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Understanding and Preventing Sexual Harassment At Workplace 16th October 2024 Melia Hotel Bukit Bintang HRDF claimable The Human Resources Department plays a vital role in preventing and eradicating sexual harassment at the workplace. 1) This program is designed to familiarize participants on understanding what tantamount to sexual harassment at the workplace. 2) This program will also assist employers understanding their key roles and responsibilities of the employer in handling sexual harassment at the workplace if it occurs and ways to prevent it. 3) This course will include a presentation on the definition, categories and forms of sexual harassment and case studies and awards etc. 4) The overall coverage of The Employment Act 1955 and it Amendments Act WEF 2023 will be included to give a comprehensive understanding that relates to the Amendments of Sexual Harassment Act 2023, including the responsibilities of the employer within. 5) With a proper understanding of this sensitive issue, employers may be able to provide a safe system of work for all and promote advancement and harmonize the organization After completing the training, you should be able to: • The program aims to educate participants on recognizing, preventing, and addressing instances of sexual harassment in the workplace or educational settings. • Through comprehensive training sessions, participants learn about the various forms of sexual harassment, including verbal, non-verbal, and physical behaviours, and understand their legal implications. • The program emphasizes the impact of sexual harassment on individuals' psychological wellbeing, professional performance, and workplace culture. • It provides practical guidance on creating a respectful and inclusive environment, promoting effective communication and boundary-setting skills, and fostering accountability at all levels of the organization. • By fostering awareness, understanding, and proactive intervention, the program empowers individuals to contribute to a safer, more supportive, and equitable workplace or learning environment where everyone is treated with dignity and respect. For further details, kindly email to haya@upskill.com.my Customer Relationship Management (10th Oct '24) High Impact Selling & Negotiation Skills (10th Oct '24) Effective Interviewing Skills (16-17 Oct '24) Developing Effective KPI (14-15 Oct '24) Applications of Employment Act with Latest Amendments and Updates (F2F) (18th Oct '24) Payroll Management (ROL) (21st Oct '24) Mastering E-Invoicing : A Comprehensive Guide For Business Managers & Executives 21st Oct '24 - F2F session - confirmed #training #humanresource #HR #management #payroll #termination #malaysia #malaysianlaw #einvoicing

HEADACHE!!! 🤕 What is THE RIGHT NEXT STEP in the event of sexual harassment, insubordination, theft, misconduct, fraud or jeopardize of workplace safety/accidents? CONFUSED!!! 😵 What is my role as a chairman? Can panel jury ask questions to the accused or witness? Why everyone assume HR should be the Chairman? Can legal officer be in the panel? Who can be chairman if it is not HR? Can the accused hire external legal representatives? When to submit the evidence in DI? Want to know more? Detail for the event is as below: 🌟Cross Examination in Domestic Inquiry Under Employment Law🌟 📆23rd– 24th May, 2024 📌St Giles Boulevard Hotel, Kuala Lumpur 📞017-8523991 (Nicholas) 📩 teamb@wtc-intl.com

5 things you need to know before hiring a PoSH Consultant (Let's start with the most non-obvious one) 1. Know Their Stuff: Make sure they understand the PoSH law and how to handle these situations. They should also have experience in… - Training employees - Investigating complaints. - and making PoSH policies. 2. Training that Fits: Will their training style work for your company culture? Do they offer different ways to learn (like workshops or online classes)? Answer them before hiring. 3. Sensitive and Aware: A good consultant understands how important and delicate PoSH issues are. They should be sensitive to victims while also being fair and impartial. 4. Easy to Reach: Can you easily reach the consultant after the training if you have questions? Do they answer messages and calls quickly? Answer them, then and only then hire one. 5. Experience Matters: Look for a consultant with a proven track record in…How many cases they have handled? - investigations. - training delivery. - and policy development. Additionally, though the Act is not gender neutral, PoSH consultant has to ensure that the training is conducted both from men and women’s point of view. Bonus Tip: Ask for references from past clients to get a sense of their experience with the consultant. By carefully considering these factors, You can choose a PoSH consultant, Who effectively assists you in creating a safe, And inclusive work environment for all employees. Hope it will help. ♻️ Respot it to help others.

Ever wondered about the critical steps in conducting a Domestic Inquiry? 🤔 [PART 2] It's a fundamental process for addressing workplace misconduct and ensuring justice and fairness. Whether you're an HR professional, a manager, or just interested in the intricacies of employee discipline, here's a brief guide to the key steps in a Domestic Inquiry. P.S. STEPS 1 – 5 in last week’s post! STEP 6: RECORD KEEPING The proceedings must be thoroughly documented, including the verbatim recording of the inquiry, witness statements, and any exhibits or evidence presented. STEP 7: INQUIRY REPORT Following the inquiry, the Inquiry Officer compiles a comprehensive report, summarizing the evidence, findings, and recommendations. STEP 8: MANAGEMENT DECISION The inquiry report is submitted to the employer's management, which then decides on the appropriate disciplinary action or measures, if any, based on the findings and recommendations. STEP 9: COMMUNICATION The employee is informed of the management's decision in writing, and the decision should include reasons for the action taken. STEP 10: APPEAL PROCESS In Malaysia, employees have the right to appeal the management's decision to a higher authority within the organization if they believe the DI process was unfair or flawed. Conducting a Domestic Inquiry is a complex process, but when executed correctly, it ensures a fair and just resolution to workplace misconduct. 💼⚖️ #HR #EmployeeDiscipline #WorkplaceEthics #DomesticInquiry

🌟 HR Practitioners, join us for our upcoming public course: 𝐄𝐥𝐞𝐯𝐚𝐭𝐢𝐧𝐠 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 & 𝐓𝐚𝐜𝐤𝐥𝐢𝐧𝐠 𝐒𝐞𝐱𝐮𝐚𝐥 𝐇𝐚𝐫𝐚𝐬𝐬𝐦𝐞𝐧𝐭: 𝐇𝐑 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐟𝐨𝐫 𝐚 𝐖𝐢𝐧𝐧𝐢𝐧𝐠 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞. Are you facing challenges in managing underperformance? Is a PIP always necessary, or are there other solutions? How can you ensure an effective PIP process? What about handling sexual harassment in the workplace? How do you act when there’s no evidence and the accused denies it? What steps can you take to support the victim while protecting your organization? Our expert consultants will address these critical HR challenges and more! 📍 Don't miss out! We're coming to: 𝐒𝐡𝐞𝐫𝐚𝐭𝐨𝐧 𝐏𝐞𝐭𝐚𝐥𝐢𝐧𝐠 𝐉𝐚𝐲𝐚 𝐇𝐨𝐭𝐞𝐥: 𝟏𝟒-𝟏𝟓 𝐎𝐜𝐭𝐨𝐛𝐞𝐫 𝐑𝐞𝐧𝐚𝐢𝐬𝐬𝐚𝐧𝐜𝐞 𝐉𝐨𝐡𝐨𝐫 𝐁𝐚𝐡𝐫𝐮 𝐇𝐨𝐭𝐞𝐥: 𝟐𝟏-𝟐𝟐 𝐎𝐜𝐭𝐨𝐛𝐞𝐫 𝐄𝐚𝐬𝐭𝐢𝐧 𝐇𝐨𝐭𝐞𝐥 𝐏𝐞𝐧𝐚𝐧𝐠: 𝟒-𝟓 𝐍𝐨𝐯𝐞𝐦𝐛𝐞𝐫 ⏰ 9:00 AM - 5:00 PM Secure your spot today and gain actionable insights to level up your HR game! #PerformanceManagement #PIP #SexualHarassment #SexualHarassmentPrevention #HRStrategies

Join Us at the Employment Law Conference 2024! 🌍 I'm excited to announce that I will be attending the Employment Law Conference happening on **October 16 & 17, 2024, in Kuala Lumpur**! This conference promises to be a profound two-day event dedicated to **"Navigating Legal Insights, Empowering Career Horizons".** This year, industry experts will delve into current trends in employment law, providing invaluable insights that can help professionals navigate the increasingly complex legal landscape affecting businesses today. Some of the topics we will explore include [briefly mention key topics or speakers that will be present, e.g., workplace diversity, handling employee grievances, or recent legislative changes]. Whether you're an attorney, HR professional, or business leader dedicated to staying updated on compliance and employment practices, this conference is a must-attend event. ➡️ Don’t miss out on this opportunity to expand your knowledge, network with industry leaders, and engage in robust discussions on best practices in employment law. I encourage my connections who are in the field of law or human resources to join us. Let’s empower our careers and push the boundaries of legal excellence together! #EmploymentLaw #LegalInsights #Networking #CareerDevelopment #Conference2024 #KualaLumpur 🔗 click here for more information https://wa.link/agqqn2

Beyond Paper: Effective POSH Implementation In today’s workplace, having a Prevention of Sexual Harassment (POSH) policy is a legal necessity, but it’s not enough to simply have a document filed away. Many organizations have policies written down, yet fail to take the crucial next steps: conducting employee workshops and establishing an Internal Complaints Committee (ICC). This disconnect can undermine the very purpose of the policy and leave employees feeling unsupported. Compliance shouldn’t just be a checkbox. Without active engagement, policies remain empty. Employees need to know how to report incidents and understand their rights; otherwise, the policy's purpose is defeated. Active engagement in training and support shows a genuine commitment to employee safety Action Steps: 🔺 Schedule Workshops: Plan regular POSH workshops with external trainers. Communicate the Policy: Ensure the POSH policy is accessible and understood by all employees. 🔺 Establish an ICC: Set up an ICC with trained members ready to handle complaints. 🔺 Continuous Improvement: Gather employee feedback to refine training initiatives. You can include interactive sessions on respectful communication and assertiveness.

🌟 Empowering Our Workforce: Successful POSH & Code of Conduct Awareness Program 🌟 I'm thrilled to share that we recently concluded a highly engaging Employee Awareness Program on POSH (Prevention of Sexual Harassment) and Code of Conduct at our Gachibowli office in Hyderabad. This interactive session brought together a dynamic mix of experienced professionals and enthusiastic new learners, all united in their commitment to fostering a safe, healthy, and responsible workplace culture. The program focused on: • Raising awareness about social responsibilities. • Encouraging proactive behavior to maintain a respectful work environment. • Equipping employees with the knowledge to prevent harassment and misconduct. The response was overwhelmingly positive, with participants showing keen interest and curiosity. Their engagement and feedback have been invaluable, reaffirming our collective dedication to these crucial values. A huge thank you to everyone who participated and contributed to making this event a success! Together, we are building a workplace where everyone can thrive. Special thanks to Praveen Reddy for trusting me with the company's sessions and HR policy decisions. Your support has been invaluable. As a POSH certified professional, I am committed to promoting these values and ensuring that our workplace remains a safe and respectful space for everyone. Let's work together to build safer and more inclusive workplaces! #EmployeeAwareness #POSH #CodeOfConduct #WorkplaceSafety #EmployeeEngagement #CorporateCulture #SocialResponsibility #ProfessionalDevelopment #Growth #Success

POSH (Prevention of Sexual Harassment) training is not only a legal obligation but also an important factor in shaping a positive workplace culture. By investing in POSH training, your organisation can transform for the better. Here are some reasons why: 1. Raises Awareness: POSH training helps employees understand what constitutes sexual harassment, so they can recognise and address inappropriate behavior. 2. Fosters Respectful Behaviour: By teaching the employees about how to maintain respectful conduct and boundaries, POSH training promotes a culture of mutual respect and professionalism in the workplace. 3. Encourages Reporting: POSH training equips employees with the knowledge and confidence needed to report incidents of harassment, ensuring timely intervention and resolution. 4. Reduces Legal Risks: Comprehensive POSH training helps organisations comply with legal requirements, reducing the risk of costly lawsuits and potential damage to their reputation. 5. Builds Trust and Confidence: Providing POSH training demonstrates a commitment to employee well-being, which fosters trust and confidence in the organisation's leadership. 6. Enhances Employee Morale: A safe and respectful work environment helps boost employee morale, productivity, and job satisfaction. 7. Supports Diversity and Inclusion: POSH training contributes to a diverse and inclusive workplace where all employees feel valued and respected, regardless of their gender or background. 8. Drives Organisational Success: POSH training helps to prevent incidents of harassment and fosters a positive work culture, which ultimately contributes to organisational success and long-term sustainability. Investing in POSH training is not just about meeting legal requirements; it's about creating a workplace where everyone feels safe, respected, and empowered to thrive. #POSHTraining #SafeWorkplace #RespectAtWork #ZeroTolerance #EmpoweredEmployees #DiversityAndInclusion #BuildingTrust #WorkplaceCulture #LegalCompliance

We are thrilled to invite you to our upcoming Half Day Seminar on Workforce Empowerment Law 2024! Empower Your Workforce and Unlock Hidden Potential Date: June 24, 2024 Time: 9:00 am - 12:30 pm Location: Pullman Hotel Kuala Lumpur Empower your organization and arm yourself with the knowledge to create a safe and legally compliant workplace environment. Join us for an impactful half-day seminar where we delve into two crucial topics: Addressing Sexual Harassment at the Workplace: Learn how to recognize, prevent, and effectively address instances of sexual harassment within your organization. Gain practical strategies to cultivate a culture of respect and inclusivity, ensuring the well-being and dignity of all employees. Distinguishing Constructive Dismissal and Forced Resignation: Navigate the complexities of employment terminations with confidence. Understand the legal implications of constructive dismissal and forced resignation, and equip yourself with the tools to protect employee rights while maintaining organizational integrity. Why Attend? • Gain valuable insights from industry experts • Network with peers and exchange best practices • Ensure legal compliance and mitigate risks for your organization • Empower your workforce and foster a positive workplace culture "Don't miss this opportunity to elevate your understanding of workforce employment and transform your HR practices in your organization" Reserve your seat today for the Workforce Empowerment Law Half-Day Seminar on June 24, 2024, at Pullman Hotel Kuala Lumpur. Together, let's build a safer, more empowered future for all. Click here https://lnkd.in/dQvPay4u