
Workplace environment preventing_sexual_harassment_(presentation_style)
This document defines sexual harassment and outlines steps for preventing and addressing it. Sexual harassment includes unwelcome sexual conduct that affects employment. It may involve demands for sexual favors, jokes, gestures or physical contact. If the harassment creates a hostile work environment or is a factor in an employment decision, it is illegal. The document advises complaining internally per company policy and cooperating with any investigation. Employers should take prompt action, which could include discipline up to discharge, depending on the severity of the conduct. Prevention involves having a clear policy, open communication and treating all people with respect.
Workplace harassment century furniture
Workplace harassment includes any unwelcome conduct that denigrates or shows hostility toward an individual based on protected characteristics like race, gender, or religion. Sexual harassment is a form of sex discrimination that involves unwanted conduct of a sexual nature. Harassment is illegal under federal and state civil rights laws, which require employers to prevent and address harassment. Employers must take prompt action to investigate complaints, discipline offenders, and ensure retaliation does not occur. Employees should report harassment to a supervisor or HR and fully cooperate with any investigation.
sexual harasment
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.
Unlawful Discrimination & Sexual Harassment by UP
This training covers unlawful discrimination, sexual harassment, Title IX, and workplace violence. It defines these topics and provides examples. It instructs employees to report any potential issues of these nature to HR or Public Safety. Supervisors have a duty to report any potential issues to HR. HR will investigate complaints, while maintaining confidentiality. The training emphasizes creating a discrimination and harassment-free work environment for all.
Posh2010refresher
This document provides training on the prevention of sexual harassment (POSH) at an organization. It defines sexual harassment and the different types, including quid pro quo, hostile work environment, verbal, physical, and non-verbal harassment. It outlines legal authorities and regulations, common misconceptions, possible effects, responsibilities of management and individuals, and ways to prevent harassment. The training aims to refresh understanding of what constitutes harassment and help recognize and accept roles and responsibilities in preventing a hostile work environment.
presentationsPPT-Sexual-Harassment-Prevention-Training-for-Employees.pptx
This training covers sexual harassment prevention for employees. It defines sexual harassment, explains the two forms of it, and why preventing it is important. It reviews the company's policy and procedures for responding to and reporting incidents, and outlines employees' responsibilities to prevent sexual harassment.
Nhra sexual harassment training revised again
This sexual harassment training document covers several key points in 3 sentences:
It discusses mandated learning objectives to change behaviors that contribute to sexual harassment and foster values to prevent incidents. Various emotional reactions to training are identified, and scenarios highlight the importance of open communication to avoid misunderstandings. Legal standards for harassment are explained, including that unwelcome conduct must unreasonably interfere with work or create a hostile environment, and examples of prohibited behaviors are provided.
Prevention of Sexual Harassment Training by USUHS
This document provides information on preventing sexual harassment in the workplace. It defines sexual harassment as unwelcome sexual conduct that affects employment. There are two types: quid pro quo, where submission to sexual conduct is required for job benefits, and hostile work environment. Employers are responsible for preventing harassment and responding promptly to complaints. Employees can report harassment to supervisors, the EEO office, or file EEO complaints. The training teaches employees to recognize inappropriate sexual behaviors in the red, yellow and green zones and how to address harassment if it occurs.
Preventing Sexual Harassment PPT pdf version 02-01-23 (5) (1) (3)(1).pdf
Preventing sexual harassment in workplace
Sexual Harassment in the Workplace Training by Shumaker
This document provides a summary of a company's sexual harassment training for employees. It defines sexual harassment, outlines the company's anti-harassment policy, and explains employees' obligations to avoid inappropriate conduct and report any instances of harassment. The training defines quid pro quo and hostile work environment harassment, provides examples of inappropriate verbal, visual and physical conduct, and instructs employees to promptly report any harassment to the appropriate parties.
Sexual harassment!
This document discusses sexual harassment in the workplace. It defines sexual harassment according to the Supreme Court as unwelcome sexually determined behavior such as physical contact, demands for sexual favors, sexually colored remarks, and showing pornography. It lists the negative effects of sexual harassment on employee morale, productivity, staff turnover, and a company's reputation and growth. It then discusses approaches to addressing sexual harassment, including clear communication, a "zero tolerance" policy, surveys, and seminars to build awareness of laws. The purpose is to research awareness and attitudes towards workplace sexual harassment through questionnaires, interviews, and seminars in order to promote mutual respect, diversity, and open communication to create change.
Sexual Harassment
The document discusses sexual harassment in the workplace and provides guidance for managers. It defines sexual harassment and outlines behaviors that constitute it, such as unwelcome physical, verbal, and non-verbal conduct of a sexual nature. Sexual harassment can occur between any combination of colleagues, customers, and visitors in various locations at work. The document advises managers to prevent sexual harassment, address complaints confidentially, and understand the serious psychological and organizational effects it can cause like decreased productivity. It stresses the responsibility of managers to ensure a safe work environment and handle issues properly according to company policy.
Sexual Harassment On Latinos
The document summarizes research on sexual harassment from a research and advocacy publication. It discusses various forms of sexual harassment including gender harassment, unwanted sexual attention, and sexual coercion. Several studies are highlighted that examine cultural and racial perspectives on sexual harassment, prevalence of harassment among students, and individual and situational factors related to harassment behaviors among college students. The document concludes by emphasizing the need for culturally sensitive policies and programs to address sexual harassment issues.
Similar to Sexual violence in the workplace (20)
Workplace environment preventing_sexual_harassment_(presentation_style)
Workplace environment preventing_sexual_harassment_(presentation_style)
presentationsPPT-Sexual-Harassment-Prevention-Training-for-Employees.pptx
presentationsPPT-Sexual-Harassment-Prevention-Training-for-Employees.pptx
Preventing Sexual Harassment PPT pdf version 02-01-23 (5) (1) (3)(1).pdf
Preventing Sexual Harassment PPT pdf version 02-01-23 (5) (1) (3)(1).pdf
Sexual Harassment in the Workplace Training by Shumaker
Sexual Harassment in the Workplace Training by Shumaker
More from Stacey Troup
Global Finance
This document provides a summary of Mexico's 1994 currency crisis known as the "Tequila Crisis". It discusses Mexico's economic reforms in the 1980s that initially stabilized the peso but led to large current account deficits. Political unrest in 1994 and a US interest rate hike caused capital flight, depleting reserves and forcing Mexico to devalue the peso. This sparked a recession and widespread loan defaults. The government implemented programs like FOBAPROA to bail out banks and guarantee deposits, receiving IMF support. However, significant fraud was uncovered in the banking system as well.
11-12 midterm draft.docx
Jagdambay Exports, an Indian children's clothing manufacturer, is considering launching an IPO to raise funds for expansion into the US market. There are several options for the exchange on which to list, with the document recommending listing on the NASDAQ Capital Market under Regulation A+, which has lower requirements than major exchanges. This would allow Jagdambay to raise the necessary funds while building brand awareness in the US. The costs of an IPO are also outlined, with legal, audit, filing and ongoing listing fees estimated to be several hundred thousand dollars.
MBA - 621 Final Exam.docx
Coca-Cola is a global beverage company that offers over 5,000 brands in more than 200 countries. In 2013, Coca-Cola issued common stock but did not issue any convertible bonds or warrants. The document discusses various financial formulas used to determine stock and bond pricing, including the weighted average cost of capital and capital asset pricing model. It provides an example calculation of determining the price of newly issued Coca-Cola stock.
FCPA Week 6
1. The document discusses the purpose of books and records under the Foreign Corrupt Practices Act (FCPA) to provide transparency in bookkeeping and prevent hidden payments for illicit purposes. It notes enforcement is held to a higher standard for the Department of Justice.
2. Alternative resolutions to prosecution like Non-Prosecution Agreements and Deferred Prosecution Agreements are used in 90% of FCPA cases but lack independent legal review. There is no burden of proof required.
3. To reconcile legal authority, companies should follow accounting laws, conduct internal audits, train employees on compliance, and oversee international entities. True reform requires subjecting cases to judicial review and consequences rather than private agreements
FCPA Week 1
This document discusses the history and evolution of the Foreign Corrupt Practices Act (FCPA). It describes how congressional hearings in the 1970s uncovered corrupt foreign payments being made by some U.S. companies to gain business advantages. This prompted the passage of the FCPA in 1977 to criminalize bribery of foreign officials. However, the original law had deficiencies and complex issues that led to amendments strengthening it over the decades, such as raising standards of proof and expanding its reach. There continues to be debate around enforcement approaches, with some arguing for criminal penalties on individuals instead of just fines on companies.
Bill Overview.docx
H.R.1: For the People Act of 2021 aims to reform voting guidelines and address voter suppression following issues in Georgia. It provides transparency in election security and integrity while addressing campaign financing and ethics. The bill expands voter access through same-day registration and protects against voter roll removal. It targets donations from foreign nationals and increases transparency in campaign financing. The bill also requires the President, Vice President, and certain candidates to disclose 10 years of tax returns. Previous versions failed to pass but provisions were included in the current bill, which is being considered by several House committees. The bill passed the House but faces challenges in the Republican-controlled Senate.
Securities Regulation Midterm
The document summarizes changes made to regulations for the Title X Family Planning Program, which provides affordable family planning services. Key changes include expanding protections against discrimination, updating the definition of "sex" to include gender identity and orientation, and removing requirements that abortion services be provided in separate facilities from other services. Comments addressed religious exemptions for service providers and challenges faced during the COVID-19 pandemic. The final rule adopts many of the proposed revisions to improve access to equitable, affordable care while upholding the separation of church and state.
White Collar Crime Paper
This memorandum concerns "Ivan", a political figure from Belorustostan seeking asylum in the US due to political persecution in his home country. Ivan has been targeted with politically motivated charges and his family kidnapped due to his beliefs. He has been issued a Red Notice or Red Diffusion by INTERPOL. The assistant will explore options to remedy Ivan's situation and help him seek asylum. They will work to remove any Red Notices by arguing the charges are politically motivated in violation of INTERPOL's constitution. An immigration attorney will be assigned to challenge the notices, aid Ivan's asylum application, and ensure he has temporary protection while the documentation process occurs over the next year.
Professional Communication in Business
This document discusses the importance of professional communication skills for employees at the financial services firm TP ICap Company. It outlines that communication is key for interacting with clients and colleagues. The document then provides examples of career paths at ICap that involve obtaining financial licenses and degrees with support from the company. It emphasizes developing a professional development plan with one's boss to advance within the company. Finally, it contrasts effective communication that clearly conveys messages to clients and colleagues versus ineffective communication that can harm one's career.
Implementation of Professional Training Plan
This document proposes a formal training plan for TP ICap Company to prepare employees for success in international business. The plan includes continued education, cultural training, professional development plans, and adapting training to different learning styles and career levels. Entry-level employees would receive onboarding training and exam preparation assistance. Upper-level staff would have training focused on emerging markets, cultural diversity, and skills development tied to promotions. Executive staff would receive yearly cultural training and serve as mentors. The goal is to empower employees through education and ensure effective cross-cultural communication for international business dealings and customer relationships. Feedback would be gathered to improve the training program over time.
The Rocky Relationship Between Facebook & General Motors
This document discusses General Motors' failed $10 million social media marketing campaign on Facebook in 2012 prior to Facebook's IPO. It summarizes how GM pulled its ads due to a lack of control and tracking of ad performance. While this hurt Facebook initially, it responded by developing new tools to help advertisers track metrics like conversion rates and target audiences. The document also provides statistics on Facebook's ad revenues and conversion rates compared to other platforms like Google and Amazon. It discusses how Facebook continues improving its targeting, measurement and training tools to help advertisers optimize their campaigns and ROI.
The InstantPot: A Marketing Sensation
This document provides a marketing plan for the InstaPot cooker created by Double Insight. It discusses how the founder grew the company through social media without a marketing budget. Key points include how the InstaPot found success through innovative social media relationships and analyzing customer wants. It also summarizes Facebook's tools for social media marketing campaigns and discusses challenges like creating authentic connections and developing a content strategy.
The Jeff Bezos Personal Empire
Beyond Amazon. A review of Jeff Bezos' personal assets which diversify his portfolio and profit maximization beyond Amazon
Equity Stake Offering for Expansion Needs
Gonzales Food Stores seeks to raise $10 million for expansion through equity financing while retaining company control. They are considering either private stock sales or bonds. Private stock sales would give investors ownership stakes but require giving up some control. Bonds require repaying debt which may not be feasible given the company's high debt-to-equity ratio of 50%. The company is considering offering preferred stock, which provides tax benefits to institutional investors, or classified common stock with different voting rights. Founders shares that vest over time could incentivize long-term commitment from new investors or employees. The optimal approach may be a mix of callable preferred stock and founders shares.
Coca Cola Financial Review
Coca-Cola is a global beverage company that offers over 5,000 brands in more than 200 countries. In 2013, Coca-Cola had annual revenues of $46 billion. The document discusses Coca-Cola's financial performance in 2013, including their issuance of common stock and valuation of bonds and stock prices. Formulas are provided to calculate the present value of bonds based on interest rates, as well as determining stock prices based on average prices and desired rate of return.
Launching an IPO from foreign country
Jagdambay Exports, an Indian children's clothing company, is considering launching an IPO to finance expansion into the US market. A Regulation A IPO on the NASDAQ Capital Market would allow Jagdambay to raise up to $5 million with fewer listing requirements than the major exchanges. This strategy could help establish the brand in the US through online and physical retailers. While an IPO would cost over $200,000 in fees, it could provide the funding needed to open a US office and production facilities to grow globally.
The Wells Fargo Scandal
The document discusses the Wells Fargo account scandal where employees fraudulently opened accounts without customer consent or knowledge. Unrealistic sales goals set by management led employees to open fake accounts to meet quotas. Over 5,300 employees were fired for their role in the fraud. Wells Fargo was fined $185 million and top executives forfeited bonuses totaling over $69 million. The scandal damaged trust in the company and showed the need to avoid toxic corporate cultures with unrealistic goals that incentivize fraudulent behavior.
Diversity on Wall Street: Where are the women decision makers?
a case study on the failure of Wall Street to vastly recognize women as viable solutions to portfolio management and other high-profile positions that are predominantly held by men.
Managerial Vs. Financial Accounting Principles
1) Amazon started as an online bookseller in 1995 and has since grown exponentially through strategic acquisitions and expanding into new product categories like electronics and cloud computing.
2) Jeff Bezos carefully reinvested profits to diversify Amazon's offerings, acquiring companies like Audible, Zappos, Twitch, and Whole Foods to become the largest online marketplace.
3) Amazon reached $1 trillion in market value in 2018, but shares fell in 2019 after plans for a new headquarters in New York City failed due to local opposition to tax incentives demanded by Amazon.
Capital Budgeting for Profitable Deceision Making
The document discusses capital budgeting techniques used by The Hershey Company to evaluate investment projects. It describes the capital budgeting process, methods to evaluate projects like net present value, internal rate of return and payback period. It provides examples of how these methods are used to determine if projects will be profitable. It also summarizes several major capital projects undertaken by Hershey from 2010-2019 related to supply chain improvements, cost reductions and productivity gains.
More from Stacey Troup (20)
The Rocky Relationship Between Facebook & General Motors
The Rocky Relationship Between Facebook & General Motors
Diversity on Wall Street: Where are the women decision makers?
Diversity on Wall Street: Where are the women decision makers?
Recently uploaded
一比一原版(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证文凭如何办理
永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
8328958814KALYAN MATKA | MATKA RESULT | KALYAN
8328958814KALYAN MATKA | MATKA RESULT | KALYAN KALYAN MATKA | MATKA RESULT | KALYAN MATKA TIPS | SATTA MATKA | MATKA.COM | MATKA PANA
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...
Time and again, the business group has taken up new business ventures, each of which has allowed it to expand its horizons further and reach new heights. Even amidst the Adani CBI Investigation, the firm has always focused on improving its cement business.
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【网址🎉ac22.net🎉】
【网址🎉ac22.net🎉】欧洲杯投注是体育博彩和在线赌场之一，得益于UKGC的三项许可。 成立之初是三名博彩公司将40家博彩商店的合并的结果，共同创建一家名为欧洲杯投注的公司。 欧洲杯投注在线赌场为游戏爱好者提供了300多种游戏，其中200多种老虎机，其他游戏包括二十一点，轮盘，真人荷官和真人赌场等。
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Call 8867766396 Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian M...
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Cover Story - China's Investment Leader - Dr. Alyce SU
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Transport Solution
AI Transformation Playbook: Thinking AI-First for Your Business
I dive into how businesses can stay competitive by integrating AI into their core processes. From identifying the right approach to building collaborative teams and recognizing common pitfalls, this guide has got you covered. AI transformation is a journey, and this playbook is here to help you navigate it successfully.
Kirill Klip GEM Royalty TNR Gold Lithium Presentation
Lithium Will Power Us For The Next 50 Years And Then Robots: Kirill Klip GEM Royalty TNR Gold Lithium Presentation
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Kalyan Chart Satta Matka Dpboss Kalyan Matka Results
KALYAN CHART SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
State of D2C in India: A Logistics Update
The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
Kalyan chart 6366249026 India satta Matta Matka 143 jodi fix
Kalyan chart 6366249026 India satta Matta Matka 143 jodi fixsatta Matta matka 143 Kalyan chart jodi 6366249026
63662490260Kalyan chart, satta matta matka 143, satta matka jodi fix , matka boss OTC 420, Indian Satta, India matka, matka ank, spbossmatka, online satta matka game play, live satta matka results, fix fix fix satta namber, free satta matka games, Kalyan matka jodi chart, Kalyan weekly final anl matka 420Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
2024.06 CPMN Cambridge - Beyond Now-Next-Later.pdf
Slides presented by Phil Hornby, Founder and Director of "for product people", at Cambridge Product Management Network, on Monday 17th June 2024.
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
Sattamatka.satta.matka.satta matka.kalyan weekly chart.kalyan chart.kalyan jodi chart.kalyan penal chart.kalyan today.kalyan open.fix satta.fix fix fix Satta matka nambarRecently uploaded (20)
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Call 8867766396 Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian M...
Call 8867766396 Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian M...
Cover Story - China's Investment Leader - Dr. Alyce SU
Cover Story - China's Investment Leader - Dr. Alyce SU
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
AI Transformation Playbook: Thinking AI-First for Your Business
AI Transformation Playbook: Thinking AI-First for Your Business
Kirill Klip GEM Royalty TNR Gold Lithium Presentation
Kirill Klip GEM Royalty TNR Gold Lithium Presentation
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Kalyan Chart Satta Matka Dpboss Kalyan Matka Results
Kalyan Chart Satta Matka Dpboss Kalyan Matka Results
Kalyan chart 6366249026 India satta Matta Matka 143 jodi fix
Kalyan chart 6366249026 India satta Matta Matka 143 jodi fix
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
2024.06 CPMN Cambridge - Beyond Now-Next-Later.pdf
2024.06 CPMN Cambridge - Beyond Now-Next-Later.pdf
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Sexual violence in the workplace
- 1. The warning signs of sexual violence in the workplace are clear. Unwanted touching (sexual harassment) Inappropriate jokes (sexual harassment) Demands for sexual favors in exchange for any promised promotion or other work related action (sexual harassment) Fighting be it physical or verbal assaults (violence) Unwarranted or unwelcome advances (harassment/violence) Threats of termination for refusal to accept advances (harassment) Stalking or threats to physical safety (violence) As always, if it seems inappropriate or makes you uncomfortable, it is likely against the law! Starbucks® participates in a zero tolerance policy relating to abuse and harassment in the workplace • It is your right to report sexual violence in the workplace. • You are Federally protected against retaliation when filing a claim or reporting an incident. • Your Human Resources representative can start your report, research the incident and serve as your advocate during investigation. • You have a right to file a complaint for review with the EEOC • If you see others being the victim of such abuse, you have the right to report it. • Refer to your HR representative and/or Employee Handbook for a full overview of the policy and procedures for reporting. New York field office of the EEOC: 33 Whitehall Street, 5th Floor New York, NY 10004 Phone:1-800-669-4000 (800) Number for information Intake hours 9 am to 3 pm, Monday – Friday http://www1.eeoc.gov/employers/ upload/eeoc_self_print_poster.pdf Starbucks® Corporate HR Contact: 206-318-0660 (answered within 24 hours) National Non Profit raising awareness for sexual assault, domestic violence and for the victims of other violent crimes. For information visit: http://www.nomore.org