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Does your organization provide anti-harassment training for employees and managers? One of the main reasons anti-harassment training is important is that employers have an obligation to provide a safe workplace—one that is free of harassment. If an employer does not take proactive steps to ensure such an environment, that employer will find it much more […]
by Amy S. Ybarra Bullying. We’ve all read the headlines. A child shoots another child who bullied him. A child takes her own life because she was bullied. As a result, schools are teaching kids and parents about recognizing the signs of bullying, reporting troubling behavior, and stopping it before it escalates. But bullying is […]
By David G. Wong Until recently, the damages awarded by Canadian human rights tribunals, courts, and arbitrators across the country for human rights violations were relatively modest. In the past few years, we have seen those awards increase, although not to an outrageous level. But that might all be changing, as two recent decisions out […]
By Kyla Stott-Jess A recent Alberta court decision indicates that health problems arising from systemic harassment in the workplace can be covered by workers’ compensation (WCB) insurance. This decision may have ramifications across Canada.
Supervisor training about preventing sexual and other harassment isn’t just a smart move—it’s one that’s required by law in many states. What should supervisors be taught? Supervisor Training on Harassment: What to Include A best practice would be to use this time when supervisors are together to cover not just sexual harassment, but also all […]
Employers have a duty to provide a safe workplace, free from workplace harassment. If one employee harasses another and the employer knew or should have known about it, the employer can be held liable. Employers may also be deemed vicariously liable in any case where the harasser is a supervisor. As such, the definition of […]
The biggest stumbling block to enforcement of policies is management team members’ tendency to enforce only “some” policies. The policy violation most indicated as warranting discipline but not termination is attendance and punctuality. The most common termination-level offense is violation of the weapons/violence policy. Our 2013 Policies Survey reveals that 93% of participants have formalized […]
Yesterday’s Advisor featured attorney Jonathan Segal’s suggestions for anti-harassment training; today, his 5 R’s for managers, plus an introduction to the popular 350-prewritten-policy program, SmartPolicies. Segal, who is one of SHRM’s most popular speakers, is a partner in the Philadelphia office of law firm Duane Morris LLP. His remarks came at the SHRM Annual Conference […]
Exclusion and avoidance are actions that managers may not realize are forms of retaliation, says “recovering litigator” Jonathan A. Segal, one of SHRM’s most popular speakers. Segal, who is a partner in the Philadelphia office of law firm Duane Morris LLP, offered an update to his “Harassment Quiz” at the SHRM Annual Conference and Exposition, […]
Presented Tuesday, August 13, 2013 10:30 a.m. to Noon Pacific Order Option Price CD Recording & Materials $189 In one of the most anticipated decisions of the year, the U.S. Supreme Court ruled in June that Section III of the Defense of Marriage Act is unconstitutional, which paves the way for same-sex couples to potentially […]