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  2. California Department of Fair Employment and Housing v ...

    en.wikipedia.org/wiki/California_Department_of...

    [65] In addition to increased investment in anti-harassment training and resources to handle reporting of such incidents, the company was dropping the use of mandatory arbitration when dealing with workers' complaints, which had been sought by employee groups, and a zero-tolerance harassment policy within the company. He stated the company's ...

  3. Counterproductive work behavior - Wikipedia

    en.wikipedia.org/wiki/Counterproductive_work...

    Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. [1] This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens.

  4. Employment integrity testing - Wikipedia

    en.wikipedia.org/wiki/Employment_integrity_testing

    The personnel reaction blank is based on California psychological inventory. It tests for sociability, dependability, conscientiousness, interval values, self-restraint, and acceptance of convention. employment inventory from personnel decisions Inc. was designed to measure employee deviance.

  5. California’s workplace anti-violence training law goes into ...

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  6. Whistleblower protection in the United States - Wikipedia

    en.wikipedia.org/wiki/Whistleblower_protection...

    Employee has the right to union representation during discussion requested by management; Employee must ask a manager if the discussion may involve disciplinary action; Employee must ask the union steward to attend the discussion; Employee must inform employer that union representation has been requested; If employer refuses union representation:

  7. Employment discrimination - Wikipedia

    en.wikipedia.org/wiki/Employment_discrimination

    The more informal and unstructured employee observations and evaluations are, the more vulnerable superiors will be to bias. With a formalized evaluation system that includes objective, reliable, specific, and timely performance data, employers can put their best foot forward in managing a fair, non-discriminatory workplace. [54]

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