Endharasment combines mobile learning with dynamic, role-specific and legally endorsed training content that helps businesses meet their duty of care to their employees.
Most small to medium business are highly fluid environments that push resources (and an owners sanity) to the edge. With the time pressures this brings, it is often hard to effectively manage employee behaviour. Most business owners are so busy bringing in revenue they don’t have time to micro manage employee behaviour and as a result, employees are often left to act and interact with each other according to their own personal value systems.
In the past, the law of the jungle kept this system in check, and employees would either fall in, fall out, or in some cases, silently suffer through abuses of harassment, bullying or discrimination. The result of this was usually an incredibly damaged employee, or sometimes, as was the tragic case of Brodie Panlock - suicide.
So now, quite rightly, employees are finding their voice and demanding harassment, bullying and discrimination free workplaces and the recent bullying law changes in January 2014 are helping them do it.
As a business owner, it is your duty of care to provide that environment to your employees.
Endharassment helps give you a way to achieve this, and in doing so, offers you a stronger legal case to argue off the back of, when an incident turns into a lawsuit.
And what more, it’s time efficient, cost effective, and really easy to use. It’s just one more thing in your owner's toolkit that once in place, helps you meet your duty of care so you can now spend more time on growing revenue.
Jordy - Cafe Owner
Jordy runs a busy cafe, and employs a rapidly changing team of casual wait staff. Her staff tend to be young, casual, and social interactions between them often take place outside of the cafe.
As one multi-talented, extremely busy lady, Jordy chooses endharassment to handle her duty of care to her employees around inappropriate workplace behaviour.
Jordy signs every new hire up to endharassment. It’s easy, she adds an email address and pays with a credit card. The new employee receives an email asking them to complete the training at their own convenience and this is confirmed verbally. At the beginning of their first shift, Jordy confirms that they have completed the exam, and manages any negative results from the quiz. She discusses access in the system to the Company policy, and the complaint guidelines. Jordy then pays the employee for an extra hour in their first pay run for the time spent completing the training. Endharassment and the extra hours pay combined cost Jordy around $60. ‘Money well spent’ says Jordy.