How to Provide the Best Harassment Training to Your Workforce: A Practical Ov...Kendal Peterson
This interactive webinar is an ideal overview of harassment training laws and harassment trends for employers located all over the country.
2011 is a harassment prevention “re-train” year for most California employers. The state’s strict training law, AB 1825, requires any organization that does business in California, and that has more than 50 employees, to provide 2 hours of anti-harassment training to all California supervisors, every 2 years. The California law has had a profound effect on organizations across the country.
Title VII of the Civil Rights Act (1964)
An employer cannot discriminate on the basis of race, color, religion, sex, or national origin with respect to employment.
Coverage
All public or private employers of 15 or more persons.
All private and public educational institutions, the federal government, and state and local governments
All public and private employment agencies
All labor unions with 15 or more members
Basic presentation on employment law for recruiters. Significant content in speaker notes only; many slides are all or mostly visuals. Contact me if interested in using.
How to Provide the Best Harassment Training to Your Workforce: A Practical Ov...Kendal Peterson
This interactive webinar is an ideal overview of harassment training laws and harassment trends for employers located all over the country.
2011 is a harassment prevention “re-train” year for most California employers. The state’s strict training law, AB 1825, requires any organization that does business in California, and that has more than 50 employees, to provide 2 hours of anti-harassment training to all California supervisors, every 2 years. The California law has had a profound effect on organizations across the country.
Title VII of the Civil Rights Act (1964)
An employer cannot discriminate on the basis of race, color, religion, sex, or national origin with respect to employment.
Coverage
All public or private employers of 15 or more persons.
All private and public educational institutions, the federal government, and state and local governments
All public and private employment agencies
All labor unions with 15 or more members
Basic presentation on employment law for recruiters. Significant content in speaker notes only; many slides are all or mostly visuals. Contact me if interested in using.
Eeo specialists factsheet bullying-Equal Opportunity Training Australiabrasseriebardot
Australia has Federal Legislation in relation to bullying which is outlined in the Fair Work Act 2009 and came into effect on January 1st, 2014.
In addition, each State also has a Code of Practice, in which bullying is defined. There are two commonly used bullying definitions in Australia, with minor variations of them across the different States.
Tips for managing employee use of social media at work, and how to develop a solid workplace policy on this usage to pre-empt complicated modern work situations.
Facebook for business and personal branding presentation.
Covering:
* Statistics, demographics of users
* When to post
* Facebook Strategy Worksheet
* Effective Facebook Profiles
* Facebook Tabs and Apps
* Finding Content
* Creating Effective posts
* Facebook Insights
* How to use Facebook Groups for business
* Facebook Events
* Facebook tips and tricks
From Simmer to Sensational Webinar Slide DeckSuzanne Carawan
Slide deck from September 22, 2010 webinar "From Simmer to Sensational: Creating Exhibitor and Sponsor Programs that Delight" with speakers Michael Hatch, Fantail Consulting & Technologies and Eric Hatch, P.O.P. Event Marketing
Eeo specialists factsheet bullying-Equal Opportunity Training Australiabrasseriebardot
Australia has Federal Legislation in relation to bullying which is outlined in the Fair Work Act 2009 and came into effect on January 1st, 2014.
In addition, each State also has a Code of Practice, in which bullying is defined. There are two commonly used bullying definitions in Australia, with minor variations of them across the different States.
Tips for managing employee use of social media at work, and how to develop a solid workplace policy on this usage to pre-empt complicated modern work situations.
Facebook for business and personal branding presentation.
Covering:
* Statistics, demographics of users
* When to post
* Facebook Strategy Worksheet
* Effective Facebook Profiles
* Facebook Tabs and Apps
* Finding Content
* Creating Effective posts
* Facebook Insights
* How to use Facebook Groups for business
* Facebook Events
* Facebook tips and tricks
From Simmer to Sensational Webinar Slide DeckSuzanne Carawan
Slide deck from September 22, 2010 webinar "From Simmer to Sensational: Creating Exhibitor and Sponsor Programs that Delight" with speakers Michael Hatch, Fantail Consulting & Technologies and Eric Hatch, P.O.P. Event Marketing
Week 4 ChatKey AssignmentPhase 4 IP AssignmentKey Assi.docxcockekeshia
Week 4 Chat
Key Assignment
Phase 4 IP Assignment
Key Assignment Draft
The Key Assignment for this course will involve creating polices for the various laws that are covered in the employee handbook. The purpose of the handbook is to equip managers with the information they need to lead their teams. For this assignment, you will create a paper of 1000 words.
Include the information below in your assignment. When discussing each act, provide an example of how it might be violated by an employer or employee and the approach that can be used (such as EEOC, diversity, grievances, counseling, documentation, or termination) to address the violation.
A policy for the Americans with Disabilities Act (ADA)
A policy for the Age Discrimination in Employment act (ADEA)
A policy for dealing with different types of harassment.
A policy for the Occupational Safety and Health Act (OSHA)
A policy for the Family Medical Leave Act (FMLA)
A policy for the Fair Labor Standards Act (FLSA)
A policy for the Equal Pay Act (EPA)
A policy for employee use of technology because new sources of social media and more advanced electronic devices are regularly being introduced to the market. Address topics such as: refraining from workplace commentary on social media, maintaining a professional image, what can be shared and what not to share on social media, harassment, privacy, and IT security.
U.S. Equal Employment Opportunity Commission (EEOC)
Overview
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.
The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
Authority & Role
The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law. Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding. If we find that discrimination has occurred, we will try to settle the charge. If we aren't successful, we have the authority to file a lawsuit to protect the rights of individuals and the interests of the public. We do not, however, file lawsuits in all cases where we find discrimination.
We also work to prevent discrimination before it occurs through outreach, education and technical assistance programs.
The EEOC provides leadership and guidance to .
Michael Cosgrove from Workplace Laws discusses:
- Steps to prevent workplace bullying
- The process of dealing with workplace bullying after it occurs
- Legal frameworks, resources available for businesses and options for employees to have their workplace bullying issues dealt with effectively
Cover your workplace with LawPath's Workplace Policies Bundle: http://bit.ly/1AFe9VM
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.
HR Insights, Harassment & Bullying in the WorkplaceJames Cheetham
Anna Denton-Jones' slides from HR Insights, 5th March.
Covering the topic of 'The practicalities of dealing with allegations of [bullying and] harassment.'
How to prevent workplace sex harrasment . by dr alka arup mukherjee secretary...alka mukherjee
Vishakha V State of Rajasthan & Ors AIR 1997 SC 3011
• Duty of the Employer or other responsible persons in work places and other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
• All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment including the following:
o Express prohibition of sexual harassment at the work place should be notified, published and circulated in appropriate ways.
o The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
o As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
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