Casual Articles - Business

Personal Pluses That Ace A Job Interview
As the business world has become more competitive for the shrinking markets available to them, companies have shifted their focus from hiring the most educated or experienced graduate, to hiring those employees with personal pluses as well as the job skills.Right now, you may be in an entry-level job, gaining experien

em in place to track and document employee participation and compliance

The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AN

Business Opportunity Leads
Business opportunity leads are very important to the growth of all types of businesses. Building your business implies obtaining the right business opportunity leads. But most of the time, it is hard to find the right leads for the business. The best business opportunity leads will cost you a large amount of money.Pur

I was speaking recently at a business network meeting when a business owner asked whether she needed to be concerned with California's new Sexual Harassment law, AB1825. This business owner runs her company with 18 full-time, 20 part-time employees, 8 temp workers, and 5 sales subcontractors who are located in several states.
Requirement: 50 + employees
On the surface it appears that she does not meet the 50+ employee requirement that determines whether she must train her supervisors. Taking a closer look at the law, however, reveals that temporary service workers and independent contractors, regardless of where they are located are included in the total count of employees.
Requirement: Training must encompass all aspects of harassment, discrimination, and retaliation.
The training must address retaliation and: sex, race/color, religion, age, and national origin harassment and discrimination. Typically previous trainings did not include these areas.
Another business owner wanted to know whether or not they could continue to train in the same manner as the previous year's training.
Requirement: A system in place to track and document employee participation and compliance
The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AND
Monday: Your Daily Yellow Page Ad Review
It’s the first day of the week and time to evaluate your current Yellow Page ad. You should realize that this ad has a variety of elements that can determine whether it attracts the right customer or, for that matter, any at all. Each has a specific function that can work on it’s on or support a cohesive theme. But let’s con
who are located in several states.
Requirement: 50 + employees
On the surface it appears that she does not meet the 50+ employee requirement that determines whether she must train her supervisors. Taking a closer look at the law, however, reveals that temporary service workers and independent contractors, regardless of where they are located are included in the total count of employees.
Requirement: Training must encompass all aspects of harassment, discrimination, and retaliation.
The training must address retaliation and: sex, race/color, religion, age, and national origin harassment and discrimination. Typically previous trainings did not include these areas.
Another business owner wanted to know whether or not they could continue to train in the same manner as the previous year's training.
Requirement: A system in place to track and document employee participation and compliance
The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AN
Some Church Fundraising Ideas
There are many ways in which a church can raise funds and there are plenty of places where a person can look in order to find a church fundraising idea. In this article we will look at a number of different ways for raising funds for your church. But before you start any fundraising activities there are a few things that y
rs and independent contractors, regardless of where they are located are included in the total count of employees.
Requirement: Training must encompass all aspects of harassment, discrimination, and retaliation.
The training must address retaliation and: sex, race/color, religion, age, and national origin harassment and discrimination. Typically previous trainings did not include these areas.
Another business owner wanted to know whether or not they could continue to train in the same manner as the previous year's training.
Requirement: A system in place to track and document employee participation and compliance
The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AN
Avoid the Most Common Mistakes in Affiliate Marketing
Avoiding some of the common mistakes made by affiliate marketers should quickly and easily improve your chances of making big cash in the affiliate sales arena.Here are five of the top mistakes that I see most:Not researching the affiliate program before your start promoting it - It really is amazing just how m
ligion, age, and national origin harassment and discrimination. Typically previous trainings did not include these areas.
Another business owner wanted to know whether or not they could continue to train in the same manner as the previous year's training.
Requirement: A system in place to track and document employee participation and compliance
The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AN
Turning a Negative Employee Into a Positive Asset
Several years ago, I took over the supervision of a section in a Public Agency. I was a newbie in management, enthusiastic, and excited about the opportunity that lay before me. I was informed by my manager that I had a problem employee on my team. He described her as unpleasant, resistant, not a team player and told me tha
em in place to track and document employee participation and compliance
The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AND assessed their understanding of the material AND you can provide proof, then yes, continue to train as in previous years.
A business owner, one on a very tight budget, commented "it is good that I only have to train 5 supervisors, because I can't afford to train more."
Requirement: Businesses must provide a harassment-free workplace for everyone
With this in mind, how harassment-free will the workplace be if this owner only trains the supervisors? . And if a claim is made by the employee, will the money saved by training only supervisors, be enough to pay for attorneys, lost production time, and/or punitive damages? Probably not.
Conclusion:
Regardless of the number of employees, location of employees, or previous training, employers need to both protect their company from harassment and discrimination claims and comply with the law. Ensure that your company is protected by training all employees in harassment and discrimination prevention.
Visit Chrome Zebra for more information on AB1825.

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Casual Articles - Are You in Compliance? California's New Sexual Harassment Law AB1825

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