SPW_51_12
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This document outlines Caraustar Industries' harassment policy. It prohibits all forms of harassment based on protected characteristics. Sexual harassment is explicitly prohibited, including unwelcome sexual advances, requests for sexual acts, and sexually explicit materials in the workplace. Associates can report harassment to their supervisor, senior manager, or the ethics hotline. The company will thoroughly investigate all complaints and take corrective action, up to and including firing, if harassment is found to have occurred.
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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.
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.
Workplace Harassment Training by U.S. Department of Veterans Affairs
This document provides information from an EEO compliance training for managers and supervisors on workplace harassment presented by the Deputy Assistant Secretary from the Office of Diversity and Inclusion at the U.S. Department of Veterans Affairs. It discusses the definition of harassment, potential forms of harassment, an employer's liability for harassment, an employee's responsibilities regarding harassment, and case studies to test understanding of harassment issues.
Republic act 7877
This document defines sexual harassment and outlines the relevant law. It begins by defining sexual harassment as uninvited verbal or physical behavior of a sexual nature, especially by someone in a position of authority. It then discusses Republic Act No. 7877, which made sexual harassment unlawful and covers workers, students, and trainees. The law aims to guarantee a harassment-free environment. The document details what constitutes sexual harassment, reporting procedures, employer responsibilities, and penalties, which include fines and imprisonment depending on the offense severity. Victims can also pursue independent legal actions.
Republic act 7877
This document defines sexual harassment and outlines the Philippine law against it. Sexual harassment is defined as uninvited and unwelcome verbal or physical behavior of a sexual nature, especially by someone in a position of power over the victim. The Anti-Sexual Harassment Act of 1995 aims to guarantee a safe learning and work environment free from harassment. It covers employees, students, and trainees. Employers have duties to prevent harassment and investigate complaints, and victims can pursue legal action. Harassment is penalized by fines and imprisonment depending on the severity of the offense. Victims are advised to reject, document, and report any harassment.
Xxx company sexual harassment training
This document provides a sexual harassment training for XXX Company employees. It defines sexual harassment and outlines a hostile work environment. Two types of sexual harassment are defined: quid pro quo and hostile work environment. Behaviors that could contribute to a hostile environment are listed, as well as the impact of sexual harassment on a company. Employees are instructed on how to recognize, prevent, and respond to sexual harassment, including reporting procedures. The training emphasizes XXX Company's zero tolerance policy for retaliation.
Sexual harassment
This document provides information from a seminar on sexual harassment. It defines sexual harassment, explains the different types including quid pro quo and hostile work environment, and provides examples of unacceptable behaviors. The objectives are to increase knowledge about sexual harassment, provide guidelines for addressing it, and explain legal consequences. Sexual harassment is described as unwelcome conduct of a sexual nature that affects employment or creates a hostile environment. The document outlines employer responsibilities to prevent and address sexual harassment according to the law.
Harassment
The document defines workplace harassment and sexual harassment, outlining that harassment involves unwelcome behavior that creates an offensive, intimidating, or hostile environment. It provides details on what constitutes harassment, how to report it, and steps organizations can take to prevent harassment through clear policies, complaint procedures, training, and performance management. Signs of harassment include increased absenteeism, turnover, and poor employee morale.
Discrimination and Harassment Free Workplace Training by State of Oregon
The document is a power point presentation on discrimination and harassment in the workplace. It defines discrimination, workplace harassment, and sexual harassment. It outlines protected classes, provides examples of prohibited behaviors, and explains complaint and investigation procedures. It stresses the importance of preventing and reporting discrimination and harassment and notes that retaliation is prohibited.
Sexual Harassment of Women at Workplace
This document discusses gender roles and sexuality in the workplace. It defines key terms like sex, gender, and sexual harassment. Sex refers to biological differences, while gender refers to societal expectations of men and women. Sexual harassment is any unwelcome sexually determined behavior that makes the recipient feel humiliated or intimidated. It can take many forms, like quid pro quo harassment where favors are expected in return for job benefits, or a hostile work environment. Employers have a duty to prevent sexual harassment and provide complaint mechanisms. An internal complaints committee must be formed to address harassment complaints.
Sexual Harassment Avoidance
This document provides an overview of avoiding sexual harassment, including identifying legal foundations, key terms, types of harassment, examples of sexual harassment, employee and supervisor responsibilities, complaint procedures, and the investigative process. It discusses topics such as prohibited discrimination, retaliation, unlawful harassment, hostile work environments, and preventing sexual harassment in the workplace.
Week 11 conflict management & safety
The document discusses several topics related to supervision and training, including conflict management, health and safety, and substance abuse. It provides information on dealing constructively with workplace conflicts, common workplace injuries and their costs, policies for addressing issues like sexual harassment and substance abuse, and the importance of safety training and prevention measures in the hospitality industry. Managing safety includes having proper policies, training employees, using a safety committee, and ensuring supervision.
Sexual Harassment Avoidance
This document provides an overview of avoiding sexual harassment in the workplace. It defines key legal concepts and protections related to harassment, including what constitutes unlawful harassment and discrimination. Examples of harassment and guidelines for complaint procedures and investigations are also summarized to help employees and supervisors address harassment issues appropriately and in compliance with relevant laws.
Sexual Assault Policy for Employees
1) The document outlines Houston Community College's policy prohibiting discrimination, harassment, sexual harassment, sexual assault, dating violence, stalking, and retaliation.
2) It defines key terms like employee, sex or gender, and sexual harassment. It also defines prohibited conduct covered by the policy.
3) The policy establishes reporting procedures, including mandatory reporting requirements for employees, and designates the Title IX Coordinator to handle reports of sex discrimination.
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SPW_51_12
- 1. Caraustar Industries, Inc. Human Resources Policies and Procedures Effective Date: January 1, 2008 Section: Associate Conduct Policy No. 3.3a Subject: HARASSMENT POLICY Last Updated By: Corporate Human Resources January 1, 2016 Approved By: Page: 1 of 1 Policy Caraustar is committed to maintaining a work environment free from discrimination, where associates at all levels of the Company are able to devote their full attention and best efforts to their jobs. Harassment, either intentional or unintentional, has no place in the work environment. Accordingly, the Company does not authorize and will not tolerate any form of harassment of, or by, any associate based on race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expressions, national origin, age, disability, genetic information, marital status, status as a protected veteran, or any other protected status in accordance with applicable federal, state and local laws. The term "harassment" includes, but is not limited to, jokes or other verbal, graphic or physical conduct relating to an associate's race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expressions, national origin, age, disability, genetic information, marital status or status as a protected veteran that would make a reasonable person experiencing such harassment offended or uncomfortable in the work environment or that could interfere with the person's job performance. Sexual Harassment Prohibited Sexual harassment is expressly prohibited. Sexual harassment is defined as: (a) physical assaults or physical conduct that is sexual in nature; (b) unwelcome sexual advances; (c) requests for sex or sexual activities; (d) sexual displays or publications such as calendars, cartoons or graffiti; (e) retaliation for complaints of harassment; and (f) other verbal or physical conduct of a sexual nature that has the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment. The Company regards all such conduct as violating the Harassment Policy, regardless of whether submission to such conduct is made either explicitly or implicitly a term or condition of employment. Examples of sexual harassment include sexual propositions, sexual innuendo, sexually suggestive comments, sexually oriented "kidding," "teasing" or "practical jokes," jokes or comments about gender-specific traits, foul or obscene language or gestures, displays of foul or obscene printed or visual material, physical contact such as patting, pinching, or brushing against another's body, or reading or otherwise publicizing materials in the work environment that are sexually suggestive or revealing. Reporting Instances of Harassment An associate may bring his or her questions regarding this policy or a specific violation of harassment to his or her immediate supervisor or to the attention of the senior unit, department, or facility manager in which he or she works. If the associate is uncomfortable discussing the matter with any of these people, he or she is urged to go to any member of management or notify the Caraustar Standards of Business Conduct Hotline, 1-866-834-1825. Investigation and Resolution of Complaints The Company will thoroughly and promptly investigate all claims of harassment. If an investigation confirms that harassment has occurred, the Company will take corrective action, including such discipline as is appropriate, up to and including immediate termination of employment. Complaints of harassment will be kept as confidential as possible. No associate will be subjected to retaliation by the Company because he or she has reported what he or she believes to be an incident of harassment. Michael C. Patton President and Chief Executive Officer