There’s no one-size-fits-all active shooter response method when it comes to training; consider the abilities of your employees, the design of your facility, and your specific industry. The two most common responses to active shooter situations are run, hide, fight and ALICE.
Before creating a training program, it is important for you as the trainer to research your company’s situation thoroughly and gather information in a few key areas. This article outlines five objectives and how you can accomplish them when planning your program.
In this edition of HR Hotline Q&A, a subscriber asks if teasing or offhand comments are considered workplace harassment if they’re not severe or pervasive? Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). Generally, the more severe and offensive the conduct is, the less frequently it has to occur before it constitutes sexual harassment. In fact, courts have found that sexual harassment can occur with a single offensive act, if the conduct is sufficiently severe (e.g., acts that include physical contact). On the other hand, less offensive acts, if repeated frequently will also constitute sexual harassment.
DEI programs should first build and then support an organization-wide commitment to ensuring individuals from broadly diverse backgrounds, experiences, and perspectives are included and fully supported in the workplace. By making key changes in your hiring and retention efforts, you can expect significant and persistent increases in workforce diversity and opportunity. Learn from BLR Managing Editor, Celeste Duke, SPHR in this information-packed on-demand webinar where she’ll discuss tips and best practices for hiring and retention that support your workplace’s DEI efforts.
Domestic violence has become a widely publicized issue in recent years because of its unfortunate impact on families, friends, and even coworkers. It is important for employers to understand their role in handling domestic violence-related issues in the workplace, so they can keep employees safe and avoid discrimination claims.
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Sexual harassment can disrupt the workplace and cause lasting problems for everyone involved. Not only can it lead to lawsuits and penalties, but it can also damage workplace morale, creating an unproductive, unpleasant, and sometimes even hostile working environment. Your employees need to know that sexual harassment violates your workplace polices and won’t be tolerated.
Discover how inclusive recruiting and hiring strategies can give your organization a strategic edge. Learn to attract diverse talent, foster belonging, and create an equitable workplace to drive innovation and resilience.
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The reality is that we’re all still recovering from the many challenges COVID-19 presented. It’s possible we’ll never go back to the ways of a pre-pandemic workplace. That said, employers shouldn’t settle for “good enough” performances when they need more from employees. Either way, employers need to retain talent and decide the level of performance that is acceptable.