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Promising Practices to Prevent Workplace Harassment , https: While EEOC believes that these practices may help employers prevent and address harassment, these practices do not represent an exhaustive list of promising preventative and corrective actions. We encourage employers to continue to develop, implement, and share additional promising practices. For example, failing to develop and implement an adequate anti-harassment policy and complaint procedure may preclude an employer from establishing an affirmative defense to a supervisory harassment complaint, or a defense to a coworker harassment complaint.

Leaders could also instruct HR to ensure that employee orientation and training material includes information about the organization's harassment policy, complaint procedure, and any related rules, policies, and expectations. In addition, leaders could ensure that enforcement of, and compliance with, the organization's harassment policy and related policies and procedures is included in executive competencies and performance plans for employees with supervisory or managerial responsibilities. For example, organizations could include harassment prevention and corrective activity, as well as other equal employment opportunity-related information, in reports submitted to Boards of Directors or similar advisory or oversight entities.

Employers should consult with legal counsel as necessary regarding any relevant legal considerations, such as confidentiality restrictions associated with complaints or disciplinary action. When evaluating the effectiveness of harassment prevention and correction strategies, it may be helpful for organizations to carefully analyze complaint trends.

A relatively high number of internal complaints may signify that harassment has occurred or was perceived to have occurred, but may also indicate employees' awareness of and confidence in the internal complaint process.

A relatively low number of internal complaints may result from employees' lack of awareness or trust in the complaint process, or, alternatively, from the absence of harassing conduct in the organization. Organizations may find it helpful to solicit information from employees in anonymous surveys, harassment training sessions, or other settings in which employees may feel comfortable, regarding their awareness of and confidence in the organization's harassment policies and complaint procedures.

Organizations could also solicit suggestions from employees about how to enhance employees' knowledge of and faith in the organization's harassment prevention and correction efforts. Employers may wish to consult with legal counsel as necessary to ensure that their harassment policies cover, at a minimum, all applicable legally protected bases.

For example, small business owners may verbally inform employees that harassment is prohibited; encourage employees to report harassment promptly; advise employees that harassment may be reported directly to the owner; conduct a prompt, thorough, impartial investigation; and take swift and appropriate corrective action. How can I prevent harassment? Harassment Policy Tips, https: Perez Task Force Testimony , supra note 7 describing a company that posted the diversity program mission statement in every elevator in the corporate office.

Employers may need to take additional steps to ensure that employees who work off-site or outside of regular business hours, or who otherwise may have limited access to the organization's employee handbook, internal website, or relevant officials, receive information about harassment policies and complaint systems, participate in harassment training, and are able to communicate with relevant officials.

Smaller organizations may have fewer avenues of complaint available, due to their size, but may still consider designating multiple individuals to receive harassment complaints, if possible. Emp't Law 7, 7 observing that teenagers may not be comfortable discussing harassment and recommending that employers train supervisors to be receptive to harassment complaints from teenage workers' parents.

See also Select Task Force Co-Chairs' Report, supra note 2, at describing workplace civility and bystander intervention training, and noting that such trainings "show[] significant promise for preventing harassment in the workplace" ; Lilia Cortina, Written Testimony for the June 20, Commission Meeting , https: Skip top navigation Skip to content. Promising Practices for Preventing Harassment As many employers recognize, adopting proactive measures may prevent harassment from occurring.

Committed and engaged leadership; Consistent and demonstrated accountability; Strong and comprehensive harassment policies; Trusted and accessible complaint procedures; and Regular, interactive training tailored to the audience and the organization. This commitment may be demonstrated by, among other things: Clearly, frequently, and unequivocally stating that harassment is prohibited; [6] Incorporating enforcement of, and compliance with, the organization's harassment and other discrimination policies and procedures into the organization's operational framework; [7] Allocating sufficient resources for effective harassment prevention strategies; Providing appropriate authority to individuals responsible for creating, implementing, and managing harassment prevention strategies; Allocating sufficient staff time for harassment prevention efforts; Assessing harassment risk factors and taking steps to minimize or eliminate those risks; [8] and Engaging organizational leadership in harassment prevention and correction efforts.

In addition, we recommend that senior leaders exercise appropriate oversight of the harassment policy, complaint system, training, and any related preventive and corrective efforts, which may include: For example, senior leaders could consider: Conducting anonymous employee surveys on a regular basis to assess whether harassment is occurring, or is perceived to be tolerated; [16] and Partnering with researchers to evaluate the organization's harassment prevention strategies.

Comprehensive and Effective Harassment Policy A comprehensive, clear harassment policy that is regularly communicated to all employees is an essential element of an effective harassment prevention strategy.

A comprehensive harassment policy includes, for example: Written and communicated in a clear, easy to understand style and format; Translated into all languages commonly used by employees; [24] Provided to employees upon hire and during harassment trainings, and posted centrally, such as on the company's internal website, in the company handbook, near employee time clocks, in employee break rooms, and in other commonly used areas or locations; [25] and Periodically reviewed and updated as needed, and re-translated, disseminated to staff, and posted in central locations.

Effective and Accessible Harassment Complaint System An effective harassment complaint system welcomes questions, concerns, and complaints; encourages employees to report potentially problematic conduct early; treats alleged victims, complainants, witnesses, alleged harassers, and others with respect; operates promptly, thoroughly, and impartially; and imposes appropriate consequences for harassment or related misconduct, such as retaliation.

For example, an effective harassment complaint system: Is fully resourced, enabling the organization to respond promptly, thoroughly, and effectively to complaints; Is translated into all languages commonly used by employees; [26] Provides multiple avenues of complaint, if possible, [27] including an avenue to report complaints regarding senior leaders; Is responsive to complaints by employees and by other individuals on their behalf; [28] May describe the information the organization requests from complainants, even if complainants cannot provide it all, including: We will convert internal training, videos and third-party vendor training for placement on your CE LMS.

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Arrange on top of pie in a lattice pattern. Bake for 40 to 45 minutes. Today I have a Pumpkin Smoothie Bowl recipe that offers you a wonder It's rich, sweet, creamy, and satisfying. Enjoy this Pumpkin Bowl for breakfast, lunch, a snack, or dessert. You could even have it for a satisfying but light dinner. A fun way to prepare these bowls for multiple people is to make as many servings of the main smoothie mixture as you need, then offer a selection of toppings for friends and family to create their own personalized flavor explosion.

Other wonderful options are raspberries, strawberries, banana, apple, pear, coconut, brazil nuts, raisins, dates, and dried figs. The possibilities are endless and they're fun to put together! Pumpkin Smoothie Bowl Ingredients: Combine all ingredients in a food processor or blender and blend until smooth.

Pour into a bowl and add your toppings of choice. Fresh or dried fruits, seeds, nuts and coconut are great choices. Regulars Louie and Carolyn Peltier certainly think so. The longtime Bainbridge Island couple were enjoying their holiday meal at the casino Saturday. Louie Peltier guessed that they eat at the casino five nights a week. When it came time to plan for Christmas dinner, there was no question where they would be eating.

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Since the CE LMS is web-based, accessing the training is as simple as logging on to your private website portal and accessing with a pre-assigned unique username and password.

The courses may be accessed 24 hours a day! The flexibility of the LMS allows you to incorporate your unique training requirements into the curriculum.

Your CE Account Executive will work closely with you to ensure your training programs are built to your specifications and requirements. We already have a number of courses in Spanish and can convert any course in our catalog into Spanish. Can courses have prerequisites? If an employee is registered for a course with a prerequisite, he or she will not be able to access the course until they successfully complete the prerequisite course. We keep our courses regularly updated compliant with Federal regulations.

You can schedule training based on your needs and requirements. Tell us what you need and we will take care of the details! In some cases, our clients request quarterly or bi-annual training for their employees. We will work with you, each year, to schedule out your annual training program. The system issues a certificate of completion at course completion, within the given training period. When your employee signs into your private training web portal or online LMS, they will instantly have access to the courses they are required to take, including overdue and completed courses.

Administrative privileges or permissions may be set differently for each administrator. For example, the Cage Director may have reporting permissions for the Cage department while the Compliance Officer may have reporting permissions for all employees.

We work with you to determine which position classifications require training. Once we know your requirements, we take care of all the training details. After that point, any employee entered into the system will automatically have access to their required training modules. Your CE LMS learning system issues a certificate of completion at course completion, within the given training period.

If an employee is not able to complete a training course, they can close the training and log out of your CE LMS web portal. Accordingly, when developing training, the daily experiences and unique characteristics of the work, workforce, and workplace are important considerations. Because supervisors and managers have additional responsibilities, they may benefit from additional training.

Employers may also find it helpful to include non-managerial and non-supervisory employees who exercise authority, such as team leaders. Promising Practices to Prevent Workplace Harassment , https: While EEOC believes that these practices may help employers prevent and address harassment, these practices do not represent an exhaustive list of promising preventative and corrective actions. We encourage employers to continue to develop, implement, and share additional promising practices.

For example, failing to develop and implement an adequate anti-harassment policy and complaint procedure may preclude an employer from establishing an affirmative defense to a supervisory harassment complaint, or a defense to a coworker harassment complaint. Leaders could also instruct HR to ensure that employee orientation and training material includes information about the organization's harassment policy, complaint procedure, and any related rules, policies, and expectations.

In addition, leaders could ensure that enforcement of, and compliance with, the organization's harassment policy and related policies and procedures is included in executive competencies and performance plans for employees with supervisory or managerial responsibilities. For example, organizations could include harassment prevention and corrective activity, as well as other equal employment opportunity-related information, in reports submitted to Boards of Directors or similar advisory or oversight entities.

Employers should consult with legal counsel as necessary regarding any relevant legal considerations, such as confidentiality restrictions associated with complaints or disciplinary action. When evaluating the effectiveness of harassment prevention and correction strategies, it may be helpful for organizations to carefully analyze complaint trends.

A relatively high number of internal complaints may signify that harassment has occurred or was perceived to have occurred, but may also indicate employees' awareness of and confidence in the internal complaint process. A relatively low number of internal complaints may result from employees' lack of awareness or trust in the complaint process, or, alternatively, from the absence of harassing conduct in the organization.

Organizations may find it helpful to solicit information from employees in anonymous surveys, harassment training sessions, or other settings in which employees may feel comfortable, regarding their awareness of and confidence in the organization's harassment policies and complaint procedures.

Organizations could also solicit suggestions from employees about how to enhance employees' knowledge of and faith in the organization's harassment prevention and correction efforts. Employers may wish to consult with legal counsel as necessary to ensure that their harassment policies cover, at a minimum, all applicable legally protected bases.

For example, small business owners may verbally inform employees that harassment is prohibited; encourage employees to report harassment promptly; advise employees that harassment may be reported directly to the owner; conduct a prompt, thorough, impartial investigation; and take swift and appropriate corrective action.

How can I prevent harassment?

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A spokeswoman for the Australian Crime Commission yesterday was unable to expand on the investigation into Tong's powerful Luen Ying She triad society. She was also unable to comment on the hunt for Tong's wife, Jenny Tsui Shuk-fan, a former Miss Hong Kong contestant, who is believed to be hiding in the special administrative region.

Hong Kong police are investigating transactions of millions of dollars through Hong Kong banks allegedly linked to her. Tong's role as the mastermind of the 'very sophisticated' card shuffling scam was exposed during last week's trial. However, the card-dealing scam was just a sideline to the billion-dollar drug-dealing and money-laundering business Tong ran from his suite at the casino.

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Friday, 14 February, , Moss' irregular shuffles were captured by security cameras and the scheme was uncovered. Most Popular Viewed 1.

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Which flavour are you? Available in 8 mouth watering flavours! You can buy online here - https: By The Beer Bottle Company. Nigel Slater's fig and orange shortbreads. By Sunday Times Food. Pages related to Fig Pie Recipe. Posts related to Fig Pie Recipe. Here's my Fig Pie recipe Mix figs, sugar, and flour in bowl. Spoon into one pie crust.

Arrange on top of pie in a lattice pattern. Bake for 40 to 45 minutes. Today I have a Pumpkin Smoothie Bowl recipe that offers you a wonder It's rich, sweet, creamy, and satisfying. Enjoy this Pumpkin Bowl for breakfast, lunch, a snack, or dessert. You could even have it for a satisfying but light dinner. A fun way to prepare these bowls for multiple people is to make as many servings of the main smoothie mixture as you need, then offer a selection of toppings for friends and family to create their own personalized flavor explosion.

Other wonderful options are raspberries, strawberries, banana, apple, pear, coconut, brazil nuts, raisins, dates, and dried figs. The possibilities are endless and they're fun to put together! Pumpkin Smoothie Bowl Ingredients: Combine all ingredients in a food processor or blender and blend until smooth. Pour into a bowl and add your toppings of choice. Fresh or dried fruits, seeds, nuts and coconut are great choices.

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