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Casual Articles - 7 Secrets To Keeping Your Company Out Of Court- How To Avoid Sexual Harassment Lawsuits
So you've decided to become financially independent! You've chosen to work at home. Congratulations! I'm sure this is a decision that can turn your life around and lead you to financial freedom.But that is going to happen only if you're careful enough to let it happen! There are a few things you should really look out for when deciding to work at home.When you set out to give the work at home business thing a try, you'll find out that this was just the easy part! The hard part is to discover which one is right for you.With all these so called "opportunities" that flood
#6 Take Prompt and Effective Remedial Action
Once the employer completes its investigation, it should take prompt and effective remedial action. What that is depends upon the facts of the specific case and could range from a written warning, to a suspension, to termination, depending upon the circumstances. In making its determination, the employer should consider the severity of the alleged conduct, and the prior work history of the alleged harasser. The results of the investigation should always be well documented and communicated to both the complaining party and to the alleged harasser.
#7 Follow-up with the Complainant
After the investigation has been completed and remedial action, if any, taken, the employer should alway
This article is an overview of the risks, scams, and extraordinary profits that can be experienced by HYIP investors.High Yield Investment Programs: Risks, Scams, and ProfitsIf you are an investor looking to truly double your money, you might want to look into HYIP or high yield investment programs. This type of investment always carries a high risk, but when you consider the potential profit, you might find that the risk is well worth it. High yield investment programs have always been around, but have become even better known in recent years as investing online has bec
#1 Have a Written Sexual Harassment Policy
All employers should have a written sexual harassment policy, which at a minimum provides: what sexual harassment is; sets forth a mechanism for reporting it; states that all complaints will be promptly and thoroughly investigated; that there will be no retaliation for making the complaint; and that if a violation is found, that prompt and effective remedial action will be taken.
#2 Communicate Your Sexual Harassment Policy to All of Your Employees
It does no good to merely have a sexual harassment policy that is sitting gathering dust in the Human Resources department or in an employee handbook, the policy must be communicated to all of your employees. It should be distributed to employees at the time of hire, explained to them, and have them sign acknowledging receipt and agreeing to abide by it. It should be posted on the wall and where appropriate, translated into Spanish. It should be discussed at employee meetings.
#3 Implement Your Sexual Harassment Policy
Most importantly, your policy must be enforced and taken seriously, so that employees feel comfortable using it. It is not enough to have a policy and communicate it, if you don’t implement it.
#4 Provide Training for All of Your Supervisors
Under a new law, AB 1825, California now requires all employers with 50 or more employees to provide a minimum of 2 hours of training to all of their supervisors. Connecticut has a similar law and other states are expected to follow.
While it isn’t required for employers with less than 50 employees, it still is an excellent idea, since it improves employee morale by preventing problems in the first place; teaches supervisors how to nip the problem in the bud; and if an employer is ever sued the first question that they will be asked is: “what have you done to train your supervisors about sexual harassment prevention?” The employer can respond by providing the attendance sign-in sheet from the training seminar.
#5 Investigate All Complaints Promptly and Thoroughly
As soon as an employer receives a complaint, it must immediately start investigating, even if it isn’t a formal written complaint. Remember, there is no such thing as an “off the record complaint”. Once a supervisor finds out about a complaint, the employer is deemed to be put on notice and must start its investigation. All relevant witnesses should be interviewed and the alleged harasser should be given an opportunity to respond to the allegations made.
#6 Take Prompt and Effective Remedial Action
Once the employer completes its investigation, it should take prompt and effective remedial action. What that is depends upon the facts of the specific case and could range from a written warning, to a suspension, to termination, depending upon the circumstances. In making its determination, the employer should consider the severity of the alleged conduct, and the prior work history of the alleged harasser. The results of the investigation should always be well documented and communicated to both the complaining party and to the alleged harasser.
#7 Follow-up with the Complainant
After the investigation has been completed and remedial action, if any, taken, the employer should always
Some savvy Sellers have found lucrative niches for themselves on eBay, selling products that are both profitable and in high demand by eBay buyers. These are niches where there is less competition and the products are popular and in demand, so the prices stay high enough to keep these Sellers among the highest-earning on eBay.There are many niches on eBay that just are not very profitable. The reason for this is there is too much competition in certain categories, and too many sellers are willing to take very little for their products. The collectibles industry is one of these cate
#2 Communicate Your Sexual Harassment Policy to All of Your Employees
It does no good to merely have a sexual harassment policy that is sitting gathering dust in the Human Resources department or in an employee handbook, the policy must be communicated to all of your employees. It should be distributed to employees at the time of hire, explained to them, and have them sign acknowledging receipt and agreeing to abide by it. It should be posted on the wall and where appropriate, translated into Spanish. It should be discussed at employee meetings.
#3 Implement Your Sexual Harassment Policy
Most importantly, your policy must be enforced and taken seriously, so that employees feel comfortable using it. It is not enough to have a policy and communicate it, if you don’t implement it.
#4 Provide Training for All of Your Supervisors
Under a new law, AB 1825, California now requires all employers with 50 or more employees to provide a minimum of 2 hours of training to all of their supervisors. Connecticut has a similar law and other states are expected to follow.
While it isn’t required for employers with less than 50 employees, it still is an excellent idea, since it improves employee morale by preventing problems in the first place; teaches supervisors how to nip the problem in the bud; and if an employer is ever sued the first question that they will be asked is: “what have you done to train your supervisors about sexual harassment prevention?” The employer can respond by providing the attendance sign-in sheet from the training seminar.
#5 Investigate All Complaints Promptly and Thoroughly
As soon as an employer receives a complaint, it must immediately start investigating, even if it isn’t a formal written complaint. Remember, there is no such thing as an “off the record complaint”. Once a supervisor finds out about a complaint, the employer is deemed to be put on notice and must start its investigation. All relevant witnesses should be interviewed and the alleged harasser should be given an opportunity to respond to the allegations made.
#6 Take Prompt and Effective Remedial Action
Once the employer completes its investigation, it should take prompt and effective remedial action. What that is depends upon the facts of the specific case and could range from a written warning, to a suspension, to termination, depending upon the circumstances. In making its determination, the employer should consider the severity of the alleged conduct, and the prior work history of the alleged harasser. The results of the investigation should always be well documented and communicated to both the complaining party and to the alleged harasser.
#7 Follow-up with the Complainant
After the investigation has been completed and remedial action, if any, taken, the employer should alway
For over 20 years I have worked as an independent IT/Business consultant for some of the most prestigious organisations in the world including companies like Telstra, BHP, BMA Coal, Suncorp Metway and many many more. But it still astounds me, that there are still companies out in the market place, even to this day, that still don’t value the need for a Customer Database. In some cases, they don’t even know what it is.Let me answer the question of whether you need a customer database – YES! But more importantly - Why?Many large companies and even
#3 Implement Your Sexual Harassment Policy
Most importantly, your policy must be enforced and taken seriously, so that employees feel comfortable using it. It is not enough to have a policy and communicate it, if you don’t implement it.
#4 Provide Training for All of Your Supervisors
Under a new law, AB 1825, California now requires all employers with 50 or more employees to provide a minimum of 2 hours of training to all of their supervisors. Connecticut has a similar law and other states are expected to follow.
While it isn’t required for employers with less than 50 employees, it still is an excellent idea, since it improves employee morale by preventing problems in the first place; teaches supervisors how to nip the problem in the bud; and if an employer is ever sued the first question that they will be asked is: “what have you done to train your supervisors about sexual harassment prevention?” The employer can respond by providing the attendance sign-in sheet from the training seminar.
#5 Investigate All Complaints Promptly and Thoroughly
As soon as an employer receives a complaint, it must immediately start investigating, even if it isn’t a formal written complaint. Remember, there is no such thing as an “off the record complaint”. Once a supervisor finds out about a complaint, the employer is deemed to be put on notice and must start its investigation. All relevant witnesses should be interviewed and the alleged harasser should be given an opportunity to respond to the allegations made.
#6 Take Prompt and Effective Remedial Action
Once the employer completes its investigation, it should take prompt and effective remedial action. What that is depends upon the facts of the specific case and could range from a written warning, to a suspension, to termination, depending upon the circumstances. In making its determination, the employer should consider the severity of the alleged conduct, and the prior work history of the alleged harasser. The results of the investigation should always be well documented and communicated to both the complaining party and to the alleged harasser.
#7 Follow-up with the Complainant
After the investigation has been completed and remedial action, if any, taken, the employer should alway
Regardless of all the statements and talk about what is the oldest profession in the world, drafting is the only profession that historically can be documented.Drafting can be defined as a descriptive way to deliver an idea through the use of illustrations and drawings that show in detail the process of turning the idea into reality. This process dates back to thousands of years ago when primitive drafters illustrated on the walls of caves the processes by which they lived, hunted, worshipped, and died.Since that time, this process has changed little except for the drafting sup
#5 Investigate All Complaints Promptly and Thoroughly
As soon as an employer receives a complaint, it must immediately start investigating, even if it isn’t a formal written complaint. Remember, there is no such thing as an “off the record complaint”. Once a supervisor finds out about a complaint, the employer is deemed to be put on notice and must start its investigation. All relevant witnesses should be interviewed and the alleged harasser should be given an opportunity to respond to the allegations made.
#6 Take Prompt and Effective Remedial Action
Once the employer completes its investigation, it should take prompt and effective remedial action. What that is depends upon the facts of the specific case and could range from a written warning, to a suspension, to termination, depending upon the circumstances. In making its determination, the employer should consider the severity of the alleged conduct, and the prior work history of the alleged harasser. The results of the investigation should always be well documented and communicated to both the complaining party and to the alleged harasser.
#7 Follow-up with the Complainant
After the investigation has been completed and remedial action, if any, taken, the employer should alway
Write to publish ezines or articles for the online web directories. This helps promote your website and increase your link popularity.Your website is your company's lifeline. Increasingly, though, internet users want website content, not just website advertising. However, filling your website with content may not be enough to increase your web traffic.Write To Publish-To Promote and Increase your Link Popularity1.) You can make more of your content by writing articles or ezines, for other websites while linking back to yours. You can publish this ezines and/or art
#6 Take Prompt and Effective Remedial Action
Once the employer completes its investigation, it should take prompt and effective remedial action. What that is depends upon the facts of the specific case and could range from a written warning, to a suspension, to termination, depending upon the circumstances. In making its determination, the employer should consider the severity of the alleged conduct, and the prior work history of the alleged harasser. The results of the investigation should always be well documented and communicated to both the complaining party and to the alleged harasser.
#7 Follow-up with the Complainant
After the investigation has been completed and remedial action, if any, taken, the employer should always follow-up with the complainant within two weeks, to make sure that the situation has been satisfactorily resolved. Don’t wait for the employee to come to you to tell you that the problem has not gone away or that they are now being retaliated against for complaining, by then you may already have been sued.
I provide additional tips on preventing sexual harassment at my website: www.sexualharassmentprevention.net.
For a free evaluation of your existing sexual harassment policy or for scheduling a training seminar contact:
ELI KANTOR, 9595 Wilshire Blvd, Suite 405 Beverly Hills, CA 90212 (310) 274-8216; dreli173@aol.com
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