Sentences with phrase «include workplace violence»

Topics include workplace violence, tree - trimming ordinances, municipal laws and construction fraud.

Jim's practice involves providing advice on every aspect of the employment relationship, including hiring, employee terminations, discipline, accommodation, human rights and occupational health and safety (including workplace violence and harassment).

We also advise and train on a broad and diverse range of OHS topics that includes workplace violence and harassment, contractor management, due diligence, director and officer risk management, accident and inspection response, and numerous other OHS - related topics.

Not exact matches

In 2010, Bill 168 expanded the Occupational Health and Safety Act to include issues of workplace violence and harassment, specifically calling out domestic violence.

Relay Ventures recognizes that workplace violence and workplace harassment can arise from many sources, including workers, managers, supervisors, customers, vendors, and contractors.

Cuomo on Sunday said he would write his own reproductive health measure, which is part of an overall package of women's equality bills that include pay equity and provisions to strengthen violence against women laws, along with new propsoals to prevent workplace discrimination.

His accusers include a former town comptroller who filed a workplace violence complaint against Lewza after she said he cornered her in a hallway at Town Hall during a heated discussion.

There are other aspects to the governor's Women's Equality Act, including stopping pregnancy discrimination; eliminating sexual harassment in all workplaces; further protecting domestic violence victims; and strengthening human trafficking laws.

Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats (these also should separately be referred and addressed in accordance with the Erie County Workplace Violence Prevention Policy), intimidation, ridicule or mockery, insults or put - downs, offensive objects or pictures, and interference with work performance.

An expert in the areas of: boy's development / education and men's roles (including violence, suicide and depression), school safety (including bullying prevention), workplace violence, gender studies (men, boy - girl and male / female relationships), parenting (mothering / fathering), organizational structure, gender and work / family balance in workplace culture, psychoanalytic psychotherapy and professional issues in the practice of psychology, he is the author and / contributor of numerous scholarly journal articles and book chapters.

Grounds for cause include insubordination, dishonesty, theft, unjustified absenteeism, repeated and persistent lateness, breach of trust, harassment of another employee and workplace violence.

This begins with creating a culture of respect for differences of all kinds that should start at the very top of the organization with a strong commitment from the senior leadership team, and should include proactive training on respect, discrimination, harassment and workplace violence at all levels of the organization.

We advise on a vast array of topics pertaining to workplace violence, including:

As more attention has been focused on sexual harassment and the voice of victims in seeking justice, Bill 132 (the Sexual Violence and Harassment Action Plan Act), which came into effect in 2016, amended certain portions of OHSA to expand the definition of workplace harassment to include sexual harassment.

These provisions require employers to implement policies, practices and procedures, education and training and control measures to protect employees from incidents of workplace violence and harassment which includes bullying.

It includes sample harassment, discrimination, and workplace violence policies and procedures.

Employers have to review and amend their violence prevention program, policies and procedures and training under OHSA to specifically include «workplace sexual harassment».

Employers, in addition to their obligation to protect workers from workplace violence, must make every reasonable effort to protect workers from harassment, including sexual harassment in the workplace.

Examples may include theft, workplace violence, or breach of confidentiality.

Her core areas of practice include pre-termination advice and strategy, labour relations, workplace safety and insurance, wrongful dismissal litigation, workplace investigations, human rights, disability management, workplace violence and harassment compliance, privacy compliance, employment standards, workplace policies, employment contracts, restrictive covenants and workplace culture recovery.

Our Workplace Investigations Team is uniquely equipped to conduct, manage, supervise, and provide advice regarding workplace investigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer Workplace Investigations Team is uniquely equipped to conduct, manage, supervise, and provide advice regarding workplace investigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer workplace investigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer policies.

He counsels clients on all aspects of employment, including compliance, workplace investigations, workplace violence, protecting intellectual property, and founder disputes.

Many states, including California, also enforce workplace violence under their own versions of the General Duty Clause.

Specific topics which have been covered in recent conferences include judicial ethics; interpreters; delivering reasons for judgment; assessing credibility; social media; technology and search warrants; managing a provincial offence trial; effectively communicating an oral judgment; risk assessment and indicators of lethality at bail hearings; the Youth Criminal Justice Act; eye - witness identification; conducting pre-trials; specific issues at trials of regulatory offences; fly - in - courts, residential schools; application of Gladue principles; mistrials and bias; accident reconstruction; search warrant issues; domestic violence issues; orders for examination under the Mental Health Act; child apprehension warrants under the Child and Family Services Act; evidentiary issues; discrimination and harassment in the workplace; stress management; and pre-retirement planning.

Third, occupational health and safety laws in particular provinces have recently been revised to address workplace violence and harassment, which includes not only physical injury but also bullying and intimidation.

Workplace violence includes any threat or act of physical violence, intimidation, harassment, or other threatening disruptive behavior that occurs on the jobsite.

Lisa and Rebecca's presentation «Protecting Employees from and Responding to Cyber Bullying and Harassment: Employer Considerations» will shed light on a number of current employer concerns including, when an employer might face liabilities with regards to cyber bullying, essential harassment and workplace violence policies as well as helpful procedures for investigating claims.

Both workplace violence and workplace harassment programs must include measures and procedures for workers to report incidents of workplace violence / harassment and set out how the employer will investigate and deal with incidents or complaints.

Our experienced employment lawyers advise employees and employers on human rights issues, including discrimination, and on harassment and violence in the workplace.

In light of the government's new action plan and upcoming legislative amendments, employers should proactively review their current workplace health and safety violence and harassment policies and procedures (including complaint, response and investigation processes), as well as training requirements and processes, to ensure a safe workplace free of sexual harassment for all their employees.

In addition, the provisions of Chapter 23 of the Statutes of Ontario, 2009, have been incorporated in the Ontario Occupational Health and Safety Act under Part III.0.1 (Violence and Harassment), sections 32.0.1 to 32.07; Subsection 1 (1) of the Act includes definitions of workplace violence and workplace harViolence and Harassment), sections 32.0.1 to 32.07; Subsection 1 (1) of the Act includes definitions of workplace violence and workplace harviolence and workplace harassment.

Extensive experience in both internal and external theft including but not limited to surveillance to detect theft, internal interviews, executed shrink action plan and developed innovative ways to increase workplace safety and employee interactions, investigate violence and drug activity» investigate credit card and check fraud

The trends include: Number 1: Controversy over Whether Employers Using Credit Reports for Employment Screening is Discriminatory Increases Number 2: Questions about Criminal Records of Job Applicants Become More Difficult for Employers to Ask Number 3: Employers Discover Fast and Cheap Online Background Checks Using Criminal Databases Not Always Accurate or Legal Number 4: Background Checks of Temporary Workers Cause for Concern for Employers as Hiring Increases Number 5: International Background Screening More Necessary Due to Mobility of Workers in Global Economy Number 6: Using Social Network Sites Such as Facebook to Screen Job Candidates Increases Legal Risk for Employers Number 7: More Workplace Violence Prevention Education Helps Protect Employers and Employees Number 8: Increased Privacy Concerns Over Offshoring of Personally Identifiable Information (PII) Number 9: E-Verify and I - 9 Audits Help Government Find Employers with Illegal Workers Number 10: New Accreditation Standards Help Employers Select Background Screening Firms

This session will review the top ten trends and best practices for 2011 when it comes to background checks and safe hiring, including the use of social networking sites, the EEOC approach to the use of criminal records and credit reports, international background screening, resume fraud, dealing with temporary workers, privacy and off shoring of personal data, and tools to protect against workplace violence.

Other factors behind the increased use of background checks include well publicized incidents of workplace violence, multi-million dollar negligent hiring verdicts, a sharp rise in cases of resume fraud including some well publicized examples of fake degrees, and a national awareness of the dangers to children and other vulnerable groups when unqualified or dangerous persons are allowed access to them.

The Occupational Health and Safety Administration (OHSA) defines «workplace violence» as «violence or the threat of violence against workers» that involves any physical assault, threatening behavior, or verbal abuse occurring in, or related to, the workplace, and includes behaviors ranging in aggressiveness from verbal harassment to murder.

This session will review the top ten trends and best practices for when it comes to background checks and safe hiring, including the use of social networking sites, the EEOC approach to the use of criminal records and credit reports, international background screening, resume fraud, dealing with temporary workers, privacy, off - shoring of personal data, and tools to protect against workplace violence.

The Employment Screening Resources ® (ESR) News blog — ESR News — provides employment screening information for employers, recruiters, and jobseekers on a variety of topics including «Ban the Box,» credit reports, criminal records, data privacy, discrimination, E-Verify, jobs reports, legal updates, negligent hiring, workplace violence, and use of search engines and social network sites for background checks.

Professional Duties & Responsibilities Served as human resource manager for eight locations throughout the Detroit area Led team of approximately 20 employees in daily store and human resource activities Recruited, trained, and reviewed staff ensuring effective, efficient, and professional operations Resolved disputes between staff members and determined appropriate remedial measures Experienced with workplace violence, team member crisis, and labor law disputes Directed corporate finances including payroll, benefits, and company / department budgets Managed employee sick time, vacation, maternity leave, and daily scheduling Implemented professional development programs resulting in increased employee value Conducted staff training in appropriate work conduct, attire, and applicable employment law Oversaw employee recognition program building team morale and dedication to company goals Significantly cut employee rollover through various team building measures Ensured that corporate accounting and human resource operations met industry best practices Oversaw multimillion dollar store inventory and loss prevention strategy Initiated, led, and closed investigations in cases of lost merchandise Performed all duties in a positive, professional, and timely manner

Issues that may bring you to my office include losing a loved one, feeling down or hopeless, domestic violence, workplace violence, or being injured in a bad accident.»

This includes closing the gender pay gap, increasing access to affordable child care and tackling the poverty facing disadvantaged women including single mothers, Indigenous women, older women, women and girls with disabilities, and women facing domestic violence and sexual harassment in the workplace and community.

Appropriate topics may include: special populations; diagnosis, assessment, advanced counseling for individuals, groups, or families; theory, research, and practice in addictions; practice or policies relating to addictions; scientifically supported models of treatment, recovery, relapse prevention; continuing care for addiction and substance - related problems; dual diagnosis issues; addictions and domestic violence, violence in the workplace, criminal activity, sexual abuse, child abuse and neglect; counselor wellness, and professional development.

The Committee on the Elimination of Discrimination Against Women has also noted that Articles 2,5,11,12 and 16 of CEDAW require States to act to protect women against violence of any kind occurring within the family, workplace or any other area of social life and that traditional attitudes which subordinate women, including forced marriages, will breach Articles 2 (f), 5 and 10 (c) of CEDAW.

METHODS: The hospital system utilizes a central database for reporting adverse workplace events, including incidents of violence.

This training is designed to raise awareness about family violence, including what family violence is, the extent of family violence in Australia and how family violence can impact the workplace.

This edition includes tips for helping children through separation, a review of our Family Violence in the Workplace workshop, information on our Mediation Short Course and Graduate Diploma of Family Dispute Resolution, as well as upcoming professional development workshops.

Focus areas include women's issues, workplace conflicts, anxiety, and survivors of domestic violence and abuse.

The Committee on the Elimination of Discrimination Against Women has also noted that Articles 2,5,11,12 and 16 of CEDAW require States to act to protect women against violence of any kind occurring within the family, workplace or any other area of social life (84) and that traditional attitudes which subordinate women, including forced marriages, will breach Articles 2 (f), 5 and 10 (c) of CEDAW.

Other topics include harassment, protecting privacy and violence in the workplace.