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THE TOP 10 THINGS EMPLOYERS CAN DO RIGHT NOW TO ADDRESS 1) Exhibit leadership on this issue. The first step in addressing sexual harassment in the workplace is changing the workplace culture to one that promotes respect, equity, and civility, and to THE TOP 10 THINGS UNIONS CAN DO RIGHT NOW TO ADDRESS 1) Recognize that sexual harassment is a workers’ rights issue. Therefore, it’s a union issue. Some unions are powerfully tackling sexual harassment of their members through public awareness campaigns, through their power at the bargaining table, or by developing collaborations with anti-violence and worker safety advocates to create best practices and policies. SAMPLE DOMESTIC VIOLENCE TRAINING CONTENT FOR EMPLOYEES Employee Domestic Violence Training. In collaboration with a variety of experts, advocates, and employers, we’ve summarized critical training areas for managers and supervisors. TEEN EXPERIENCES WITH WORKPLACE SEXUAL HARASSMENT Early employment experiences shape future career pathways. For young workers, adolescent girls in particular, early experiences of workplace sexual harassment can have negative ripple effects throughout their careers resulting in changed career paths, lower lifetime earnings, and increased vulnerability to workplace harassment and violence in the future. WORKPLACES RESPOND TO DOMESTIC AND SEXUAL VIOLENCE Provide referrals & background information on the impacts of domestic and sexual violence, harassment, and stalking on the workplace. Develop or audit workplace policies and practices that both prevent as well as respond to domestic and sexual violence, harassment, and stalking impacting the workplace. Working with Futures has been verypositive.
COVID-19: SURVIVORS & THE WORKPLACE COVID-19 is a traumatic event for us all. Some workers face the impossible task of caretaking, or homeschooling, while trying to manage a 40-plus hour work week, with no defined starts or stops to that workday for many. And at the same time, some workers may be experiencing increased threats of violence in their homes. SEXUAL HARASSMENT & VIOLENCE: RESEARCH & ARTICLES Research (2017) #MeTooWhatNext: Strengthening Workplace Sexual Harassment Protections and Accountability, National Women’s Law Center, December 21, 2017. This is a critical moment to advance key policy initiatives to better protect SEXUAL HARASSMENT & VIOLENCE: FACTS Sexual harassment is sexual violence. Workplace sexual harassment can take many forms, including – but not limited to – a completed or attempted non-consensual sex act (e.g., rape); abusive sexual contact (e.g., unwanted groping); non-contact sexual abuse (e.g., threats of sexual violence); conduct that creates a hostile work environment (e SEXUAL HARASSMENT & VIOLENCE: WORKPLACE CLIMATE SURVEYS Frame broad and inclusive questions. Offer the survey to all employees. Provide specific examples of inappropriate workplace behaviors. According to a Select Task Force of the Equal Employment Opportunity Commission, anywhere from 25% to 85% of women report having experienced sexual harassment in the workplace.This wide range is a result of how questions were asked, and to whom: MODEL WORKPLACE POLICY RESOURCES FOR OVW GRANTEES Implementing the Special Condition. Implementation Guide. Webinar for TA Providers (11/16/2020) Archived Recording. Slides & Worksheet. Webinar for OVW Grantees (9/24/2020) Archived Recording. Slides. Additional Resources. SEXUAL HARASSMENT & VIOLENCE: DECISION TREES Recent surveys have revealed that a majority of working women in the U.S. have experienced some form of sexual harassment during the course of their working lives. Moreover, in many instances, multiple women are harassed by the same perpetrator in the workplace. You may be unsure whether a coworker’s conduct is sexual harassment. THE FACTS ON GENDER-BASED WORKPLACE VIOLENCE SAMPLE DOMESTIC VIOLENCE TRAINING CONTENT FOR EMPLOYEES Employee Domestic Violence Training. In collaboration with a variety of experts, advocates, and employers, we’ve summarized critical training areas for managers and supervisors. WORKPLACES RESPOND TO DOMESTIC AND SEXUAL VIOLENCE Provide referrals & background information on the impacts of domestic and sexual violence, harassment, and stalking on the workplace. Develop or audit workplace policies and practices that both prevent as well as respond to domestic and sexual violence, harassment, and stalking impacting the workplace. Working with Futures has been verypositive.
COVID-19: SURVIVORS & THE WORKPLACE COVID-19 is a traumatic event for us all. Some workers face the impossible task of caretaking, or homeschooling, while trying to manage a 40-plus hour work week, with no defined starts or stops to that workday for many. And at the same time, some workers may be experiencing increased threats of violence in their homes. SEXUAL HARASSMENT & VIOLENCE: RESEARCH & ARTICLES Research (2017) #MeTooWhatNext: Strengthening Workplace Sexual Harassment Protections and Accountability, National Women’s Law Center, December 21, 2017. This is a critical moment to advance key policy initiatives to better protect SEXUAL HARASSMENT & VIOLENCE: FACTS Sexual harassment is sexual violence. Workplace sexual harassment can take many forms, including – but not limited to – a completed or attempted non-consensual sex act (e.g., rape); abusive sexual contact (e.g., unwanted groping); non-contact sexual abuse (e.g., threats of sexual violence); conduct that creates a hostile work environment (e SEXUAL HARASSMENT & VIOLENCE: WORKPLACE CLIMATE SURVEYS Frame broad and inclusive questions. Offer the survey to all employees. Provide specific examples of inappropriate workplace behaviors. According to a Select Task Force of the Equal Employment Opportunity Commission, anywhere from 25% to 85% of women report having experienced sexual harassment in the workplace.This wide range is a result of how questions were asked, and to whom: MODEL WORKPLACE POLICY RESOURCES FOR OVW GRANTEES Implementing the Special Condition. Implementation Guide. Webinar for TA Providers (11/16/2020) Archived Recording. Slides & Worksheet. Webinar for OVW Grantees (9/24/2020) Archived Recording. Slides. Additional Resources. SEXUAL HARASSMENT & VIOLENCE: DECISION TREES Recent surveys have revealed that a majority of working women in the U.S. have experienced some form of sexual harassment during the course of their working lives. Moreover, in many instances, multiple women are harassed by the same perpetrator in the workplace. You may be unsure whether a coworker’s conduct is sexual harassment. THE FACTS ON GENDER-BASED WORKPLACE VIOLENCE SAMPLE DOMESTIC VIOLENCE TRAINING CONTENT FOR EMPLOYEES Employee Domestic Violence Training. In collaboration with a variety of experts, advocates, and employers, we’ve summarized critical training areas for managers and supervisors. COVID-19: SURVIVORS & THE WORKPLACE COVID-19 is a traumatic event for us all. Some workers face the impossible task of caretaking, or homeschooling, while trying to manage a 40-plus hour work week, with no defined starts or stops to that workday for many. And at the same time, some workers may be experiencing increased threats of violence in their homes. SEXUAL HARASSMENT & VIOLENCE: FACTS Sexual harassment is sexual violence. Workplace sexual harassment can take many forms, including – but not limited to – a completed or attempted non-consensual sex act (e.g., rape); abusive sexual contact (e.g., unwanted groping); non-contact sexual abuse (e.g., threats of sexual violence); conduct that creates a hostile work environment (e NATIONAL RESOURCE CENTER Employee and supervisor training programs, awareness raising activities, workplace violence policies-these are just some of the tools workplace stakeholders can utilize to implement proactive, multi-stakeholder programs that not only respond to the impacts of violence in the workplace but work toward preventing it in the firstplace.
THE FACTS ON GENDER-BASED WORKPLACE VIOLENCE The Facts on Gender-Based Workplace Violence. A customer threatens to assault a retail clerk. An employee’s ex-boyfriend incessantly calls and visits the employee during shifts. An employee is terminated and returns to a worksite with a gun. A restaurant patron fondles a server, commenting “I left you a little something extra forthat.”.
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WHY IS GENDER-BASED VIOLENCE A WORKPLACE ISSUE Stalking is a tactic used to control, track, and frighten. Stalking often co-occurs with domestic violence or sexual violence. A stalker can be known or unknown to the survivor, and be a co-worker or client, a family member or intimate partner, an acquaintance or a stranger. The threat posed to the survivor and the workplace will depend upon DOMESTIC AND SEXUAL VIOLENCE SURVIVORS WITH DISABILITIES Introduction. Some employed survivors of sexual assault, domestic violence, dating violence and/or stalking have mental or physical disabilities that may be caused or exacerbated by their victimization. SAMPLE DOMESTIC VIOLENCE TRAINING CONTENT FOR EMPLOYEES Employee Domestic Violence Training. In collaboration with a variety of experts, advocates, and employers, we’ve summarized critical training areas for managers and supervisors. TEEN EXPERIENCES WITH WORKPLACE SEXUAL HARASSMENT Early employment experiences shape future career pathways. For young workers, adolescent girls in particular, early experiences of workplace sexual harassment can have negative ripple effects throughout their careers resulting in changed career paths, lower lifetime earnings, and increased vulnerability to workplace harassment and violence in the future. THE TOP 10 THINGS UNIONS CAN DO RIGHT NOW TO ADDRESS 1) Recognize that sexual harassment is a workers’ rights issue. Therefore, it’s a union issue. Some unions are powerfully tackling sexual harassment of their members through public awareness campaigns, through their power at the bargaining table, or by developing collaborations with anti-violence and worker safety advocates to create best practices and policies. WORKPLACES RESPOND TO DOMESTIC AND SEXUAL VIOLENCE Provide referrals & background information on the impacts of domestic and sexual violence, harassment, and stalking on the workplace. Develop or audit workplace policies and practices that both prevent as well as respond to domestic and sexual violence, harassment, and stalking impacting the workplace. Working with Futures has been verypositive.
COVID-19: SURVIVORS & THE WORKPLACE COVID-19 is a traumatic event for us all. Some workers face the impossible task of caretaking, or homeschooling, while trying to manage a 40-plus hour work week, with no defined starts or stops to that workday for many. And at the same time, some workers may be experiencing increased threats of violence in their homes. SEXUAL HARASSMENT & VIOLENCE: RESEARCH & ARTICLES Research (2017) #MeTooWhatNext: Strengthening Workplace Sexual Harassment Protections and Accountability, National Women’s Law Center, December 21, 2017. This is a critical moment to advance key policy initiatives to better protect SEXUAL HARASSMENT & VIOLENCE: WORKPLACE CLIMATE SURVEYS Frame broad and inclusive questions. Offer the survey to all employees. Provide specific examples of inappropriate workplace behaviors. According to a Select Task Force of the Equal Employment Opportunity Commission, anywhere from 25% to 85% of women report having experienced sexual harassment in the workplace.This wide range is a result of how questions were asked, and to whom: MODEL WORKPLACE POLICY RESOURCES FOR OVW GRANTEES Implementing the Special Condition. Implementation Guide. Webinar for TA Providers (11/16/2020) Archived Recording. Slides & Worksheet. Webinar for OVW Grantees (9/24/2020) Archived Recording. Slides. Additional Resources. SEXUAL HARASSMENT & VIOLENCE: DECISION TREES Recent surveys have revealed that a majority of working women in the U.S. have experienced some form of sexual harassment during the course of their working lives. Moreover, in many instances, multiple women are harassed by the same perpetrator in the workplace. You may be unsure whether a coworker’s conduct is sexual harassment. THE FACTS ON GENDER-BASED WORKPLACE VIOLENCE WHAT CAN UNIONS DO TO PREVENT AND RESPOND TO WORKPLACE Union Responses to Domestic and Sexual Violence, and Stalking. Adapted from “Domestic Violence: A Union Issue. A Workplace Training Kit for Unions”, Urban, B.Y SAMPLE DOMESTIC VIOLENCE TRAINING CONTENT FOR EMPLOYEES Employee Domestic Violence Training. In collaboration with a variety of experts, advocates, and employers, we’ve summarized critical training areas for managers and supervisors. WORKPLACES RESPOND TO DOMESTIC AND SEXUAL VIOLENCE Provide referrals & background information on the impacts of domestic and sexual violence, harassment, and stalking on the workplace. Develop or audit workplace policies and practices that both prevent as well as respond to domestic and sexual violence, harassment, and stalking impacting the workplace. Working with Futures has been verypositive.
COVID-19: SURVIVORS & THE WORKPLACE COVID-19 is a traumatic event for us all. Some workers face the impossible task of caretaking, or homeschooling, while trying to manage a 40-plus hour work week, with no defined starts or stops to that workday for many. And at the same time, some workers may be experiencing increased threats of violence in their homes. SEXUAL HARASSMENT & VIOLENCE: RESEARCH & ARTICLES Research (2017) #MeTooWhatNext: Strengthening Workplace Sexual Harassment Protections and Accountability, National Women’s Law Center, December 21, 2017. This is a critical moment to advance key policy initiatives to better protect SEXUAL HARASSMENT & VIOLENCE: WORKPLACE CLIMATE SURVEYS Frame broad and inclusive questions. Offer the survey to all employees. Provide specific examples of inappropriate workplace behaviors. According to a Select Task Force of the Equal Employment Opportunity Commission, anywhere from 25% to 85% of women report having experienced sexual harassment in the workplace.This wide range is a result of how questions were asked, and to whom: MODEL WORKPLACE POLICY RESOURCES FOR OVW GRANTEES Implementing the Special Condition. Implementation Guide. Webinar for TA Providers (11/16/2020) Archived Recording. Slides & Worksheet. Webinar for OVW Grantees (9/24/2020) Archived Recording. Slides. Additional Resources. SEXUAL HARASSMENT & VIOLENCE: DECISION TREES Recent surveys have revealed that a majority of working women in the U.S. have experienced some form of sexual harassment during the course of their working lives. Moreover, in many instances, multiple women are harassed by the same perpetrator in the workplace. You may be unsure whether a coworker’s conduct is sexual harassment. THE FACTS ON GENDER-BASED WORKPLACE VIOLENCE WHAT CAN UNIONS DO TO PREVENT AND RESPOND TO WORKPLACE Union Responses to Domestic and Sexual Violence, and Stalking. Adapted from “Domestic Violence: A Union Issue. A Workplace Training Kit for Unions”, Urban, B.Y SAMPLE DOMESTIC VIOLENCE TRAINING CONTENT FOR EMPLOYEES Employee Domestic Violence Training. In collaboration with a variety of experts, advocates, and employers, we’ve summarized critical training areas for managers and supervisors. COVID-19: SURVIVORS & THE WORKPLACE COVID-19 is a traumatic event for us all. Some workers face the impossible task of caretaking, or homeschooling, while trying to manage a 40-plus hour work week, with no defined starts or stops to that workday for many. And at the same time, some workers may be experiencing increased threats of violence in their homes. SEXUAL HARASSMENT & VIOLENCE: FACTS Sexual harassment is sexual violence. Workplace sexual harassment can take many forms, including – but not limited to – a completed or attempted non-consensual sex act (e.g., rape); abusive sexual contact (e.g., unwanted groping); non-contact sexual abuse (e.g., threats of sexual violence); conduct that creates a hostile work environment (e NATIONAL RESOURCE CENTER Employee and supervisor training programs, awareness raising activities, workplace violence policies-these are just some of the tools workplace stakeholders can utilize to implement proactive, multi-stakeholder programs that not only respond to the impacts of violence in the workplace but work toward preventing it in the firstplace.
THE FACTS ON GENDER-BASED WORKPLACE VIOLENCE The Facts on Gender-Based Workplace Violence. A customer threatens to assault a retail clerk. An employee’s ex-boyfriend incessantly calls and visits the employee during shifts. An employee is terminated and returns to a worksite with a gun. A restaurant patron fondles a server, commenting “I left you a little something extra forthat.”.
WHY IS GENDER-BASED VIOLENCE A WORKPLACE ISSUE Stalking is a tactic used to control, track, and frighten. Stalking often co-occurs with domestic violence or sexual violence. A stalker can be known or unknown to the survivor, and be a co-worker or client, a family member or intimate partner, an acquaintance or a stranger. The threat posed to the survivor and the workplace will depend uponWORKPLACE TOOLKIT
Safety Exit. Computer use can be monitored, and it is impossible to completely clear your history. There is always a “trail” but clicking the Safety Exit button will take you away from this sitequickly.
DOMESTIC AND SEXUAL VIOLENCE SURVIVORS WITH DISABILITIES Introduction. Some employed survivors of sexual assault, domestic violence, dating violence and/or stalking have mental or physical disabilities that may be caused or exacerbated by their victimization. SAMPLE DOMESTIC VIOLENCE TRAINING CONTENT FOR EMPLOYEES Employee Domestic Violence Training. In collaboration with a variety of experts, advocates, and employers, we’ve summarized critical training areas for managers and supervisors. TEEN EXPERIENCES WITH WORKPLACE SEXUAL HARASSMENT Early employment experiences shape future career pathways. For young workers, adolescent girls in particular, early experiences of workplace sexual harassment can have negative ripple effects throughout their careers resulting in changed career paths, lower lifetime earnings, and increased vulnerability to workplace harassment and violence in the future. THE TOP 10 THINGS UNIONS CAN DO RIGHT NOW TO ADDRESS 1) Recognize that sexual harassment is a workers’ rights issue. Therefore, it’s a union issue. Some unions are powerfully tackling sexual harassment of their members through public awareness campaigns, through their power at the bargaining table, or by developing collaborations with anti-violence and worker safety advocates to create best practices and policies. WORKPLACES RESPOND TO DOMESTIC AND SEXUAL VIOLENCE Provide referrals & background information on the impacts of domestic and sexual violence, harassment, and stalking on the workplace. Develop or audit workplace policies and practices that both prevent as well as respond to domestic and sexual violence, harassment, and stalking impacting the workplace. Working with Futures has been verypositive.
MODEL WORKPLACE POLICY SEXUAL HARASSMENT & VIOLENCE: WORKPLACE CLIMATE SURVEYS Frame broad and inclusive questions. Offer the survey to all employees. Provide specific examples of inappropriate workplace behaviors. According to a Select Task Force of the Equal Employment Opportunity Commission, anywhere from 25% to 85% of women report having experienced sexual harassment in the workplace.This wide range is a result of how questions were asked, and to whom: RESOURCES FOR OVW GRANTEES Implementing the Special Condition. Implementation Guide. Webinar for TA Providers (11/16/2020) Archived Recording. Slides & Worksheet. Webinar for OVW Grantees (9/24/2020) Archived Recording. Slides. Additional Resources. THE FACTS ON GENDER-BASED WORKPLACE VIOLENCE WHY IS GENDER-BASED VIOLENCE A WORKPLACE ISSUE Stalking is a tactic used to control, track, and frighten. Stalking often co-occurs with domestic violence or sexual violence. A stalker can be known or unknown to the survivor, and be a co-worker or client, a family member or intimate partner, an acquaintance or a stranger. The threat posed to the survivor and the workplace will depend upon WHAT CAN UNIONS DO TO PREVENT AND RESPOND TO WORKPLACE Union Responses to Domestic and Sexual Violence, and Stalking. Adapted from “Domestic Violence: A Union Issue. A Workplace Training Kit for Unions”, Urban, B.Y TEEN EXPERIENCES WITH WORKPLACE SEXUAL HARASSMENT Early employment experiences shape future career pathways. For young workers, adolescent girls in particular, early experiences of workplace sexual harassment can have negative ripple effects throughout their careers resulting in changed career paths, lower lifetime earnings, and increased vulnerability to workplace harassment and violence in the future. SAMPLE DOMESTIC VIOLENCE TRAINING CONTENT FOR EMPLOYEES Employee Domestic Violence Training. In collaboration with a variety of experts, advocates, and employers, we’ve summarized critical training areas for managers and supervisors. DOMESTIC AND SEXUAL VIOLENCE SURVIVORS WITH DISABILITIES www.workplacesrespond.org © 2017 Futures Without Violence. All rights reserved. This product provides only general information; it does notconstitute
WORKPLACES RESPOND TO DOMESTIC AND SEXUAL VIOLENCE Provide referrals & background information on the impacts of domestic and sexual violence, harassment, and stalking on the workplace. Develop or audit workplace policies and practices that both prevent as well as respond to domestic and sexual violence, harassment, and stalking impacting the workplace. Working with Futures has been verypositive.
MODEL WORKPLACE POLICY SEXUAL HARASSMENT & VIOLENCE: WORKPLACE CLIMATE SURVEYS Frame broad and inclusive questions. Offer the survey to all employees. Provide specific examples of inappropriate workplace behaviors. According to a Select Task Force of the Equal Employment Opportunity Commission, anywhere from 25% to 85% of women report having experienced sexual harassment in the workplace.This wide range is a result of how questions were asked, and to whom: RESOURCES FOR OVW GRANTEES Implementing the Special Condition. Implementation Guide. Webinar for TA Providers (11/16/2020) Archived Recording. Slides & Worksheet. Webinar for OVW Grantees (9/24/2020) Archived Recording. Slides. Additional Resources. THE FACTS ON GENDER-BASED WORKPLACE VIOLENCE WHY IS GENDER-BASED VIOLENCE A WORKPLACE ISSUE Stalking is a tactic used to control, track, and frighten. Stalking often co-occurs with domestic violence or sexual violence. A stalker can be known or unknown to the survivor, and be a co-worker or client, a family member or intimate partner, an acquaintance or a stranger. The threat posed to the survivor and the workplace will depend upon WHAT CAN UNIONS DO TO PREVENT AND RESPOND TO WORKPLACE Union Responses to Domestic and Sexual Violence, and Stalking. Adapted from “Domestic Violence: A Union Issue. A Workplace Training Kit for Unions”, Urban, B.Y TEEN EXPERIENCES WITH WORKPLACE SEXUAL HARASSMENT Early employment experiences shape future career pathways. For young workers, adolescent girls in particular, early experiences of workplace sexual harassment can have negative ripple effects throughout their careers resulting in changed career paths, lower lifetime earnings, and increased vulnerability to workplace harassment and violence in the future. SAMPLE DOMESTIC VIOLENCE TRAINING CONTENT FOR EMPLOYEES Employee Domestic Violence Training. In collaboration with a variety of experts, advocates, and employers, we’ve summarized critical training areas for managers and supervisors. DOMESTIC AND SEXUAL VIOLENCE SURVIVORS WITH DISABILITIES www.workplacesrespond.org © 2017 Futures Without Violence. All rights reserved. This product provides only general information; it does notconstitute
COVID-19: SURVIVORS & THE WORKPLACE COVID-19 is a traumatic event for us all. Some workers face the impossible task of caretaking, or homeschooling, while trying to manage a 40-plus hour work week, with no defined starts or stops to that workday for many. And at the same time, some workers may be experiencing increased threats of violence in their homes. SEXUAL HARASSMENT & VIOLENCE: DECISION TREES Recent surveys have revealed that a majority of working women in the U.S. have experienced some form of sexual harassment during the course of their working lives. Moreover, in many instances, multiple women are harassed by the same perpetrator in the workplace. You may be unsure whether a coworker’s conduct is sexual harassment. SEXUAL HARASSMENT & VIOLENCE: FACTS Sexual harassment is sexual violence. Workplace sexual harassment can take many forms, including – but not limited to – a completed or attempted non-consensual sex act (e.g., rape); abusive sexual contact (e.g., unwanted groping); non-contact sexual abuse (e.g., threats of sexual violence); conduct that creates a hostile work environment (e NATIONAL RESOURCE CENTER Prevent. Employee and supervisor training programs, awareness raising activities, workplace violence policies-these are just some of the tools workplace stakeholders can utilize to implement proactive, multi-stakeholder programs that not only respond to the impacts of violence in the workplace but work toward preventing it in the firstplace.
THE FACTS ON GENDER-BASED WORKPLACE VIOLENCE The Facts on Gender-Based Workplace Violence. A customer threatens to assault a retail clerk. An employee’s ex-boyfriend incessantly calls and visits the employee during shifts. An employee is terminated and returns to a worksite with a gun. A restaurant patron fondles a server, commenting “I left you a little something extra forthat.”.
ORGANIZATIONAL RESOURCES AND STATE LAWS Organizational Resources and State Laws. This document contains a list of nonprofit organizations, including service providers and legal assistance specifically addressing domestic violence, sexual assault and stalking, and their workplace impacts. Resources for Advocates Resources for Co-workers Resources for Employers or Managers DomesticWORKPLACE TOOLKIT
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SAMPLE DOMESTIC VIOLENCE TRAINING CONTENT FOR EMPLOYEES Employee Domestic Violence Training. In collaboration with a variety of experts, advocates, and employers, we’ve summarized critical training areas for managers and supervisors. TEEN EXPERIENCES WITH WORKPLACE SEXUAL HARASSMENT Early employment experiences shape future career pathways. For young workers, adolescent girls in particular, early experiences of workplace sexual harassment can have negative ripple effects throughout their careers resulting in changed career paths, lower lifetime earnings, and increased vulnerability to workplace harassment and violence in the future. THE TOP 10 THINGS UNIONS CAN DO RIGHT NOW TO ADDRESS 1) Recognize that sexual harassment is a workers’ rights issue. Therefore, it’s a union issue. Some unions are powerfully tackling sexual harassment of their members through public awareness campaigns, through their power at the bargaining table, or by developing collaborations with anti-violence and worker safety advocates to create best practices and policies. Press enter to search* Home
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NATIONAL RESOURCE CENTER CREATING WORKPLACES FREE FROM DOMESTIC VIOLENCE, SEXUAL HARASSMENT AND VIOLENCE, AND STALKING Workplaces Respond provides resources, training, and technical assistance to employers, survivors, co-workers, and advocates to prevent and respond to domestic violence, sexual harassment and violence, and stalking impacting the workplace. Visit the Resource Center COVID-19: SURVIVORS AND THE WORKPLACE Strategies to support workers during COVID-19 CHANGE WORKPLACE CULTURE #CheckYourWorkplace to end workplace sexual harassment & assaultQUICK FACTS
SHIFTING WORKPLACE CULTURE TOWARD SUPPORT & RESILIENCE 1 IN 4 WOMEN AND 1 IN 10 MEN IN THE U.S. experience domestic violence NEARLY 1 IN 5 WOMEN AND 1 IN 71 MEN experience rape during their life4 IN 5 WOMEN
deal with sexual harassment in the workplace 16% OF WOMEN AND 5% OF MEN have been stalked in their lifetimesNEED HELP?
TECHNICAL ASSISTANCE Workplaces Respond can share its expertise via technical assistance to workplace stakeholders seeking to promote workplace cultures of support for survivors, and engage in prevention of gender-based violence affecting the workplace. Need Help? WAYS WE PROVIDE TECHNICAL ASSISTANCE ------------------------- Create and disseminate culturally-relevant and industry-appropriate BEST PRACTICES to increase worker safety and economic security Provide REFERRALS & BACKGROUND INFORMATION on the impacts of domestic and sexual violence, harassment, and stalking on the workplace Facilitate LIVE AND WEB-BASED EDUCATION PROGRAMS AND TRAINING ON EXISTING BEST PRACTICES for employers, government agencies, and labororganizations
Develop or audit WORKPLACE POLICIES AND PRACTICES that both prevent as well as respond to domestic and sexual violence, harassment, and stalking impacting the workplace WORKING WITH FUTURES HAS BEEN VERY POSITIVE. ADAPTED TO OUR NEEDS, FOR EXAMPLE DOING AN IN-PERSON REVIEW OF DRAFT MATERIALS. WE APPRECIATED THE CAREFUL NEEDS ASSESSMENT. UNITE HERE! LOCAL 23 REPRESENTATIVE I'M LOOKING FOR RESOURCES AS A...SURVIVOR
I want to find support for domestic and sexual violence, and stalkingin the workplace.
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