Top Labelssuccess factors
personal & career development
managing and supervising
carol kinsey goman
transition to management
transforming workplace relationships
building open communication
Lynda Silsbee, B.A., specializes in human performance improvement, leadership and team development, performance management systems, and process improvement. Her diverse industry experience includes 21 years working with companies like Nordstrom, Genie Industries, and Vulcan Northwest.
Lynda is on the board of the Society of Human Resource Management--Seattle, is a certified Senior Professional in Human Resources, and serves as an adjunct faculty member of Seattle Pacific University in the Human Performance Improvement program. She is a gifted and natural human developer who keeps an eye on the strategic mission of her clients, while empathizing with employee needs.
The clock was ticking for California companies to comply with a new law regarding training to prevent sexual harassment. By Jan. 1, 2006, many California companies had to finish their initial mandatory training for supervisors.
Although the law applies specifically to California companies, the details are worth noting regardless of your location. First, it’s not unusual for new state laws like this to set a standard that other states will follow. Second, the California law includes very specific language about how and when training needs to be conducted and for which employees. This can be a useful guideline for any number of training topics. Third, if the best defense is a good offense, voluntarily adopting best practices such as those required by the California law can help create a positive, lawful workplace.
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