Tag Archives: retaliation

Death by Association, Cultural Diversity Training Activities

cultural diversity training activities, , , , , ,

Death by Association, Cultural Diversity Training Activities

Death by Association, Cultural Diversity Training Activities

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

Diversity training in comapnies, , , , , , ,

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

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

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.