r.a. 7877 powerpoint presentation tagalog

Ano ang Safe Spaces Act o ang RA 11313?

Ang Republic Act 11313 o Ang Safe Spaces Act ay isang batas na nilikha upang mapalawak ang sakop ng Anti-Sexual Harassment Act of 1995(Republic Act 7877) . Ito ay pinirmahan ni president Rodrigo Duterte noong ika-17 ng Abril, taon 2019 at naisabatas noong ika-3 ng Agosto, taong 2019.

Nililinaw ng Safe Spaces Act ang gender-based harassment at ang mga uri ng akto na nagaganap sa mga pampublikong lugar at ang mga karampatang parusa ukol dito.

Ano ang pagkakaiba ng RA 7877 sa RA 11313?

Ang Anti-Sexual Harassment Act ay naglilinaw na ang sexual harassment ay nagaganap sa loob ng trabaho, paaralaan, at sa pook ng pagsasanay, kung saan ang tao na may awtoridad at influwensya ang nakagagawa ng mga akto ng sexual harassment sa kanilang mga empleyado, estudyante o mga trainee.

Ang kakulangan ng RA 7877 ay hindi nito isinasama ang mga insidente ng sexual harassment sa pagitan ng magkatrabaho, kaeskwela o kaibigan. Isa pa sa limitasyon ng lumang batas na ito, hindi binibilang ng RA 7877 ang mga kaso ng sexual harassment nanagaganap sa mga pampublikong lugar at sa mga online spaces.

Ito ang nais bigyan solusyon ng pagsasabatas ng Safe Spaces Act. Ang RA 11313 ay nilikha upang punan ang mga kakulangan ng Anti-Harassment Act kung saan kinikilala na rin nito na harassment ang mga akto na panggigiit sa pagitan ng mga magkaeskwela; trabahador sa kanyang amo; estudyante sa kapwa niya estudyante o estudyante sa kanyang guro; isang trainee sa kanyang trainer.

Ito rin ay nagbibigay ng susundin na balangkas sa paglutas sa mga kaso ng harassment sa loob ng mga institusyon at nililinaw din ng batas na ito na ang sexual harassment ay nagaganap hindi lang sa loob ng eskwelahan at trabaho kung ’di ay nagaganap din ito sa mga pampublikong lugar.

Ano ang mga Maituturing na Gender-based Harassment?

Pampublikong lugar.

Ang mga sumusunod ang mga halimbawa ng mga gawain na maaaring maturing na gender-based harassment sa pampublikong lugar:

• Wolf- whistling
• Unwanted invitations
• Mga pagamit ng transphobic, homophobic, misogynistic at sexist na mga salita at komento
• Hindi nais na puna o komento sa itsura ng isang tao
• Pagsasambit ng mga komento na may sekswal na suhestyon
• Sapilitan na pagkuha ng personal na detalye tulad ng phone number at email address
• Public masturbation
• Pagbabanta sa iyong kaligtasan, lalo kung nagaganap ito sa mga kalsada, parke at eskinita

Online Spaces

Ang mga sumusunod ay mga halimbawa naman ng akto na maituturing na harassment sa loob ng mga online spaces tulad ng social media, chat rooms, forums at iba pa:

• Pagbabanta ng akto ng pisikal, emosyonal, sikolohikal na pananakit sa pamamagitan ng mga Information Communication Technology(ICT)
• Mga pagamit ng transphobic, homophobic, misogynistic at sexist na mga salita at mga komento online, sinabi man nya ito sa isang public comment/post o sa pamamagitan ng private messages.
• Hindi pagrespeto sa privacy ng bikitma sa pamamagitan ng cyberstalking at paulit-ulit na pagpapadala ng hindi ninanais na mga mensahe
• Pagpapadal o pag-uupload sa biktima ng kahit anong uri ng mga media tulad ng larawan, video at voice mail na may sekswal na nilalaman.

Ano mga Tinuturing na Pampublikong Lugar ng Safe Spaces Act?

Ang pampublikong lugar ay mga lugar na may malayang access o may permiso na makakapasok ang publiko, hindi mahalaga ang kung sino ang nagmamay- ari.

•  streets and alleys,
• roads, sidewalks, public parks,
• schools, buildings,
• public washrooms,
• bars and restaurants,
• internet shops,
• transportation terminals,
• public markets,
• spaces used as evacuation centers,
• government offices,
• public utility vehicles(PUV) kasama ang mga private vehicles na sakop ng app-based transport network services*
•  iba pang recreational spaces tulad ng cinema halls, theaters and spas.

*Kasama dito ang mga serbisyo na binibigay ng Grab, Uber, Ankas at iba pang mga Transport Service Vehicle Services(TNVS)

Iba pang Artikulo

Ano ang Responsible Parenthood and Reproductive Health Law? Ano ang Magna Carta for Women?

External Links: Safe Spaces Act IRR signed What’s Next for the Safe Spaces Act?

Similar Posts

Ang 4 na Sistemang Pang-ekonomiya

Ano ang Sistemang Pang-ekonomiya? Ang sistemang pang-ekonomiya (economic system) ay sistema ng produksyon at distribusyon ng mga produkto at serbisyo sa loob ng isang lipunan o isang lugar. Nais ng mga sistema na ito na lutasin ang mga problema sa produksyon at distribusyon sa pamamagitan ng pagsagot sa tatlong mahalagang tanong: anong mga produkto at…

Ano ang Surplus at Shortage?

Ano ang Surplus? Ang “surplus” ay isang ekonomikong konsepto na tumutukoy sa sitwasyon kung saan ang dami ng isang produkto o yaman ay labis sa kinakailangan ng isang tao, negosyo, o bansa. Sa kalakalan, kapag ang isang negosyo o bansa ay may “surplus” ng isang produkto, ibig sabihin nito’y sobrang dami ng produktong na produs…

Ano ang Lawak at Hangganan ng Pilipinas?

Ang Lawak ng Pilipinas Ang kabuuang lawak ng teritoryo ng Pilipinas ay humigit-kumulang 300,000 square kilometers (115,831 sq mi). Ito ay binubuo ng mga pulo at kalupaan sa Timog-Silangang Asya. Ang Pilipinas din ang ikalimang pinakamalaking island countries sa mundo. Kadalasan ang mga tinuturing na island countries ay binubuo ng isang achepelago o mga grupo ng mga…

Apat na Yugto ng Disaster Risk Reduction and Management (DRRM) Planning

Ang mga yugto pagpaplano sa sakuna ay isang mahalagang aspekto sa pag-iwas at pagbawas sa mga inaasahang epekto at pinsala nito sa mga mamamayan at sa komunidad. Bilang pagsunod na rin sa Philippine Disaster Risk Reduction and Management Act of 2010, inaasahan na maging aktibo ang mga lokal na pamahalaan at ang komunidad sa pagsuri…

Globalisasyong Sosyo-Kultural, Teknolohikal at Politikal

Ang globalisasyon ay may malaking epekto sa pagbabago ng mga kultura at pamumuhay ng mga tao. Ang mabilis na pag-unlad ng teknolohiya ay nagdulot ng mas mabiolis na pagpapasa ng mga ideolohiya at mga impormasyon. Ito ay nagdulot ng mas homogenous na kultura sa malaking bahagi ng daigdig. Ito ay mas madalaing makita sa uri…

Ano ang Kakapusan?

Ang kakapusan o scarcity ay isa sa mga problema na nais bigyan ng solusyon ng ekonomiks. Ito ay nagaganap tuwing ang demand para sa mga serbisyo at produkto ay higit na mas malaki sa bilang ng supply ng mga  serbisyo at produkto. Ano ang Kakapusan? Ang Kakapusan ay umiiral dulot ng limitadong pinagkukunang-yaman at ang…

Oct 15, 2014

2.61k likes | 5.9k Views

RA 7877. ANTI-SEXUAL HARASSMENT ACT OF 1995. RA 7877. AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE EMPLOYMENT, EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSES. SECTION 1. TITLE. THIS ACT SHALL BE KNOWN AS THE ANTI-SEXUAL HARASSMENT ACT OF 1995.

Share Presentation

• sexual harassment
• sexual favor
• work related
• sexual harassment cases
• anti sexual harassment act

Presentation Transcript

RA 7877 ANTI-SEXUAL HARASSMENT ACT OF 1995

RA 7877 • AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE EMPLOYMENT, EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSES

SECTION 1. TITLE • THIS ACT SHALL BE KNOWN AS THE ANTI-SEXUAL HARASSMENT ACT OF 1995

SEC 2. DECLARATION OF POLICY. - • THE STATE SHALL VALUE THE DIGNITY OF EVERY INDIVIDUAL, ENHANCE THE DEVELOPMENT OF ITS HUMAN RESOURCES, GUARANTEE FULL RESPECT FOR HUMAN RIGHTS, AND UPHOLD THE DIGNITY OF WORKERS, EMPLOYEES, APPLICANTS FOR EMPLOYMENT, STUDENTS OR THOSE UNDERGOING TRAINING, INSTRUCTION OR EDUCATION. TOWARDS THIS END, ALL FORMS OF SEXUAL HARASSMENT IN THE EMPLOYMENT, EDUCATION OR TRAINING ENVIRONMENT ARE HEREBY DECLARED UNLAWFUL.

SEC. 3. Work, Education or Training-related Sexual Harassment Defined.- • Work, education or training-related sexual harassment is committed by an employer, employee, manager, supervisor, agent of the employer, teacher, instructor, professor, coach, trainor, or any other person who, having authority, influence or moral ascendancy over another in a work or training or education environment, demands, requests or otherwise requires any sexual favor from the other, regardless of whether the demand, request or requirement for submission is accepted by the object of said Act.

(a) In a work-related or employment environment, sexual harassment is committed when: • 1. the sexual favor is made as a condition in the hiring or in the employment • Re-employment or continued employment of said individual, • Or granting said individual favorable compensation, terms, conditions, promotion, or privileges; • Or the refusal to grant the sexual favor results in limiting, segregating or classifying the employee which in any way would discriminate, deprive or diminish employment opportunities or otherwise adversely affect said employee;

(the above) acts would impair the employee’s rights or privileges under existing labor laws; or • (the above) acts would result in an intimidating, hostile, or offensive environment for the employee

(b) In an education or training environment, sexual harassment is committed: • (1) Against one who is under the care, custody or supervision of the offender; • (2) Against one whose education, training, apprenticeship or tutorship is entrusted to the offender; • (3) When the sexual favor is made to the giving of a passing grade, or the granting of honors and scholarships, or the payment of a stipend, allowance or other benefits, privileges or considerations; or

(4) When the sexual advances result in an intimidating, hostile or offensive environment for the student, trainee or apprentice. Any person who directs or induces another to commit any act of sexual harassment as herein defined, or who cooperates in the commission thereof by another without which it would not have been committed, shall also be held liable under this Act.

SEC. 4. Duty of the Employer or Head of Office in a Work-related, Education or Training Environment • It shall be the duty of the employer or the head of the work-related, educational or training environment or institution, to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment. The employer or head of office shall:

(a) Promulgate appropriate rules and regulations in consultation with and jointly approved by the employees or students or trainees, through their duly designated representatives, prescribing the procedure for the investigation of sexual harassment cases and the administrative sanctions therefore. Administrative sanctions shall not be a bar to prosecute in the proper courts for unlawful acts of sexual harassment.

The said rules and regulations issued pursuant to this subsection (a) shall include, among others, guidelines on proper decorum in the workplace and educational or training institutions. • (b) Create a committee on decorum and investigation of cases on sexual harassment. The committee shall conduct meetings, as the case may be, with officers and employees, teachers, instructors, professors, coaches and students or trainees to increase understanding and prevent incidents of sexual harassment. It shall also conduct the investigation of alleged cases constituting sexual harassment.

In the case of a work-related environment, the committee shall be composed of at least one (1) representative each from the management, the union, if any, the employees from the supervisory rank, and from the rank and file employees. • In the case of the educational or training institution, the committee shall be composed of at least one (1) representative from the administration, the trainors, teachers, instructors, professors or coaches and students or trainees, as the case may be. • The employer or head of office, educational or training institution shall disseminate or post a copy of this Act for the information of all concerned.

SEC. 5. Liability of the Employer Head of Office, Educational or Training Institution.- • The employer or head of office, educational or training institution shall be solidarily liable for damages arising from the acts of sexual harassment committed in the employment, education or training environment if the employer or head of office, educational or training institution is informed of such acts by the offended party and no immediate action is taken thereon.

SEC. 6. Independent Action for Damages. • Nothing in this Act shall preclude the victim of work, education or training-related sexual harassment from instituting a separate and independent action for damages and other affirmative relief.

SEC. 7. Penalties.- • Any person who violates the provisions of this Act shall, upon conviction, be penalized by imprisonment of not less than one (1) month nor more than six (6) months, or a fine of not less than Ten thousand pesos (P10,000.00) nor not more than Twenty thousand pesos (P20,000.00), or both such fine and imprisonment at the discretion of the court.

• More by User

RA Training

Creatively Evaluating the “Rite of Passage”. RA Training. Presented by: Allyson Beck & Krista Wiseman. Collaboratively Defining RA Training. What words do you associate with RA Training?. What is the “Rite of Passage”?. SOU’s Training Experience. Last Year. On Going Education.

469 views • 8 slides

302 views • 3 slides

Ra-Ra Moment

Ra-Ra Moment. Communicate the value you bring Get involved Document Branch out (bring your GIS to the world) Kudos to the Tax Assessors and non-GIS people who are here! If you prefer the background, team up .. Make someone else shine!

690 views • 37 slides

Khadija (RA)

Khadija (RA) . The First Muslim and Wife of Prophet Muhammad (PBUH). Family and Upbringing. Born in 555 CE to Khuwayled and Fatima bint Zaida Cousin Waraqa ibn Nawfal , knowledgeable of the Hebrew Torah and Gospel, Khadija’s most important information source

4.19k views • 23 slides

827 views • 13 slides

RA 9292. Jan-Jan Ibanez. RA 9292. Otherwise as “Electronics Engineering Law of 2004” Took effect on 27 May 2004 Repealed RA 5734 (Electronics and Communications Engineering Act of the Philippines) under Sec. 42

1.09k views • 14 slides

RA examples

RA examples. Let’s build a Family DB. Describe a person by it’s name, year and day of birth and gender: Person( Name , Byear , Bday , gender);. ERD. Name. Bday. Byear. Gender. Person. ERD. Let’s add parents: Parent( Cname , Cyear , Cday , Role , Pname , Pyear , Pday ) (.

554 views • 25 slides

RA Framework

RA Framework. Risk Assessment. ‘Area of concern’…. Every risk assessment has a geographic dimension. You need to explicitly identify the geographic area for which the assessment pertains must be clearly defined. Big enough, but not too big. Case studies’ experience…. Area of concern.

1.25k views • 97 slides

Right Ventricle. Left Ventricle. A1. B1. AC. P AOp. P PAp. AO. PAO. pressure (mmHg). pressure (mmHg). PAC. P LV. MVC. TVC. MVO. P RV. TVO. P LA. P RA. A2. B2. AFF. PFR. AFF. PFR. V RV (ml). V LV (ml). RFF. RFF. A3. B3. A. E. E. A. Q TC (ml/sec).

150 views • 1 slides

RA 221. HEALTH PHYSICS Designing for Radiation Safety. CARDINAL PRINCIPLES. TIME DISTANCE SHIELDING. EXPOSURE TIME. MINIMIZE time of exposure Dose is directly proportional to exposure time Total exposure = rate X time Fluoroscopic time is critical Intermittent fluoro

544 views • 17 slides

RA evaluation

RA evaluation. Prof. Patrick DUREZ Service de Rhumatologie, Cliniques Universitaires Saint Luc, UCL, Bruxelles. Monitoring. Progression of disease Tender and swollen joint counts Acute Phase Reactants VAS physician, patient Morning stiffness Functional disease indices

811 views • 19 slides

RA Framework. Risk Response. Risk Response. Risk Response. Risk Response. Risk Response. Risk Response. Case studies’ experience…. Area of concern. ESBW Case Study – area of concern. Province of Quebec. But…. UAF 09-751 opportunity to be more quantitative satisfy DSS evaluation goal.

279 views • 9 slides

Ra. Ps / Ra. (Ps x NSAM). Ra. Ps / Rf. (Ps x NSAM). Rp. Rf x NSAM. Rf. Rp. Rp / NSAM. If NSAM =100 pixels and PS = Pixels Size of 3.5 Å. In these experimental conditions : Ra = 35 Ǻ → Rp = (3.5 x 100) / 35 = 10 pixels → Rf = 3.5 / 35 = 0.10 Fourier units

144 views • 2 slides

RA 9208. “ANTI-TRAFFICKING IN PERSONS ACT OF 2003”. WHAT IS TRAFFICKING.

3.55k views • 17 slides

NEXOF-RA. V Grids@Work: October 2008 Mike Fisher, BT Innovate. Outline. NESSI: a European Technology Platform The NESSI Holistic Model NEXOF - NESSI Open Framework NEXOF-RA: NEXOF Reference Architecture. Why Services?. “Service is something used but not owned”

387 views • 17 slides

RA Consultancy

At RA Consultancy, we specialize in providing comprehensive business solutions to help organizations thrive in todayu2019s dynamic and competitive landscape. With our expertise and experience, we assist businesses of all sizes and industries in achieving their goals and maximizing their potential.

7 views • 1 slides

Academia.edu no longer supports Internet Explorer.

To browse Academia.edu and the wider internet faster and more securely, please take a few seconds to  upgrade your browser .

Enter the email address you signed up with and we'll email you a reset link.

• We're Hiring!
• Help Center

Ra 7877 presentation

Related Papers

Chariss Garcia

Policy paper on RA 7877 - Anti-Sexual Harassment of 1995

QUEST JOURNALS

With improved access to education and employment, millions of Indian women are joining the country's workforce today. On a daily basis, many working women encounter sexual harassment at work. As a result, it is critical that we fight as a nation to eliminate workplace sexual harassment, since women have the right to work in a safe and secure space. Gender equality and the growth of the nation as a whole necessitate the protection of women.-Maneka Gandhi Sexual harassment at work is a form of everyday violence that is both discriminatory and exploitative since it threatens women's right to life and livelihood. It is a violation of a woman's fundamental rights to equality under Articles 14 and 15, as well as her right to live in dignity under Article 21 of the Indian Constitution. On July 9, 1993, India signed the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW). After the violent gang rape of Bhanwari Devi, a social worker from Rajasthan, a petition was brought in India's Supreme Court for the first time in 1997 to protect fundamental rights of working women. Aside from the Vishaka guideline in the case of Vishaka & Ors. v. State of Rajasthan, the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (hence referred to as the POSH Act) was also passed. The current law in India on Sexual Harassment is critically examined in this paper. For the law to work efficiently and successfully, it requires the support and dedication of all parties.

Teresa Paula De Luna

As mandated, the Office of Anti-Sexual Harassment (OASH) of the University of the Philippines (UP) Diliman adheres to and implements the Anti-Sexual Harassment (ASH) Code. This is to ensure that we in the UP Community are assured of a campus that is safe and free from sexual harassment (SH). This article presents the UP mandate on anti-sexual harassment and the UP Diliman experience in responding to, investigating, and resolving SH cases. Coverage and specific provisions in the ASH Code that directly relate to and persistently emerge in the filed SH cases are discussed. SH cases filed from 2003 to April 2019 are examined, specifically in the following areas and contexts: the number of filed cases, demographics of both complainants and respondents, types of relationships between complainants and respondents, forms of SH, places where SH cases are committed, and the types of resolutions for the said SH cases. Challenges on implementing the ASH Code are presented, specifically those t...

Blanche Blanch

International Res Jour Managt Socio Human

MAP Social Sciences

Davor Trlin

The paper is dedicated to guaranteeing the prohibition of discrimination on the grounds of sex and gender. The guarantee of non-discriminatory harassment is one of the separate instruments of anti-discrimination law. According to its formal structure, it represents a special form of prohibition of direct discrimination. The paper is written by the method from general to individual. In addition to the theoretical (where we explained the concept of sexual violence and the concrete differences between gender and sexual harassment) and comparative review. The positive legal definition of the guarantee of prohibition of sexual harassment is especially presented. We also analyzed the scarce judicial and legal practice in Bosnia and Herzegovina.

Pieter Grobler

Al-Adl : Jurnal Hukum

Hanafi arief

Http Dx Doi Org 10 1300 J045v15n01_05

Sexual harassment remains a universal factor that can affect nursing performance and worker productivity in any type of health care facility. There are few studies in this area that have been conducted in developing countries. To measure the occurrence of sexual harassment, a questionnaire was given to 353 nurses in two different hospitals yielding a response rate of 61%. Overall,

Amity International Journal of Juridical Sciences (Vol. 5, 2019)

Astha Poonia

With improved access to education and employment, millions of Indian women are entering the country's workforce today. Many working women face sexual harassment at workplace on daily basis. It is crucial therefore that as a country, we strive to eliminate workplace sexual harassment since women have the right to work in safe and secure environment. Protection of women is necessary for gender equality and development of nation as a whole.-Maneka Gandhi Sexual harassment at workplace is an extension of violence in everyday life and is discriminatory and exploitative as it affects women's right to life and livelihood.

Loading Preview

Sorry, preview is currently unavailable. You can download the paper by clicking the button above.

RELATED PAPERS

Revista Brasileira de Zootecnia

Rodrigo Almeida

SUT毕业证成绩单 斯威本科技大学毕业证

Sameer Ikhdair

Pensamiento Psicologico

Ana maria correa arango

Biomedicines

Milene Ferro

Physical Review B

F. Willaime

olga fragueiro Otero

International Journal of Applied Mathematics and Computer Science

Mirek Pawlak

BMC nephrology

Menso Nubé

Lsa778 办 德 州 大 学 圣 安 东 尼 奥 分 校 假 毕 业 证 li

UWindsor毕业证成绩单 UWindsor学位证

Jackie Potter

Translational Cancer Research

International Journal of Innovative Studies in Sociology and Humanities

Prof. Azeddine Belakehal

Hugo Forno Florez

Seibutsu Butsuri

Toshiaki Furuta

American Journal of Physiology-endocrinology and Metabolism

Jan Nedergaard

Frontiers in Neurology

Antonella Peppe

Journal of Neuroendocrinology

Heiko T . Jansen

Azadeh Motealleh

•   We're Hiring!
•   Help Center
• Find new research papers in:
• Health Sciences
• Earth Sciences
• Cognitive Science
• Mathematics
• Computer Science
• Academia ©2024

• My presentations

Auth with social network:

Download presentation

We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!

Presentation is loading. Please wait.

WHAT IS SEXUAL HARASSMENT?

Published by Terence Tyler Modified over 6 years ago

Similar presentations

Presentation on theme: "WHAT IS SEXUAL HARASSMENT?"— Presentation transcript:

ANTI-SEXUAL HARASSMENT ACT OF 1995

Sexual Harassment 2012 Laws & Case History Laws & Case History Sexual Harassment is Sexual Harassment is Types of Harassment Types of Harassment Importance.

Sexual Harassment: He Said, She Said, They Said

Sexual Harassment Seminar Mechanisms in Lingnan University to deal with sexual harassment Presented by Li Kam-kee, Director of Administration.

HARASSMENT 2014 Laws & Case History Laws & Case History Sexual Harassment is Sexual Harassment is Types of Harassment Types of Harassment Importance of.

DIFFERENCES BETWEEN Old and New A & P Grievance Procedures.

Sexual Harassment University of Louisiana at Monroe.

Sexual Harassment Prevention Training for TCOE Employees

Human Rights Ordinance Training. Purpose 1)Overview of Human Relations Ordinance 2)Intent of the Ordinance 3)Protected Classes 4)Stages of the Claims.

Sexual Harassment Appropriate Behavior at the Academic Workplace Vincent Price Associate Provost for Faculty Affairs Sean Burke Associate General Counsel.

The Legal Series: Employment Law I. Objectives Upon the completion of training, you will be able to: Understand the implications of Title VI Know what.

Anti-Discrimination & Harassment Policy

“Student Due Process” School Administrators of South Dakota April 7, 2015.

Sexual Harassment Policies at the University of Northern Colorado Office of Employee Relations Carter

Preventing Sexual Harassment A Tutorial for Houghton College A Tutorial for Houghton College.

Chapter Implementing Equal Employment Opportunity 3.

1 1 © 2011 Eaton Corporation. All rights reserved. Harassment Free Workplace Policy.

1 The Indiana Department of Correction presents New Employee Orientation: Preventing Sexual Harassment.

Sexual Harassment “The Issue is Respect”. Sexual harassment is a serious issue in the workplace. It has a negative impact on the victim, can result in.

DEALING WITH HARASSMENT AND ABUSE COMPLAINTS Lt (NL) James Smith VANCOUVER ISLAND DIVISION.

About project

© 2024 SlidePlayer.com Inc. All rights reserved.