Randi Frank HR Consulting

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HR Tips for Employers

August 26, 2024 By Admin

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 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!

Filed Under: Sexual Harassment Prevention

August 25, 2024 By Admin

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 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!

Filed Under: Sexual Harassment Prevention

August 24, 2024 By Admin

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 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!

Filed Under: Sexual Harassment Prevention

August 23, 2024 By Admin

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 Harassment.

Sometimes Sexual Harassment incidents happen between people within a department, or in a small department where everyone knows each other. It might be difficult for the victim to speak up about incidents that involve people they work with every day.

Therefore, every policy should give the victim options to talk to other supervisors, someone in Human Resources, the Chief Executive Officer, other management personnel, or even an outside attorney or someone on the Board of Directors.

The lawsuit Meritor Savings Bank vs. Vinson (1986) made it clear how important it is for employees to have reporting options. In this case, the victim, Ms. Vinson, had no one to report to other than her supervisor—and he was the one sexually harassing her. The courts do not look kindly on this.

Contact Randi Frank if your employees and supervisors need training on your company’s Sexual Harassment policy. Randi can give you a quote for Sexual Harassment Prevention Training and Policy Development.

See my Web Site for more tips!

Filed Under: Sexual Harassment Prevention

August 22, 2024 By Admin

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 embarrassing, especially if it involves personal sexual terminology.

To help alleviate the discomfort, it would be good if the victim had the option of speaking with someone of the same gender about the incident. If your company has at least one female and one male supervisor or manager for the victim to approach, that would be ideal.

If your organization is predominately male or female, you may need to find someone of the opposite gender outside of the organization who would serve in this capacity—like an attorney or consultant or even someone on your Board of Directors.

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!

Filed Under: Sexual Harassment Prevention

August 21, 2024 By Admin

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 training classes or discuss the Sexual Harassment Prevention Policy with new employees during orientation.

Employees need to understand the definition of Sexual Harassment and that it can happen between two employees, or between a supervisor and an employee, or even by customers. They also need to know how to file a claim and that they have the option of talking with another supervisor or member of management to report a concern or incident. If they don’t know your company’s process, employees might go directly to the Equal Employment Opportunity Commission (EEOC) with an issue that could have been easily resolved in-house.

The training also reinforces that your company has a Sexual Harassment Prevention Policy, that such behavior is prohibited and how employees can address the issue.

Contact Randi Frank if your company’s Sexual Harassment policy needs updating. Randi can give you a quote for Sexual Harassment Prevention Training and Policy Development.

See my Web Site for more tips!

Filed Under: Sexual Harassment Prevention

August 20, 2024 By Admin

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 prohibits Sexual Harassment and treats all employees with respect. Training classes help, and they also give you a chance to discuss other types of discrimination or harassment that are prohibited.

Training every 2 to 3 years reminds supervisors and employees about the policy and the methods for prevention or reporting. Consistent training also shows that everyone was aware of the policy and the process for reporting. You might need this as evidence if one of your employees files a claim—it could help you win your case or reduce the cost of a settlement.

Contact Randi Frank if your employees and supervisors need training on your company’s Sexual Harassment policy. Randi can give you a quote for Sexual Harassment Prevention Training and Policy Development.

See my Web Site for more tips!

Filed Under: Sexual Harassment Prevention

August 19, 2024 By Admin

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 and reporting procedures.

During training, part of the class should be a review of the policy. Distributing the policy shows that everyone was made aware of it and knows the process for reporting. You may need to show this evidence if someone files a claim, and the information may help you win your case or reduce the cost of the settlement.

If your employees and supervisors need training, 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!

Filed Under: Sexual Harassment Prevention

August 18, 2024 By Admin

Sexual Harassment Prevention: When Can You Be Sued?

 

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 (Equal Employment Opportunity Commission) reports that Sexual Harassment in U.S. companies is very common—even so many years after the implementation of the Sexual Harassment Prevention Laws.

Sexual Harassment lawsuits can cost your organization hundreds of thousands of dollars per case—money that could be better spent for things like capital improvements and salary increases. As an employer, you can be sued because you should have known Sexual Harassment was happening, especially since all management personnel are instructed to report such incidents.

Employees who commit Sexual Harassment can also be sued, especially if the incident is really sexual assault. These lawsuits become public very quickly; they can destroy an organization’s reputation and affect employee morale. This is why training, policy distribution and prevention are so important.

Contact Randi Frank if your company’s Sexual Harassment policy or training program 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!

Filed Under: Sexual Harassment Prevention

August 17, 2024 By Admin

Sexual Harassment Prevention: Retaliation is Unlawful

 

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.

The EEOC (Equal Employment Opportunity Commission) reports there are more retaliation lawsuits then actual Sexual Harassment lawsuits. This is because supervisors or management forgot—or didn’t know—that an employee has every right to file a Sexual Harassment complaint without fear of retaliation. You cannot fire an employee because he or she made a complaint or fire a witness who testified to witnessing Sexual Harassment.

(If an employee files a false statement and it can be proved, then your company’s discipline can be applied.)

Discrimination against or unfair treatment of employees during sexual harassment investigations can easily become a retaliation lawsuit—and can cost as much or more as a sexual harassment lawsuit.

Contact Randi Frank if your employees and supervisors need updated Sexual Harassment training. 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!

Filed Under: Sexual Harassment Prevention

July 30, 2024 By Admin

Executive Search Tip 1: What is the difference between an Executive Search and Recruitment?

I would say this is one of the most frequently asked questions about Executive Searches. The major difference is the amount of time and effort put into the project. An executive search requires understanding the needs of the agency for the specific position and from there, the time it takes to reach out to potential candidates. During a usual recruitment the agency will advertise and wait for the candidates to apply, with an executive search, efforts are made to find potential candidates that may not otherwise be looking for a position.

An executive search begins with a meeting of all the stakeholders to understand the position and the true needs of the agency to find the right type of candidates. Then networking is done to get the word out about the position to those who may know great candidates or those who can spread the word to the right type of candidates. It is a much more aggressive approach to finding the right candidate, not hoping they will find you.

Questions? Contact me today!

Filed Under: Tips on Executive Searches

July 17, 2024 By Admin

Tips for New Leaders/New Executives Tip 1: Make a Good First Impression

Starting a new position as an executive at an Agency with a long-time established staff can have it’s challenges. Here are some tips to help you transition into your new leadership position successfully.

Make a good first impression: be prepared and do your homework before you walk in the door.

  1. Know names–at least of the top staff.
  2. Find out if there was an internal candidate that you may meet.
  3. If there was an internal candidate find out if that person is willing to support you or if he or she is planning to move on to another position. If the staff member is willing to support you, make it clear that you’d like to help provide the support the person will need to develop into a leader so they can move up in the future.
  4. Remember almost everyone is afraid of change and that is what you represent – let staff members know how much you value their contributions and how much you are looking forward to working with each of them. Demonstrate your sincerity by getting to know as many of the staff as possible.

Questions? Contact me today!

Filed Under: Tips for New Leaders/New Executives

June 13, 2024 By Admin

Orientation & Onboarding Tip 1: Prepare for your new employee’s arrival.

Onboarding a new employee begins well before the employee’s first day on the job. Manage expectations with regular communication with the new hire prior to the start date. It will ensure that both parties understand the conditions of employment and will make everyone more comfortable on the first day and moving forward.

Here are four tasks to complete prior to the new employee’s start date:

  • Confirm your new employee’s acceptance of the position.
  • Make sure you know what paperwork is required and with whom the new employee will meet to complete it (e.g., Human Resources, payroll coordinator, benefits assistant).
  • Stay in regular communication with your new employees via email or phone during the period between the acceptance and the start date; make sure they understand the conditions of employment and anything they need to do before their new job starts.
  • Provide critical first-day information (e.g., when to arrive, where to park, where to report, what to wear, what documents to bring to complete, what the schedule will be).

This is the first of eight tips that will appear weekly on this blog. 

Filed Under: Tips on Orientation & Onboarding

February 4, 2024 By Admin

Succession Planning Tip 1: Plan ahead for positions that are likely to be opening up in the near future.

In order to design a successful succession plan, you need to first know your company/agency. Who supervises whom? Who handles which functions? Know the full organization of your company/agency.

In planning ahead you need to take into account how many employees may be leaving or retiring.  What would you do if one of your top managers had to have an operation and was going to be out for 3 months? You will need someone to fill in for that position.

Be mindful of any future skills the job might require. Although forewarning is not always possible, it is ideal for giving you enough time to choose the right candidate for the right position.

Questions? Contact me today!

Filed Under: Tips for Succession Planning

January 31, 2024 By Admin

Interviewing with Randi Frank

Once you have candidates for your position what type of interview process should you use? Randi Frank of Randi Frank Consulting LLC speaks about various options related to interview processes including the steps to take once you find your best candidate.

If you have any questions feel free to contact Ms. Frank at [email protected] or review her website for samples of Executive Searches conducted. Randi Frank Consulting can help you with full recruitment services, executive searches, interviews or just portions of the process.

Filed Under: Interviewing

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Why Your Business Needs an HR Expert

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Podcast about Classification & Compensation

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  • Determining Market Rates, Internal Equity & Affordability
  • Why Municipalities Want a Classification & Compensation Study
  • Introduction in Classification & Compensation Manual

Video Blogs

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HR Tips for Employers

HR Tips for Employers

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  • FAQ Frequently Asked Questions
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  • How to Retain your Talented Employees
  • What does a Classification & Compensation Study Involve?
  • Classifications and Compensation System

Tips for Job Seekers

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  • Career Changes
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Past Executive Searches

Click here to see the extensive variety of past executive searches conducted by Randi Frank Consulting

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Contact Randi Frank

Resumes and Cover letters should be sent to Executive Search Firm (email preferred):

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www.randifrank.com
Phone: 203-213-3722

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Louisville, KY 40219

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