Sentences with phrase «with workplace violence»

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

One way employers can deal with workplace violence is to use due diligence in hiring as an important tool to avoid «bad» — and potentially violent — hires.

Most readers will recall that this framework originated from Bill 168, which came into force in June 2010, and mandated employers to develop policies and programs to deal with workplace violence and harassment.

Not exact matches

«Employers must have a well - crafted policy with regards to preventing harassment, bullying and violence in the workplace.

Several nonprofits across the country are working with companies to develop workplace initiatives to help curb domestic violence toward women and men.

She is also a formidable voice for women's empowerment in Turkey, a nation with one of the worst gender gaps in the workplace; the university founded and chaired by Sabancı made headlines last year when it published a report on the impact of domestic violence against white - collar working women in Turkey.

The «mentally unstable» part of this is an issue with an active shooter, but you also have workplace violence issues.

Is there a place for pro-life women to partner with their pro-choice sisters on areas where they share common convictions: workplace parity, gender - based violence, racial justice, motherhood, and more?

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.

At a news conference in Mineola with Nassau County Executive Laura Curran, Drucker said Nassau must be «proactive in ensuring that all county employees show up for work every day in a safe, respectful and dignified workplace, free of all vestiges of sexual harassment, intimidation and violence.»

(these also should separately be referred and addressed in accordance with the Erie County Workplace Violence Prevention Policy

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.

«Workplace violence has been shown to interfere with a clinician's ability to manage his or her workload,» said Bride.

Only a third of men reported talking about their domestic violence issues with people at their workplace.

«It is important to understand the experiences of the perpetrators of violence in sharing information with their workplaces and their opinions on the types of resources that should be available,» said Scott.

Nearly half of men reported that the climate of their workplaces was closed, unsupportive, and unfair when it came to dealing with domestic violence issues and the majority of respondents indicated that they did not know or were unsure of any resources available to them in the workplace to help them deal with domestic violence issues.

Results also suggest that workplaces are still often closed places for dealing with domestic violence perpetration.

Dating is a stage of romantic relationships in humans whereby two people meet socially with the aim of each assessing the other's suitability as a Workplace New York State Domestic Violence and the Workplace Model Policy for Private Business Policy Statement.

Ramirez commented on the red carpet, «We want to say to all the women who are experiencing sexual violence in the workplace, that they are not alone, that we stand with them.»

Our writers are up to date with contemporary topics coming up on media violence essays like television, video games and other physical games, workplace among others.

Nicolas Hunt's Caliber Abstractions Mugello Gallery By Kathy Zimmerer Through July 16th Paintings with bullet holes by Nicholas Hunt seem to echo the headlines as gun violence became even more political with the GOP baseball practice shooting, and another gun fueled rampage devastating the UPS workplace in San Francisco.

Who cares about 8 % unemployment, the flatlined economy, abandoning Americans to die in Bengahzi, Joe Biden's buffonery, fast & furious, national debt, USA credit downgrade, trillion dollar annual budget deficits, deliberate sabotage of the coal industry, ACORN, failed foreign policy (Iran with nuclear weapons, bowing to China, stiffing U.K and Israel, etc) abysmal people judgement (Biden again, plus H. Clinton, T, Geithner; K. Sebelius; E. Holder, etc), stopping the pipeline for Canadian oil, blocking drilling in US land, secret «kill lists», ObamaCare, attacking religious liberty, you didn't build that, unseemly chest - pounding over bin Laden (GM is dying but bin Laden is coming back to life), 20 years of Jeremiah Wright, failure of crony capitalism deals with Solyndra - NextEra — Ener1 — Solar Trust etc., over 100 rounds of golf in 1st 3 yrs, choom, the Chevy Volt, insisting the Ft Hood massacre was «workplace violence», secret college transcripts, «clearly the Boston police acted stupidly», disregard of the Simpson - Bowles budget recommendations (after commissioning their work), and lots more irrelevant stuff.

A muslim slaughtering men and women at Ft Hood while yelling Alahu Akbar is workplace violence that had nothing to do with religion.

With Ontario's new Sexual Violence and Harassment Action Plan Act, employers are being asked to do more to prevent and respond to the problem of workplace sexual harassment.

In June 2010, previous amendments to the OHSA, known colloquially as «Bill 168», took effect, and essentially required employers to implement new workplace policies dealing with violence and harassment in the workplace.

Effective June 15, 2010, provisions, known colloquially as «Bill 168», added definitions of workplace violence and harassment into the Ontario OHSA (this Advisor will not deal with violence given the apparent focus of the Action Plan on harassment).

Under the Occupational Health and Safety Act, employers with five or more employees are required to prepare a workplace policy about workplace violence and harassment.

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.

In the Globe and Mail article, Dealing with mental illness in the workplace, employment lawyer, Daniel Lublin, concludes that an employer's lack of awareness of their employees» mental well - being may not free them from liability in the event that violence occurs in the workplace.

In addition, on June 15, 2010, provisions to prevent and deal with violence and harassment in the workplace came into force under the Occupational Health and Safety Act.

Currently under OHSA, employers are required to have a policy and program dealing with workplace harassment and violence, but the Ontario Labour Relations Board has consistently held that complaints related to sexual harassment in the workplace should be addressed under the Human Rights Code rather than under the OHSA.

Review and amend, if necessary, their workplace harassment and violence policies to ensure compliance with OHSA requirements;

Part 2 of our series on workplace investigations focused on the recent amendments made to the Occupational Health and Safety Act (the «OHSA») and Limitations Act by Bill 132, An Act to amend various statutes with respect to sexual violence, sexual harassment, domestic violence and related matters («Bill 132»).

Anyone with whom a superintendent has to interact at the condominium should be aware of the condominium corporation's policies against workplace discrimination, harassment and violence.

It was the first piece of legislation that actually compelled employers to perform risk assessments of potential violence in the workplace (all violence, not just sexual violence), institute programs and policies for workplace violence and harassment (all harassment, not just sexual), give training to employees with respect to both violence and harassment, and — most importantly — develop specific procedures to enable both the reporting and investigation of employee complaints of harassment.

With the passage of Part III.0.1 [of the Occupational Health and Safety Act] the Legislature imposed substantial obligations on employers with respect to the prevention of workplace violence that do not exist with respect to workplace harassmWith the passage of Part III.0.1 [of the Occupational Health and Safety Act] the Legislature imposed substantial obligations on employers with respect to the prevention of workplace violence that do not exist with respect to workplace harassmwith respect to the prevention of workplace violence that do not exist with respect to workplace harassmwith respect to workplace harassment.

The law also required changes with respect to violence in the workplace, but those changes will not be considered in this post.

prepare, review and post policies with respect to workplace violence and harassment, contrary to s. 32.0.1 of the Occupational Health and Safety Act;

Some provincial OHS laws expressly deal with workplace sexual harassment and violence, prohibiting them and mandating provincially regulated employers to take specific steps to prevent and / or respond.

- Employers should have a plan in place for how to proceed with workplace investigations to respond to allegations of harassment or violence.

Bill 132, An Act to amend various statutes with respect to sexual violence, sexual harassment, domestic violence and related matters, presents changes to various statutes, aimed at making workplaces, university campuses, and communities safer, while recognizing the needs of survivors of sexual violence and harassment.

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.

In addition to complying with Occupational Health and Safety requirements regarding workplace harassment and workplace violence policies and programs, a workplace should have a well established process for conducting workplace investigations.

The above cases highlight the importance of complying with the law and having the appropriate written policies in place, to actively and continually assess the risks of violence that develop in the workplace on a daily basis and putting plans in place to avoid the violence materializing.

«It's Never Okay: An Action Plan to Stop Sexual Violence and Harassment» recommends changes to the Occupational Health and Safety Act (OHSA) to deal with workplace sexual harassment prevention and training... [more]

The workplace harassment provisions in OHSA are designed to assist employers to recognize and deal with workplace harassment before it spirals into possible workplace violence.

An employer is required to develop and maintain a program to implement the policy with respect to workplace violence, as noted above.

It is important for employers to recognize these behaviours and to deal with them promptly because they could lead to workplace violence.»

Current OHSA workplace violence and workplace harassment provisions and interplay with other Ontario legislation