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A company’s ethics will determine its reputation. Good business ethics are essential for the long-term success of an organization. Implementing an ethical program will foster a successful company culture and increase profitability. Developing a business ethics program takes time and effort, but doing so will do more than improve business, it will change lives.
A company’s ethics will have an influence on all levels of business. It will influence all who interact with the company including customers, employees, suppliers, competitors, etc. All of these groups will have an effect on the way a company’s ethics are developed. It is a two-way street, the influence goes both ways, which makes understanding ethics a very important part of doing business today. Ethics is very important, as news can now spread faster and farther than ever before.
The prevention of workplace harassment is important for businesses of every size. Anti-harassment policies provide workers with piece of mind, and enable them to perform duties without fear or anxiety. When considering the value or training vs. the cost, consider that a comfortable workplace free of harassment promotes happy and productive employees which positively affects a company’s bottom-line.
In the cases of Faragher v. City of Boca Raton, 524 U.S. 775 (1998), and Burlington Industries v. Ellerth, 524 U.S. 742 (1998), the U.S. Supreme Court made several statements and recommendations. To protect employees and company liability, managers and employees must be trained in harassment prevention, report and investigate incidents, and take corrective steps if warranted.
Harassment is not limited to that of a sexual nature. Bullying and intimidation, disparaging remarks, actions, and gestures are only a few examples of what constitutes a hostile work environment. Harassment may also be based on an individual’s appearance, sexual orientation, marital status, disability, religious or political affiliation, and other personal views.
The prevention of workplace harassment is important for businesses of every size. Anti-harassment policies provide workers with piece of mind, and enable them to perform duties without fear or anxiety. When considering the value or training vs. the cost, consider that a comfortable workplace free of harassment promotes happy and productive employees which positively affects a company’s bottom-line.
In the cases of Faragher v. City of Boca Raton, 524 U.S. 775 (1998), and Burlington Industries v. Ellerth, 524 U.S. 742 (1998), the U.S. Supreme Court made several statements and recommendations. To protect employees and company liability, managers and employees must be trained in harassment prevention, report and investigate incidents, and take corrective steps if warranted.
Harassment is not limited to that of a sexual nature. Bullying and intimidation, disparaging remarks, actions, and gestures are only a few examples of what constitutes a hostile work environment. Harassment may also be based on an individual’s appearance, sexual orientation, marital status, disability, religious or political affiliation, and other personal views.
AB 1825, AB 2053, SB 1343, SB 396, AB 1661
Organization Size Hurdle:
5 or more employees
Who Must Be Trained:
All Employees and supervisors, including temporary employees
Frequency:
Every 2 years / within 6 months of hire or promotion
Required Duration:
Employees: 1 hour Supervisors: 2 hours
Other Notes:
Must complete by 01/01/20
Regulations of Connecticut State Agencies, Sections 46a-54-200 – 46a-54-207
Organization Size Hurdle:
50 or more employees
Who Must Be Trained: All supervisory employees
Frequency: Suggested every 3 years
Required Duration: 2 hours
Other Notes: In effect since 1993
HB 360
Organization Size Hurdle:
50 or more employees in Delaware
Who Must Be Trained:
All employees and supervisory employees
Frequency:
Every 2 years
Required Duration:
Not stated
Other Notes:
Effective 01/01/19, must be completed by 12/31/19. Supervisors require additional training.
Maine Revised Statutes, sec 807, & sec 806, Title 26, Chapter 7, Subchapter 4-B
Organization Size Hurdle:
15 or more employees
Who Must Be Trained:
All Employees and Supervisors
Frequency:
Not stated
Required Duration:
Not stated
Other Notes:
Supervisors require additional training.
NY state budget, Part KK, Subpart E, section 2, & Stop Sexual Harassment in New York City Act (Local law 96)
Organization Size Hurdle:
Every employer (NY State); 15 or more employees (NYC)
Who Must Be Trained:
NY State: “All workers, including part-time, seasonal, and temporary. NYC: employees who work at least 80 hours in a calendar year and work for at least 90 days. This includes independent contractors.
Frequency:
Every year
Required Duration:
n/a
Other Notes:
Must be complete by 10/09/19 (New York State); by 12/31/19 and then every calendar year (NYC)
Welcome!
In this comprehensive prep course, you will explore the 5 functional areas of the HRCI PHR and SPHR certification examinations. You will also use our various tools to enhance your learning experience and retention. You may navigate the course in any order you wish. Jump in from the start or skip around and get to know the content. This is your course! Before you do anything, please watch the video or read the text below. Then move down the list on the right side of the page. Please reach out if you have any questions. support@andereprepsu.com
Hello and Welcome to our PHR – SPHR Prep Course!
In the coming weeks, you will be presented with a lot of information. You will learn new concepts, review understood facts, and test your knowledge using study aids such as flash cards, practice exams, and our detailed study guide. You may at times feel overwhelmed by the comprehensive nature of this program. However, you will also feel very accomplished when you are sitting for – and obtain – your HRCI credential.
This is not a quick and easy prep course. Our course has been specifically designed to prepare you for the challenging exam that lies ahead. You should know that about 40 percent of the people who take an HR certification exam fail it on the first try. Entering this process with an unprepared and disorganized mind-set is just short of a guarantee you will not pass. No one can pass the exam for you. No one can prepare you for the exam. Your job is to prepare yourself. However, if you invest the time in consistent, focused studies, you will have a much greater chance of success than the average test taker. We are honored by your decision to make our prep course a part of your preparation to succeed.
You will to need to spend several hours a week studying. Most people look at their weekly schedule and find there is usually no a surplus of free time just lying around. So how do you find study time?
Well, it’s a balancing act and if you have a family at home, it may turn out to be a group effort.
Here are a few suggestions:
- Ask your family members to quiz you-get your spouse or kids involved and review flashcards.
- Spend your meal period at work studying away from your desk in private.
- Perhaps you get up a bit earlier than usual for a few weeks and review a chapter of the study or re-watch one or two of our videos.
- OR, Make the best of rush hour traffic and listen to our audio flash cards to and from work.
With enhanced commitment and focus on your goal of becoming a PHR or SPHR professional, you will weather this temporary flood of demand on your time and walk away from your HRCI exam with the satisfaction of knowing you were in charge of your own outcome. You’ll be able to say, “I made this happen!”
