Tag Archives: cultural diversity training activities

Death by Association, Cultural Diversity Training Activities

August 10, 2011cultural diversity training activitiescultural diversity training, cultural diversity training activities, cultural diversity training workshops, discrimination, diversity training consultants, patricia berkly, retaliationleahhollis

Death by Association, Cultural Diversity Training Activities

Cultural diversity training activities would keep managers and staff apprised of a recent trend in discrimination. Cultural diversity training activities would remind staff that decisions made by association to a protected class are also actionable under Title VII. For example, cultural diversity training activities should educate staff that refusing to hire a woman because of perceived conflicts she might have taking care of her disabled husband is a violation of Title VII. Cultural diversity training activities would educate staff that penalizing the care giver of a pregnant partner or child is a problem.

Cultural diversity training activities are meant to assist managers from making unlawful assumptions about staff who are associated with family who are protected under Title VII. Cultural diversity training activities would educate staff that the most frequent occurrence happens in a mixed marriage situation. The white staff member who is penalized for a having a spouse or partner of a different race, or multi racial children should also know through cultural diversity training activities that they are protected if a boss discriminates against them because of the association. Cultural diversity training activities are critical for both the employee and the manager. Cultural diversity training activities should educate beyond social engineering; cultural diversity training activities should include EEO rules updates.

Managers can benefit from cultural diversity training activities. Regular cultural diversity training activities keep an organization up to date regarding discrimination by association. Other topics of cultural diversity training activities would highlight the baby boomers and the rise in age discrimination. Cultural diversity training activities will update staff on the trends in women holding a majority of American jobs. Cultural diversity training activities are a necessary part of conducting business and these same cultural diversity training activities are indispensible as cultural diversity training activities which support EEO rules training are critical in keeping organizations safe from discrimination complaints.

Hear no evil … speak no evil… Diversity training in companies

August 5, 2011Diversity training in comapniescorporate diversity training, cultural diversity training activities, diversity, diversity training in companies, in companies, patricia berkly, retaliation, trainingleahhollis

Hear no evil … speak no evil… Diversity training in
companies

Diversity training in companies offer FLSA update, Supreme Court rules
written AND oral complaints are valid

Diversity training in companies would help an employee, Aziz as he continues to complain about off color jokes during his staff meetings. Diversity training in companies would explain he feels that his colleagues poke undue fun at his religious head cover. However, week after week, he calmly but directly looks his boss in the eye and reminds him that the jokes are offensive and obviously a show of disrespect for him and his religion. Diversity training in companies would remind his boss that Aziz is clear in his VERBAL COMPLAINT has an actionable issue.

Next, Aziz’s boss meets with HR to request transfer paper work for Aziz . Diversity training in companies would advise to stop from making a critical mistake. Diversity training in companies would show the boss that Aziz has been complaining and ready for a formal complaint The boss believes Aziz is more concerned about his religion than staying on a prestigious project, but diversity training in companies would show the boss that Aziz has a right to his head covering without harassment. Diversity training in companies would alert the boss that a change in hours and project can result in retaliation.
Diversity training in companies would remind Aziz’s boss that this problem will go on for years behind a Title VII charge. Diversity training in companies would show that the organization will be on the hook if the boss and HR allow the transfer to go through.

Diversity training in companies would remind Human Resources that Aziz has still gone on the record verbally about how he is treated because of his religion. Diversity training in companies would show that the boss has set up the organization for a retaliation charge from Aziz. Diversity training in companies will show the organization how to step in to stop the potential costly chain of events.

Diversity training in companies should educate that on March 22, 2011, the Supreme Court ruled that written AND oral complaints are valid under the Anti- Retaliation Provision of the Fair Labor Standards Act. Therefore, diversity training in companies should teach that oral complaints are actionable and Human Resources now must engage in the “he said…she said” dynamic. As with the other changes in Title VII this year,

Diversity training in companies can be well worth time and effort.

Class Action Law Suits

June 23, 2011cultural diversity training activitiescultural diversity training, cultural diversity training activities, diversity training, diversity training activities, patricia berklyleahhollis

Cultural Diversity Training Activities

Cultural Diversity Training Activities By Patricia Berkly LLC

Cultural Diversity Training Activities By Patricia Berkly LLC: Class Action Law Suits

Cultural diversity training activities should be a regular part of the training cycle for any organization. Cultural diversity training activities update the managers & staff. Cultural diversity training activities which discuss the rights of language minorities are particularly helpful in large bilingual communities. Cultural diversity training activities that update staff on retaliation and the threshold for complaints is necessary. As American demographics are shifting along racial, gender, and religious lines, cultural diversity training activities become more necessary to prevent the time consuming legal proceedings endured by Wal-mart.

Undoubtedly, large corporations are breathing a sigh of relief about the Supreme Court’s decision to deny the gender discrimination case of 1.6 million women from Wal-Mart. Nonetheless, cultural diversity training activities are still necessary to educate organizations regarding discriminatory practices in the workplace. Cultural diversity training activities assist organizations in avoiding the 10+ years in court costs that Wal-Mart has endured. While Wal-Mart might be able to afford defending the class action suit, cultural diversity training activities can assist small firms to avoid these expenses.

Things A Small Business Owner Must Know

June 20, 2011cultural diversity training activitiescultural diversity training, cultural diversity training activities, diversity training, diversity training activitiesleahhollis

Cultural Diversity Training Activities

Patricia Berkly LLC On Cultural Diversity Training Activities

Patricia Berkly LLC On Cultural Diversity Training Activities: Small Businesses

Every day, over 550 NEW workplace discrimination complaints are filed against small business owners. Cultural diversity training activities can help the small businesses educate staff to avoid behavior that leads to such complaints. Of these new complaints, many are invalid, yet cultural diversity training activities can educate managers in defending even erroneous cases. Cultural diversity training activities should be updated; cultural diversity training activities should be interactive, and should address the organization’s specific needs. Cultural diversity training activities should be viewed in the same light as software updates or other policy changes.

Large corporations like Dunkin Donuts can absorb a discrimination complaint; however they are not absolved of the information offered through cultural diversity training activities . The small business is particularly vulnerable as costs to defend a claim can total close to six figures. Cultural diversity training activities are a fraction of court costs, and provide a preventative step in educating a manager. Cultural diversity training activities are critical for small business who can’t afford the risk exposure when cultural diversity training activities are overlooked.

Stay Productive!

June 13, 2011cultural diversity training activitiescultural diversity training, cultural diversity training activities, diversity training, diversity training activitiesleahhollis

Cultural Diversity Training Activities

Patricia Berkly LLC On Cultural Diversity Training Activities

Patricia Berkly LLC On Cultural Diversity Training Activities And Productivity

Cultural diversity training activities can help organizations stay productive and stave off the record number of workplace discrimination complaints. If cultural diversity training activities also include education about retaliation and harassment, such cultural diversity training activities will be worth the time and money spent to implement. With the average cost to defend a law suit soars well into six figures, cultural diversity training activities and EEO training will help managers recognize the danger signs in their organizations.

Patricia Berkly LLC has developed a 72 point risk assessment which is used to custom design cultural diversity training activities. The Risk Assessment will analyze organizational threats, and potential cost to an organization if sued. Patricia Berkly’s cultural diversity training activities when used in tandem with the risk assessment can educate an organization and side step discrimination complaints. Cultural diversity training activities are proactive measures for an organization instead of them waiting to react to a court summons.

Organizations that don’t have cultural diversity training activities in many ways are sitting on a time bomb. Without cultural diversity training activities, a bully, aggressive personality, or even unwitting mistake can land a company in court. Cultural diversity training activities are good ways to keep the staff compliant. Just as organizations have training on the latest software to remain on the cutting edge, cultural diversity training activities help organizations keep up with the latest trends in workplace discrimination legislation. Just as equipment and resources need updating, cultural diversity training activities also need to be updated with legislative change in mind.

Over the past year, there have been several changes regarding the threshold for retaliation, lodging a complaint and GINA regulations. Cultural diversity training activities that extend education to staff and managers keep everyone “in the know.” Ignorance is not an excuse for the law, neither is avoiding cultural diversity training activities. Instead of thinking of cultural diversity training activities as another program that wastes time. Cultural diversity training activities should be viewed as any other necessary industry update. Without updated cultural diversity training activities and educational programs, organizations will operate on outdated knowledge and risk a law suit.