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While the University respects the privacy of its members, Drexel recognizes that there exists the opportunity for the inappropriate use of power, trust or authority. Certain relationships in the work and educational setting have the potential to compromise, or appear to compromise, the fairness and objectivity of employment and educational decisions and the discharge of other professional duties. This policy is intended to promote employment and academic decisions and conduct in the work and educational setting that avoid a conflict of interest, appearance of favoritism, abuse of power, or potential for a hostile work or academic environment. To the extent necessary, this policy also applies to Professional Staff Members of any affiliate of Drexel University, and to Students who are employed by the University in positions of academic or professional responsibility over other Students, such as teaching assistants, research assistants, evaluators, graders, advisors, mentors or in similar positions. Drexel respects the privacy of all members of the University community and recognizes that all individuals are entitled to freely choose their personal associations and relationships. Drexel is also mindful that familial relationships and consensual romantic or sexual relationships in the workplace or educational environment, may: Nepotism and consensual Amorous Relationships by and among Faculty and Professional Staff Members and Students are to be avoided and are strongly discouraged, if not prohibited, under this policy.

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Censorship in Japan The Japanese Constitution provides for freedom of speech and of the press. In theory, an independent press, an effective judiciary, and a functioning democratic political system combine to ensure freedom of speech and of the press. However, Japan’s system of exclusive press clubs has been criticised by press freedom groups.

The policies and procedures on this site may not apply to all employees due to provisions of state law. In the event that there is a conflict between the contents of this site and a state or federal statute, the statute shall control.

Payroll Educational Opportunities The University of Maine System believes in the power of higher education to transform lives and is committed to creating a more educated Maine. Employees who are interested in pursuing higher education may contact the university Advising Office for guidance. Eligible employees may use tuition waivers in a degree program or for individual courses. Eligible dependents may use tuition waivers upon acceptance into a degree program.

UMS employees are eligible for tuition discounts, scholarships, and other benefits. For more information please click here. Are you looking for resources and information to help you make decisions taking the next step in your education or career development? Click here for Next Step Maine. Time Off to Pursue Your Education Employees may also request time off to pursue their educational goals under the following programs:

Human Resources Policy Manual

Next Page content This section addresses the many practical issues that arise when an employer is called on to resolve human rights issues using existing human rights policies and complaint resolution procedures. At a minimum, employers must respond to internal discrimination complaints by: In some cases, employees may come forward to raise allegations of harassment or discrimination as soon as they happen. More commonly, especially in cases of sexual harassment, employees may decide to cope with the situation using a range of strategies that may or may not include reporting it.

In many cases, people who raise allegations of human rights violations in the workplace experience negative impacts on their work life, personal life and health on top of the immediate problem of discrimination or harassment.

If only it were always as easy as a man masturbating in front of his coworkers. Related Coverage HR is not your friend: A Philly lawyer on sexual harassment and Metoo But what about the situation HR manager Dawn Ceaser had to deal with involving an enthusiastic hugger at her workplace, a local hospital system? More on that later. Where is the human resources department? Who is watching out for these women? Sometimes, harassment happens when a dating relationship at work goes sour or when someone, genuinely attracted to a coworker, believes the feeling is mutual and asks for a date, causing offense.

Try rehashing over coffee, he advised. The situation that Ceaser faced? Ceaser counseled the hugger to stop hugging, but then she noticed, as she walked the halls, that people would ask him for a hug. It was probably best for the hugger to stop hugging, Segal said, but human resources should help him rehearse what to say in a hugging scenario. Have a policy, but don’t just use words like “inappropriate and unacceptable.

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This definition is not to be construed to exclude the possibility of questions of favoritism arising with regard to other family members, or other close personal or external business relationships. Policy Statement The university strives to be a family-friendly workplace and is committed to maintaining an environment in which members of the university community can work together to further education, research and community service.

Employees should neither initiate nor participate, directly or indirectly, in employment actions initial employment or appointment, retention, promotions, salary, work assignments, leave of absence, etc.

Family responsibilities discrimination, also called caregiver discrimination, is discrimination in the workplace based on an employee’s responsibility, real or perceived, to care for family members.

Other hazardous chemicals and substances kill another , Around million workers are injured in workplace accidents. Over factory workers have perished after fires raged through their workplaces in Pakistan. Over were killed when flames engulfed a garment factory in Karachi, Pakistan’s largest city. Only hours earlier some 21 workers perished in a shoe factory in Lahore, near the Indian border.

The tragedies have renewed calls for a rapid overhaul of the country’s poor industrial safety standards. Published on Sep 12, by AlJazeeraEnglish: The scaffolding had been used previously by other workers to replace faulty light bulbs nearby. The painters had decided to use the scaffold to help them with their painting, not realising the hazard the overhead high voltage power lines posed.

Published on Oct 9, Don’t forget to check out these topics when done with Workplace Safety Facts: The Ugly Truth, the Deadly Consequences. Submission of the victim to the bully, and bowing down in fear, will only encourage and prolong the aggression. Companies that don’t address the problem or allow retaliation against a victim risk legal consequences and hefty damages.

The perfect moment for reviewing your workplace romance policies

Everyone loves a happy couple, but not necessarily in the workplace. As a manager, this is a touchy subject. Worse, a bad breakup may lead to a hostile work environment and possible harassment claims. Some organizations have no policies while others may state that an employee cannot directly report to her romantic partner. Other companies may state that workplace romance is prohibited.

Meet with the couple privately if other employees start complaining about their overt public displays of affection, inappropriate sexual talk or flirting.

The Human Resources Department implements a number of policies with which you should be familiar. A full list with links to each policy appears on this page (login required). While all of these policies are important, we want to highlight the following for you as you begin your career at BWH.

For assistance accessing our online applicant portal, contact Human Resources at employment washcoll. For other questions, please contact Prof. Vowels, at svowels2 washcoll. Washington College is an Equal Opportunity Employer committed to a diverse cultural environment and encourages applications from women, minorities, disabled persons and veterans. The successful candidate will be expected to teach a variety of upper-level and introductory classes in mathematics, especially calculus, and to supervise senior undergraduate theses.

Candidates must have earned a Ph. The successful candidate will have demonstrated commitment to teaching excellence and a strong interest in developing a career as a teacher-scholar in a small liberal arts institution. Washington College is a selective liberal arts college of students. The Department of Mathematics and Computer Science is housed in a recently constructed science center with state-of-the-art teaching and research labs. The college is located on a tributary of the Chesapeake Bay and is within 90 minutes of Washington D.

HR Scenario: Dating in the Workplace

Image Source FedEx Corporation holds a track record of success, from delivery to customer service. In the early s, the company developed a philosophy that still stands strong today — People-Service-Profit. The foundational belief is that excellent care of employees breeds excellent service. To track employee relations, FedEx offers an annual survey and feedback action program. Employees provide valuable feedback and management meets to discuss results.

Human resources departments are first and foremost loyal to the employer, so they may not be the best place to take workplace bullying grievances, Yamada says, especially if the bully has a lot of.

Every company needs to consider a policy on workplace dating. Without a clear policy, an office relationship can lead to charges of sexual harassment and legal consequences for the employer. Although some companies chose to have no policy on dating, that leaves them open to potential liability if a supervisor is shown to have sexually harassed a subordinate, for example, by giving a poor performance review to a former partner.

To avoid this, companies institute various types of dating policy. No-Dating Policies No-dating policies generally ban dating between a supervisor and their subordinate. Employment attorney Anna Cohen, writing in HR Hero Online, suggests that no-dating policies can be problematic, as it is difficult to define exactly the type of behavior that will be restricted. For example, in the case of Ellis v. United Parcel Services, the 7th Circuit appellate court upheld a no-dating policy that forbade managers from a romantic relationship with any hourly employee, as long as it was consistently enforced.

However, in its opinion, the court also stated that the policy may have gone too far. Notification Policy Another option is to require employees to report whenever they enter into a consensual relationship. This helps to protect the company from later charges that the relationship was not consensual and constituted sexual harassment. With this type of policy, the employees would also have to notify you whenever a relationship ends. For this reason, notification policies are sometimes seen as intrusive.

With a notification policy, the manager the relationship is being reported to must also be required not to disclose the information, to protect privacy.

Workplace Romances: How Should Employers Handle Them?