FIERCE!!! BITCHES...

SisterFace Daily

My photo
Waikiki, Honolulu , Waikiki, Honolulu Hawaii, United States
Civil Rights Ambassador / Civil Rights Advocate, Equality Fighter & Strong Advocate In Political Causes. That Need Our Attention This Very Moment & Our Over All Future As Humans That We Must Start Giving Back. I Have Been Enlightened & Learning Everyday Of My Life & Now It Has Been My Turn To Help Others Be Enlightened. Maybe Not Have To Go Thru Many Of The Things I Have Had To, My LGBT Generation Has Had To Go Thru, Bring Change…

Monday, January 10, 2011

MY COUNCILS BLOG... VERY INFORMATIVE FOR ANY "LGBT" MEMBER GOING THRU HARASSMENT...

Home > Hawaii Employment Law Basics > Hawaii Employment Law: Effectively Implementing a Sexual Harassment Policy

Hawaii Employment Law: Effectively Implementing a Sexual Harassment Policy

When a formal charge of sexual harassment is filed with the EEOC or the Hawaii Civil Rights Commission, or a lawsuit is brought in federal court or Hawaii State court, one primary issue will be what, if anything, the employer did to prevent or stop the harassment.
There are several specific steps an employer should take to emphasize to employees that sexual harassment will not be tolerated in the workplace. An employer’s managers and supervisors take on an important role at each of these steps. One of the most important steps is the effective implementation of a sexual harassment policy.
Implementing a Sexual Harassment Policy:
1. Establish a Written Policy Prohibiting Harassment
2. The Policy Should Have the Right Provisions
3. Communicate the Policy and Train Employees
4. Avoid the Pitfall of Communicating the Policy only Once
5. Make Sure the Policy Has an Effective Complaint Procedure
Establish a Written Policy Prohibiting Harassment:
Every employer should have a written policy specifically prohibiting sexual harassment. The policy should be distributed to all new employees, posted, redistributed on a regular basis, and communicated to employees often.
The Policy Should Have the Right Provisions:
The Policy should have language that:
1. States that sexual harassment will not be tolerated;
2. Defines and provides examples of sexual harassment and prohibited conduct;
3. Outlines a procedure for employees to make complaints about sexual harassment, and encourages all employees (not just victims of harassment) to report incidents of unwelcome sexual conduct;
4. Provides several avenues for an employee to report sexual harassment so that the employee has the ability to bypass his or her supervisor, who might be the alleged harasser;
5. Assures that all complaints will be handled as confidentially as possible;
6. Guarantees that employees who complain about sexual harassment will not suffer adverse job consequences as a result of the complaint;
7. States that any employee who engages in unwelcome sexual conduct is subject to discipline up to and including discharge; and
8. Requires supervisory personnel to immediately report suspected sexual conduct. Managers and supervisors must become completely familiar with the employer’s policy prohibiting sexual harassment. They should reread the policy on a regular basis, and should consult the policy when any sexual harassment issue arises.
Communicate the Policy and Train Employees:
In addition to providing the policy to each employee, the policy should be read and explained to employees in group meetings. Employees should be educated to recognize and confront harassment. Managers and supervisors should be trained to enforce the policy, sensitized to recognize improper conduct among coworkers when it occurs, and educated about the appropriate actions to take to prevent and remedy misconduct.
Avoid the Pitfall of Communicating the Policy only Once:
To be an effective tool against sexual harassment, the policy should be regularly and clearly communicated to employees. This can be done formally at employee meetings, and informally through managers’ and supervisors’ conversations with their reports.
Managers and supervisors can also take an active role in the communication process by requiring employees to attend training, following up with employees on what they learned at training, inviting questions regarding the training as well as the employer’s anti-harassment policy, and providing positive responses to employees who participate in the employer’s efforts to prevent and eliminate sexual harassment in the workplace.
After a policy against sexual harassment has been announced, managers and supervisors must also take follow-up action to make sure that employees are not engaging in prohibited activity. If a meeting is held telling employees to stop certain behavior, managers and supervisors should ensure that the meeting has been taken seriously by employees.
Make Sure the Policy Has an Effective Complaint Procedure:
A complaint procedure should encourage employees to come forward with allegations of sexual harassment. There should be several persons to whom an employee can bring an initial complaint. Human resources officers, or other appropriate employer representatives, should be designated to investigate complaints. There should also be more than two potential investigators in the event one is the accused harasser. Additionally, it is a good idea to designate both males and females as investigators because the complainant might feel more comfortable in reporting the conduct to someone of the same sex.
Managers and supervisors must take any complaint of sexual harassment that they receive seriously. They should immediately report the complaint to human resources or any other company representative charged with EEO-compliance responsibilities. They should assure employees that no retaliation will be taken against anyone who files a complaint and that their complaints will be handled as discreetly as possible. They should also tell anyone who complains that their allegations will be promptly and thoroughly investigated.
If you enjoyed this post, make sure you subscribe to my RSS feed!
Related posts:
  1. Hawaii Sexual Harassment Law: Factors that Create a Hostile Work Environment A work environment is considered “hostile” under both Hawaii and...
  2. Sexual Harassment Investigations Prompt, thorough and effective investigations are an integral part of...
  3. More Men Filing Sexual Harassment Claims Since the start of the recession, a growing number of...
  4. Recent Illinois Decision Highlights Importance of Harassment Policies and Training to Hawaii Employers Training and educational programs for all employees take on an...
  5. Hawaii Employment Law: Sexual Orientation Discrimination Under Hawaii State law, HRS Chapter 378, sexual orientation is...

Sunday, January 9, 2011

Monday, January 3, 2011

420 Cooking Sessions, SisterFace Cooks Quick All In One Dish... Pork Chile Verde

WHEN I GET A GOOD
MEDICINAL BUZZ
I LOVE TO COOK A FABULOUS
HOME COOKED MEAL
SISTER PROMISES 
IF YOU LIKE LATIN FLAVORED FOOD
THEN YOU'LL JUST LOVE THIS 
ROASTED PORK CHILI VERDE
& OHHH SO SIMPLE TO MAKE TO...


Wednesday, December 29, 2010

STAY IN THE CLOSET... I HARDLY AGREE...

YES WE'VE COME SO FAR
TO KEEP STAYING IN THE CLOSET
NOT!!!!!

The Lookout
1 hr 58 mins ago

Richard Chamberlain advises gay actors to stay in the closet

By Brett Michael Dykes
Gay rights activists have long pushed for closeted gays and lesbians to come out of the closet and cease hiding their sexuality from friends, family and co-workers. Owning up to one's sexual identity in public would strike a blow for mental health, advocates argue, while also helping to remove lingering social stigmas and stereotypes that have conspired to keep gays in the closet. So when a prominent gay actor advises other gay actors to remain closeted, the message probably won't be embraced warmly by the "come out" crowd.
Yes, Richard Chamberlain -- perhaps best known for his role in the 80s miniseries "The Thorn Birds" and the 60s television series "Dr. Kildare" -- was asked by The Advocate's Brandon Voss on the status of fellow gay actors who have not yet come out. Chamberlain said the issue was "complicated" one, but went on to advise secretly homosexual actors to keep their sexuality, well, a secret.
"There's still a tremendous amount of homophobia in our culture. It's regrettable, it's stupid, it's heartless, and it's immoral, but there it is," said Chamberlain, who currently stars as the HIV-positive love interest of a male character on ABC's "Brothers & Sisters." "For an actor to be working is a kind of miracle, because most actors aren't, so it's just silly for a working actor to say, 'Oh, I don't care if anybody knows I'm gay' -- especially if you're a leading man. Personally, I wouldn't advise a gay leading man—type actor to come out."
The 76-year-old Chamberlain came out of the closet himself just seven years ago, in a memoir titled "Shattered Love." Chamberlain wrote that he was coming out now rather than at an earlier point in his career because he was now free to "talk about it now because I'm not afraid any more. I am not a romantic leading man any more, so I don't need to nurture that public image any more."
He isn't the only one in Hollywood who feels this way.
In 2009, "Mad Men" creator Matthew Weiner -- weighing in on actor Neil Patrick Harris' decision to come out -- made headlines when he contended that "there are limitations to the kinds of roles" openly gay actors like Harris can get.
"I think it can be a commercially devastating thing," Weiner said at a luncheon. "The viability of you as a character -- no matter how good an actor you are -- can be jeopardized by this. We struggle with it -- obviously, it's wrong. It shouldn't be that way."
At the time he disclosed his homosexuality, Harris said that he was "happy to dispel any rumors or misconceptions and am quite proud to say that I am a very content gay man living my life to the fullest and feel most fortunate to be working with wonderful people in the business I love." Harris currently portrays a straight male serial womanizer on the CBS hit comedy, "How I Met Your Mother."
Indeed, when The Lookout contacted Michael Signorile -- a gay writer and radio host who's been a leader of the coming out movement -- he cited Harris' coming out as a success story. He wrote:
It's always a good thing when someone comes out. But Chamberlain is from a different era, an old Hollywood of lies and deception when it came to homosexuality and other issues, and he is still trying to reconcile and rationalize his lying. Today there are many openly gay actors and performers, from Ellen DeGeneres to Neil Patrick Harris, who are doing just fine -- in fact seeing their careers booming as openly gay individuals. And they will tell you they couldn't do it any other way. Chamerlain should not be telling anyone to live a lie and thankfully, with the media and the bloggers more willing to report the truth, that is becoming increasingly difficult. Let's hope it becomes impossible.