Avoid Sexual Harassment

Posted by on Nov 11, 2011 in cultural diversity training, cultural diversity training activities, Discrimination, sexual harassment

Avoid Sexual Harassment Avoid Sexual Harassment Avoid Sexual Harassment   Get Trained … Stay Compliant   You thought it was a joke…She thought it was offensive.   You thought it was ok to hug him… He thought he was cornered. Just what IS sexual harassment? It is a form of sex discrimination and prohibited by Title VII of 1964 Civil Rights Act.  It encompasses unwelcome physical, visual, or verbal behavior of a sexual nature.  Like other forms of discrimination, sexual harassment creates a toxic workplace. Did you know that over 16% of sexual harassment cases are filed by men?  The EEOC collected over $48 million in monetary benefits related to sexual harassment in 2010.  This figure doesn’t include settlement collected through litigation.   These costs also don’t consider the legal fees and cost lost in productivity.  Further, organizations lose money when people leave a contentious environment.  No one is a winner when a Title VII complaint is launched against your organization.    Some recent cases in the last six months include:   >Jay Medicar Transportation will pay $70,000 to settle sexual harassment suit.   >MTV employee files sexual harassment and hostile work environment.   >Lighthouse Restaurant pays $23,000 to settle sexual harassment lawsuit.   >Monarch Dental pays $175,000 to settle EEOC sexual harassment lawsuit   >International Profit Associations will pay $8 million to settle sexual harassment suit compensating 82 women who suffered sexual harassment at the...

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Death by Association, Cultural Diversity Training Activities

Posted by on Aug 10, 2011 in cultural diversity training activities

Death by Association, Cultural Diversity Training Activities Death by Association, Cultural Diversity Training Activities Death by Association, Cultural Diversity Training Activities Cultural diversity training activities would keep managers and staff apprised of a recent trend in discrimination.  Cultural diversity training activities would remind staff that decisions made by association to a protected class are also actionable under Title VII.  For example,  cultural diversity training activities should educate staff that refusing to hire a woman because of perceived conflicts she might have taking care of her disabled husband is a violation of Title VII.  Cultural diversity training activities would educate staff that penalizing the care giver of a pregnant partner or child is a problem. Cultural diversity training activities are meant to assist managers from making unlawful assumptions about staff who are associated with family who are protected under Title VII.  Cultural diversity training activities would educate staff that the most frequent occurrence happens in a mixed marriage situation. The white staff member who is penalized for a having a spouse or partner of a different race, or multi racial children should also know through cultural diversity training activities that they are protected if a boss discriminates against them because of the association. Cultural diversity training activities are critical for both the employee and the manager. Cultural diversity training activities should educate beyond social engineering; cultural diversity training activities should include EEO rules updates. Managers can benefit from cultural diversity training activities. Regular cultural diversity training activities keep an organization up to date regarding discrimination by association.  Other topics of cultural diversity training activities would highlight the baby boomers and the rise in age discrimination. Cultural diversity training activities will update staff on the trends in women holding a majority of American jobs.  Cultural diversity training activities are a necessary part of conducting business and these same cultural diversity training activities are indispensible as cultural diversity training activities which support EEO rules training are critical in keeping organizations safe from discrimination...

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Class Action Law Suits

Posted by on Jun 23, 2011 in cultural diversity training activities

Cultural Diversity Training Activities   Cultural Diversity Training Activities By Patricia Berkly LLC   Cultural Diversity Training Activities By Patricia Berkly LLC: Class Action Law Suits   Cultural diversity training activities should be a regular part of the training cycle for any organization. Cultural diversity training activities update the managers & staff.  Cultural diversity training activities which discuss the rights of language minorities are particularly helpful in large bilingual communities.  Cultural diversity training activities that update staff on retaliation and the threshold for complaints is necessary. As American demographics are shifting along racial, gender, and religious lines, cultural diversity training activities become more necessary to prevent the time consuming legal proceedings endured by Wal-mart.   Undoubtedly, large corporations are breathing a sigh of relief about the Supreme Court’s decision to deny the gender discrimination case of 1.6 million women from Wal-Mart. Nonetheless, cultural diversity training activities are still necessary to educate organizations regarding discriminatory practices in the workplace. Cultural diversity training activities assist organizations in avoiding the 10+ years in court costs that Wal-Mart has endured. While Wal-Mart might be able to afford defending the class action suit, cultural diversity training activities can assist small firms to avoid these expenses.      ...

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Things A Small Business Owner Must Know

Posted by on Jun 20, 2011 in cultural diversity training activities

Cultural Diversity Training Activities   Patricia Berkly LLC On Cultural Diversity Training Activities   Patricia Berkly LLC On Cultural Diversity Training Activities: Small Businesses   Every day, over 550 NEW workplace discrimination complaints are filed against small business owners. Cultural diversity training activities can help the small businesses educate staff to avoid behavior that leads to such complaints.  Of these new complaints, many are invalid, yet cultural diversity training activities can educate managers in defending even erroneous cases. Cultural diversity training activities should be updated; cultural diversity training activities should be interactive, and  should address the organization’s specific needs. Cultural diversity training activities should be viewed in the same light as software updates or other policy changes.   Large corporations like Dunkin Donuts can absorb a discrimination complaint; however they are not absolved of the information offered through cultural diversity training activities . The small business is particularly vulnerable as costs to defend a claim can total close to six figures. Cultural diversity training activities are a fraction of court costs, and provide a preventative step in educating a manager. Cultural diversity training activities are critical for small business who can’t afford the risk exposure when cultural diversity training activities are...

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Stay Productive!

Posted by on Jun 13, 2011 in cultural diversity training activities

Cultural Diversity Training Activities   Patricia Berkly LLC On Cultural Diversity Training Activities   Patricia Berkly LLC On Cultural Diversity Training Activities And Productivity   Cultural diversity training activities can help organizations stay productive and stave off the record number of workplace discrimination complaints. If cultural diversity training activities also include education about retaliation and harassment, such cultural diversity training activities will be worth the time and money spent to implement. With the average cost to defend a law suit soars well into six figures, cultural diversity training activities and EEO training will help managers recognize the danger signs in their organizations. Patricia Berkly LLC has developed a 72 point risk assessment which is used to custom design cultural diversity training activities. The Risk Assessment will analyze organizational threats, and potential cost to an organization if sued. Patricia Berkly’s cultural diversity training activities when used in tandem with the risk assessment can educate an organization and side step discrimination complaints. Cultural diversity training activities are proactive measures for an organization instead of them waiting to react to a court summons. Organizations that don’t have cultural diversity training activities in many ways are sitting on a time bomb. Without cultural diversity training activities, a bully, aggressive personality, or even unwitting mistake can land a company in court. Cultural diversity training activities are good ways to keep the staff compliant. Just as organizations have training on the latest software to remain on the cutting edge, cultural diversity training activities help organizations keep up with the latest trends in workplace discrimination legislation. Just as equipment and resources need updating, cultural diversity training activities also need to be updated with legislative change in mind. Over the past year, there have been several changes regarding the threshold for retaliation, lodging a complaint and GINA regulations. Cultural diversity training activities that extend education to staff and managers keep everyone “in the know.” Ignorance is not an excuse for the law, neither is avoiding cultural diversity training activities. Instead of thinking of cultural diversity training activities as another program that wastes time. Cultural diversity training activities should be viewed as any other necessary industry update. Without updated cultural diversity training activities and educational programs, organizations will operate on outdated knowledge and risk a law...

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Beyond The One Day Workshop

Posted by on Apr 25, 2011 in cultural diversity training activities

Cultural Diversity Training Activities In The Workplace Patricia Berkly LLC On Cultural Diversity Training Activities In The Workplace Patricia Berkly LLC On Managing A Workplace With Cultural Diversity Training Activities Cultural diversity training activities are a great way to manage a diverse workplace. In the wake of record workplace discrimination cases, employers often embrace cultural diversity training activities as the cost of doing business. While large companies like Texaco or Coca-Cola can rebound from large law suits, the small to medium business owner can face demise in simply defending a workplace discrimination complaint. Cultural diversity training activities can help small businesses avoid being the target of a complaint as the EEOC reported close to 100,000 new cases of discrimination cases filed in the year 2010. Therefore, small and medium size companies are more vulnerable than ever; proper application of cultural diversity training activities can help these organizations avoid costly law suits and complaints. Many organizations develop mandatory cultural diversity training activities. The managers, who resist cultural diversity training activities which only appear in the form of workshops, can see it as a waste of time. However, when cultural diversity training activities are woven into the day to day consideration of women and those from racial diversity backgrounds, these cultural diversity training activities can make the workplace more accessible for all, and create an environment of trust and open communication. One of the first things an organization should do is define diversity for its organization and how this diversity can positively support its goals. Cultural diversity training activities should also include an organizational committee to review policy and inclusion in the work place. These cultural diversity training activities which also include a chair or committee lead held accountable for progress would create a training calendar. Just as one trip to the gym doesn’t help a person lose 20 pounds, one 2-hour cultural diversity training activity doesn’t cure discrimination in the workplace. Cultural diversity training activities need to be a complete package. The organization needs to start by defining diversity for its culture, and then appoint staff and resources to creating cultural diversity training activities which invest in the longevity of...

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