Target Audience This training is intended for Upper Management, Floor Supervisors, and Team Leaders. This course will enable these individuals to respond quickly and properly to situations that may involve improper conduct, unwelcome communication, and/or lewd behavior. This course will also provide these individuals with a basic understanding of what is and what isn’t acceptable behavior in the work place. Data Collection To determine the need of Sexual Harassment Training in the work place, disciplinary and compliant forms from the past 5 years were reviewed and data was complied based on the number of complaints and write-ups. Management level employees had an open round-table meeting where problems were identified and questions were asked and answered: * What is sexual harassment?
At every meeting it should be mandatory part of the meeting agenda to go over the policies and people should be encouraged if they feel discriminated, harassed or their work environment is hostile they should report it. People should be aware of the rules and regulations and know that such behaviors are unacceptable. By improving the policy by making it more detailed and educating its employees of rules and regulations as well as providing them with the advice and support will make people come forward in the case that such incidents occur. Also employees should be aware that such behaviours have zero tolerance and participant will be terminated from their jobs. I believe if Teddy’s had its policy communicated more clearly to its employees, Virginia Pollard would not have been harassed and man would not put her in such a situation as they would know what the potential consequences could be.
Penalties should be addressed, and made known prior to a violation occurring. A designated officer will be directly responsible for the design, compliance, training and implementation of the established company code of ethics. One common way of monitor such is through an anonymous hotline system, in which employees may call at any time to report a violation of any type or degree without fear of retaliation. This information should be provided at the time of training, and its use encouraged
2.2 How would you challenge discrimination that you may witness in your workplace? It is the responsibility of a care worker to challenge any discrimination that they may witness in a workplace. This can be done by reporting it to management but also telling the person involved what the policy on discrimination is about. It would be a good idea for the person to undergo some training on discrimination if they lack that knowledge but it would also be important to give reassurance to the service user that everything is being dealt with professionally. 3.1 Describe when you feel that you may need additional information, advice and support about diversity, equality and inclusion, give an
This training will be facilitated by the Company or contracted to an outside agency having expertise in this area. All Lead Supervisors shall be provided with Incident Investigation training prior to being promoted to that position. The Company shall provide the necessary measures, through the Hierarchy of Control Protocol, to ensure a safe environment for employees and customers alike. Responsibilities All employees who witness, or are informed of, an incident, shall report the incident to the Lead Supervisor for Investigation. All near-misses shall be investigated by the Lead Supervisor and reported in the same manner as any minor injury.
What action to take if you suspect abuse… Every member of staff has a professional and moral duty to report any witnessed or suspected abuse to their senior or line manager. If you witness/suspect abuse or any unsafe practices firstly ensure the safety of the individual (if in immediate danger). If you witness unsafe practices discuss with the colleague about the unsafe practice and the risks involved; show the safe way to do and explain how it minimises the risk. All abuse allegations and unsafe practices MUST be reported to your senior or line manager on duty IMMEDIATELY. Ensure any verbal reports have been put into writing and make a copy for your manager and keep a copy for yourself!
Your supervisor will ask you about the problem and any steps you have taken to deal with the situation. Your supervisor should listen with an open mind, gather all relevant facts and act promptly and fairly. Your supervisor should follow up to ensure that the corrective action has been taken and the cause of the grievance properly addressed. Should you be unwilling to approach your direct supervisor because the grievance concerns them, you can speak with someone else – either their manager or a Contact Officer. Step 3 If the problem is not resolved you may be required to notify senior management or the employer (usually in writing) as to the nature of the grievance, with a request for a meeting to further discuss the problem.
You have a clear conflict here. You feel that the best course of action is to report your findings immediately to your manager, who will be able to alert the appropriate authorities and then write a formal report as a record of what happened. But would you be breaching the woman’s
Sexual Harassment Policy Sexual 1 Sexual Harassment Policy Lisa Human Resources Management Professor Michelle Clemons February 16, 2012 Sexual Harassment Policy Sexual 2 Sexual Harassment Policy Policy FedEx Company takes seriously its responsibility to provide a workplace that is professional and in which employees are treated with dignity and respect. Sexual harassment and/or retaliation against an individual who has complained about alleged sexual harassment or cooperated in an investigation of a sexual harassment complaint violates this policy and will not be tolerated. Definition of Sexual Harassment: Sexual harassment can include sexual advances, requests for sexual favors and or verbal or physical conduct of a sexual nature when: a. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or b. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c. Such conduct has a purpose or effect of reasonably interfering with an individual’s work by creating an intimidating, hostile, humiliating or sexually offensive work environment. FedEx Company will not tolerate under any circumstances to sexual harassment. To prevent sexual harassment, FedEx Company prohibits any conduct that may lead to or be interpreted as contributing to a sexual-harassing workplace, including any sexually-oriented conduct, or conduct based on sex, whether intended or not, that is unwelcome and has the effect of creating a work environment that is hostile, offensive, intimidating or humiliating to male or female employees, vendors, suppliers or customers.
The employees have an obligation by law to report any hazards that may cause harm or injury to children or adults within the setting. These hazards may be ones which have been brought to the attention of staff, either through a risk assessment on equipment or an environment, or because of a hazard which has occurred through accidentally broken equipment, wear and tear or vandalism. These hazards should be reported immediately and depending on the severity of the hazard may be reported personally, especially if they may cause injury, or as in the procedure within my placement, written into the site managers H and S job book which is located in the staff room and can be accessed by any member of staff. This book is looked at at the start of the working day and repairs are attended to accordingly. If the hazard needs to be reported urgently and the site manager is unavailable, then a member of senior management is usually the next person available to deal with the situation appropriately.