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Casual Articles - 3 Keys To Keeping Your Company Out Of Court
One of the most frequently asked questions about money management is how to develop a household budget that works. Far too often, people wait until they are in financial trouble before they start thinking about budgeting. Either they get laid off or they find themselves dealing with a large unplanned expense. Either way, a household budget could have helped.Evaluating your cash inflows and outflows on a monthly basis seems to be the best and simplest w
While it is not required for employers with less than fifty (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 problems 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 s
Do you want to dispose of your debts? What if you can exterminate your debts and let them die forever to lead a stress free life?Certainly it would be a weight off your heart if you can do away with your debts. Unfortunately, there is no such means through which you can get out of debts then and there. The only way to do so is to pay off the entire amount you owe. But if it would have been possible, there would be no debts at all. But there is a way by
• KEY #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, and that if a violation is found, that prompt and effective remedial action will be taken.
• KEY #2 - Communicate the Policy
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 the 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 meetings. Most important, it should be enforced and taken seriously whenever a complaint is made, so that employees will feel comfortable using it.
• KEY #3 – Provide Training For Your Seminars
Under a new law, AB 1825, California now requires all employees with 50 or more employees to provide a minimum of two (2) hours of sexual harassment prevention training to their supervisors.
While it is not required for employers with less than fifty (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 problems 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 su
Keywords and AdWords aren’t the only way that search engines score relevancy; links to other similar sites are another important factor. Keywords have been so abused by some webmasters that links are winning much more relevancy points. Google is said to love them.It might sound strange to suggest that your users should check out your competitors, but they probably know about them anyway. If your competitors have a higher ranking than you, linking to th
• KEY #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, and that if a violation is found, that prompt and effective remedial action will be taken.
• KEY #2 - Communicate the Policy
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 the 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 meetings. Most important, it should be enforced and taken seriously whenever a complaint is made, so that employees will feel comfortable using it.
• KEY #3 – Provide Training For Your Seminars
Under a new law, AB 1825, California now requires all employees with 50 or more employees to provide a minimum of two (2) hours of sexual harassment prevention training to their supervisors.
While it is not required for employers with less than fifty (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 problems 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 s
***1. FIRST PROMOTIONAL METHOD: Write ezine articles and submit to ezine publishers-Writing ezine articles is one of the three best promotional methods that I'd ever know. (search engines and free ebooks are other two in my experience). Of course your results may be different.Collect email addresses of ezine publishers that are willing to receive articles on certain topics.http://www.ezinelocater.com/http://www.webmasters-c
• KEY #2 - Communicate the Policy
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 the 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 meetings. Most important, it should be enforced and taken seriously whenever a complaint is made, so that employees will feel comfortable using it.
• KEY #3 – Provide Training For Your Seminars
Under a new law, AB 1825, California now requires all employees with 50 or more employees to provide a minimum of two (2) hours of sexual harassment prevention training to their supervisors.
While it is not required for employers with less than fifty (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 problems 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 s
Our strengths often become weaknesses because we rely on them too heavily, habitually doing what we do best instead of seeking the best things to do. Someone said, “If your only tool is a hammer, you approach every problem as if it were a nail.” Put down your old, familiar tools for now, or else find a different way to use them. Doing the right things, even very imperfectly, can bring you a quantum leap. Doing the wrong things, even if you do them to perfecti
• KEY #3 – Provide Training For Your Seminars
Under a new law, AB 1825, California now requires all employees with 50 or more employees to provide a minimum of two (2) hours of sexual harassment prevention training to their supervisors.
While it is not required for employers with less than fifty (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 problems 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 s
Before the internet took off in popularity and breadth, people used to go to the library for free information. As we all know, technology has changed that significantly. While many people still go to libraries, it's usually much easier and more convenient to get information online. Even with the extensive amount of information already out there on the net, selling information can still be a money making opportunity for virtually anyone. Information is a produ
While it is not required for employers with less than fifty (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 problems 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. I provide training to bring employers into compliance with the new law, and to protect them from costly lawsuits. First, I check their existing policy to make sure that it is adequate, or I draft a policy for them if they don’t have one. Then I go out and meet with the managers on site. I define sexual harassment for them, and go through some hypothetical scenarios with them, so they understand what is and is not acceptable behavior in the workplace. Then I go over their policy with them, have them sign off that they have read it, understand it, and will be bound by it. I tell them that if they violate the policy, it may cost them their jobs.
I provide additional tips on preventing sexual harassment at my website: www.sexualharassmentprevention.net/sexual.jsp.
For a free evaluation of your existing sexual harassment policy or for scheduling a training seminar, contact:
ELI M. KANTOR
9595 Wilshire Boulevard, Suite 405
Beverly Hills, CA 90212
(310) 274-8216
dreli173@aol.com
www.sexualharassmentprevention.net
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