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.
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.
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.
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
Why do so few university professors dissent from the campus orthodoxy? Because even the mildest form of ideological non-compliance, like teaching a Men in Literature course with Warren Farrell on the reading list, can bring years of persecution.
Sexual harassment training has been part of American work life since the 1980s, but over time, the trainings have earned the reputation of being outdated and cheesy. How have the videos evolved over the years and how will they cope in the age of #MeToo? SUBSCRIBE: http://nbcnews.to/2rAQzwx FOLLOW NBC LEFT FIELD: Facebook: http://nbcnews.to/2rACLSM Instagram: http://nbcnews.to/2rAsQwp Twitter: http://nbcnews.to/2rAsWUN CALL THE FIELD PHONE: ☎️ (315) LF-FIELD VISIT OUR SITE: http://nbcleftfield.com Video journalist Haimy Assefa Graphics Zachary Gibson __ ABOUT NBC LEFT FIELD: NBC Left Field is a new internationally-minded video troupe that makes short, creative documentaries and features specially designed for social media and set-top boxes. Our small team of cinematographers, journalists, animators and social media gurus aims to unearth stories and breathe creative life into current headlines. While pushing boundaries at home and abroad, NBC Left Field will also be serving as an experimental hub for NBC News style, treatment and audience engagement.
Today, Craig is going to talk about employment discrimination, and we're going to focus primarily on women in the workforce. Discrimination against women tends to be handled somewhat differently in the courts as they are not a minority. Even so, the courts need a method for challenging issues to help further important government interests - this is called intermediate scrutiny. (If you'll remember, strict scrutiny is the most rigorous form of judicial review and rational basis review is the least rigorous.) So we'll talk about things like disparate impact and sexual harassment in the workplace and how these cases are handled in the courts. Produced in collaboration with PBS Digital Studios: http://youtube.com/pbsdigitalstudios Support is provided by Voqal: http://www.voqal.org All attributed images are licensed under Creative Commons by Attribution 2.0 https://creativecommons.org/licenses/... Want to find Crash Course elsewhere on the internet? Facebook - http://www.facebook.com/YouTubeCrashC... Twitter - http://www.twitter.com/TheCrashCourse Tumblr - http://thecrashcourse.tumblr.com Support Crash Course on Patreon: http://patreon.com/crashcourse CC Kids: http://www.youtube.com/crashcoursekids
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)
Bullying cases present unique challenges for return to work coordinators and employers. In a webinar first presented on 30 October 2014, Dr Kirsten Way, Manager Work and Electrical Safety Policy from Workplace Health and Safety Queensland, provides an insight into how the different perspectives of people involved in conflict can affect working relationships.
The very act of filling out a Census Bureau form is a violation of your Fifth Amendment rights, by the way. Providing this bureau with your race / ancestry information gives them information that may be used to round you up at gunpoint and have you (and your family) sent to a concentration camp. That's not conjecture. It's not a conspiracy theory. It's historical fact. The U.S. Census Bureau did, in fact, conspire with the federal government to target American citizens based on race data. • Over 100,000 Japanese-American citizens were rounded up at gunpoint, kidnapped by the government, and forcibly relocated to these concentration camps. They were forced to abandon their homes, farms and businesses. • This rounding up of Japanese-American citizens was "authorized" by President Franklin D. Roosevelt who bypassed Congress and issued Executive Order 9066 on February 19, 1942. The executive order was written and carried out in total violation of the U.S. Constitution and its Bill of Rights. • The legal loophole that was used to justify this blatantly illegal act is as follows: Military commanders were granted the "administrative right" to declare entire states to be "exclusion zones" from which people of Japanese ancestry were excluded. The internment camps were, of course, not included in the exclusion zones, meaning that all Japanese-Americans were forced to be put into the internment camps in order to comply with the exclusive zone orders. This action, by the way, is the ultimately expression of race-based profiling. • No one was given a trial. No charges were even filed against those who were forced into the camps. They were simply rounded up at gunpoint and shoved into railroad cars and busses. • The U.S. government issued shameless propaganda films to spread disinfo about its illegal actions. Here's a particularly shocking example of such propaganda from 1942: http://www.youtube.com/watch?v=_OiPldKsM5w That film, as you can see for yourself, describes the gunpoint kidnapping and internment of American citizens as nothing more than a need "to transfer several thousand Japanese residents from the Pacific Coast to points in the American interior." It does not mention that those points are surrounded by barbed war and armed guards, where prisoners are forced into what is essentially slave labor just to survive. • How were all those Japanese-American citizens located by the government? The U.S. Census Bureau turned over the racial targeting data to the federal government. So anyone who obeyed the census and revealed "Japanese" as their ancestry on the census forms received a visit by an armed squad of government kidnappers who forced you and your family into a concentration camp ("war relocation camp"). • The U.S. Census Bureau vigorously denied its involvement in the government kidnappings, staging a multi-decade cover-up. The truth finally came out in 2007, and detailed are now published in both Scientific American and USA Today: (http://www.usatoday.com/news/nation/2007-03-30-census-role_N.htm) The Census Bureau turned over confidential information including names and addresses to help the Justice Department, Secret Service and other agencies identify Japanese-Americans during World War II, according to government documents released today. Documents found by two historians in Commerce Department archives and the Franklin D. Roosevelt Presidential Library confirm for the first time that the bureau shared details about individual Japanese-Americans after Japan's Dec. 7, 1941, attack on Pearl Harbor. The Census Bureau played a role in the confinement of more than 100,000 Americans of Japanese descent who were rounded up and held in internment camps, many until the war ended in 1945. In 1942, the Census turned over general statistics about where Japanese-Americans lived to the War Department. Astonishingly, the U.S. Census Bureau, which participated in the racial profiling and rounding up of innocent Americans to be thrown into concentration camps, claims it works on behalf of civil rights: "Information on race is required for many Federal programs and is critical in making policy decisions, particularly for civil rights" claims the Census Bureau website (http://www.census.gov/population/race/about/faq.html) The Census Bureau does NOT say, by the way, that the race data you provide to the bureau may one day be used to target you and your family to be rounded up and stuffed into a concentration camp. http://www.infowars.com/u-s-census-bureau-helped-racially-target-thousands-of-american-citizens-for-armed-government-kidnappings-camp-internments/ [START GETTING HEALTHY NOW BEFORE IT'S TOO LATE] http://www.infowarshealth.com/index.php?100921162 http://www.infowars.com/ http://www.prisonplanet.com/ http://www.infowars.net/ http://www.prisonplanet.tv