Managing Harassment At Workplace

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 Managing-Harassment-At-Workplace-hrdf-trainings

Introduction

The National Wages Consultative Council Bill 2011 was tabled in Dewan Rakyat to protect the interests of workers. Under the proposed Act, employers will be liable to a fine of not more than RM10, 000 for each employee if they fail to comply with the minimum wage requirement. However this Act has garnered a lot of debate raised from opposition that the bill was “vague” and disappointing as it did not state the amount that would be the minimum wage.

The various legislations which govern the employer – employee relationship needs to be properly understood as non-compliance will lead to workplace conflict and disrupt the harmony of this essential relationship needed for business growth and profitability.

Inadequate implementations of the employment laws and improper handling of misconduct and domestic inquiry can result in the Labor Court and Industrial Court ruling in favor of the employee and subsequently leading to costly monetary compensation by the employer.

This workshop enables delegates to understand the proper method of terminating an employee and mitigate being taken to the Industrial Courts. The first day will provide an in-depth overview of all current issues commonly faced by employers covering topics such as drafting of a full proof employment contracts, handbooks, how to deal with misconduct and poor performance, sexual harassment, transfer of employees and even separation schemes, redundancy and retrenchment.

How Will You Benefit

Upon completion of this programme, the participants will be able to :

  • Examine the serious repercussions of not addressing sexual harassment complaints
  • Dealing with the complainant and the accused
  • Framing of proper disciplinary charges for alleged sexual harassment
  • Conducting a successful Domestic Inquiries for sexual harassment
  • Review the employer’s obligations under the Employment Act
  • Dealing with the complainant arguing constructive dismissal due to non-action by employer

Who Should Attend

  • Human Resource Managers
  • Industrial Relations Managers
  • In-House Counsel
  • Employee Relations Managers
  • Compensation and Benefits Managers
  • Business Owners

Methodology

  • Mock presentation & role play
  • Group presentation
  • Interactive Q & A session

Module

  • 1999 SEXUAL HARASSMENT CODE
  • CONSENSUAL VS. NON-CONSENSUAL BEHAVIOR
  • TYPES OF SEXUAL HARASSMENT
  • DUTIES AND OBLIGATIONS IMPOSED ON EMPLOYERS
  • THE SEXUAL HARASSMENT PROVISIONS IN THE EMPLOYMENT ACT

RM1,300.00 RM850.00

Qty:

Fee: RM 850 per pax


Loyalty Points: 850 Points


Duration: 1 Day


Note: In-house course is available. Request it HERE

 Managing-Harassment-At-Workplace-hrdf-trainings

Introduction

The National Wages Consultative Council Bill 2011 was tabled in Dewan Rakyat to protect the interests of workers. Under the proposed Act, employers will be liable to a fine of not more than RM10, 000 for each employee if they fail to comply with the minimum wage requirement. However this Act has garnered a lot of debate raised from opposition that the bill was “vague” and disappointing as it did not state the amount that would be the minimum wage.

The various legislations which govern the employer – employee relationship needs to be properly understood as non-compliance will lead to workplace conflict and disrupt the harmony of this essential relationship needed for business growth and profitability.

Inadequate implementations of the employment laws and improper handling of misconduct and domestic inquiry can result in the Labor Court and Industrial Court ruling in favor of the employee and subsequently leading to costly monetary compensation by the employer.

This workshop enables delegates to understand the proper method of terminating an employee and mitigate being taken to the Industrial Courts. The first day will provide an in-depth overview of all current issues commonly faced by employers covering topics such as drafting of a full proof employment contracts, handbooks, how to deal with misconduct and poor performance, sexual harassment, transfer of employees and even separation schemes, redundancy and retrenchment.

How Will You Benefit

Upon completion of this programme, the participants will be able to :

  • Examine the serious repercussions of not addressing sexual harassment complaints
  • Dealing with the complainant and the accused
  • Framing of proper disciplinary charges for alleged sexual harassment
  • Conducting a successful Domestic Inquiries for sexual harassment
  • Review the employer’s obligations under the Employment Act
  • Dealing with the complainant arguing constructive dismissal due to non-action by employer

Who Should Attend

  • Human Resource Managers
  • Industrial Relations Managers
  • In-House Counsel
  • Employee Relations Managers
  • Compensation and Benefits Managers
  • Business Owners

Methodology

  • Mock presentation & role play
  • Group presentation
  • Interactive Q & A session

Module

  • 1999 SEXUAL HARASSMENT CODE
  • CONSENSUAL VS. NON-CONSENSUAL BEHAVIOR
  • TYPES OF SEXUAL HARASSMENT
  • DUTIES AND OBLIGATIONS IMPOSED ON EMPLOYERS
  • THE SEXUAL HARASSMENT PROVISIONS IN THE EMPLOYMENT ACT

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Jeremiah Ravindran Gurusamy
Biodata: One of the most sought after speakers simply because of his amazing ability to 'mince' tough and complicated legal subjects into “simple-to-understand" digestible bits, Jeremiah's presentations are always witty and engaging. Most participants are often impressed at his capability to transform mundane law topics into thought-provoking fun sessions. Over the years, Jeremiah has acted for a wide range of clients from various industries and has extensive experience in corporate banking, project financing, corporate and commercial matters, joint ventures, mergers & acquisitions, capital markets, trust and estate planning, private mutual funds, employment law, anti-trust and competition matters and personal data protection laws. Jeremiah regularly speaks for the Malaysian Bar, KL Bar and to the corporate sector.

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