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Wine &
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New opportunities with Outside the Lines, Inc **** We are recruiting for an experienced Hospitality Manager to join a fabulous Napa Valley Winery team and help them take their winery the next level. **** New opportunity with upscale full-service restaurant in Sacramento.
Listen up! Sexual Harassment Training Requirement Revised Again:
Samantha comes to you with confidential information that a vendor with whom you do business has been making sexually suggestive comments to her. She strongly requests that you not take any action, noting that it just feels better to have talked about it. As her supervisor or the owner of the company what is your best next move? Sexual harassment issues are often complex and nuanced, making the above scenario not uncommon. Do you and your employees know how to act to protect all concerned? With the passage of A.B. 1825, ignorance of the law and mandated workplace policies no longer protect you from sexual harassment suits and fines. Entering into 2007, all businesses must understand the latest modifications of the law in order to train all employees according to the new criteria and most recent update. In doing so, your business has taken one of the steps in showing “reasonable care” in preventing and effectively responding to any potential sexual harassment. Handing an employee a video on sexual harassment is not adequate anymore. As a best practice, training should also include prevention of other prohibited conduct and discrimination. Let’s begin with a brief overview of the assembly bill. All businesses in California with 50 or more employees, including part time, contracted, seasonal, and temporary, must provide the required minimum two hour sexual harassment prevention training to any supervisor or manager. This training must be interactive and conducted away from normal duties. The instructor must be considered a “qualified trainer” whether training is in-person or web based. Businesses must track their training to ensure that their employees are retrained at least every two years. New or newly promoted employees must be trained within six months of their hire or promotion. The new requirement also outlines the content of the training to include the necessary steps an employer must take in providing and communicating a strong anti-harassment policy and appropriate steps taken if there is any suspicion of workplace harassment. Remember, employers may be liable for damages even if they were unaware that harassment was taking place. Action Steps to Ensure Compliance To learn more about creating a harassment free workplace contact Holly Seaton, Ph.D. at Outside the Lines Consulting, 707.933.0687 or www.otlconsulting.com Our courses comply with AB 1825 Holly Seaton Ph.D. surpasses the state requirements for educators on the laws pertaining to sexual harassment. Please have a look at the most progressive Port website in the world. Visitors to the site can sign up for an excellent FREE enewsletter on Port, Madeira and the wines of Portugal's Douro Valley. Renowned Port expert Roy Hersh hosts this site which also contains a friendly and informative interactive Forum to learn more about Port and share ideas, along with a Marketplace to provide tips to purchasing great deals in the US and UK. On the Travel Page, you will learn about "once-in-a-lifetime" insiders tours of the Port and Madeira regions that Roy hosts a few times a year.
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