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.
Join Jennifer for a quick chat about the NYS Free Sexual Harassment forms - Employee policy and Complaint form. Learn why she believes the proposed documents are not necessarily in the employer's best interest and may lead to unnecessary and unwanted claims by opportunistic employees.
Every employer in New York State is required to provide employees with sexual harassment prevention training. The training must be interactive, meaning it requires some level of feedback by those being trained. This video alone is NOT interactive, meaning if you are using this video to meet the training requirements, you must also: ask questions of employees as part of the program; accommodate questions asked by employees, with answers provided in a timely manner; or require feedback from employees about the training and the materials presented. Additional resources are available on the State’s Combating Sexual Harassment in the Workplace website: www.ny.gov/programs/combating-sexual-harassment-workplace.
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore how to prevent and correct sexual harassment in the workplace. Sexual harassment is a form of unlawful sex discrimination that can occur in a variety of circumstances. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment; unreasonably interferes with an individual's work performance; or creates an intimidating, hostile, or offensive work environment. Sexual harassment is illegal. Title VII of the Civil Rights Act (Title VII) prohibits harassment of an employee based on race, color, sex, religion, or national origin. Harassment violates federal law if it involves discriminatory treatment. Employers should develop strategies for preventing and correcting sexual harassment in the workplace. Whatever form it takes, prevention is the best tool to eliminate sexual harassment, and it must be a priority for the employer to step in to stop it when it happens. Taking steps to eliminate sexual harassment in the workplace promotes a healthy and productive work environment, and helps defend an employer against liability of unlawful harassment. Prevention is the best tool to eliminate sexual harassment in the workplace. Swift corrective action restores a positive work environment when harassment occurs.
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
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.
How to properly file a complaint against a police officer or deputy. Police Complaints - How to File a Complaint Against a Police Officer: File a Police complaint: http://policecrimes.com/police_complaint.html My new "backup" and Cop Watch channel: https://www.youtube.com/channel/UC6dZ... Visit and subscribe. Never ... ever... walk into a police station and try to file a complaint against a police officer. Civilian testers have shown that you may be harassed or falsely arrested by the police. Know your rights - http://www.policecrimes.com/police.html I called Fayette County Sheriffs Office 3 days ago and ask to speak with Sheriff Keith Korenek as a concerned citizen in Fayette County concerning the video. Sheriff Korenek wasn't in so I left a voice mail and my number for him to call me back. Sheriff Korenek has yet to return my phone call. It seems not only is the Fayette County Sheriffs Office is unprofessional, but Sheriff Korenek is very unprofessional public servant. Sheriff's Office Main Number: (979) 968-5856 Best Lil Whore House in Texas Worst Sheriffs Dept. La Grange Texas - Police Harassment Lt. David Beyer - firstname.lastname@example.org Sheriff Keith Korenek -email@example.com Fayette County Texas Sheriffs Office Sheriff Korenek 1646 North Jefferson La Grange, TX 78945 (979) 968-5856 Police Audit on the Fayette County Texas Sheriffs Department. FAILED! Law Regarding Complaints Texas Government Code § 614.022. Complaint to be in Writing & Signed by Complainant To be considered by the head of a state agency or by the head of a fire or police department, the complaint must be: (1) in writing; and (2) signed by the person making the complaint. Send your complaint "certified" mail to the police department and stick to your complaint, don't change the story one bit after you write the complaint. Never agree to allow a police officer to ask you questions concerning your complaint. Citizen Complaint Process - A police department will hear all complaints against its members, which have been initiated by any person that is found to have standing for such a complaint. All investigations of citizen complaints will be conducted in a timely matter. Depending on the nature of the complaint, some will take longer than others to investigate. Upon conclusion of the investigation you will be notified of the disposition of your complaint. Complaint Process - The complaint process is a tool used to evaluate citizen concerns with regards to the performance and actions of our personnel and the agency itself. The process is not used to determine guilt or innocence or to debate the outcome of any legal proceeding; the appropriate court of venue will handle these legal proceedings. Police Service Complaints - These are made regarding any service performed by a Police Department, and not specifically directed at an employee. Police Personnel Complaints - These are made regarding the performance of duties, or behavior of departmental personnel, which include, but of course are not limited to, violations of federal, state, and local laws, and/or established departmental policies and procedures. Key Reasons for Monitoring Employee Performance Protection of the Public - The public has the right to receive fair, efficient, and impartial law enforcement. Corrections of Procedural Problems - Police are constantly seeking to improve efficiency of the department, and occasionally, administrative investigations disclose faulty procedures that would otherwise have gone undetected. police harassment. chicken ranch. police scanner. La grange. sheriffs office. zz top. La grange texas. zz top la grange. zz top. police officer. La grange texas. police harassment. police brutality. La grange texas police scanner. brutality. La grange. Police Complaint. chicken ranch. La grange. sheriffs department. zz top. Sheriff Korenek Fayette county. deputy. fayette county sheriff korenek. Sheriff Korenek Fayette county. police harassment, 1st amendment audit, police harassment. filming police. 1st amendment audit. police. first amendment audit, police harassment. police officers. traffic stop. first amendment audit, id refusal, know rights. police the police. id refusal, police brutality, know rights. first amendment fail. know your rights dealing with police. film cops. film police. first amendment fail. police complaint, police complaint form. cop harassment. bully cops. freedom to film. police the police. illegal traffic stop, dont talk to police. know your rights dealing with police. cops with attitude, traffic stop. police the police. first amendment fail. police audit. police brutality. cop harassment.
Due to newly-adopted legislation, all New York employers must update their sexual harassment policy and trainings by October 9, 2018 in order to be compliant with the new requirements. View this video, featuring Human Resources Generalist Cristiana Wilson, SHRM-CP, to find out what sexual harassment policy requirements a New York employer needs to have in place, New York City-specific requirements, what type of training programs need to be provided, and where you can find resources to help implement your sexual harassment programs and procedures.
There's nothing funny about sexual harrassment. » Subscribe for More: http://bit.ly/NBCTheOffice » Buy The Office Complete Series DVD Now: http://bit.ly/officedvd » Check Out NBC Fall Trailers: http://bit.ly/NBCFallTrailers2019 THE OFFICE ON SOCIAL: Like The Office on Facebook: http://www.facebook.com/theofficenbc Follow The Office on Twitter: https://twitter.com/theofficenbc Find The Office on Tumblr: http://theofficenbc.tumblr.com/ Follow The Office on Pinterest: http://pinterest.com/nbctheoffice/ Find The Office trailers, full episode highlights, previews, promos, clips, and digital exclusives here. NBC ON SOCIAL: NBC YouTube: http://www.youtube.com/nbc Follow NBC: http://Twitter.com/NBC Like NBC: http://Facebook.com/NBC NBC Tumblr: http://NBCtv.tumblr.com/ NBC Pinterest: http://Pinterest.com/NBCtv/ NBC Google+: https://plus.google.com/+NBC NBC Instagram: http://instagram.com/nbc ABOUT THE OFFICE The multi-award-winning comedy series "The Office" presents a hilarious documentary-style look at the humorous, and sometimes poignant, foolishness that plagues the 9-to-5 world. Based on the award-winning BBC hit, "The Office" is a fly-on-the-wall "docu-reality" parody of modern American office life that delves into the lives of the workers at Dunder Mifflin, a paper supply company in Scranton, Pennsylvania. The Office - Sexual Harassment (Episode Highlight) https://youtu.be/NFzmhx97FcQ The Office http://www.youtube.com/theoffice
Protect your company with the best in online harassment training, compliant with AB-1825 and all other state training requirements. Learn more here: http://www.projectionsinc.com/harassmenttraining/ "Harassment in the Workplace" eLearning presents powerful hypothetical harassment scenarios, interactive training activities that assess comprehension, and on-screen narration that reinforces a harassment-free workplace. Fully customizable, Harassment In The Workplace educates every employee, and every supervisor, about every form of Harassment. With user-controlled closed captioning, availability in Spanish, full and robust compliance reporting and more, Projections' award-winning "Harassment in the Workplace" will meet and exceed your harassment training needs. http://www.projectionsinc.com/harassmenttraining/