It’s confusing isn’t it? How are we supposed to keep it all straight when there are times when the legal requirements of both FMLA and the ADAAA are similar, yet at other times one law contradicts another? We find that we can’t comply with both laws at the same time, so which one takes precedence over the other? And where does WC come in? To complicate matters even more, WC is a state law, while FMLA and ADAAA are federal laws, and there are other state civil rights laws that also impact FMLA and the ADAAA. Consider that an injury under WC may also be a “serious health condition” under FMLA. State laws may differ from federal laws by covering additional health conditions, may apply to small organizations, or may cover situations in which the federal laws have no say such as domestic abuse.
The OFCCP’s updated sex discrimination guidelines, called the Final Rule, “Discrimination on the Basis of Sex”, clarifies the connection between Title VII Civil Rights law, and OFCCP”S regulations. The Final Rule, according to OFCCP’s Fact Sheet, facilitates contractors’ understanding and compliance with Title VII, which results in a possible reduction in contractor costs as well as an increase in labor-market efficiency. The Final Rule is necessary to ensure contractors are consistent with today’s workplace culture and challenges. It prohibits contractors and subcontractors from discriminating against employees and applicants based on their religion, race, color, national origin, sex, sexual orientation, and gender identity (protected classes). The Rule makes clear that discrimination of the protected classes includes issues related to hiring, promotions, recruitment, job assignments, training, benefits, pay, and discipline, as well as harassment.
Diversity and Inclusion must be embedded into the fabric of the organization; it must become part of the organization’s strategic plan. In addition, part of the implementation process includes incorporating diversity and inclusion performance objectives within each employee and manager’s performance objectives. We’ll discuss the issue of training and the role it needs to play in the diversity and inclusions as well as how to engage middle managers—who are already stressed with too much work and too little time. And finally, once the strategy has been designed and implemented, what metrics need to be used to measure the success of your organization’s strategy.
What exactly is sexual harassment? Sexual assault? Questions and confusion abound with the current seismic national—and international—tsunami of women coming forward to disclose their victimization. The #MeToo movement is providing a platform for women’s voices to be shared as they tell their stories.
But it is not only famous powerful men, such as celebrities and law makers, who sexually harass women (and sometimes men), powerful men (and occasionally women) in every industry may find they either have in the past, or are currently guilty of aggressive propositioning, touching, or telling off-color jokes. Sexual harassment exists at every level from universities, to workplaces, to healthcare and even in law firms. Antics or bad behavior such as this are unacceptable in the workplace and against company policy, but do these behaviors rise to the very high standard of illegal sexual harassment?
No matter one’s gender, everyone has the legal and ethical right to be free from sexual harassment and assault. So what prevention and intervention strategies have your organization created and implemented to address the epidemic of sexual harassment? Are those strategies working? According to the 2016 EEOC report on harassment in the workplace, 90% of those who say they were harassed never reported it or took formal action. Considering this sobering statistic, what will you do differently? Do you or your employer tolerate or ignore any employee who has a reputation for sexually inappropriate behavior. Perhaps he gets excused with comments such as “Oh, that’s just George, he doesn’t mean anything by it.” The EEOC also found that sexual harassment complaints are continuing to increase despite some organizations conducting sexual harassment training. They determined the type and format of training is largely ineffective.
An organization that is truly inclusive focuses on diversity in every nook and cranny of its organization and by being inclusive an organization can gain competitive advantage in the market. This course outlines the concept of diversity and its benefits to your organization. The course will then provide you with a strategic plan to implement programs and develop unique ways to expand the target pool, develop interview questions, and imbed diversity into the organization through performance management. Overall you will not only receive guidance on how to implement programs, you will also receive the tools needed to overcome challenges the organization faces when developingdiversity and inclusion initiatives.
It is almost impossible for managers and HR professionals to stay current in the ever evolving civil rights case law due to their busy workload. As a result, discrimination and harassment may go unrecognized and allowed to continue creating a hostile work environment for employees resulting in absenteeism, turnover, loss of productivity and physical and emotional health consequences to the target and witnesses of the abuse. When managers and HR professionals fail to recognize discrimination and harassment, it creates liabilities for the organization and costly lawsuits. Join this session by expert speaker Dr. Susan Strauss who will assist you in staying current with the ever evolving civil rights case laws.
No matter what business you are in, a dashboard is a critical tool in your communication armoury and as with any communication tool, presentation is everything. Although there are many tools that can be used to create a dashboard, Excel is commonly used due to it’s power, it’s flexibility and the fact that most people have it installed on their computer.
This training focuses on what you need to know to create an interactive professional-looking dashboard using Excel. You'll learn how to: make the dashboard maintenance-free when new data becomes available; create the pivot tables needed to drive the dashboard; create great looking visuals; add interactivity using slicers; automate elements of the dashboard with a macro and protect the cells containing critical formulas.
Successful companies have one thing in common: Happy and engaged employees. And it makes perfect sense – happy and engaged employees are committed and passionate about the work they do, resulting in higher performance and lower turnover rate. Yet many companies fail to realize a positive healthy workplace culture. Why? Because it seems elusive, hard to measure, and hard to prove ROI.
This webinar changes all that. Join in and learn the real, tangible, and actionable steps to building a better workplace culture.
You will learn: