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| bullying and harassment investigation questions for the accused: Educator's Guide to Controlling Sexual Harassment , 2000 |
| bullying and harassment investigation questions for the accused: Sexual Harassment of Women National Academies of Sciences, Engineering, and Medicine, Policy and Global Affairs, Committee on Women in Science, Engineering, and Medicine, Committee on the Impacts of Sexual Harassment in Academia, 2018-09-01 Over the last few decades, research, activity, and funding has been devoted to improving the recruitment, retention, and advancement of women in the fields of science, engineering, and medicine. In recent years the diversity of those participating in these fields, particularly the participation of women, has improved and there are significantly more women entering careers and studying science, engineering, and medicine than ever before. However, as women increasingly enter these fields they face biases and barriers and it is not surprising that sexual harassment is one of these barriers. Over thirty years the incidence of sexual harassment in different industries has held steady, yet now more women are in the workforce and in academia, and in the fields of science, engineering, and medicine (as students and faculty) and so more women are experiencing sexual harassment as they work and learn. Over the last several years, revelations of the sexual harassment experienced by women in the workplace and in academic settings have raised urgent questions about the specific impact of this discriminatory behavior on women and the extent to which it is limiting their careers. Sexual Harassment of Women explores the influence of sexual harassment in academia on the career advancement of women in the scientific, technical, and medical workforce. This report reviews the research on the extent to which women in the fields of science, engineering, and medicine are victimized by sexual harassment and examines the existing information on the extent to which sexual harassment in academia negatively impacts the recruitment, retention, and advancement of women pursuing scientific, engineering, technical, and medical careers. It also identifies and analyzes the policies, strategies and practices that have been the most successful in preventing and addressing sexual harassment in these settings. |
| bullying and harassment investigation questions for the accused: Policy Guidance On Current Issues Of Sexual Harassment, Notice, March 19, 1990 , 1998 |
| bullying and harassment investigation questions for the accused: Sexual Harassment , 1988 |
| bullying and harassment investigation questions for the accused: Bullying and Harassment in the Workplace Ståle Valvatne Einarsen, Helge Hoel, Dieter Zapf, Cary L. Cooper, 2020-04-09 Building on the success of two earlier best-selling editions from 2003 and 2011, this benchmark text and highly cited reference work now appears in its third edition. This book is a research-based resource on key aspects of workplace bullying and its remediation, which: Covers the nature and complexities of bullying and harassment in the workplace Presents the evidence on its prevalence, risk groups, antecedents and outcomes Examines cyberbullying and harassment in the digital world Describes the roles of bystanders and the coping possibilities of victims Discusses prevention, intervention, treatment and the management of specific cases Explains legal perspectives, the role of HR and of internal policies Edited by leading experts in the field and presenting contributions from subject experts, it provides state-of-the-art reviews of the main themes in the field, as well as practical remedies and solutions at individual, organizational and societal levels, providing a much-needed update and expansion of the original work, as the research and literature on this problem with its manifold detrimental effects has expanded radically over the last decade. This book should be of interest to all scholars in the field of organizational behavior and social processes at work. In particular, the book is a much-needed tool for bachelor, master and PhD students, new and experienced researchers in the field, advanced practitioners and policy makers, including labor inspectors, union representatives, HR-personnel, lawyers, management consultants, and counsellors in private practice, family physicians and occupational health practitioners, to name a few. |
| bullying and harassment investigation questions for the accused: Managing to Stay Out of Court Jathan Janove, 2004-12-15 In the past 20 years, the number of employment discrimination cases has increased by more than 2,000 percent. This practical guide helps companies avoid the most common types of employment lawsuits through the development of strong people-management skills. |
| bullying and harassment investigation questions for the accused: She Said Jodi Kantor, Megan Twohey, 2020-06-30 Now a major motion picture, starring Carey Mulligan and Zoe Kazan An instant classic of investigative journalism...‘All the President’s Men’ for the Me Too era. — Carlos Lozada, The Washington Post From Pulitzer Prize-winning journalists Jodi Kantor and Megan Twohey, the untold story of their investigation of Harvey Weinstein and its consequences for the #MeToo movement For years, reporters had tried to get to the truth about Harvey Weinstein’s treatment of women. Rumors of wrongdoing had long circulated, and in 2017, when Jodi Kantor and Megan Twohey began their investigation for the New York Times, his name was still synonymous with power. But during months of confidential interviews with actresses, former Weinstein employees, and other sources, many disturbing and long-buried allegations were unearthed, and a web of onerous secret payouts and nondisclosure agreements was revealed. When Kantor and Twohey were finally able to convince sources to go on the record, a dramatic final showdown between Weinstein and the New York Times was set in motion. In the tradition of great investigative journalism, She Said tells a thrilling story about the power of truth and reveals the inspiring and affecting journeys of the women who spoke up—for the sake of other women, for future generations, and for themselves. |
| bullying and harassment investigation questions for the accused: Understanding, Defining and Eliminating Workplace Bullying Jerry A. Carbo, 2017-03-16 Workplace bullying is a severe and pervasive problem around the globe and in particular in the United States where no meaningful steps have been taken to address this problem. This book will help readers to understand and to define workplace bullying to be able to prevent, detect, remedy and eliminate workplace bullying. Readers will gain an understanding of the forms, causes and effects of workplace bullying. Readers will also be able to understand the current gaps in U.S. law and become familiar with more effective international laws to address workplace bullying. Finally, the reader will be presented with the potential paths to put an end to workplace bullying in their own workplace and in workplaces across the globe. |
| bullying and harassment investigation questions for the accused: Dream Town Laura Meckler, 2023-08-22 Ohioana Book Award Finalist Can a group of well-intentioned people fulfill the promise of racial integration in America? In this searing and intimate examination of the ideals and realities of racial integration, award-winning Washington Post journalist Laura Meckler tells the story of a decades-long pursuit in Shaker Heights, Ohio, and uncovers the roadblocks that have threatened progress time and again—in housing, in education, and in the promise of shared community. In the late 1950s, Shaker Heights began groundbreaking work that would make it a national model for housing integration. And beginning in the seventies, it was known as a crown jewel in the national move to racially integrate schools. The school district built a reputation for academic excellence and diversity, serving as a model for how white and Black Americans can thrive together. Meckler—herself a product of Shaker Heights—takes a deeper look into the place that shaped her, investigating its complicated history and its ongoing challenges in order to untangle myth from truth. She confronts an enduring, and troubling, question—if Shaker Heights has worked so hard at racial equity, why does a racial academic achievement gap persist? In telling the stories of the Shakerites who have built and lived in this community, Meckler asks: What will it take to fulfill the promise of racial integration in America? What compromises are people of all races willing to make? What does success look like, and has Shaker achieved it? The result is a complex and masterfully reported portrait of a place that, while never perfect, has achieved more than most and a road map for communities that seek to do the same. Includes black-and-white images. |
| bullying and harassment investigation questions for the accused: Sexual Harassment and Bullying Susan Strauss, 2011-12-15 Bullying in schools is often discussed, but sexual harassment in schools, and how it differs from bullying is often overlooked. In fact, though, sexual harassment (committed both by fellow students and school personnel) is more common and yet more easily and quickly dismissed by those involved, though its consequences for the victim can be profound. This book provides parents, teachers, school officials, and others with a framework comparing and contrasting sexual harassment and bullying as they relate to the behavior, laws, and impact on children. The author describes the responsibility of the school district and how parents and other adults can navigate the schools' policies, barriers, and responsibilities. She argues that children should not be subjected to bullying OR sexual harassment, that it is the school's responsibility to make the harassment or bullying stop, and that parents and other caring adults often need to be involved and advocate for the child, even against resistance from those in the school system. Throughout the book the author uses examples of actual cases that have made it to the courts and have been precedent setting and cases in which she has been involved as an expert witness or as a consultant. Resources for readers are also provided at the end of the book. |
| bullying and harassment investigation questions for the accused: Confessions of a Bangkok Private Eye Warren Olson, 2006 'Two-timing bargirls, suspicious spouses, and lesbian lovers'—it was all in a day's work for Bangkok Private Eye Warren Olson.” Fluent in Thai and Khmer, Olson walked the mean streets of Bangkok and was able to go where other Private Eyes feared to tread. The stories are based on Olson's case files, fictionalized (to protect the innocent, and the guilty) by bestselling author Stephen Leather. |
| bullying and harassment investigation questions for the accused: Dealing with Workplace Violence: A Guide for Agency Planners Melvin Basye, 1999-09 The U.S. Office of Personnel Management presents the full text of a handbook entitled Dealing with Workplace Violence: A Guide for Agency Planners, published in 1998. The handbook discusses how to establish workplace violence initiatives. The handbook covers the basic steps of program development, case studies, threat assessment, considerations of employee relations and the employee assistance program, workplace security, and organizational recovery after an incident. |
| bullying and harassment investigation questions for the accused: Concepts, Approaches and Methods Premilla D'Cruz, Ernesto Noronha, Guy Notelaers, Charlotte Rayner, 2021-01-17 This volume captures themes and debates around elucidating and studying workplace bullying, emotional abuse and harassment. The chapters presented here underscore the complexities and nuances of the phenomenon and showcase the various techniques relevant to and concerns associated with researching it. Debates abound as to what workplace bullying, emotional abuse and harassment is and what it is not, leading to a construct bind. Viewpoints are exchanged over how best to uncover the topic so as to ensure that recommendations for action are anchored in rigour. Section 1 portrays the gamut of variants that constitute workplace bullying, emotional abuse and harassment, such as interpersonal bullying, depersonalized bullying and cyberbullying, alongside theoretical underpinnings, contentious stances and contemporary contextual influences. Section 2 speaks to the challenges of studying a sensitive, multi-person, multi-level problematic, highlighting the possibilities offered by quantitative, qualitative and mixed paradigms. Advanced designs and innovative strategies that facilitate explanatory power, reliability and validity are put forward. |
| bullying and harassment investigation questions for the accused: Whistleblower Susan J. Fowler, 2020 The unbelievable true story of the young woman who faced down one of the most valuable startups in Silicon Valley history--and what came after In 2017, twenty-five-year-old Susan Fowler published a blog post detailing the sexual harassment and retaliation she'd experienced as an entry-level engineer at Uber. The post went viral, leading not only to the ouster of Uber's CEO and twenty other employees, but starting a bonfire on creepy sexual behavior in Silicon Valley that . . . spread to Hollywood and engulfed Harvey Weinstein (Maureen Dowd, The New York Times). When Susan decided to share her story, she was fully aware of the consequences most women faced for speaking out about harassment prior to the #MeToo era. But, as her inspiring memoir, Whistleblower, reveals, this courageous act was entirely consistent with Susan's young life so far: a life characterized by extraordinary determination, a refusal to accept things as they are, and the desire to do what is good and right. Growing up in poverty in rural Arizona, she was denied a formal education--yet went on to obtain an Ivy League degree. When she was told, after discovering the pervasive culture of sexism, harassment, racism, and abuse at Uber, that she was the problem, she banded together with other women to try to make change. When that didn't work, she went public. She could never have anticipated what would follow: that she would be investigated, followed, and harrassed; that her words would change much more than Uber; or that they would set her on a course toward finally achieving her dreams. The moving story of a woman's lifelong fight to do what she loves--despite repeatedly being told no or treated as less-than--Whistleblower is both a riveting read and a source of inspiration for anyone seeking to stand up against inequality in their own workplace. |
| bullying and harassment investigation questions for the accused: Investigating Workplace Harassment Amy Oppenheimer, Craig Pratt, 2003 Details experience-tested techniques for conducting investigations of workplace harassment based on such factors as sex, race, religion, national origin, age, and disability. The authors detail every step of an investigation - planning, documenting, interviewing, weighing evidence, making a decision, and taking remedial action--P. [4] of cover. |
| bullying and harassment investigation questions for the accused: Dignity and Inclusion at Work Premilla D'Cruz, Ernesto Noronha, Carlo Caponecchia, Jordi Escartín, Denise Salin, Michelle Rae Tuckey, 2021-01-05 The agenda of respectful workplaces is no more urgent than in the context of workplace bullying, emotional abuse and harassment. This becomes even more significant in the face of mistreatment linked to social identity and national culture. The chapters constituting Section 1 speak to the spectrum of primary, secondary and tertiary prevention undertaken within and beyond workplaces to tackle workplace bullying, emotional abuse and harassment. As well as organizational-related mechanisms, therapy, collective action and legislation are described. Normative angles, the challenges of actual practice and the contours of effectiveness are pinpointed. The increasing recognition of the conflation between category-based harassment and workplace bullying and the burgeoning cross-cultural lens of the substantive area are captured through the chapters of Section 2. Identities revolving around gender, sexuality, disability, caste and ethnicity serve as markers for mistreatment, underpinning the need to explore the dynamics of these situations in terms of causes, manifestations and consequences. Variations in the unfolding of negative acts due to cultural influences have been found, emphasizing that though misbehaviour is universal, it has country-specific characteristics. |
| bullying and harassment investigation questions for the accused: Sexual Justice Alexandra Brodsky, 2021-08-24 A pathbreaking work for the next stage of the #MeToo movement, showing how we can address sexual harms with fairness to both victims and the accused, and exposing the sexism that shapes today's contentious debates about due process Over the past few years, a remarkable number of sexual harassment victims have come forward with their stories, demanding consequences for their assailants and broad societal change. Each prominent allegation, however, has also set off a wave of questions – some posed in good faith, some distinctly not – about the rights of the accused. The national conversation has grown polarized, inflamed by a public narrative that wrongly presents feminism and fair process as warring interests. Sexual Justice is an intervention, pointing the way to common ground. Drawing on core principles of civil rights law, and the personal experiences of victims and the accused, Alexandra Brodsky details how schools, workplaces, and other institutions can – indeed, must – address sexual harms in ways fair to all. She shows why these allegations cannot be left to police and prosecutors alone, and outlines the key principles of fair proceedings outside the courts. Brodsky explains how contemporary debates continue the long, sexist history of “rape exceptionalism,” in which sexual allegations are treated as uniquely suspect. And she calls on readers to resist the anti-feminist backlash that hijacks the rhetoric of due process to protect male impunity. Vivid and eye-opening, at once intellectually rigorous and profoundly empathetic, Sexual Justice clears up common misunderstandings about sexual harassment, traces the forgotten histories that underlie our current predicament, and illuminates the way to a more just world. |
| bullying and harassment investigation questions for the accused: Just Cause Randall Scott Echlin, Matthew L. O. Certosimo, 1997-01 |
| bullying and harassment investigation questions for the accused: Making Work Work Shola Richards, 2016 When Shola Richards's soul-sucking job left him feeling numb and suicidal, he switched focus and devoted himself to transforming the workplace into a space of relentless respect, courtesy, and endless energy. Meant to motivate current and future leaders, Making Work Work aims to start a movement that will banish on-the-job bullying, put meaning back into work, and enhance coworkers' happiness and engagement. |
| bullying and harassment investigation questions for the accused: Planet Cake Paris Cutler, 2009-03-01 This beautiful and contemporary beginner's guide to cake decorating is from the owner of renowned Sydney cake shop, Planet Cakes, Paris Cutler. |
| bullying and harassment investigation questions for the accused: Bullying and Emotional Abuse in the Workplace Stale Einarsen, Helge Hoel, Cary Cooper, 2002-10-03 Over the last decade or so research into bullying, emotional abuse and harassment at work, as distinct from harassment based on sex or race and primarily of a non-physical nature, has emerged as a new field of study. Two main academic streams have emerged: a European tradition applying the concept of 'mobbing' or 'bullying' and the American traditi |
| bullying and harassment investigation questions for the accused: Bullying and Behavioural Conflict at Work Lizzie Barmes, 2015-11-19 In an empirical study of the interaction between law, adjudication, and conflicts about behaviour in the workplace, Lizzie Barmes analyses how labour and equality rights operate in practice in the UK. Arguing that individual employment rights have a Janus-faced quality, simultaneously challenging and sustaining existing distributions of power between management and employees, she calls for legal intervention at work to focus on resolving tensions between collective and individual concerns across the range of workplaces, and to stimulate the expression and reconciliation of different viewpoints in the implementation and enforcement of individual legal entitlements. Based on extensive primary research, the volume surveys and analyses experiences and attitudes towards negative behaviour in the workplace, and explains relevant employment and equality law as it has developed from 1995 to the present day, covering the major case law and legislative developments over this time. This book provides qualitative analysis of authoritative UK judgments about behavioural conflict at work from 1995 to 2010, as well as of interviews with senior managers and senior lawyers, allowing the reader first-hand insight into the influence of law and legal process on problems and conflict at work. |
| bullying and harassment investigation questions for the accused: Action Against Sexual Harassment at Work in Asia and the Pacific Nelien Haspels, 2001 The reasons for eliminating sexual harassment in the workplace are thus both human and economic. This book is intended to help show how attitudical changes in society at large, legislation and appropriate workplace training, information and management can all contribute to overcome the incidence of sexual harassment. It also reflects a great diversity of opinion and approach to the issues involved with sexual harassment, it is all the more striking that such unequivocal and committed agreement is emerging worldwide on basis points such as: (a) no woman or man of any age should have to tolerare such conduct; (b) every employer and worker should take appropriate measures aimed at preventing and eliminating sexual harassment; and (c) it is in both the social and economic interests of society as a whole to suppress such behaviour. |
| bullying and harassment investigation questions for the accused: Sexual Harassment of Working Women Catharine A. MacKinnon, Professor Catharine A MacKinnon, 1979-01-01 A comprehensive legal theory is needed to prevent the persistence of sexual harassment. Although requiring sexual favors as a quid pro quo for job retention or advancement clearly is unjust, the task of translating that obvious statement into legal theory is difficult. To do so, one must define sexual harassment and decide what the law's role in addressing harassment claims should be. In Sexual Harassment of Working Women,' Catharine Mac-Kinnon attempts all of this and more. In making a strong case that sexual harassment is sex discrimination and that a legal remedy should be available for it, the book proposes a new standard for evaluating all practices claimed to be discriminatory on the basis of sex. Although MacKinnon's inequality theory is flawed and its implications are not considered sufficiently, her formulation of it makes the book a significant contribution to the literature of sex discrimination. MacKinnon calls upon the law to eliminate not only sex dis- crimination but also most instances of sexism from society. She uses traditional theories in an admittedly strident manner, and relies upon both traditional and radical-feminist sources. The results of her effort are mixed. The book is at times fresh and challenging, at times needlessly provocative. -- https://www.jstor.org (Sep. 30, 2016). |
| bullying and harassment investigation questions for the accused: The Drama-Free Workplace Patti Perez, 2019-03-26 Eliminate sexual harassment, unconscious bias, ethical lapses and other HR nightmares! Companies spend millions on legal compliance training and initiatives to eliminate workplace drama and the resulting low morale and lawsuits, but don’t always get the results they want. Most organizations understand that simply checking legal compliance boxes around sexual harassment, bias, etc. isn’t enough, but are at a loss on how to implement solutions, especially in today’s post-#MeToo world. Patti Perez is an attorney, HR expert, trainer, and former state regulator, who has conducted over 1,200 workplace investigations. In this unique book, she explains the secret to avoiding all forms of drama, legal exposure, and low morale: A healthy workplace culture. Patti combines the lessons learned from 25 years of professional experience with robust data from behavioral science research to debunk common myths, including the belief that a focus on legal compliance leads to a healthy workplace culture. (In fact, it increases the likelihood of getting sued). The Drama-Free Workplace includes a section with easy-to-understand causes, effects and solutions to problems related to: Sexual harassment Bias and diversity Ethics lapses The book also includes helpful information on: Becoming an organization that values and practices fearlessness, fairness and freedom Anticipating situations that give rise to drama, with detailed advice on how to prevent it from happening Using emotional intelligence to communicate more precisely and persuasively about sensitive, controversial topics in the workplace Finally, the book’s DIY section guides companies on how to: draft and enforce helpful policies (that employees will actually read and *want* to follow) design and deliver powerful and effective training programs investigate and resolve claims of sexual harassment and other types of misconduct. Together, these practical tools will help all your employees feel valued and motivated, and keep drama, disengagement, and lawsuits, away. |
| bullying and harassment investigation questions for the accused: A Handbook for Police and Crown Prosecutors on Criminal Harassment , 2012 |
| bullying and harassment investigation questions for the accused: Title IX Grievance Procedures , 1987 |
| bullying and harassment investigation questions for the accused: Workplace Bullying Noreen Tehrani, 2013-03-01 Is bullying really that bad? Why do some people just watch it happening? How do you know if it is bullying or strong management? What kind of leaders are able to create positive working environments? The effects of bullying on organisations and individuals can be devastating and can adversely affect both the workers themselves and the productivity of the organisation that they work for. This book explores the impact of bullying from the perspective of both the employee and the organisation in which they work. In addition to describing the negative outcome of bullying, Workplace Bullying also looks at ways to promote resilience and the opportunity for growth and learning to take place. Divided into four sections, this book covers: the impact and symptoms of workplace bullying individual interventions organisational interventions underlying causes and future considerations. Workplace Bullying is essential reading for anyone with responsibility to help and support workers involved in bullying as a victim, supporter, or investigator. It offers organisations a chance to create an environment that will not only build a more resilient workforce, providing appropriate and effective interventions, but also provides solutions that will lead to the possibility of individual and organisational growth and development. |
| bullying and harassment investigation questions for the accused: The Goddess and the Bull Michael Balter, 2016-06-16 Veteran science writer Michael Balter skillfully weaves together many threads in this fascinating book about one of archaeology’s most legendary sites— Çatalhöyük. First excavated forty years ago, the site is justly revered by prehistorians, art historians, and New Age goddess worshippers alike for its spectacular finds dating almost 10,000 years ago. Archaeological maverick Ian Hodder, leader of the recent re-excavation at this Turkish mound, designated Balter as the project’s biographer. The result is a skillful telling of many stories about both past and present: of the inhabitants of Neolithic Çatalhöyük and the development of human creativity and ingenuity, as revealed in the recent excavation; of James Mellaart, the original excavator, whose troubles off the mound eventually overshadowed his incisive work at the site; of Hodder and his intense, brilliant crew who marveled and squabbled over the meaning of finds in dusty trenches while attempting to reintepret Mellaart’s work; and of the recent history of the theory and methods of archaeology itself. Part story of the human past, part soap opera of modern scholarly life, part textbook on the practice of modern archaeology, this book should appeal to general readers and archaeological students alike. |
| bullying and harassment investigation questions for the accused: Blackstone's Guide to the Protection from Harassment Act 1997 Timothy Lawson-Cruttenden, Neil Addison, 1997 Covers many types of public order and personal dispute situations such as industrial strikes, neighbourhood disputes, investigative reporters and bullying at work. Includes a copy of the Act. |
| bullying and harassment investigation questions for the accused: The Elements of Style William Strunk Jr., 2023-10-01 First published in 1918, William Strunk Jr.'s The Elements of Style is a guide to writing in American English. The boolk outlines eight elementary rules of usage, ten elementary principles of composition, a few matters of form, a list of 49 words and expressions commonly misused, and a list of 57 words often misspelled. A later edition, enhanced by E B White, was named by Time magazine in 2011 as one of the 100 best and most influential books written in English since 1923. |
| bullying and harassment investigation questions for the accused: How to Conduct Internal Investigations Natalie Ivey, 2013-07-24 A comprehensive, how-to guide, designed to not only educate HR professionals on the investigative process--but to also identify the root causes to internal investigations, so preventive measures can be implemented that reduce future cases. This practical guide provides a solid process for how to handle allegations of harassment, hostile work environment, discrimination, FMLA abuse, misuse/theft of company assets, employee misconduct, and other typical HR issues. Additionally, this guide will help to dramatically improve skills in conducting witness interviews and reduce the time it takesto actually complete an investigation. Let How to Conduct Internal Investigations: A Practical Guide for HR Professionals be your go-to guide every time you face a challenging employee relations' issue or a potential violation of organizational policy. Improve your knowledge...improve your confidence...enhance your skills as a professional in learning effective strategies and techniques for properly conducting investigations. In this informative guide, Natalie Ivey, seasoned HR consultant and investigator, leads you step-by-step through the investigative process from initial complaint to conclusion of an investigation. Things you'll get from this guide: -How to recognize dysfunctional organizational behaviors that lead to investigations, so you can take steps to avoid them -Learn what happens when the leadership light bulb doesn't come on and supervisors fail to enforce organizational policies -Understand the legal obligations that require employers to conduct investigations -Learn how to prepare questions and interview witnesses using the Bulls Eye technique -Learn how to conduct witness interviews to cut through the nonsense, save time, and minimize he said/she said cases -Learn how to select appropriate and safe interviewing locations -Learn how to gather the trifecta of evidence: documentary, physical, and testimonial -Learn how to manage political interference when handling investigations to minimize negligent retention issues -Learn best practices in handling disciplinary action and terminations to avoid stepping on legal land mines |
| bullying and harassment investigation questions for the accused: Corporate Confidential Cynthia Shapiro, 2005-09-01 Cynthia Shapiro is a former Human Resources executive who's pulling back the curtain on the way that companies really work. In Corporate Confidential, she unmasks startling truths and what you can do about them, including: * There's no right to free speech in the workplace. *Age discrimination exists. * Why being too smart is not too smart. * Human Resources is not there to help you, but to protect the company from you. * And forty-five more! Cynthia Shapiro pulls no punches, giving readers an inside look at a secret world of hidden agendas they would never normally see. A world of insider information and insights that can save a career! |
| bullying and harassment investigation questions for the accused: Workplace Investigations Grevis Beard, Rose Bryant-Smith, Lisa Klug, 2018 Your definitive guide to workplace investigations, showing you how to conduct a sound, procedurally fair and defensible workplace investigation. Written by Worklogic co-founders, Grevis Beard and Rose Bryant-Smith, and Associate Director, Lisa Klug, who have collectively conducted more than 300 investigations, this title is essential reading for anyone with responsibility for investigating workplace conflicts or complaints. With the second edition, you will learn how to: Judge when an investigation is required, scope and plan an investigation appropriately, collect and analyse evidence, make findings of fact in a procedurally fair way, assess any wrongdoing against your organisation's policies and procedures, in cases of bullying, harassment, discrimination, fraud and other breaches of policy, and determine whether your organisation should take any further steps to improve working relationships and to manage risks. The 2018 edition is fully updated and contains new material on digital evidence and fraud.--Wolters Kluwer CCH Website. |
| bullying and harassment investigation questions for the accused: In the Company of Men James Gruber, Phoebe Morgan, 2005 Despite over twenty years of discussion and study, sexual harassment remains a significant problem in the workplace. Current research focusing on organizational policy and women's career development often ignores the reality of male dominance, prevalent in areas such as the military, the police, and firefighting-occupations that see not only more frequent but also more severe harassment, even sexual assault. Meanwhile, new evidence points to the fact that men are largely responsible not only for the harassment of women but for most harassment of other men as well. This landmark collection of original essays investigates the links between male dominance and sexual harassment in light of new research and more complex understandings of masculinity. Treated not merely as a matter of worker sex ratios but as an inherent element of workplace culture, male dominance is observed from a variety of quantitative and qualitative approaches ranging from criminology and sociology to psychology and gender studies. Integrating both men's and women's viewpoints, research across occupational groups, and studies from both the United States and Europe, the chapters provide an invaluable international perspective into two inextricably intertwined problems rooted in cultural constructions of gender and institutional roles and processes. |
| bullying and harassment investigation questions for the accused: Investigative Interviewing in the Workplace Kevin Sweeney, 2022-11-11 Based on extensive interdisciplinary research and the author’s over 30 years of experience in the field, this book provides best practice skills for auditors and investigators in any type of investigation and adapts them to ensure they are relevant to a corporate environment where the powers available to police are absent. In addition to providing technical skills and practical advice on investigative interviewing, former police investigator Kevin Sweeney explains how to analyze information to assist in the investigation and to identify emerging trends to provide opportunities to prevent problems before they occur. Readers will come to understand legal concepts such as the chain of evidence, the psychological factors involved in questioning, and the sociological factors that can help to build a macro understanding of the organization and the event in question. This book will become an essential resource for professionals involved in auditing or investigation work of any type in the corporate or public sectors, in contexts including human resources, employee relation investigations, auditing, or where criminal activity is suspected. |
| bullying and harassment investigation questions for the accused: Believing Anita Hill, 2022-09-27 “An elegant, impassioned demand that America see gender-based violence as a cultural and structural problem that hurts everyone, not just victims and survivors… It's at times downright virtuosic in the threads it weaves together.”—NPR Winner of the 2022 ABA Silver Gavel Award for Books From the woman who gave the landmark testimony against Clarence Thomas as a sexual menace, a new manifesto about the origins and course of gender violence in our society; a combination of memoir, personal accounts, law, and social analysis, and a powerful call to arms from one of our most prominent and poised survivors. In 1991, Anita Hill began something that's still unfinished work. The issues of gender violence, touching on sex, race, age, and power, are as urgent today as they were when she first testified. Believing is a story of America's three decades long reckoning with gender violence, one that offers insights into its roots, and paths to creating dialogue and substantive change. It is a call to action that offers guidance based on what this brave, committed fighter has learned from a lifetime of advocacy and her search for solutions to a problem that is still tearing America apart. We once thought gender-based violence--from casual harassment to rape and murder--was an individual problem that affected a few; we now know it's cultural and endemic, and happens to our acquaintances, colleagues, friends and family members, and it can be physical, emotional and verbal. Women of color experience sexual harassment at higher rates than White women. Street harassment is ubiquitous and can escalate to violence. Transgender and nonbinary people are particularly vulnerable. Anita Hill draws on her years as a teacher, legal scholar, and advocate, and on the experiences of the thousands of individuals who have told her their stories, to trace the pipeline of behavior that follows individuals from place to place: from home to school to work and back home. In measured, clear, blunt terms, she demonstrates the impact it has on every aspect of our lives, including our physical and mental wellbeing, housing stability, political participation, economy and community safety, and how our descriptive language undermines progress toward solutions. And she is uncompromising in her demands that our laws and our leaders must address the issue concretely and immediately. |
| bullying and harassment investigation questions for the accused: Me Too Political Science Nadia Brown, 2020-06-09 Me Too Political Science explores the multiple manifestations and implications of gendered biases in Political Science by connecting the dots between the sexual harassment described in the recent report on 2017 American Political Science Association’s Survey on Sexual Harassment at Annual Meetings and other problematic issues. Started by Tarana Burke in 2007 to stand with young women of color who survived sexual assault, the MeToo campaign was intended to let women know that they were not alone. In turn, the Women’s Caucus for Political Science used #MeTooPoliSci to bring awareness to sexual harassment, assault and misconduct in the discipline. The essays in this book and the authors’ scholarly activism, harnessed a collective power to dispel the shame, embarrassment and secrecy that surrounds these issues. They focus in particular on bullying, entitled and toxic forms of masculinity; systematic discounting of and dismissiveness and derision toward work on gender and sexuality; biases and inequities associated with hiring, teaching evaluations, service loads, and tenure and promotion; and related and often intersecting forms of harassment but not only those related to race and sexuality. The essays in this volume stem for the 2018 pre-conference held by the Women’s Caucus for Political Science at the American Political Science Association’s annual meeting. Me Too Political Science is of great importance not only to scholars interested in Gender and Women’s Studies, but all those working in the Political Science discipline – and even beyond, to academia as a whole. The chapters were originally published as a special issue of the Journal of Women, Politics and Policy. |
| bullying and harassment investigation questions for the accused: Guiding Students from Cheating and Plagiarism to Honesty and Integrity Ann Lathrop, Kathleen Foss, 2005-10-30 In the past, it was the struggling student who was more likely to cheat just to get by. Today, above-average college -bound students are just as likely to do so. This sequel to the eye-opening Student Cheating and Plagiarism in the Internet Era: A Wake-Up Call (2000) is a call to arms for students, teachers, administrators, librarians, and parents to transpose school culture from one that ignores or tolerates cheating into one where every effort is made to value, encourage, and support honesty. First person accounts lend credence to a cornucopia of practical ideas and actions. No home, school, or library should be without at least one copy. Cheating continues to be a national epidemic. Here, Lathrop and Foss have produced a sequel to their 2000 eye-opener Student Cheating and Plagiarism in the Internet Era: A Wake-Up Call. But where the first volume focused on honor codes and careful monitoring of student tests and written assignments, their latest work is a call to arms: students, teachers, administrators, librarians, and parents must make a concerted effort to change school culture from one that ignores or tolerates cheating into one where every effort is made to value, encourage, and support honesty. Each chapter offers quick and easy access to practical ideas and actions that can be taken off the page and into the classroom or home situation. Among these, first-person accounts dominate, with such compelling themes as Why I Didn't Cheat, Policies That Support Honest Students, and Student Whistleblowers. It is a myth that the struggling students are the ones who are more likely to cheat just to get by. The above-average, college-bound students are just as likely to do so as they compete for scholarships and college admission. No home, school, or library should be without at least one copy of this book. |
| bullying and harassment investigation questions for the accused: Bulletin of the Atomic Scientists , 1955-04 The Bulletin of the Atomic Scientists is the premier public resource on scientific and technological developments that impact global security. Founded by Manhattan Project Scientists, the Bulletin's iconic Doomsday Clock stimulates solutions for a safer world. |
Session on Bullying Facilitator’s Guide - NICHD
• 70.6 percent of young people say they have seen bullying in their schools. • Bullying is not usually a simple interaction between a student who bullies and a student who is bullied. …
Bullying Widespread in U.S. Schools, Survey Finds - NICHD
Apr 24, 2001 · Bullying occurred most frequently in sixth through eighth grade, with little variation between urban, suburban, town, and rural areas; suburban youth were 2-3 percent less likely …
NICHD Adapts New Resource for Bullying
Mar 1, 2016 · Bullying, both in person and online, is a prevalent form of violence at school. In a 2009 NICHD study of students in grades 6 to 10 , more than 12% reported being physically …
Bullying: Be More Than a Bystander (Presentation) - NICHD
This PDF slideshow, adapted from materials from StopBullying.gov, is for facilitators to use in presentations on bullying. It includes definitions of bullying and cyberbullying, ways bystanders …
Bullying Be More Than a Bystander Presentation. - NICHD
What is bullying? • Bullying often includes: — Teasing — Talking about hurting someone — Spreading rumors — Leaving someone out on purpose — Attacking someone by hitting them …
Focus on Children's Mental Health Research at the NICHD
May 31, 2012 · An emerging form of bullying—called cyber bullying—has increased with the use of the Internet, e-mail, mobile devices, and social media sites. NICHD-funded research …
Bullying Decreases among Middle School and High School Students
Jun 10, 2014 · We had a rate of about 16.5 percent to 7.5 percent in 2010, which we found encouraging. And similarly, victimization also decreased. We think that the increased attention …
Bullies, Victims at Risk for Violence & Other Problem Behaviors
Apr 14, 2003 · Bullying is not just a normal, if unpleasant, part of growing up, according to Federal researchers. Rather, children who bully other children appear to be at risk for engaging in …
Protecting Families from Bullying or Violence - NICHD
Dec 30, 2022 · Bystanders’ reactions to bullying can play an important role in stopping or encouraging bullying. Findings from an NICHD-funded analysis of data from more than 64,000 …
What are common symptoms of Klinefelter syndrome (KS)?
Many physical symptoms of KS result from low testosterone levels in the body. The degree of symptoms differs based on the amount of testosterone needed for a specific age or …
Session on Bullying Facilitator’s Guide - NICHD
• 70.6 percent of young people say they have seen bullying in their schools. • Bullying is not usually a simple interaction between a student who bullies and a student who is bullied. …
Bullying Widespread in U.S. Schools, Survey Finds - NICHD
Apr 24, 2001 · Bullying occurred most frequently in sixth through eighth grade, with little variation between urban, suburban, town, and rural areas; suburban youth were 2-3 percent less likely …
NICHD Adapts New Resource for Bullying
Mar 1, 2016 · Bullying, both in person and online, is a prevalent form of violence at school. In a 2009 NICHD study of students in grades 6 to 10 , more than 12% reported being physically …
Bullying: Be More Than a Bystander (Presentation) - NICHD
This PDF slideshow, adapted from materials from StopBullying.gov, is for facilitators to use in presentations on bullying. It includes definitions of bullying and cyberbullying, ways bystanders …
Bullying Be More Than a Bystander Presentation. - NICHD
What is bullying? • Bullying often includes: — Teasing — Talking about hurting someone — Spreading rumors — Leaving someone out on purpose — Attacking someone by hitting them …
Focus on Children's Mental Health Research at the NICHD
May 31, 2012 · An emerging form of bullying—called cyber bullying—has increased with the use of the Internet, e-mail, mobile devices, and social media sites. NICHD-funded research …
Bullying Decreases among Middle School and High School Students
Jun 10, 2014 · We had a rate of about 16.5 percent to 7.5 percent in 2010, which we found encouraging. And similarly, victimization also decreased. We think that the increased attention …
Bullies, Victims at Risk for Violence & Other Problem Behaviors
Apr 14, 2003 · Bullying is not just a normal, if unpleasant, part of growing up, according to Federal researchers. Rather, children who bully other children appear to be at risk for engaging in …
Protecting Families from Bullying or Violence - NICHD
Dec 30, 2022 · Bystanders’ reactions to bullying can play an important role in stopping or encouraging bullying. Findings from an NICHD-funded analysis of data from more than 64,000 …
What are common symptoms of Klinefelter syndrome (KS)?
Many physical symptoms of KS result from low testosterone levels in the body. The degree of symptoms differs based on the amount of testosterone needed for a specific age or …
