Emergency Procedures: Best Practices
CONGRATULATIONS to Greg Kelley, YK Kuat, Robyn Stephenson, Merle Smith, Keith Kaup, and Josh Rice, who each completed their Certified Director of Pupil Transportation (CDPT). The Certification as a Director of Pupil Transportation is available to those individuals who are qualified to serve as the top administrator of a pupil transportation system. Certificate recipients demonstrate that they are capable of handling a position that involves establishing programs and policies, setting standards, developing materials, and providing leadership to achieve goals.
These pupil transportation professionals are poised to be leaders in their communities and in the pupil transportation industry. Again, Congratulations!
NAPT offers a variety of industry certifications intended to enhance careers and spur industry growth. With many courses available online, YOU CAN START TODAY!
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5 Ways Sexual Harassment Awareness Is Changing in the Workplace Blog
Sexual harassment….Perhaps no two words have claimed more national attention in recent days. High profile cases involving Hollywood celebrities, media moguls, and members of Congress have helped to spark a nationwide focus on sexual harassment. This focus is changing sexual harassment awareness in workplaces all over America.
This course defines conflict and conflict resolution. It identifies conflict sources and their components. It discusses workplace conflicts and identifies problem-solving tools and techniques used to resolve them. Communication skills required in managing and resolving conflict are addressed.
This course familiarizes employees with sexual harassment in the workplace. It discusses the legal definition of sexual harassment; recognition of, and understanding how to handle and prevent sexual harassment in the workplace; and the procedure for filing a sexual harassment complaint.
Sexual Harassment in the
Sexual harassment….Perhaps no two words have claimed more national attention in recent days. High profile cases involving Hollywood celebrities, media moguls, and members of Congress have helped to spark a nationwide focus on sexual harassment. This focus is changing sexual harassment awareness in workplaces all over America. Whether that workplace is a large corporation or a small, local business, the following changes are beginning to take effect:
According to Harvard sociologist Frank Dobbin, over 90% of major U.S. businesses have sexual harassment training in place. However, these trainings have had little effect on reported sexual harassment. Many experts believe this is because these training programs have often been viewed as a way to prevent lawsuits rather than a way to change behavior in the workplace. New, updated sexual harassment trainings are seeing a shift in focus from mere legal compliance to action involving real steps to prevent sexual harassment in the workplace.
Gender inequality has been identified as one of the top risk factors for sexual harassment in the workplace. Businesses that are serious about putting a stop to sexual harassment are addressing this issue by placing more women in leadership positions and by sending the message that sexual harassment will not be tolerated in the workplace.
Discussions involving sexual harassment can be awkward and embarrassing. However, the recent media attention has helped open the door to workplace discussions that have the potential to create positive change. Colleagues might be more willing to talk about situations that make them uncomfortable or make suggestions that can help reduce the likelihood of sexual harassment in the workplace.
Updated training programs and workplace discussions are contributing to a new focus on creating respectful workplaces. Both employers and employees are seeing the need to eliminate the hostile work environment brought about by disrespectful or questionable behaviors. Most acts of sexual harassment can be avoided by simply treating all employees and colleagues with respect.
The recent attention on sexual harassment has given many victims the courage they need to speak up. However, victims are not the only ones who can report sexual harassment. Co-workers are increasingly seeing the need to be advocates for their colleagues. This might involve reporting cases of harassment to the human resources department or speaking personally to someone when you think their comments or actions are offensive to a co-worker.
Since late 1990s, sexual harassment has become one of the largest areas of concern for most employers.
As organizations look for better ways to keep and grow employees the concept of a Career Ladder is coming back to the forefront and providing a very enticing perk for employers and employees.
Organizations are able to use our online courses as a basis for a trackable, reportable curriculum that enhances skills, improves job performance, and increases employee confidence.
In most cases. once a set amount of courses are completed, an employee is eligible for a raise in pay. It’s that simple.
If you’re interested in developing this type of online training perk for your organization or department, WE CAN HELP!