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.) Sexual Harassment lawsuits are continually highlighted in the news and the EEOC … [Read more...]
Sexual Harassment Prevention: Distribute Policy Every Year
8. Distribute your Sexual Harassment Prevention Policy every year. It is important to distribute your Sexual Harassment Prevention Policy every year that you don’t have training or a refresher class. This keeps a focus on the issue and reminds employees and supervisors about the policy … [Read more...]
Sexual Harassment Prevention: When To Take a Refresher Course
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. Since Sexual Harassment is such a sensitive issue, it is important to establish a culture that … [Read more...]
Sexual Harassment Prevention: Everyone Needs to Know How to Report
6. All employees, including supervisors and management, should receive training on how to report incidents. Even though many Sexual Harassment Prevention Laws require training of supervisors only, it is important to train all employees. Two ways to do this would be to schedule periodic … [Read more...]
Sexual Harassment Prevention: Who Can Employees Talk To?
5. Employees should have the option of speaking with either a female or male manager about their concerns. Sexual Harassment incidents are very personal and uncomfortable for the victim. Describing a sexual harassment incident in detail, as one must do when making a report, can be very … [Read more...]
Sexual Harassment Prevention: Options for Employees to Report Incidents
4. The Sexual Harassment Prevention Policy must include several ways that employees can report incidents or concerns—not just talking with their immediate supervisor. It is important to give employees and supervisors a variety of methods to report concerns and incidents of Sexual … [Read more...]
Sexual Harassment Prevention: Employees Should Know Policy
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 … [Read more...]
Sexual Harassment Prevention: Supervisors Must Be Trained to Report
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 … [Read more...]
Sexual Harassment Prevention: Supervisors Must Show Proof of Training
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 … [Read more...]
Sexual Harassment Prevention: Ten 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. 2. All supervisors must be trained to report any incident to company management, even if it’s not related to their department. 3. All … [Read more...]
Everything You Need to Know About Employees
"Everything You Need to Know About Employees: From Hiring to Legal Concerns to Taxes" 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 … [Read more...]
Resume Tip 10. Tailor every resume and cover letter for the position for which you’re applying.
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 … [Read more...]
Resume Tip 9. Avoid including personal information on the resume if this is for a job search.
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 … [Read more...]
Resume Tip 8. Indicate type of company, size of organization (total staff) or budget you handled.
Some companies are very well known—Wal-Mart, IBM, or Aetna Insurance, for example—but most are not. You will need to indicate if the company is a computer or manufacturing firm, and describe the type of computer firm (software or hardware) or products manufactured. Indicate the size of the … [Read more...]
Resume Tip 7. Indicate if you supervised staff (and how many) to show your management responsibilities.
Some titles don’t make it clear that they have management responsibility, so you need to add that to the description of the position. If a position title says you are a Supervisor or Manager, remember to indicate how many people you supervise or manage—even if it’s only one person. You … [Read more...]