For the third year in a row, business leaders from across Maryland will join together at Strictly Business, a networking and awards breakfast that has become the community’s “can’t miss” event for employers.
Hosted by the Jewish Community Services (JCS) Career Center, Strictly Business offers valuable networking opportunities, as well as the chance to hear from impressive keynote speakers like this year’s guests, BGE CEO, Calvin Butler and Towson University President, Kim Schatzel.
The theme for this year’s event is “Cultivating a Respectful Workplace,” a subject that is timely and relevant for businesses of all sizes and industries. At my company, SOS Technology Group, the key to success has been and continues to be training employees to work successfully with their peers; making sure people understand the type of behavior expected in the workplace and making sure they understand what will not be tolerated.
It’s important that everyone feel safe and valued or know who they can talk to if they don’t. Though we have always fostered a positive climate, recent events have focused attention on the issues of respect, tolerance, diversity and fairness in the workplace, prompting SOS, like many employers, to review and update our current policies.
Because of my involvement with Jewish Community Services, an agency of The Associated: Jewish Community Federation of Baltimore, I am also familiar with the well-established policies in place there and throughout The Associated system, to ensure a work environment that is free from harassment and bullying, violence and threats of violence. These policies can serve as a useful guide for business owners like me as we all try to keep up with the changing work climate.
When our company acquired another firm, the process was complicated. Issues involving gender and age jumped to the forefront. But sometimes it can be hard to know when policies are needed. The financial website Balance.com provides this checklist to help employers.
A policy is necessary:
- if the actions of employees indicate confusion about the most appropriate way to behave
- if guidance is needed about the most suitable way to handle various situations
- when needed to protect the company legally
- to keep the company in compliance with governmental policies and laws
- to establish consistent work standards, rules and regulations
- to provide consistent and fair treatment for employees
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