Conflict Management & Human Rights Office Matt Erickson MC 4049, ext. 33765

Slides:

Advertisements

Similar presentations

People are our business USAF First Sergeant Academy MILITARY EQUAL OPPORTUNITY AND TREATMENT PROGRAM Ref: AFI

Advertisements

Integrity and impartiality

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

Employment Webinar The grievance process, workplace disputes and the use of mediation.

OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT SECTION 59 GRIEVANCE PROCESSES Terry Lisson Director Promotion Appeals & Grievance Reviews 22 April 2010.

Jane Bird Acas Director Acas Acas’ role is to: encourage people to work together more effectively prevent or resolve disputes between employers and their.

1 Discipline, Capability and Grievance resolution: for those with responsibility for others Jessie Monck, PPD, Human Resources Division.

Chapter 12 Conflict and Negotiation. “Whenever you’re in conflict with someone, there is one factor that can make the difference between damaging your.

Resolving Disputes at Work The Role of Acas in UK Employment Relations Peter Monaghan Senior Adviser Acas Manchester.

Workplace Disputes Topic 4: Human Resources Strategies in human resource management.

Policy on preventing discrimination based on Mental health disabilities and addictions Ontario Human Rights Commission.

NPF Harassment Prevention and Resolution Policy and Guidelines Awareness Session.

Human Rights Chapter 5. Human Rights Human rights include the right to receive equal treatment to be free from prohibited discrimination and harassment,

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

Equal Opportunities at CERN Tim Smith - Equal Opportunities Advisory Panel Chair Doris Chromek-Burckhart - Equal Opportunities Officer.

New HR Challenges in the Dynamic Environment of Legal Compliance By Teri J. Elkins.

Equality and Diversity in DCU Policy and Procedure

Working with Difficult People and Interpersonal Conflict 13 February 2013 Katrina Di Gravio Gary Waller Matt Erickson.

Liability Protection Best Practices. ©SHRM 2008 Equal Employment Opportunity Commission – EEOC Created by Title VII of the 1964 Civil Right Act. Charged.

Dignity and Respect in the Workplace

Human Resource Management, 8th Edition

Equal Opportunity Contact Officer: EOCO’s Name School.

Mutual Respect and Prevention of Violence in the Workplace WUSC Personnel- Code of Conduct Nguyen Minh Hanh, Country Coordinator Jan, 11 th 2013.

(c) CGI Employee Benefits Group 2008 Conducting Harassment Prevention Training and Harassment Investigations Presented by Ron Page Human Resources Consultant.

Human Rights & Harassment in the Workplace

Graduate Student ORIENTATION August 2015

Reporting Requirements POLICY DISCRIMINATION, HARASSMENT, AND SEXUAL MISCONDUCT FACULTY SENATE CONSULTATION, JANUARY 26, 2015.

Human Rights. Human rights include the right to receive equal treatment to be free from prohibited discrimination and harassment, and to have equal access.

NASA Headquarters Ombuds Program Brief for New Employees.

ARH & ASSOC. HUMAN RESOURCES CONSULTANTS. RISK ASSESSMENT EMPLOYERS ARE REQUIRED TO CONDUCT A RISK ASSESSMENT TO DETERMINE THE RISKS OF WORKPLACE VIOLENCE.

Equal Opportunities and Diversity Doris Chromek-Burckhart – Equal Opportunities Officer Tim Smith – Chair of the Equal Opportunities Advisory Panel.

- 1 - DISCRIMINATION AND HARASSMENT IN THE LEGAL EDUCATION SETTING An Introductory Session for First Year Law Students Prepared for Queen’s University.

Shoreline Community College Sexual Harassment Prevention for Supervisors Legal Liabilities and Human Behavior Presented by Stephen P. Smith, J.D. Vice.

The Collective Agreement for Supervisory Managers TEAM-IFPTE Local 161 September 19, 2012.

Asmina Remtulla and Marcia Dehaney Equity and Harassment Adviser Scheme.

Harassment and Discrimination Prevention, Complaint Handling and Conflict Resolution Maggie Sloane Associate Director, Compliance and Conflict Resolution.

FILING AND DECIDING A HUMAN RIGHTS CASE PART A: DEFINITIONS PART A: DEFINITIONS PART B: FILING A CASE/DISMISSAL PROCESS PART B: FILING A CASE/DISMISSAL.

CODE OF CONDUCT TRAINING. We conduct our global business honestly, ethically and legally, believing that good ethics is good business. The Company’s Philosophy.

Task 1:Workplace rights and responsibilities Your Rights Your Rights By law you are entitled to a safe and health workplace. By law you are entitled to.

Title IX GRS New Student Orientation August 31, 2015 GRS Deputy Title IX Coordinator Laura Wipf Assistant Director of Graduate Affairs

Title IX GRS New Teaching Fellow Orientation August 28, 2015 GRS Deputy Title IX Coordinator Laura Wipf Assistant Director of Graduate Affairs

UMBC POLICY ON ESH MANAGEMENT & ENFORCEMENT UMBC Policy #VI

Employment Equity & Diversity Lyn Tucker EE&D Officer University of New England.

1 Sexual Harassment Prevention Human Relationship The Complaint Process.

SUPPORTS YOU CAN CALL ON & BODIES THAT ARE DEALING WITH EMPLOYMENT LITIGATION.

Dignity for All Students Act & Sexual Harassment Avoidance Annual Training.

TITLE IX Title IX is 40+ years old and most of us know about its impact on gender equality in college sports; however, Title IX is not exclusive to athletics.

Welcome to Day #6 & 8 On Tuesday: 6 th & 7 th Graders go to the auditorium. 8 th Graders talk about sexual harassment. On Thursday: 6 th & 7 th Graders.

Equal Employment Opportunity Policy The University’s policy shall be administered without regard to: The University’s policy shall be administered without.

CODE OF CONDUCT TRAINING We conduct our global business honestly, ethically and legally, believing that good ethics is good business. The Company’s Philosophy.

Club Sports Coaches and Instructors Meeting August 21 st, 2013.

Annual Refresher.  Potential Abuse/Neglect (reference Human Rights training)  Apparent Conflicts of Interest  Something that inhibits a Productive.

Equal Opportunity and Diversity Management Division New Employee Orientation

Human Resource Management

Procedure for the resolution of grievances in the ILO

FERC Standards of Conduct

Sexual Harassment Seminar

Liability Protection Best Practices

DISCRIMINATION IN THE WORKPLACE

Disability & Human Rights

Harassment in the Workplace Refresher

Title IX GRS New Teaching Fellow Orientation September 2, 2016

Des moines public school district / hoyt middle school

EMPLOYEE GRIEVANCE POLICY SUMMARY FACTS

Critical Incidents Identification and Reporting

Academic Leadership Orientation Academic Chairs

The Halton District School Board expects that everyone associated with the Board has a right to be treated with respect and dignity and to teach, learn.

Minnesota House of Representatives Policy Against Harassment and Discrimination overview of the Policy.

Liability Protection Best Practices

Presentation transcript:

Conflict Management & Human Rights Office Matt Erickson MC 4049, ext

Services Human Rights Related Case Consultation Issue identification Policy and legislative implications Resources and support "Formal" versus "informal" responses Confidentiality "What's my role?" Option development Facilitation Investigation Education Support

Services Conflict Management Mediation Group facilitation Resolution support personnel Education & training Conflict coaching Meeting facilitation Conciliation

Policy #33; General Principles Respect for individual differences Equal access to benefits and opportunities Undue interference Academic freedom

Policy #33; Specific Principles Discrimination Poisoned environment Harassment Sexual harassment [as they relate to the prohibited grounds under the Ontario Human Rights Code] Workplace harassment [Occupational Health and Safety Act]

Ethical Behaviour Policy #33 Those who receive complaints or who perceive what they believe to be violations of this policy shall act promptly to notify an appropriate administrative officer, normally one's immediate supervisor, the department Head, Chair or Director...

Ethical Behaviour Policy #33 Further, as required by the Ontario Human Rights Code, the University has a responsibility to provide an environment free from harassment and discrimination, and accordingly must deal effectively, quickly and fairly with any situation involving claims of harassment or discrimination that come to its attention.

Ontario Human Rights Commission DIRECTING MIND: generally speaking anyone who performs management duties is part of the directing mind of the corporation. all managers are aware of their duties and responsibilities under the code and the internal policies.

Ontario Human Rights Commission Corporate liability may be found:...where an employee responsible for the harassing behaviour, or knew of the harassing behaviour, failed to take steps to remedy the situation and is part of the directing mind.

Conflict Management & Human Rights Office Matt Erickson MC 4049, ext