Never more than with the
release of the ISO 9001:2000 standard has emphasis been placed on
the organization (and its related processes) as a whole, and
especially on those less-tangible aspects of productivity and
profitability as infrastructure, work environment and human
While OHSAS addresses certain aspects of
infrastructure, work environment and training as relates to safety
and prevention, it leaves unadressed issues of social interaction
that may be breeding grounds for unacceptable, if not unlawful,
behavior in the workplace. Behavior as could result in costly
litigation and undermine efforts to create an atmosphere promoting
productivity and team effort.
Preventive measures in the
form of training to promote general awareness of issues such as
harassment and discrimination based on age, race, gender, sexual
orientation or religious beliefs can often obviate litigation or, at
least, separate the perpetrator(s) of such activity from company
policies and documented procedures.
By taking a stand on key
issues of socially acceptable behavior, documenting such policies,
and making a diligent effort to communicate your corporate desires
at all levels, you can reduce your company’s liability in the event
of such an occurrence, if not prevent it altogether.
ANDERSEN we recognize the need for training and
policy beyond those strictly in the quality arena and, in tandem
with our valued partners, we offer a wide range of training services
related to EEOC/Title VII requirements. Our consultants include
attorneys with established credentials in this area willing to work
with you in orienting your staff and advising your human resources
departments on training and materials necessary to promote a
successful EEOC/Title VII program.
Don't wait until it's too
late to promote EEOC compliance in your
ANDERSEN show you how !
Call today for your free quality
RH Andersen and Team
ISO are registered trademarks of RH Andersen Consultants. All