Preventing Sexual Harassment at Work

Whilst we wait for the EHCR, legally binding, code on preventing sexual harassment at work. Concrew Training offers a totally free, no login, no ads, 10 point guide.

https://concrew-training.co.uk/wp-content/uploads/2024/01/Sexual-Harassment-Prevention-10-step-approach-for-employers.pdf

Please feel free to share

Comments

Post a Comment

Popular posts from this blog

Employee Rep Training - Great Feedback

Excellent, well delivered, good interaction, very interesting, delivery and knowledge excellent, very good, are just a few of the comments made by delegates on one of our employee rep training courses this week. Find out more about our employee rep course offer HERE >>>> #employeereps #employeerepresentation #unions #employeerepresentatives
Read more

Working with Volunteers - 10 Tips for Success

Image
WORKING WITH VOLUNTEERS - 10 TIPS for SUCCESS With the recent requests for volunteers to help in the fight against the #Corvid19 #Coronavirus and provide support to those in need locally, we thought it might be useful to highlight the insight and feedback we have gained through our #training courses and workshops on working with #volunteers. What made it a Good Experience for Volunteers? ·          Felt part of Workforce / Project ·          Not exploited – no discrimination ·          Matched my   skills to the opportunity ·          Valued –   felt welcomed from the start ·          Took account of my interests ·          Offered opportunities to further my interests ·          Good information / communications ·          Structured programme – not drifting What made it Bad Experience for Volunteers? ·          Lengthy time gap between applying and doing! ·          Formal processes were tedious and put people
Read more

Using Social Media at Work - Staff rights and responsibilities

Why you need a Policy NOW ! Two recent Employment Tribunal cases, one involving Face book and another one with Twitter have one clear message in common for modern employers – the urgent need to have clear up to date, precise policies and procedures in place about the use of Social Media at work. Both the cases profiled below could have been lost by the employer had they not previously taken proactive policy steps to keep up to date with an ever changing scene. Face Book The Face Book case arose from an unfair dismissal claim. The Employment Tribunal held that a pub manager was fairly dismissed for gross misconduct after she made inappropriate comments on Face book about two customers who had verbally abused and threatened her.   The Face Book chat took place while the employee was at work and did not reflect her upset or anger at the customers, but appeared to be a joke between friends.  However, a wider audience was able to look at her Face Book page, including r
Read more