Myupl has been conducting workshops on Safety performance, Code of conduct, and TRFR reduction. This article will give an insight into the two-day POSH workshop. Read on to learn more about these topics! Posted by myupl on November 8, 2017:
POSH workshop conducted by myupl
POSH training is compulsory for organizations. Violation of the law can result in heavy fines or even a loss of a business license. Women are often left questioning whether a certain action or behavior is sexual harassment, so educating employees on what is unacceptable at work is essential. In the United States, POSH training must be conducted every two years for employers to comply with the law and keep their workplaces safe for everyone.
The analytics feature of the POSH training is essential for a successful POSH workshop. With this, you can monitor employee progress and assess whether or not they grasp the course content. You can also easily track employee performance with the help of quizzes. The analytics feature of the course can help you improve the training and ensure that your employees have completed all modules. This way, you can plan future sessions and redesign the training based on the results.
POSH awareness training help to educate both male and female employees about workplace harassment. It also helps in maintaining equality at work. This training is essential because women often are unaware of when an incident is considered harassment, and even their male colleagues don’t understand the law. Through POSH awareness training, employees can learn about how to handle cases of workplace harassment, as well as how to avoid fake complaints. This awareness training helps to create a better work culture and helps the Company to stay compliant with the law.
Code of conduct
The Code of Conduct of UPL is the rules and guidelines that apply to the Company’s employees and associated companies. This policy covers all employees, contract workers, consultants, retainers, trainees, apprentices, and any other type of employee. This document lays out the Company’s standards of behavior and outlines disciplinary actions for any breach of the rules. It should be written and follow a logical structure.
The purpose of the Code of conduct will determine its scope. Some organizations may focus on defining certain values and guidelines, while others will include everything. The procedure for violating the Code must be outlined, including the consequences for violating the rules. In addition, certain company values are more difficult to define than fixed rules. However, all employees should know how to behave when certain conditions are met.
The Company’s Code of Conduct for its employees aims to conduct business ethically, honestly, and transparently. The policy aims to protect the Company’s reputation and standing in the community. Violations of the Code may lead to criminal and civil penalties. The Company will not tolerate any retaliation against its employees. Employees accused of violating the Code of Conduct will be contacted and allowed to defend themselves.
Once the document is completed, it will contain the core elements of the Code. This document should answer questions and provide sufficient detail. It should also include examples of acceptable behavior and links to the departments that may be relevant. The Code of conduct for a new business may seem unrealistic to include all of these elements. However, it is better to create the document when there are no existing issues rather than define the policies after issues arise.
What is the connection between performance and safety? How do you gauge myUPL’s safety performance? How many distinct types of safety measures are there? I should use which, which? How can you measure them the most effectively? And how can I make them more useful for me? Below are some safety performance metrics you can use to improve your business. These metrics should be meaningful to you so that you can improve your overall performance. The most important safety measure is the incidents that occurred during the quarter. The higher the number, the better.
Injury and incident statistics provide a lagging indicator, which means that they are results that have already occurred. In other words, they measure a problem before it leads to a serious incident. While this is important, accidents and injuries are rare and should not be used as the only measurement of safety performance. To truly measure the effectiveness of your safety program, you need to measure a combination of leading and lagging metrics.
As a corporate citizen, you’re also legally responsible for your Company’s anti-bribery program. It includes the anti-bribery policy, risk assessment and due diligence processes, and your commitments to third parties. To avoid a bribery scandal, you must ensure that your anti-bribery program is as successful as possible and that the people you collaborate with have the necessary training and experience.
Your Company must also be committed to training employees about anti-bribery. Your training will be risk-based, and you must prioritize the highest-risk relationships. The anti-bribery program will contain accounting and financial controls, such as approval thresholds, segregation of duties, and countersignatures. Your policy may need to be refined for certain third parties, depending on the level of risk. It may be beneficial to seek legal advice from an expert.
Due diligence should begin with defining the methodology you’ll use to determine risk levels for third parties. In addition to risk categories, you should develop additional risk criteria to rate individual third parties. Once you’ve established the methodology for your anti-bribery program, you should consider any additional actions you need to take to reduce the risks. For example, if you’ve been using a company’s anti-bribery program for a long time, it should be tested regularly.
In addition to training employees on anti-bribery principles, you should ensure that you communicate your compliance policies with third parties. The public reporting of these policies and procedures will help you demonstrate your Company’s commitment to managing third parties responsibly and with appropriate systems in place to manage risks and abide by the law. It will also help to increase the reputation and quality of your organization. Ultimately, it will ensure that your Company’s anti-bribery policies comply with the highest standards of corporate integrity.