Government agencies are expanding their focus on employees’ rights, social media, and other employer policies and it is not just social media policies that are being invalidated. Susan and Nick discuss how recent changes in social media law might affect your company’s confidentiality policies, hiring policies and practices, and discrimination and harassment policies.
Employers in Utah can fire their employees for any reason or no reason at all. There are limitations to this rule - you can't fire an employee, for example, based on race, gender, religion, or age, or if doing so would breach a contract. You also can't fire an employee if doing so would violate "public policy." This presentation walks through this third limitation on Utah's at-will doctrine, its scope and its pitfalls, and the ways to potentially avoid its traps.
Government agencies are expanding their focus on employees’ rights, social media, and other employer policies and it is not just social media policies that are being invalidated. Susan and Nick discuss how recent changes in social media law might affect your company’s confidentiality policies, hiring policies and practices, and discrimination and harassment policies.
Employers in Utah can fire their employees for any reason or no reason at all. There are limitations to this rule - you can't fire an employee, for example, based on race, gender, religion, or age, or if doing so would breach a contract. You also can't fire an employee if doing so would violate "public policy." This presentation walks through this third limitation on Utah's at-will doctrine, its scope and its pitfalls, and the ways to potentially avoid its traps.
Too Much Information: The Use and Misuse of Pre-Employment Inquiries, Applica...Parsons Behle & Latimer
Employers are gathering more and more information regarding potential employee hires. Recent EEOC rules and FTC regulations have placed additional scrutiny on pre-employment inquiries and background checks by employers. Employers need to protect themselves by knowing what is "too much information." Kevin addresses the permissible bounds of pre-employment information obtained from potential employees during the hiring process.
Harassment and Discrimination Prevention Training for California Managers provides a comprehensive and interactive learning experience that satisfies California AB 1825 requirements but also offers practical, real-world strategies for today’s manager.
The state requires that all managers in California complete two hours of harassment training every other year and that new managers complete the training within six months of hire or promotion. Although managers outside of California are exempt from the requirement, it is highly recommended that any manager responsible for employees working in California also dedicate time to this learning opportunity to ensure there is a strong understanding of California’s broad protections for workers and steps that a business and a manager can take to reduce their exposure to risk in this area.
Log in for a basic understanding of California regulations as well as updates on:
• The affirmative obligation
• Personal liability of supervisors
• Updated disability protections
• New protected classes
Presented by Human Resources Account Manager, Rebecca McDonough, CA-SPHR.
There have been a number of new developments this year. Christina discusses new federal and state initiatives, new case law and other developments that directly affect employers.
Employment Discrimination under Texas and Federal Law -- OverviewAdam Kielich
An overview of employment discrimination laws under Texas and federal law presented by Dallas - Fort Worth employment lawyer, Adam Kielich, principal attorney at The Kielich Law Firm in Bedford, Texas.
This presentation will:
- Discuss why preventing harassment matters: Examples and impact
- Explain basics of discrimination and harassment liability
- Focus on what sexual harassment is
- Outline what managers need to know to prevent or respond to harassment
Too Much Information: The Use and Misuse of Pre-Employment Inquiries, Applica...Parsons Behle & Latimer
Employers are gathering more and more information regarding potential employee hires. Recent EEOC rules and FTC regulations have placed additional scrutiny on pre-employment inquiries and background checks by employers. Employers need to protect themselves by knowing what is "too much information." Kevin addresses the permissible bounds of pre-employment information obtained from potential employees during the hiring process.
Harassment and Discrimination Prevention Training for California Managers provides a comprehensive and interactive learning experience that satisfies California AB 1825 requirements but also offers practical, real-world strategies for today’s manager.
The state requires that all managers in California complete two hours of harassment training every other year and that new managers complete the training within six months of hire or promotion. Although managers outside of California are exempt from the requirement, it is highly recommended that any manager responsible for employees working in California also dedicate time to this learning opportunity to ensure there is a strong understanding of California’s broad protections for workers and steps that a business and a manager can take to reduce their exposure to risk in this area.
Log in for a basic understanding of California regulations as well as updates on:
• The affirmative obligation
• Personal liability of supervisors
• Updated disability protections
• New protected classes
Presented by Human Resources Account Manager, Rebecca McDonough, CA-SPHR.
There have been a number of new developments this year. Christina discusses new federal and state initiatives, new case law and other developments that directly affect employers.
Employment Discrimination under Texas and Federal Law -- OverviewAdam Kielich
An overview of employment discrimination laws under Texas and federal law presented by Dallas - Fort Worth employment lawyer, Adam Kielich, principal attorney at The Kielich Law Firm in Bedford, Texas.
This presentation will:
- Discuss why preventing harassment matters: Examples and impact
- Explain basics of discrimination and harassment liability
- Focus on what sexual harassment is
- Outline what managers need to know to prevent or respond to harassment
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. How to deal with diversity at workplace. Conducting enquiry in compliant cases. Equitable justice. Vishaka Judgement and development thereafter.
The Sexual Harassment Act, 2013, which was passed to replace the Vishaka guidelines, imposes serious obligations on employers. Every organization where more than 10 people work is required to create sexual harassment policies, constitute complaints committees and perform numerous other compliances. Non-compliance can result in a fine of INR 50,000 or even shutting down of the business.
The End Sexual Harassment toolbox is a makes compliance extremely simple for employers and HR, and enables effective sensitization of the employees. HR can create customized policies, set up internal complaints committees and undertake capacity-building of the committee members with the help of the toolbox, and empower employees with a sensitization toolkit. Learning and progress can be monitored through a testing and certification system. It has been prepared after extensive discussions and help of several women's rights and business lawyers in India.
This is a sample sensitisation presentation on Sexual Harassment of Women at Workplace Act, 2013. This can be used to sensitise the employees as required under the law.
Recognise and prevent sexual harassment at work to build safe and respectful workplaces.
Learn to identify what could constitute as harassment and how your organisation can help. How individual contributors and managers can be sensitised to the subject.
Prevention of Sexual Harassment at Workplace ActAID FOR CHANGE
This presentation highlights the issue of a woman facing sexual harassment at workplace, its impact on her and how she should act to tackle the situation...
The Sexual Harassment of Women at Workplace Act, 2013Mayur D. Chauhan
It gives a gist of all the things that come into picture when it comes to women safety.
By - Advocate Rajendra P. Parkar
Assisted By - Mayur D. Chauhan
Sexual Harassment Of Women At Workplace Act'2013 ; Prepared by RameshKumar,HRRamesh Kumar
Latest update including the recent amendments with detailed notes explains what, why and how to implement in workforce. Create anti- sexual harassment policy
Prevention of Sexual Harassment at Workplace in IndiaAdv Rajasekharan
The presentation provides an overview of "the Provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act" & its rules.
The law came into force on 9th December 2013, replacing Supreme Court's Vishaka Guidelines 1977. (Updated this presentation on 22 April 2014).
6. Sexual Misconduct.ppt by Akshit Jain .Akshit Jain
The presentation "Addressing Sexual Misconduct" provides comprehensive insights into understanding, preventing, and responding to sexual misconduct in various contexts. Through a combination of research findings, legal frameworks, survivor perspectives, and practical strategies, this presentation aims to empower individuals and organizations to create safer environments and support survivors.
Create a Harmonious Workplace and Avoid LitigationCase IQ
An optimum workplace environment is critical for the health of any organization. So what specific ingredient creates that optimum environment for you and your associates? Log in to this webinar to find out about the one primary ingredient that will help foster a sense of community, boost employee morale and increase productivity, while at the same time help to protect the business from conflict, workplace violence and employment lawsuits.
In order to achieve this type of workplace, managers, executives and the human resources team must all be on board, creating and enforcing policies that encourage employees to be courteous and discourage conflict.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Palestine last event orientationfvgnh .pptxRaedMohamed3
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.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
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.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
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.
2. You all work for Happy Cats Manufacturing
You manufacture forklifts
Your employees include corporate staff,
salespersons, and manufacturing
employees – mix of employees
You have had some complaints about
discrimination recently – sex and race
There are some cultural issues that need to
change
Mock Training
2
3. You are all in “management,” but
management includes people from the
manufacturing side who are not used to a
“corporate” type environment – they are used
to some course language and behavior
I have been called in as an outside attorney
to train management on discrimination and
harassment
We have some moles in the audience
Mock Training
3
4. We will stay in role and run like a normal
training
Please ask questions and stay in character
I will try to demonstrate “good” training
Here we go!
Mock Training
4
5. Welcome!
Today we are going to talk about employment
discrimination and sexual harassment and
discrimination in particular
Let’s make this an interactive discussion
Who made a joke about the training on the
way over?
Employment Discrimination
5
6. What is employment discrimination – treating
people differently because they fall in a
certain class
– Protected classes of workers under Title VII of
the Civil Rights Act of 1964
– The Americans with Disabilities Act (disability)
– The Age Discrimination in Employment Act
– Other federal laws (veteran status)
– State anti-discrimination laws
Employment Discrimination
6
7. Race, color, and national origin
Religion – unique in Utah
Sex/gender, pregnancy, and childbirth
Sexual orientation, sexual identity, and transgender
status – talk to HR
Age (over 40)
Disability – can’t discriminate (accommodation also
applies – talk to HR)
Veteran status
Affirmative action (government contractor)
Protected Categories
7
8. Treating anyone differently in their job
because they are in a protected class:
– Hiring/Firing
– Compensation/Benefits
– Terms and conditions of employment
– Privileges
– Retaliating if someone makes a complaint
What is Discrimination?
8
9. Harassment is also a form of
employment discrimination
Harassment is creating an unwelcome hostile
work environment for someone in a protected
classes
We focus on sexual harassment, but it
applies to all protected classes
Harassment
9
10. What is a hostile work environment?
Hostile Work Environment
10
11. Harassment includes a hostile work environment
– Conduct that creates an intimidating, offensive or
hostile work environment or interferences with work
performance due to a protected class like sex, race,
age, etc.
– Things people say – disparaging
– Things you show – posters, photos, cartoons
– Things you do – unwanted touching
– Threatening a job – victim has to submit to
conduct to keep job or get benefit
Hostile Work Environment
11
12. Hostile work environment
– Can be created by managers, employees,
customers or vendors
– Company condones it if the company does
not stop it – you play a critical role in that
– Harasser and victim can be of the same group
Hostile Work Environment
12
13. Harassment Is Unwelcome
Unwelcome – employee did not solicit or
invite it, and the employee regards the
conduct as undesirable or offensive
Objectively undesirable or offensive
What would a jury think?
13
14. Quid pro quo
– Submission to sexually harassing conduct as
a term of condition for employment
– Submission to or rejection of such conduct as
used as the basis for employment decision
If you do something for me, I’ll do something
for you
Sexual Harassment
14
15. Quid pro quo examples
– Promise of a raise for sexual favors
– Can even come up in a “consensual”
relationship
– Poor performance evaluation resulting in
decreased bonus or raise for reluctance to
provide sexual favors, date, submit to sexual
conduct
Sexual Harassment – Examples
15
16. Sexual Harassment – Examples
Behaviors that constitute sexual harassment
– Sexual remarks
– Suggestive looks
– Kissing, panting or sexual sounds
– Deliberate touching
16
17. Sexual Harassment – Examples
Behaviors that constitute sexual harassment
– Pressure for dates
– Pressure for sexual favors
17
18. Behaviors that create a hostile environment
– Cartoons or posters of a sexual nature
– Pictures and jokes on computer, email
– Vulgar or lewd conduct
– Sexist remarks
– Demeaning gender references (“bitches,”
“sluts,” etc.)
Sexual Harassment – Examples
18
19. What you just learned about hostile
environments based on sex is also applicable
to hostile environments based on other
protected classes: race, color, national origin,
religion, age, disability, veteran status, etc.
Examples?
All Protected Classes
19
20. Managers must take steps to prevent such
harassment and promptly handle employee
complaints about it
If you receive a complaint (formal or
informal), witness inappropriate behavior,
hear about inappropriate behavior, or suspect
inappropriate behavior, you must contact
Human Resources immediately
Your Role
20
21. Your Role
Managers must
– Be good role models
– Take steps to stop harassment
– Document incidents with the assistance of HR
– Report incidents to HR immediately
– Do not conduct investigations unless
authorized to do so
21
22. Dealing with Harassment Claims
Courts look at how a company addresses
issues
If a supervisor or manager is aware of
harassment by others and does nothing or
doesn’t do enough, Happy Cats will be liable
for the harassment
22
23. Consequences
If you do not report it, Happy Cats can
get sued
You may get sued
The company may lose the lawsuit
Morale is damaged
The company’s reputation is damaged
Work suffers
This is serious
23
24. Take every complaint seriously
View complaint broadly
Contact HR
HR will investigate
Do not ignore!
Dealing with Complaints
24
25. Dealing with Harassment Claims
If supervisor or manager participates in
harassment, company will be liable for
harassment unless:
1) company took reasonable steps to prevent
and correct harassment and
2) victim unreasonably failed to complain
about the harassment or otherwise failed
to prevent harm
25
26. Employers take necessary steps to prevent
harassment
– Adopt a no-tolerance policy
– Develop appropriate sanctions
– Inform employees of their rights and
responsibilities
– Develop methods to sensitize all
Preventing Unlawful Harassment
26
27. Preventive program should include:
– Proper policy
– Proper training
– Proper investigation
– Proper corrective action
– Proper auditing
Preventing Unlawful Harassment
27