3. All employees should receive a copy of your organization’s Sexual Harassment Prevention Policy.

Employees should receive a copy of every company’s or organization’s Sexual Harassment Prevention Policy so they understand the definition of Sexual Harassment and how it can be prevented. The policy should also tell employees how to report concerns or incidents.

Your company’s policy should also stress that all employees are to be treated with respect and not be subject to harassment or hostility. And it should reassure employees they will not be retaliated against if they file a complaint.

Providing a copy of the policy also shows management’s efforts to promote a sexual harassment-free environment.

Contact Randi Frank if your supervisory training isn’t up to date. Randi can give you a quote for Sexual Harassment Prevention Training and Policy Development.

See my Web Site for more tips!

2. All supervisors must be trained to report any incident to company management, even if it’s not related to their department.

When it comes to claims, Sexual Harassment Prevention laws take the position that the employer/management team should have known that Sexual Harassment was happening in the workplace. Supervisors need to understand they are part of the management team—in fact, they are the eyes and ears of the Chief Executive Officer. That’s why it is important for supervisors to inform Human Resources or upper management (CEO, COO) if they notice Sexual Harassment in the workplace or if an employee reports an incident—even if it does not involve their direct employees or does not happen in their department.

Keep in mind, though, that employees may not be comfortable talking to their supervisor about a sexual harassment incident. Employees should have the option of talking with another supervisor or member of management to report a concern or incident.

The law requires organizations to ensure they are free of Sexual Harassment, and claims are brought against employers when they haven’t done that. Of course, management can’t be everywhere. That’s why they rely on supervisors to enforce the policy for sexual harassment prevention and report any concerns or incidents.

If your employees and supervisors need training or your company’s policy isn’t up to date, contact Randi Frank. After discussing your particular needs, Randi can give you a quote for Sexual Harassment Prevention Training and Policy Development.

See my Web Site for more tips!

1. All supervisors must be trained on sexual harassment within six months of hire if they can’t show proof that they have already received training.

The State of Connecticut passed a law in 1992 requiring all supervisors to receive training on Sexual Harassment Prevention. The law says that a new supervisor must be trained within six months of being hired or promoted to a supervisor’s position.

Even if your state does not have this law, it is a good practice to prevent sexual harassment in your organization through training. When supervisors are aware of your organization’s commitment to a workplace free of harassment, you reduce the chance of having incidents and claims.

Supervisors are management’s representatives and they should set an example for a workplace free of harassment and hostility. Unfortunately, it is very common for supervisors to use their position of power to sexually harass employees. Scheduled training reminds supervisors of the importance of prevention and their duty to enforce company policies.

Contact Randi Frank if you’re not sure your policy or training is up to date.
Randi can give you a quote for Sexual Harassment Prevention Training and Policy Development.

See my Web Site for more tips!

CT- Family Care Services, LLC is a small business and a certified minority owned consulting company in the healthcare industry particularly in providing integrated behavioral and academic treatments. The company also conducts evidenced-based-research. The company provides therapy, social service, job training to students and their families, veterans as well as other adults. It was established and registered in Connecticut in July 2007.

Currently, the company is in the process of opening offices in Manchester, Connecticut and in Springfield, Massachusetts and the company is looking for a number of positions.

The company provides integrated therapy, academic, behavioral, cross-cultural, coping skills, job training skills treatments to families, youth, adults and veterans to reduce and prevent constraints that affect students, families and veterans from achieving sustainable success. Our staff, counselors and therapist will work collaboratively with the various communities to promote such things as high school graduation, outpatient treatment for families, job training, reintegration into the community for veterans and their families, etc.

ABOUT POSITION AVAILABILITY

CT-Family Care Services, LLC anticipates hiring one Full-Time Clinical Supervisor/Director and between 7-14 Part-time/Full-time LMFT’s and LCSW’s. Once the Clinical Supervisor/Director (AAMFT approved supervisor) is settled into the position then the company is willing to hire part-time or full-time Marriage & Family Therapists who are working on obtaining their licenses. Internships will also be available to students in certified masters programs for LMFT and LCSW.

Candidates can work in either Manchester or Springfield or both office locations. Salaries will depend on qualifications. Part-time employees can be paid either hourly or on a per-diem/per client basis. Full-time positions will include some employee benefits and part-time positions will include sick leave and schedule flexibility and the potential to move to full-time as client base increases. A full-time Office Manager is also needed and in the future positions will be available for a Business Manager, Psychiatrist, Youth and Family Coordinator, Veterans Services Coordinator, Teachers, and office staff.

SEE ATTACHED PROFILE ABOUT POSITIONS AVAILABLE AND RECRUITMENT PROCESS

1. All supervisors must be trained on sexual harassment within six months of hire if they can’t show proof that they have already received training.
2. All supervisors must be trained to report any incident to company management, even if it’s not related to their department.
3. All employees should receive a copy of your organization’s Sexual Harassment Prevention Policy.
4. The Sexual Harassment Prevention Policy must include several ways that employees can report incidents or concerns—not just talking with their immediate supervisor.
5. Employees should have the option of speaking with either a female or male manager about their concerns.
6. All employees, including supervisors and management, should receive training on how to report incidents.
7. All employees, including supervisors and management, should receive a refresher course on Sexual Harassment Prevention every 2 to 3 years to remind them about the existing policy.
8. Distribute your Sexual Harassment Prevention Policy every year.
9. If they knew it was happening and did nothing about it, both employers and employees can be sued for Sexual Harassment. (And employees can be arrested if the sexual harassment is really sexual assault.)
10. It is unlawful to retaliate against an employee who files a sexual harassment complaint. Your employees should know this because retaliation cases can cost as much money in the courts as Sexual Harassment cases.

Controller/Finance Director Position Available

The purposes of this position are to plan, organize, conduct and supervise a comprehensive Finance Department which includes: Accounting, Purchasing, Insurance, Budget Preparation, Tax Collection, Assessment, and Information Technology. He/she reviews all functions, sets policy direction, supervises accounting division, manages debt management; implements checks and balances, is key team member for budget with Board of Selectman and Board of Finance and responsible for Audit/Comprehensive Annual Financial Report.

Brookfield has a Selectman-Town Meeting-Board of Finance type of government. The three members of the chief governing body, the Board of Selectmen are elected in regular biennial Town elections on a partisan basis. The First Selectman is the full-time executive and Chief Administrative Officer of the Town. The Controller reports to the First Selectman and works closely with the Board of Finance. The Board of Finance consists of six members elected to six-year, staggering terms. The Board of Finance recommends the annual budget for approval to the Town Meeting, establishes the mill rate, and recommends special appropriations to the Town Meeting.

The qualifications include a Bachelor’s Degree in Business Administration, Public Administration, Accounting, Finance or related field. Five years of experience in finance, accounting or related field demonstrating increased responsibility in financial management including supervisory experience. Must have municipal finance experience.

Open and competitive beginning salary DOQ’s supplemented by an excellent fringe benefit package. SEE ATTACHED PROFILE ON POSITION AND COMMUNITY TO LEARN ABOUT THIS GREAT OPPORTUNTIY

Interested applicants please send your confidential resume and cover letter immediately (deadline May 4, 2012) to:

Ms. Randi Frank, Randi Frank Consulting, LLC, www.randifrank.com
7 Promontory Drive, Wallingford, CT 06492 203-284-3707
Email preferred rfrank05@snet.net

Brookfield Controller/Finance Director Profile 2012

Committed to Service Excellence

The City of Newark, Delaware, a City Council/City Manager form of municipal government, is a prosperous and progressive community of 31,454 residents and home to the University of Delaware. This position serves as the chief executive officer of the City, reporting to and appointed by the seven member Newark City Council. The City Manager is responsible for planning, implementation, directing, budgeting and supervision of employees and services. Eight operating departments report directly to the City Manager including electric and water utilities and a nationally accredited police department. Two Assistants to the City Manager complete Newark’s administrative team.

Minimum requirements are the equivalent of an MPA with preference for ICMA Credentialed Managers. Candidates must have extensive local government management experience, preferably as a chief executive or a full range assistant. The successful candidate will be dedicated to providing excellent customer service, leadership and sound financial management. Must be a proven and successful innovative leader with strong interpersonal skills and adept in effective interactions with elected officials, employees and citizens. The incumbent will assume responsibility for the development and management of a total budget of $39.6 and 228 full-time personnel.

Open and competitive beginning salary DOQ’s supplemented by an excellent fringe benefit package and a professional, progressive and supportive work environment.
Interested applicants please send your confidential resume by April 30, 2012 to:

Robert E. Slavin, President
SLAVIN MANAGEMENT CONSULTANTS
3040 Holcomb Bridge Road, Suite A-1
Norcross, GA 30071
Phone: (770) 449-4656
Fax: (770) 416-0848
E-mail: slavin@bellsouth.net
Website: www.slavinweb.com
EQUAL OPPORTUNITY EMPLOYER AND RECRUITER

Newark CM Profile 2012

This 2-part workshop will cover vital information for employers who are just beginning to hire employees and for those who have a full staff. Topics covered will include:

Human Resources Concerns

• Recruitment processes
• Personnel policies
• Employee orientations
• Sexual harassment policies<
• Risk management

Employment Law

• Employee handbooks
• Is your independent contractor actually an employee?
• Workers Compensation Insurance

Employee Taxes: What, Where, When & How

Time and Location:

April 2nd & 16th, 2012, 6:30 pm – 9 pm
The Entrepreneurial Center, 1265 Asylum Avenue, Hartford, CT

Cost: $45.00

To register, call 860.768.5681 or email entrectr@hartford.edu.

Instructors:

Randi Frank, Randi Frank Consulting, LLC: Randi has more than 25 years of experience as a Human Resources Manager.

Attorney Elizabeth Adams, Law Office of Elizabeth Adams: Elizabeth Knight Adams is an attorney practicing in the area of employment law. She represents small businesses, non-profits, charter schools and individuals in federal and state courts and administrative agencies on a variety of employment-related matters.

Thomas Szala, H&R Block, an enrolled agent for 7 years, specializes in small business tax issues. As an enrolled agent, he is licensed to represent clients in front of the IRS.

You should have a standard resume and cover letter that you can use at a moment’s notice, so if you meet someone you can provide it, or you can send it out immediately if there is a quick turn-around time.  However, if you have time, you should tailor your standard resume to meet the advertised position. For example, if the position is for a civil engineer with a municipality and you have only worked for engineering consulting firms, then indicate in the resume the number of municipal projects you completed as a consultant and describe some of those projects in your cover letter. Your cover letter should also be tailored to use some of the words in the advertisement or recruitment brochure so they know you have done some research about the position or company.

Sometimes adding another page that addresses the specific position—that’s called a tailored resume—may be helpful. For example, when I applied for a Risk Management Position, I created a tailored resume that highlighted all the risk management projects I had completed during my career. They were not tied to a specific job, but listed diverse risk management projects. My resume already indicated that I was a certified risk manager and had the function of Risk Manager in a few positions, but did not go into detail about my risk management responsibilities. The tailored resume provided that extra information.

Too many candidates list all types of personal information on their resumes.  As a recruiter, I want to know about your professional and career experience. You do not need to tell that you are married, have 3 children, are a hiker, a fraternity member, a gardener or a piano player. All of this information can easily be used against you, consciously or unconsciously. How? Recruiters may think: “Oh no, she will have child care issues” or “A gardener and hiker must be a nature lover and will want to take lots of time off” or “A fraternity member must be a drinker” or “A piano player must be into classical music and won’t fit in.” The only time these personal interests help is if you know the person looking at your resume is interested in the same thing.

However, if you are a volunteer with the Boys and Girls Club, that would show your community participation or may be helpful if you are applying for a non-profit position. Services organizations are usually appropriate if they demonstrate community participation or other organizational skills. Political activities should only be listed if applying for political type positions.