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Other Added - Sexual Harassment Policy Guidelines Part II
You need to know what stands behind your brand. If it is your own manufactured product, then you need to know that the parts you purchase are also of quality. You have heard the saying that you are only as strong as the weakest link. This means, it only takes one part to weaken the quality and performance of your product. Price almost always comes into play when purchasing parts because this is what drives the final price of the product. Price should not be the only factor; you need to know the quality of materials and how those materials perform over time. If you are manufacturing blankets, you will want to know that the wool has been treated appropriately and that the dyes you use will not run and create problems for consumers. Many factories in other countries have a reputation of not putting quality into their products and they sell very cheaply on the market. This is not always the case; some products are of an extremely high quality, look at the Japanese cars as an example. The brand is sometimes what the competition makes it. For example, some computer manufacturers were asking top dollar and they also had high quality for their products. Along came a competitor with cheaper equipment that did not always function the way it should. Although people purchased the cheaper computers as that is all they could afford, this drove down the price of the more expensive ones. As a result, the higher quality computers began to sell more than the lower cost ones. Their brand stood for quality and the other stood for economical. A brand cannot stand alone without support of the manufacturers of parts and also the quality of labor. On top of these factors we also need to add a service component.
MYTHS ABOUT SEXUAL HARASSMENT
- The complainant wanted the attention or enjoyed it.
- The complainant's physical appearance or clothing enticed the harasser.
- The complainant probably falsified the incident report of sexual harassment.
- The complainants and the accused sexual harassers can be easily identified or stereotyped.
- All men are harassers.
- Women are the only victims or sexua
The longer you hibernate in the darkness of traditional job searching know-how, where no one can find you, the more likely your dormancy will negatively affect your career transition. When you decide it’s time to make a career change, you have a choice: be the hunter or the prey. Choose the latter and you’ll quickly become road-kill. Just ask the possum.Playing possum neutralizes your marketability. Opossums are easy targets for vehicular traffic because they are slow-moving creatures. They quickly frighten and when they can’t escape, they roll over, become limp, close their eyes, and hang their tongue out (which slows their heartbeat). To would-be predators, the animal looks dead, so interest is lost.Sound like your job search? Are you as dead to prospective hiring managers or those in the position of assisting you through informal informational meetings? If there’s no interest in what you have to offer, consider your branding — the perception others have about you and your ability to contribute.Do you:• Complain you don’t have time to conduct a job search?• Suffer from paralysis of analysis in determining career options?• Think “networking” is not for you because your contacts are limited?• Project open reluctance to search in new fields for fear of rejection?• Believe finding a job is most easily discovered using job search engines?• Obscure your visibility to power executives due to confidentiality issues?• Require a set-in-stone level of compensation or geographic preference regardless of market conditions?If you answer yes to any of these, your career change is in dire need of resuscitation, and every second counts.Velocity uncovers signals of hiring patterns. Most animals travel in packs or herds. Possums don’t. They’re hidden night creatures that often become road kill because they’re secretive, go about their foraging in solitary, and are slow-moving. You’ll bring speed and verve to you
Every complaint will be thoroughly investigated. When a complaint of sexual harassment is received we will take the following actions:
1. Question both parties in detail.
2. Probe deeply for corroborative evidence.
Here is what we are trying to determine with our investigation: Is the testimony of the victim internally consistent? Is the testimony of the accused internally consistent? Does each follow logically? Are both accounts externally consistent? Does the victim's account jibe with the testimony of witnesses? Does the accused's account jibe with the testimony of witnesses? Did the accused have time to do what the victim alleged? Does the victim have any possible motive for falsely implicating the accused? Could the harassment have happened at the time and location specified? Despite the fact that there were no witnesses, could the harassment have taken place at the time and the location?
We will not assume the accused is guilty, but neither will we attach much significance to a general denial by the accused harasser. We will search completely and thoroughly for evidence that corroborates either side's story. We will do this by:
1. Interviewing co-workers, supervisors, and managers
2. Obtaining testimony from individuals who observed the accuser's demeanor immediately after the alleged incident of harassment
3. Checking out people with whom the alleged victim discussed the incident (e.g., co-workers, a doctor, or a counselor).
We will ask other employees if they noticed changes in the accusing individual's behavior at work or in the alleged harasser's treatment of him or her. We will look for evidence of other complaints, either by the victim or other employees. We will follow up on evidence that other employees were sexually harassed by the same person. In order to make a fair and legal decision on a sexual harassment complaint we need to find out as much information as we can, not only on the incident itself, but also on the victim's and accuser's personalities, surroundings, and relationships. To accomplish this task, we need to not only ask many questions of the victim and accuser, but also of any witnesses to the incident and the surrounding environment.
Here are some questions we may ask the victim:
Specific to the incident, what happened? When did it happen? Where did it happen? What preceded the incident? What did the harasser do or say? What did you do or say? What happened in addition to or since the incident? Who may have seen or heard the incident? With whom have you discussed the incident?
Here are some questions we may ask the accused:
Specific to the incident, are you attracted to (name the employee)? Do you ever think of (name the employee) in a sexual way? Have you ever touched (name the employee)? Have you tried to kiss (name the employee)? (Describe the alleged incident.) Please give me your version of the incident. Did you offer (name the employee) help with his/her career in exchange for his/her affection?
Here are some questions we may ask any witnesses:
Have co-workers complained about inappropriate behavior in the department? Have you personally noticed or been offended by inappropriate behavior? Please describe any inappropriate or offensive behavior that you have experienced or witnessed. Are there any calendar pictures or posters displayed which offend you or someone else? Have offensive jokes or comments been made about people in the department? (If the answer to the above question is yes then ask:) Who made these remarks and what was said? Specific to the incident (describe the time and place of the incident, then ask:), Did you notice anything in your department that may have disturbed you or another employee? Did you hear a conversation involving (name the employee)? Did you see anyone talking to this employee? Did you observe any interaction between this employee and a co-worker or supervisor?
MYTHS ABOUT SEXUAL HARASSMENT
- The complainant wanted the attention or enjoyed it.
- The complainant's physical appearance or clothing enticed the harasser.
- The complainant probably falsified the incident report of sexual harassment.
- The complainants and the accused sexual harassers can be easily identified or stereotyped.
- All men are harassers.
- Women are the only victims or sexual
Nursing is a profession that calls for passion. It is a dynamic and expanding profession, a meeting ground of both art and science, and focusing on helping patients maintain and achieve an optimal state of health. According to National Council of State Boards of Nursing, 1999, nurses help clients in 4 specific areas:• Promoting good health,• Coping with health anomalies and maintaining normal life,• Adapting to and/or recovering from after-effects of disease or injury, and• Supporting them in their right to a dignified death. In general, a nursing career is a good choice for individuals who find pleasure in actively participating in helping others, desire to remain untiring to the extent possible and prefer a wide variety of employment opportunities.To be true, nursing offers ample opportunities for able and talented individuals to explore their attributes to work in critical health-related environment, such as childbirth centers, community health, emergency departments, geriatric wellness programs, intensive care units, mental health programs, occupational health, operating rooms, nursing research, school health, substance abuse treatment programs, and many more. It is imperative that nurses appreciate the need for life-long learning in order to keep their knowledge and skills up-to-date in view of ongoing changes that constantly occur in nursing and the health care system. In short therefore, nursing is a career for a lifetime.That being so, what motivates nurses to pursue their chosen careers? Some notable reasons are enumerated below:• Lucy Collins, who works as a critical-care nurse for close to 16 years and has one of her daughters in the same line, feels that nursing has been an extremely rewarding and flexible career for her. There are a lot of open doors, she says insisting that the outlook for nursing jobs is going to improve manifold.• Ruth Jacobs, a clinical nurse specialist, is forever an optimist. She notes that nurses are not driven by haughty
We will not assume the accused is guilty, but neither will we attach much significance to a general denial by the accused harasser. We will search completely and thoroughly for evidence that corroborates either side's story. We will do this by:
1. Interviewing co-workers, supervisors, and managers
2. Obtaining testimony from individuals who observed the accuser's demeanor immediately after the alleged incident of harassment
3. Checking out people with whom the alleged victim discussed the incident (e.g., co-workers, a doctor, or a counselor).
We will ask other employees if they noticed changes in the accusing individual's behavior at work or in the alleged harasser's treatment of him or her. We will look for evidence of other complaints, either by the victim or other employees. We will follow up on evidence that other employees were sexually harassed by the same person. In order to make a fair and legal decision on a sexual harassment complaint we need to find out as much information as we can, not only on the incident itself, but also on the victim's and accuser's personalities, surroundings, and relationships. To accomplish this task, we need to not only ask many questions of the victim and accuser, but also of any witnesses to the incident and the surrounding environment.
Here are some questions we may ask the victim:
Specific to the incident, what happened? When did it happen? Where did it happen? What preceded the incident? What did the harasser do or say? What did you do or say? What happened in addition to or since the incident? Who may have seen or heard the incident? With whom have you discussed the incident?
Here are some questions we may ask the accused:
Specific to the incident, are you attracted to (name the employee)? Do you ever think of (name the employee) in a sexual way? Have you ever touched (name the employee)? Have you tried to kiss (name the employee)? (Describe the alleged incident.) Please give me your version of the incident. Did you offer (name the employee) help with his/her career in exchange for his/her affection?
Here are some questions we may ask any witnesses:
Have co-workers complained about inappropriate behavior in the department? Have you personally noticed or been offended by inappropriate behavior? Please describe any inappropriate or offensive behavior that you have experienced or witnessed. Are there any calendar pictures or posters displayed which offend you or someone else? Have offensive jokes or comments been made about people in the department? (If the answer to the above question is yes then ask:) Who made these remarks and what was said? Specific to the incident (describe the time and place of the incident, then ask:), Did you notice anything in your department that may have disturbed you or another employee? Did you hear a conversation involving (name the employee)? Did you see anyone talking to this employee? Did you observe any interaction between this employee and a co-worker or supervisor?
MYTHS ABOUT SEXUAL HARASSMENT
- The complainant wanted the attention or enjoyed it.
- The complainant's physical appearance or clothing enticed the harasser.
- The complainant probably falsified the incident report of sexual harassment.
- The complainants and the accused sexual harassers can be easily identified or stereotyped.
- All men are harassers.
- Women are the only victims or sexua
Truck driving schools have had to meet the demand of the growing number of young drivers who are entering into one of the most in demand professions there is. By deciding to enroll at a truck driving school in any state of the USA, you have already made the decision that truck driving is the profession for you, but you are most probably confused at the number of truck driving schools, the different costs and programs, and wonder which one you should choose. Quite often truck driving schools can be quite costly, and if you are in other employment it may be difficult to arrange your tuition around your present work.Finding a truck driving school location that is near where you live is the first thing to do. Then you will need to check on their courses, and how accredited they are and what other options they have. Some of the truck driving schools are run through local colleges so make sure you check these out as well. It can cost from $1400 to well over $5000 to receive your training at a truck driving school, of course this varies depending on how much training you need, and what sort of truck you want to drive. Some trucking companies will assist you with the cost of going to a truck driving school, but you would have to have an agreement with them to work for an arranged amount of time after.There are also financial programs in place by many of the truck driving schools in which will assist with the costs, and these will then usually be payable over a certain period of time. If you find a truck driving school that offers just what you need but the costs are high, then look to see if you can implement one of these options. Many truck driving schools also will have placement programs in place. This is where graduates of the truck driving school are found employment in the trucking industry. There is also plenty of help available for new drivers from truck driving schools from the various recruiting and placement departments.Finding the right truck driving school in America, is such a
Here are some questions we may ask the victim:
Specific to the incident, what happened? When did it happen? Where did it happen? What preceded the incident? What did the harasser do or say? What did you do or say? What happened in addition to or since the incident? Who may have seen or heard the incident? With whom have you discussed the incident?
Here are some questions we may ask the accused:
Specific to the incident, are you attracted to (name the employee)? Do you ever think of (name the employee) in a sexual way? Have you ever touched (name the employee)? Have you tried to kiss (name the employee)? (Describe the alleged incident.) Please give me your version of the incident. Did you offer (name the employee) help with his/her career in exchange for his/her affection?
Here are some questions we may ask any witnesses:
Have co-workers complained about inappropriate behavior in the department? Have you personally noticed or been offended by inappropriate behavior? Please describe any inappropriate or offensive behavior that you have experienced or witnessed. Are there any calendar pictures or posters displayed which offend you or someone else? Have offensive jokes or comments been made about people in the department? (If the answer to the above question is yes then ask:) Who made these remarks and what was said? Specific to the incident (describe the time and place of the incident, then ask:), Did you notice anything in your department that may have disturbed you or another employee? Did you hear a conversation involving (name the employee)? Did you see anyone talking to this employee? Did you observe any interaction between this employee and a co-worker or supervisor?
MYTHS ABOUT SEXUAL HARASSMENT
- The complainant wanted the attention or enjoyed it.
- The complainant's physical appearance or clothing enticed the harasser.
- The complainant probably falsified the incident report of sexual harassment.
- The complainants and the accused sexual harassers can be easily identified or stereotyped.
- All men are harassers.
- Women are the only victims or sexua
What is guerilla marketing? Guerilla Marketing is the use of low-cost niche marketing tactics. The tactics are designed to be cheap and easily implemented. Some are online, some are offline, but all are readily available to implement immediately.1.) Bandit signs! This is by far the most effective way to generate interest fast.You can purchase bandit signs online at baditsigns.com or you can buy poster board or corrugated board and hand write your signs. Studies have shown that handwritten signs pull better results. This is because people think you took the time to ‘personalize’ your message to them. It’s also, A LOT cheaper.2.) Flyers- Passing out flyers around your town with information about your TV show will generate local interest in it.3.) Contests! Hold a contest for your viewers… Offer a spot on your show in return for some kind of participation, submitting a show idea for instance.4.) Press Releases, write a press release about your show and submit to your local newspapers and TV stations.5.) Promotional items… pens, buttons, things people use with your show’s logo or name on them. Pens are great because of how much they ‘get passed around’.There are a lot of guerilla marketing tactics that can be used to promote an Internet Television show. Use all of them that you learn about. Any one item used alone will produce results, but it’s using all of them together as a system that sets apart the men from the boys.
Specific to the incident, are you attracted to (name the employee)? Do you ever think of (name the employee) in a sexual way? Have you ever touched (name the employee)? Have you tried to kiss (name the employee)? (Describe the alleged incident.) Please give me your version of the incident. Did you offer (name the employee) help with his/her career in exchange for his/her affection?
Here are some questions we may ask any witnesses:
Have co-workers complained about inappropriate behavior in the department? Have you personally noticed or been offended by inappropriate behavior? Please describe any inappropriate or offensive behavior that you have experienced or witnessed. Are there any calendar pictures or posters displayed which offend you or someone else? Have offensive jokes or comments been made about people in the department? (If the answer to the above question is yes then ask:) Who made these remarks and what was said? Specific to the incident (describe the time and place of the incident, then ask:), Did you notice anything in your department that may have disturbed you or another employee? Did you hear a conversation involving (name the employee)? Did you see anyone talking to this employee? Did you observe any interaction between this employee and a co-worker or supervisor?
MYTHS ABOUT SEXUAL HARASSMENT
- The complainant wanted the attention or enjoyed it.
- The complainant's physical appearance or clothing enticed the harasser.
- The complainant probably falsified the incident report of sexual harassment.
- The complainants and the accused sexual harassers can be easily identified or stereotyped.
- All men are harassers.
- Women are the only victims or sexua
There’s really nothing like being in control - especially when you’re in business for yourself. But for facilities-based ISP owners that dream can slip away as the daily grind of technical challenges, rising operating costs, contract minimums, and customer support woes takes its toll.We hear about this pain daily from prospective ISPs that have not yet leveraged a partnership with a quality Wholesale ISP. However, after a well-executed import of subscriber data, ISPs make more money while working fewer hours. Fixed costs are eliminated. Lost sleep and demanding technical challenges become a thing of the past.The Difference Between Do-It-Yourself and a Wholesale ISP PartnershipMany ISP owners got into the facilities-based ISP business model during the mid-1990s before virtual ISP technology and server-based ISP software became a reliable solution. A facilities-based ISP owns its mail, DNS, and authentication servers, switches, circuits, and other infrastructure. As demand grew, the ISP owner had to purchase new circuits to keep up. This was a double-edged sword because as demand for dial-up declined, many ISPs have been stuck with termination liabilities on circuits they were no longer using.A wholesale ISP or virtual ISP provider aggregates the volume of hundreds ISPs. Each ISP offers Internet Services under their own company name and sets their own prices, support policies, and manages their own branding. It makes sense to partner with a company, such as visp.net (http://www.visp.net), that is highly specialized in providing back-office software and services for ISPs.For the facilities-based ISP owner, moving their back-office services to a wholesale ISP means that they can now pay for services on a per-subscriber basis with margin on each account. They’ve effectively eliminated fixed costs and replaced them with variable costs that provide a more sustainable business model in the highly dynamic Internet access market.The shift to a wholesale ISP can be a significa
MYTHS ABOUT SEXUAL HARASSMENT
- The complainant wanted the attention or enjoyed it.
- The complainant's physical appearance or clothing enticed the harasser.
- The complainant probably falsified the incident report of sexual harassment.
- The complainants and the accused sexual harassers can be easily identified or stereotyped.
- All men are harassers.
- Women are the only victims or sexual harassment and women do not sexually harass. (Approximately 10% of reported cases are filed against women and 90% against men).
- Sexual harassment is only teasing and an innocent flirtation sport.
- Sexual harassment is rare in the workplace.
- If the complainant had only said "No," the harassment would have stopped.
For many people, sexual harassment is an uncomfortable, disturbing and even frightening experience. It can be extremely disruptive to one's lifestyle to face a continuous barrage of unwanted comments, to rearrange one's schedule to avoid certain people, and to simply live in a constant state of wariness. As a result, harassment can have devastating effects on one's performance at work, one's comfort and self-esteem and physical health. Often, people are afraid of addressing the harassment they experience because they fear that the perpetrator will exercise their power in a disadvantageous way. For example, one might fear losing a promotion, getting a poor evaluation, or being fired if one protests or even acknowledges the harassment.
People who are sexually harassed often wrongly assume that the cause of their problem is in their own conduct, and therefore are very hesitant to confront the instigator, or to discuss the problem with an authority or even a friend. Others try to downplay the existence of the harassment in the hopes that it will simply end. But victims are not to blame for the behavior of their harasser, nor should they pretend that the negative effects they're experiencing don't exist, because they probably won't go away by themselves.
We understand that if you have been the victim of sexual harassment you may not have told the harasser to stop for a variety of reasons. If you come forward to us with your complaint, this is how we will help you.
We will not treat your complaint as trivial. All complaints will be taken seriously, but there is a wide degree of difference between incidents. You and the person accused will be advised of your right to union representation. Less serious complaints can be handled informally. For example, the supervisor may call in the person who has been complained about and reiterate the policy and make admonishments where necessary for the employee to modify his or her behavior. We will first try to resolve the issue informally without a formal complaint, unless the incident was unambiguous and severe, in which case a formal procedure will be implemented immediately. It is up to you to decide how serious the situation is. You will not be pressured to handle the incident informally. If the situation is adequately resolved with an informal procedure, no further action shall be taken. If the matter is not resolved to the complainant's satisfaction through informal resolution, a formal procedure will be implemented.
We will ask you if you feel comfortable asking the harasser to stop, or would prefer third-party intervention from us. You may choose to accept the self-help approach. If so, approach the harasser and say "I want (whatever the sexually harassing behavior is) to stop immediately" in a firm and assertive manner. This approach gives you an active role in the resolution process and a sense of "empowerment." Telling the harasser to stop will often deter the harasser from subsequent and more progressive acts of sexual harassment.
We will instruct you to keep a record of the incidents of sexual harassment. You should record all incidents, dates, times, places, and witnesses who heard or saw the incident. Y
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