http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace Video Highlights: 1:28: The first step in preventing harassment is establishing a zero tolerance policy. Clearly state that NO form of harassment will be accepted at your workplace, including not only sexual harassment, but also harassment due to race, religion, ethnic background, age or disability. Publish the policy in your handbook and post it prominently on your company intranet or internal website. 1:52: Next, offer employees training in how to recognize harassment. Make sure they understand what types of actions and behaviors constitute sexual harassment and what things do not constitute sexual harassment. 3:36: Make this process as simple as possible for your employees by providing accessible points of contacts for employees to bring complaints. Your policy should also assure employees that they will not suffer retaliation as a result of any complaint made in good faith. Retaliation is against the law.
What is Sexual Harassment? Sexual Harassment explained. http://turnkeydoc.com/training-tutorials/sexual-harassment-training/ The law defines sexual harassment as unwelcome verbal, visual, or physical conduct of a sexual nature that is severe or pervasive and affects working conditions or creates a hostile work environment. “Conduct of A Sexual Nature” is broken into 3 parts. Verbal, Visual and Physical. Verbal sexual harassment includes comments about clothing, a person’s body; sexual or gender-based jokes or remarks; requesting sexual favors or repeatedly asking a person out; sexual innuendos; threats, spreading rumors about a person’s personal or sexual life; or foul and obscene language Visual sexual harassment includes posters, drawings, pictures, screensavers, cartoons, emails or text of a sexual nature. Physical sexual harassment includes assault; impeding or blocking movement; inappropriate touching such as kissing, hugging, patting, stroking, or rubbing, sexual gesturing or even leering or staring. There are two categories of sexual harassment: The first is Quid pro quo, which literally means "this for that" It occurs when a boss uses job rewards, such as raises or promotions or punishment, such as demotions or firing to force employees into a sexual relationship or sexual act. This is sexual harassment. The second is Hostile environment, which is defined as conduct that unreasonably interferes with work performance or creates an intimidating, hostile, or offensive work environment. For example, it may be sexual harassment if repeated sexual comments makes someone so uncomfortable that their work performance suffers or they decline professional opportunities because it will put them in contact with the harasser. In both types of sexual harassment, employees must prove that the conduct was offensive to someone, not necessarily the intended victim of the sexual harassment, Here is an example: Say a male employee tells a dirty joke to a female co-worker. She thinks it's funny, but a second woman passing by finds it offensive. That joke could contribute to a hostile environment claim simply because someone finds it offensive. There are two conditions that determine liability for employers in cases of hostile environment sexual harassment: The employer knew or should have known about the sexual harassment, and The employer failed to take appropriate corrective action. Having a sexual harassment training program as well as a clear procedure for reporting harassment claims can shield employers from expensive lawsuits. Visit us at www.turnkeydoc.com for more tips on how to prevent sexual harassment, training materials, as well as a complete library of company policy and procedures. Don’t forget to subscribe to our youtube channel for free video tips every month! http://youtu.be/d0pbHOliQu0 https://www.linkedin.com/company/turn-key-doc-inc-?trk=company_name https://plus.google.com/+Turnkeydoc https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/ Sexual Harassment Sexual Harassment Training
At CyPhaCon we do not allow any harassment of any type, this is a very serious matter do not take lightly. Once again Cosplay is NOT consent at CyPhaCon! CyPhaCon is dedicated to providing a harassment-free convention experience for everyone (regardless of gender, gender identity and expression, sexual orientation, disability, physical appearance, body size, race, or religion). We do not tolerate harassment of convention participants, staff members, or volunteers in any form. Everyone is welcome to CyPhaCon and we strive to make our event the safest possible for all our attendees.
http://blog.hr360.com/racially-offensive-remarks-in-the-workplace-video-blog Video Highlights: 00:03 Over the past few decades, employers have recognized how the input and unique contributions of employees with varying backgrounds can help to build a vital, productive, and profitable workforce. At the same time, managers must be sensitive to actions or behaviors that are offensive to members of their teams and take immediate steps to put a stop to such conduct. 01:33 First, they are just that: offensive and alienating. Such remarks can demotivate employees and harm a company’s reputation, both internally and among clients or customers. Finally, these kinds of remarks may rise to the level of unlawful harassment. 01:49 Harassment is a form of employment discrimination that violates federal law and the law in many states. Under federal law, harassment is defined as unwelcome conduct that is based on race, color, religion, sex, national origin, age (40 or older), disability or genetic information. 02:07 Harassment is illegal when enduring the offensive conduct becomes a condition of continued employment, or the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. 02:30 Importantly, the victim does not have to be the person harassed, but can be anyone affected by the offensive conduct. In certain cases, employers may be held liable for workplace harassment. 02:41 With so much at stake, managers must respond forcefully to any instances of racially or ethnically offensive remarks or behaviors that occur in their presence or come to their attention. 03:50 It is also essential for employees to know that they will not face retaliation for reporting or complaining about any instances of offensive behavior, or for participating in any investigations regarding such conduct. 04:02 As a general rule, all companies should have a policy in place that clearly states a commitment to workplace diversity and outlines the consequences for discriminatory conduct. 04:25 Commit to implementing workplace diversity best practices, including not making assumptions based on race, ethnicity, gender, disability, or the like; respecting all cultures, traditions, and circumstances that may require accommodation; refusing to allow inappropriate jokes, language, or behavior; treating all employees equitably; and engaging in ongoing dialogue regarding diversity.
In this fascinating talk, founder of the award-winning EverydaySexismProject, Laura Bates, talks about her inspiring initiative. The EveryDaySexism is an ever-increasing collection of over 50,000 women's experiences of gender imbalance. The stories come from women of all ages, races and sexual orientations, disabled and non-disabled, employed and unemployed, religious and non-religious. The project has expanded into 18 countries worldwide and become internationally renowned, featuring in media from the New York Times to French Glamour, CNN to Grazia South Africa, Cosmopolitan to the Times of India. See more in: www.everydaysexism.com In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Office Space movie clips: http://j.mp/1MQtme3 BUY THE MOVIE: FandangoNOW - https://www.fandangonow.com/details/movie/office-space-1999/1MVad3e7abcbaf9a3b2f17cd2edc6e05654?cmp=Movieclips_YT_Description iTunes - http://apple.co/1BMvQkv Google Play - http://bit.ly/1Gn0MPu Amazon - http://amzn.to/1dhy5WY Fox Movies - http://bit.ly/1M8hv7k Don't miss the HOTTEST NEW TRAILERS: http://bit.ly/1u2y6pr CLIP DESCRIPTION: Peter (Ron Livingston) gets grilled by his bosses for not having the right cover sheet on his T.P.S. report. FILM DESCRIPTION: Peter Gibbons (Ron Livingston) is a computer programmer working for Initech in Houston. Every day, he and his friends Samir (Ajay Naidu) and Michael Bolton (David Herman as not THAT Michael Bolton), suffer endless indignities and humiliations in their soulless workspace from their soulless boss, Bill Lumbergh (Gary Cole). For Peter, stuck in his cookie-cutter apartment with paper-thin walls and IKEA furniture, every day is worse than the one before it -- so every day is the worst of his life. To cap it off, Initech has hired a pair of "efficiency experts" to downsize the company. One Friday night, Peter's soon to be ex-girlfriend Anne (Alexandra Wentworth) forces him to go to an occupational hypnotherapist to relieve work stress. While Peter is under hypnosis, the therapist keels over and dies. As he never snaps out of his hypnotic state, Peter has a new outlook on life. If something annoys him, he just ignores it or walks away from it. He is completely relaxed and enjoying life for the first time in a long time. On Monday, Peter skips work and sleeps in. He gets up for lunch and drives down to a restaurant next to his office and asks the waitress he's had a crush on, Joanna (Jennifer Aniston), on a date. When Peter stops into the office to pick up his organizer, he's called in to talk to the efficiency experts. Relaxed and friendly, Peter charms them as he describes everything wrong with the office, including his boss. Even as Peter now appears at work only as the mood strikes him, the experts decide he's management material and give him a promotion even as they lay off the hardworking Samir and Michael. Peter then convinces his friends to exact revenge on Initech based upon an idea from Superman III. Not everything works out quite as planned. Office Space originated from writer/director Mike Judge's first animated short of the same name, created in 1991. The short was about Milton (reproduced in the film by Stephen Root), a damaged office drone whose complaints and threats about his sufferings go unheeded. CREDITS: TM & © Fox (1999) Courtesy of Twentieth Century Fox Film Corporation Cast: Joe Bays, Gary Cole, Ron Livingston, Stephen Root Director: Mike Judge Producers: Daniel Rappaport, Guy Riedel, Michael Rotenberg, Mike Judge Screenwriter: Mike Judge WHO ARE WE? The MOVIECLIPS channel is the largest collection of licensed movie clips on the web. Here you will find unforgettable moments, scenes and lines from all your favorite films. Made by movie fans, for movie fans. SUBSCRIBE TO OUR MOVIE CHANNELS: MOVIECLIPS: http://bit.ly/1u2yaWd ComingSoon: http://bit.ly/1DVpgtR Indie & Film Festivals: http://bit.ly/1wbkfYg Hero Central: http://bit.ly/1AMUZwv Extras: http://bit.ly/1u431fr Classic Trailers: http://bit.ly/1u43jDe Pop-Up Trailers: http://bit.ly/1z7EtZR Movie News: http://bit.ly/1C3Ncd2 Movie Games: http://bit.ly/1ygDV13 Fandango: http://bit.ly/1Bl79ye Fandango FrontRunners: http://bit.ly/1CggQfC HIT US UP: Facebook: http://on.fb.me/1y8M8ax Twitter: http://bit.ly/1ghOWmt Pinterest: http://bit.ly/14wL9De Tumblr: http://bit.ly/1vUwhH7
First Healthcare Compliance hosts Lauren Russel, Associate Attorney at Young Conaway Stargatt & Taylor, LLP, for an interactive discussion on “Sexual Harassment in the #MeToo Era: What You Need to Know to Protect Your Business.” A new wave of sexual harassment complaints is anticipated by employers across the country. The focus on workplace harassment efforts is shifting from protecting the business to eradicating workplace misconduct so that we prevent claims from being filed in the first place. This webinar will focus on what businesses need to do to come into line with business expectations in the current era. Objectives: 1. Understand what behavior constitutes unlawful sexual harassment. 2. Identify seemingly benign workplace conduct that may be the seed of a future harassment claim. 3. Identify affirmative steps to bring workplace policies and reporting/investigation procedures into line with current practices. First Healthcare Compliance, LLC offers the most comprehensive cloud-based software solution to address the compliance program management needs of private practices, hospital networks, healthcare billing companies, and long-term care facilities. Our flexible, and scalable solutions allow organizations to share, track, and manage their compliance processes with ease, view compliance in real time across all locations, and have peace of mind that they are current in all federal healthcare regulatory areas. Administrators using the First Healthcare Compliance platform are able to share, track, and manage their compliance processes with ease, view compliance in real time across all locations, and have peace of mind that they are current in all areas. Visit our website to learn more: http://1sthcc.com SUBSCRIBE to our YouTube Channel: http://www.youtube.com/1stHCC Follow us on TWITTER: http://twitter.com/1sthcc Follow us on LINKEDIN: http://www.linkedin.com/company/2592500 Like us on FACEBOOK: https://www.facebook.com/firsthealthcarecompliance/ Follow us on GOOGLE+: https://plus.google.com/111167136096637747605
Quickly and cost-effectively share video training across your organization with our new CoastalFlix™ video streaming solution! CoastalFlix™ Video Bytes are two- to four-minute video clips that each cover a complete learning objective -- making them the perfect solution for meeting openers, safety contacts, or to reinforce key learning points. Use this free "Generations at Work" Video Byte to show employees how age differences can result in harassment or discriminatory behavior at work. Related Video Bytes include: It's Generational - Be aware of the four generations in the workplace today and get a basic profile of each. When Is It Harassment? - Learn to distinguish when a particular form of behavior is harassment or not. Bullying in the Workplace - Discover how bullying can be a form of harassment and how it affects morale and productivity. Handling a Complaint - Follow these procedures in handling harassment complaints. Visit CoastalFlix™ to find these and other human resources training videos on demand! http://www.coastalflix.com?cid=ytb.poi10e ----------------------------------------------------------------------------------- Follow us on Twitter: http://twitter.com/DSSLearning ----------------------------------------------------------------------------------- Copyright © 2013 Coastal Training Technologies Corp. All rights reserved. The DuPont Oval Logo, DuPont™, The miracles of science™ and all products denoted with ® or ™ are registered trademarks or trademarks of E. I. du Pont de Nemours and Company or its affiliates.
This video is a partial preview of the full business document. To view and download the full document, please go here: http://flevy.com/browse/business-document/workplace-bullying-procedure-policy-and-forms-1232 BENEFITS OF DOCUMENT 1. Full concise Workplace Bullying management procedure and Policy 2. 3 documents in one - Ready to modify and implement for any size business 3. All required forms included DOCUMENT DESCRIPTION 3 documents in one - The workplace bullying procedure and policy contains all information you need to implement a Workplace Bullying Management Process including the required forms. The main section of the procedures are: Policy ? ready to modify and hang on wall Introduction and purpose Scope of procedure Legal obligations What is workplace bullying? Examples of workplace bullying behaviours? What is not considered workplace bullying How can workplace bullying occur? Impact of workplace bullying Risk management for workplace bullying Identifying the hazard Assessing the risk Controlling the risk Monitoring and reviewing the process Health and safety representatives and committees Common identified risk factors of workplace bullying Complaints resolution procedure Reporting the issue Informal complaints procedure Formal complaints procedure Formal complaints ? lodging/reporting Formal complaints ? initial response Formal complaints ? selecting an investigator Formal complaints ? investigation process Escalating a bullying incident to fair work commission Roles and responsibilities Breach of policy or procedure Review of procedure Forms appendix ? Identification Checklist, Report form and Investigation Form