Sentences with phrase «workplace sexual harassment policy»

How to build a rock - solid workplace sexual harassment policy that keeps your employees feeling safe.

A well - drafted, effectively implemented and consistently enforced workplace sexual harassment policy is the lynchpin to achieving all of these objectives.

The basic principles of developing and implementing enforceable workplace policies apply equally to a workplace sexual harassment policy.

A workplace sexual harassment policy is one area in which employers can benefit significantly from legal consultation and advice, as well as consultation with workplace sexual harassment experts and workplace stakeholders, in particular the occupational health and safety committee and the union (if a unionized workplace).

The legislation requires bidders on state contracts to have workplace sexual harassment policies in place and to conduct annual training sessions for employees.

Additionally, Rosenthal introduced a bill mandating that the city's Commission on Human Rights distribute a «climate survey» to city agencies to «assess the general awareness and knowledge of workplace sexual harassment policies and prevention» in them, according to the bill's summary.

Not exact matches

«The Assembly has a zero tolerance policy when it comes to sexual harassment and we are committed to ensuring a safe and respectful workplace for all our employees,» said Silver.

Gov. Andrew Cuomo on Tuesday released a package of measures designed to curtail sexual harassment in the workplace that include a uniform policy for state government employees, a ban on taxpayer funds for settlements related to sexual assault and harassment and require the disclosure from public and some private entities of harassment - related settlements.

But according to the Senate sexual harassment policy, «all employees, supervisors, department heads and appointing authorities are responsible for ensuring a harassment - free workplace, and ensuring that employees are aware of this policy on harassment.»

Assembly Speaker Carl Heastie, a Democrat, and Senator Jeffrey Klein, the leader of the Independent Democratic Conference, a group of renegade Democrats who often collaborate with the Republicans, also signaled their willingness on Tuesday to tighten policies against workplace sexual harassment.

When the new state budget for fiscal year 2019 passed early Saturday morning in Albany, Governor Andrew Cuomo had successfully implemented several of his top policy priorities on issues like workplace sexual harassment, taxes, gun control, and public housing in New York City.

Earlier in the day, the Legislature passed sweeping legislation to address workplace harassment in the public and private sector, including requiring employers to adopt a model sexual harassment policy that prohibits mandatory arbitration and secret settlements.

«Even though 98 percent of all organizations have a sexual harassment policy, harassment continues in the workplace and poses serious problems,» said Debbie Dougherty, associate dean of research and professor of organizational communication, in the MU College of Arts and Science.

Although 98 percent of all organizations have sexual harassment policies, sexual harassment remains an issue in the workplace.

Most fundamentally, the law now specifically recognizes sexual harassment as a form of workplace harassment that employers must have policies in place to respond to.

The new requirements relating to sexual harassment policies in workplaces came into force on September 8, 2016.

Given the current media attention on sexual harassment claims, New Jersey businesses should continue to review their internal policies and procedures for addressing workplace harassment.

Question 2: Do we need to have separate policies for workplace violence / workplace harassment / workplace sexual harassment — or can it be one policy — that is signed by the president and posted on the H&S board at the workplace?

Of significance to employers, Bill 132 would amend the Occupational Health and Safety Act to include the definition of «workplace sexual harassment» as a form of «workplace harassment», and will require employers to include in their workplace harassment policies:

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

Employers must consult with the joint health and safety committee or a health and safety representative at their workplace, as the case may be, to develop and maintain a written program to implement the workplace harassment policy that includes protection against sexual harassment.

In «Sexual harassment law — a changing landscape,» Ms. Perri Roberts explains New York State's new laws instituting changes regarding sexual harassment policies in the workplaSexual harassment law — a changing landscape,» Ms. Perri Roberts explains New York State's new laws instituting changes regarding sexual harassment policies in the workplasexual harassment policies in the workplace....

Finally, there is no need for employers to exaggerate the risk of liability as a result of workplace sexual harassment and impose workplace policies that overreach.

Management — Side Labor and Employment Litigation and Counseling — Wage and Hour — Sexual Harassment — Discrimination — Retaliation — Wrongful Termination — Workplace Policies — Severance Agreements — Union Avoidance — Collective Bargaining — Grievance Arbitration — National Labor Relations Board Proceedings

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.

Most survey respondents reported that although their workplaces have sexual harassment and violence prevention policies in place, they did not receive training on these policies.

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.

Practical aspects of preparing policies, programs, managing and investigating alleged harassment and workplace violence, whether involving sexual or other harassment or violence.

But as with any significant workplace policy, when developing, implementing, enforcing and refreshing a sexual harassment policy there are nuances to which the employer must pay particular attention, including:

And because of the insidious nature and the significant liability risks of sexual harassment, managerial and supervisory training is arguably most effectively delivered by external trainers, in a substantive depth, ideally including sessions by each of a legal, workplace and health professional with relevant expertise, customized to the workplace and the policy.

If you are an employer, whether large or small, you should have policy in place to prevent and address employee complaints about sexual harassment at your workplace.

The risk assessment and mitigation process begins with a Phase I review and assessment of organization - wide internal controls, including an analysis of key policies and procedures, assessment of training programs, and review of the organization's track record for receipt, response and disposition of allegations of sexual misconduct and workplace harassment.

The evidence further established that the employer had a number of workplace policies, including several policies which recognized that all employees have a right to a working environment free from sexual harassment and personal harassment in the workplace.

The City had the duty to ensure compliance with the Policies in maintaining a working environment free from sexual harassment, personal harassment or harassment in the workplace and foster a productive and efficient workforce.

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, employers should train employees, supervisors and managers to teach employees about what sexual harassment is, explain that employees have the right to a workplace free of sexual harassment, the policy, review their complaint procedure, and encourage employees to use it.

Expand training of employees in federally regulated workplaces to include developing a respectful workplace and a collegial environment; using different harassment prevention strategies, such as bystander intervention; understanding the workplace policy on harassment and knowing what behaviours are not acceptable; knowing how to raise complaints of sexual harassment and the subsequent reporting process; the responsibilities of management and the employer; and recognizing inequalities in the workplace, particularly related to gender.

Recent highly publicized instances of alleged sexual harassment and sexual assault in the workplace have caused many employers to re-evaluate their sexual harassment policies and procedures

Supported compliance projects college wide for receipt of updated MA State policies (conflict of interest, sexual harassment, drug - free workplace) and MCAD (MA Commission Against Discrimination)

Ms. Senft's extensive experience in the business, corporate, organizational and litigation environment includes relational and interest - based negotiation and bargaining, insurance, insurance coverage disputes, personal injury, wrongful death, Medicare and medical disclosure concerns, medical malpractice, bankruptcy, business partnerships, alliance formations, succession planning, workplace discrimination and ADA issues, organizational visioning, congregational conflicts and business / workplace mediation including interdepartmental issues, sexual harassment and EEO complaints, condominium and real estate development, construction and commercial real property management and contracting, public dialogue, regulatory disputes, public policy process, environmental policy and regulation, city planning, Board of Directors management, executive leadership teams, c - suite conflicts and disputes and systems approaches.