We're extremely excited about our February workshop for women, Empowering You! It's a workshop that has been a long time in-the-making, and we just know it is going to be a fun event for every woman who wants to attend.
This extremely hands on workshop will cover various areas to empowerment including communication, conflict, criticism, negotiation, and persuasion. So if you are or know a woman who would be interested in attending, here are the details.
Monday, January 23, 2012
Tuesday, January 10, 2012
A Resume Resource
Are you looking for a solid book on resume writing? I've got the book for you! Tracy Burns-Martin wrote How to Turn a Good Resume into a Great One. The book is chalked full of information to help you notch up your resume and set it apart from the rest.
Monday, December 19, 2011
Sexual Harassment in the Workplace
One of the necessary evils of being an employer and having employees is dealing with sexual harassment. I know plenty of employers who believe it would never happen in their workplace and/or there was no need to worry about such things, only to be proven wrong in very big, messy ways.
Clearly written sexual harassment policies and procedures help. The policy not only lets the employee know what is not acceptable behavior but it lets the employee know what the consequences are for participating in that unacceptable behavior. Procedures are great because they concisely (hopefully) tell employees what the steps are for addressing the offending behavior. It gives the help (and hope). However, sexual harassment policies and procedures are not enough.
In today’s world, a sexual harassment case can easily escalate into a lawsuit and employers – whether they want to or not – must prepare themselves for such a possibility. And while a sexual harassment policy and procedure will help in the due diligence arena, the courts have repeatedly stated employers need to take it a step further and implement sexual harassment training.
Sexual harassment training allows the employer to take the information they have in the policy and procedures and make sure employees and supervisors/managers understand and implement what is in writing. It provides a layer of protection for the employer, employee, and workplace that would otherwise create vulnerabilities.
So, if you do not have a written sexual harassment policy and procedures – get busy. It doesn’t matter how small of an employer you are, you still risk it all if you don’t have the proper policy and procedure in place. And if you really want to put the cherry on top, begin the process of training employees and supervisors/managers on those policies and procedures. Otherwise, your vulnerabilities still exist.
Clearly written sexual harassment policies and procedures help. The policy not only lets the employee know what is not acceptable behavior but it lets the employee know what the consequences are for participating in that unacceptable behavior. Procedures are great because they concisely (hopefully) tell employees what the steps are for addressing the offending behavior. It gives the help (and hope). However, sexual harassment policies and procedures are not enough.
In today’s world, a sexual harassment case can easily escalate into a lawsuit and employers – whether they want to or not – must prepare themselves for such a possibility. And while a sexual harassment policy and procedure will help in the due diligence arena, the courts have repeatedly stated employers need to take it a step further and implement sexual harassment training.
Sexual harassment training allows the employer to take the information they have in the policy and procedures and make sure employees and supervisors/managers understand and implement what is in writing. It provides a layer of protection for the employer, employee, and workplace that would otherwise create vulnerabilities.
So, if you do not have a written sexual harassment policy and procedures – get busy. It doesn’t matter how small of an employer you are, you still risk it all if you don’t have the proper policy and procedure in place. And if you really want to put the cherry on top, begin the process of training employees and supervisors/managers on those policies and procedures. Otherwise, your vulnerabilities still exist.
Monday, October 03, 2011
Health Care Reform... Approaching Fast
As an employer, are you prepared for sweeping health care reform changes scheduled to come into effect in 2014? It's true, the Obama Administration's Health Care Reform Act is being challenged in the Supreme Court and many of those stipulations in the Act may be modified or even dropped, but many legal pundits still believe there will be plenty for employers (and employees) to contend with when the majority of the Act's aspects come into full effect in 2014.
A recent article in Workforce delves into the Health Care Reform's challenges for employers. It's worth a look, even if you believe you are exempt from a lot of the Act's regulations because you're a small employer. Remember, even small employers have some requirements with this piece of legislation - designed to increased health care coverage for Americans - and not meeting those requirements could cost you in the pocketbook. So check out this article and make sure you know where you and your business stands when it comes to this important legislation.
A recent article in Workforce delves into the Health Care Reform's challenges for employers. It's worth a look, even if you believe you are exempt from a lot of the Act's regulations because you're a small employer. Remember, even small employers have some requirements with this piece of legislation - designed to increased health care coverage for Americans - and not meeting those requirements could cost you in the pocketbook. So check out this article and make sure you know where you and your business stands when it comes to this important legislation.
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