Podcasts about antiharassment

In this episode: LinkedIn's pronunciation guide, Google password check-up and more...Plus, anti-harassment measures on Reddit, YouTube, Facebook… Google delivers internet with giant balloons…Qibi + TikTok updates…and the Commodore who was afraid of cows… LinkedIn Pronunciation Guide: https://blog.linkedin.com/2020/july/2/help-others-pronounce-your-name-correctly Google Password Check-up: https://blog.google/technology/safety-security/password-checkup/ Antiharassment measures at Reddit and YouTube: https://www.socialmediatoday.com/news/reddit-updates-policies-around-hate-speech-will-remove-around-2000-subred/580763/ https://www.theverge.com/2019/12/11/21005185/youtube-harassment-policy-update-malicious-expression-public-figures-maza-crowder

We got to sit with the founder and Executive Director of the Diverse Gaming Coalition, Abbey Sager. She shares her mission, why she started the organization and how you can get involved to stop online harassment and bullying.  Follow Abbey @abbeysager Follow Diverse Gaming Coalition @diversegamingco 

Question: We recently made some changes to our handbook policies regarding benefits offered to employees and have a disclaimer stating, “The Company reserves the exclusive right to change or terminate any benefits or related policy at any time in accordance with applicable law.” Are we required to have employees sign a new acknowledgement of the handbook because of these recent changes? Answer: Yes, employees should be required to sign an acknowledgement noting that they are aware of any new policies or changes to existing policies. Any new or changed policy should be provided to employees through the distribution of a new handbook accompanied by a brief memo directing the employees to the locations of the changes and requesting an updated acknowledgement signature. Without distributing and getting proof of receipt, the changed policies may be difficult to point to when correcting, disciplining, or terminating an employee. Most employers update their handbooks every one to two years. If there is a major change to an integral policy, that may be distributed separately and added to the handbook as an addendum until the next revision. While not required, handbooks are a best practice in order to minimize risk. Clearly articulated and distributed handbooks can supplement a defense against many compliance issues such as, but not limited to, claims of sexual harassment, wrongful termination, and discrimination. Handbooks are a general overview of policies and procedures. Key handbook policies include: Definitions of commonly used terms. Explanation of to whom the handbook and its policies apply. At-will employment policy. Disclaimer that handbook is not a contract and the right to change policies without notice. Antiharassment policy. Equal employment opportunity/discrimination/accommodation policies. Leave of absence and family and medical leave policy (if applicable). Maternity leave policy. Drug free workplace policy. Standards of conduct. Timekeeping and overtime. Paid time off/vacation/sick leave policies. Lastly, because a handbook is not legally mandatory, it may contain whatever information an employer wishes to impart to its employees. In addition, handbooks are traditionally separate from benefits summaries and other health and welfare plan materials, although the handbook may discuss employee status (full time, part time, etc.) and may refer employees to benefit plan materials. Further, handbooks do not need to outline company job positions or titles; this can be maintained separately in the job descriptions. As a best practice, we recommend reviewing new or modified policies with counsel prior to implementation. Question: We are looking at our handbook, and wanted to just double check our table of contents to make sure we werent missing any important topics to cover.  Could you provide a list of Handbook Topics? Answer: Sure!  We did just finish doing an exhaustive self audit that I recommend you go through, but here is a quick list of topics every handbook, at a minimum, should address.  There could be more depending on your state of course!  I recommend checking with a labor lawyer or HR professional for a more in depth check. Listing of Employee Handbook Topics Welcome: Purpose of the employee handbook. Corporate vision and mission. Employment-at-will statement. “This Handbook is not a contract statement.” Reservation or rights statement. Key Employment Policies: Initial period of employment. Statement of equal employment opportunity. General antiharassment policy, including ADA statement. Sexual harassment policy. Drug- and alcohol-free workplace. Smoking policy. No solicitation/no distribution policy. Safety and health. Open door policy. Compliant procedures. General Working Policies: Confidential information. Personal...

Welcome to our new show. We've finally made it to LA and bringing you all along with us on our journey going from Executives and getting into a Writer's Room. Today's episode, we talk about the different harassment cases that have hit Hollywood and the impact it has on people on all different levels. At the end of today's episode, Justin plays a clip from a movie. If you guess the right movie - Natasha will help you with your resume.

Welcome to our new show. We've finally made it to LA and bringing you all along with us on our journey going from Executives and getting into a Writer's Room. Today's episode, we talk about the different harassment cases that have hit Hollywood and the impact it has on people on all different levels. At the end of today's episode, Justin plays a clip from a movie. If you guess the right movie - Natasha will help you with your resume.

Is workplace compliance training an exercise in futility designed as a “CYA” for companies in today’s litigious society? Recent articles, and even the EEOC, have questioned whether some types of compliance training actually prevent ethical violations, sexual harassment and discrimination, and some take the position that online training courses are a waste of time due to their impersonal nature and simplistic approach. However, done right, compliance training is so much more than a “check the box” solution to minimize a company’s legal exposure. Instead, it is a key component in building an inclusive and respectful company culture where employees are educated on specifically what behaviors are expected, and empowered to speak up when they don’t feel comfortable. Click here to read the accompanying article: http://bit.ly/29hbIiv.