In Malaysia, the Ministry of Human Resources has formulated a Code of Practice against Sexual Harassment in 1999 and the Code has several recommendations for an employer to observe. Recently, the amendments to the Employment Act 1955 have also imposed legal obligations on the employer to investigate sexual harassment complaints.
Overview
Over the last decade, more organisations have been paying attention to the topic of power abuse and sexual harassment in the workplace.
With harassment claims litigating for millions of dollars, the liability risk to an organisation is enormous. All organisations, regardless of their size, must have policies and procedures in place to prevent power and sexual harassment and to address the issue when it occurs.
Employees, including managers and supervisors, must be trained in the organisation’s power abuse and sexual harassment policy. They must understand that harassment can lead to disciplinary action which includes termination.
Objective
By the end of the workshop, participants should be able to:
Methodology
Theory, Demonstration.
For Whom
Management and Non-Management.
No. of Participants
25 persons max
Duration
1 day
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In Malaysia, the Ministry of Human Resources introduced a Code of Practice against Sexual Harassment in 1999, offering guidance for employers. Following the amendments to the Employment Act 1955, it is now a legal obligation for employers to investigate complaints of sexual harassment in the workplace.
Sexual Advances, Sexual Favours & The Law
Over the last decade, more organisations have been paying attention to the topic of power abuse and sexual harassment in the workplace.
With harassment claims litigating for millions of dollars, the liability risk to an organisation is enormous. All organisations, regardless of their size, must have policies and procedures in place to prevent power and sexual harassment and to address the issue when it occurs.
Employees, including managers and supervisors, must be trained in the organisation’s power abuse and sexual harassment policy. They must understand that harassment can lead to disciplinary action which includes termination.
Theory-based, with HR case examples and demonstration.
For: Management & Non-Management
Duration: 1 day
Max Participants: 25
About The Job
About The Job
A Marketing & Business Development Executive is responsible to support the Management on all aspects of marketing and business development activity to secure businesses from new contacts to the firm, and from existing clients. This includes conducting sales calls, following-up on leads, and developing clients relationships to meet sales target. The person will update company’s CRM system and databases, organise online and physical events etc, as well managing the production of marketing collaterals, brands and market trends, writing articles or social media update, and liaising with clients and external agencies.
Your Responsibilities
Your Requirements
To apply, email your CV to admin@q3solutions.com.my or
To apply, email your CV to admin@q3solutions.com.my or
About The Job
A Marketing & Business Development Executive is responsible to support the Management on all aspects of marketing and business development activity to secure businesses from new contacts to the firm, and from existing clients. This includes conducting sales calls, following-up on leads, and developing clients relationships to meet sales target. The person will update company’s CRM system and databases, organise online and physical events etc, as well managing the production of marketing collaterals, brands and market trends, writing articles or social media update, and liaising with clients and external agencies.
Your Responsibilities
Your Requirements
To apply, email your CV to admin@q3solutions.com.my or
To apply, email your CV to admin@q3solutions.com.my or
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