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Keyword: training

By Courtney Brown, Department of Economic & Workforce Development

The world of job search and networking is not the same as it was five years ago, or even two years ago. While job boards and traditional networking still exist, today many candidates are using social media to find their next position. Two-thirds of 18-34 year olds found their last job through a social network, according to the Aberdeen Group.

Being social, virtually speaking, is the new way in the field of job searching, networking and workforce recruitment. Job seekers that know and wisely use the top social media platforms in their industries are cultivating professional brands that reach the vast, global, job market.

Ninety-four percent of HR recruiters are active on LinkedIn, but only 36 percent of candidates are on LinkedIn, according to Jobvite.

Job seekers should create a professional presence on social media to stand out, and consistently update their profiles to expand their network of online professional contacts and broadcast their job search goals. LinkedIn, in particular, has a setting that will alert recruiters that you are actively looking for a job, so it is even more important to keep your information and network up to date. Organizations also rely on their social network followers to share their job postings, creating an even larger network of potential candidates.

Job seekers who want to learn how to utilize the power of social media for their job search can enroll in a free Social Media Strategies Career Development workshop offered monthly at all three Baltimore County Career Center locations. Participants learn about the importance of social media and specific strategies on how to use various platforms to attract and research employers.

Get social, and get closer to the job you want.

Click here for more information about how Baltimore County helps job seekers.

County has Required Initial Training Since 1998 

Baltimore County Executive Kevin Kamenetz has revised Baltimore County's employee policies regarding sexual harassment, requiring all County employees to undergo refresher training every three years.  Presently, all new County employees are required to complete a one-hour training session as part of their orientation process. 

“While Baltimore County already requires sexual harassment training for all new hires, we think it is prudent to have employees review the policy training every three years,” said County Executive Kamenetz. “I have instructed the County’s Director of Human Resources to have a program in place for triennial training by July 1.” 

Baltimore County’s sexual harassment policy is clearly outlined for employees in the County’s Personnel Manual that is printed below.

In addition to addressing sexual harassment, the County’s policy also contains a prohibition on the use of pornographic material at work clearly stating that such behavior is also a violation of the sexual harassment policy, including:

  • Displaying pictures, posters, calendars, graffiti, objects, promotional materials, reading materials or other materials that are sexually suggestive, sexually demeaning, or pornographic, or bringing them into the work environment or possessing any such material to read, display or view at work
  • Reading or otherwise publicizing in the work environment materials that are in any way sexually revealing, sexually suggestive, sexually demeaning or pornographic

The Office of Human Resources also maintains a contact resource, in addition to supervisors and department heads, who are specially trained to receive employee complaints of harassment. 

“I am proud of what we have done in Baltimore County to protect employees, but the revelations across the nation over the past few months have been very disturbing,” concluded Kamenetz. “Requiring employees to remain current on the issues surrounding sexual harassment is an important step in creating a work environment where everyone feels respected and valued.”


Baltimore County Personnel Manual - Section 1.4: Sexual Harassment Policy

Sexual harassment is a violation of federal, state and local law and will not be tolerated by Baltimore County. Sexual harassment has no legitimate business purpose, and therefore should not occur in the work environment. Sexual harassment adversely affects not only the person to whom it is directed, but also hurts employee morale overall. Preventing sexual harassment is a team effort and therefore, the cooperation of all employees is necessary to eliminate sexual harassment. All employees are expected to conduct themselves in a professional and businesslike manner, and report incidents of harassment they observe promptly as provided below.

Section 1.4.1: Sexual Harassment Defined

Sexual harassment, as defined by law, consists of unwelcomed sexual advances, requests for sexual favors or other verbal or physical acts that are sexual or sexually based in nature where:

  • Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment
  • An employment decision is based on an individual’s acceptance or rejection of such conduct
  • Such conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive working environment

Section 1.4.2: Examples of Sexual Harassment Conduct

Although incidents of sexual harassment may be subjective in nature, the following acts are examples of conduct which violate Baltimore County’s sexual harassment policy:

  • Physical assault of a sexual nature such as sexual battery, molestation or attempts to commit these assaults
  • Intentional physical contact which is sexual in nature, such as touching, pinching, patting, grabbing, brushing against another’s body or poking another’s body
  • Unwanted sexual advances, propositions or other sexual comments, such as sexually-oriented gestures, noises, remarks, jokes, innuendoes or comments about a person’s sexuality or sexual experience, directed at, or made in the presence of, an employee who indicates, or who has indicated in any way that such conduct in his or her presence is unwelcome
  • Preferential treatment, or promise of preferential treatment to an employee for submitting to sexual conduct, including soliciting, or attempting to solicit any employee to engage in sexual activity for compensation or reward
  • Subjecting or threats of subjecting an employee to unwelcomed sexual attention or conduct, or intentionally making performance of the employee’s job more difficult because of an employee’s sex
  • Displaying pictures, posters, calendars, graffiti, objects, promotional materials, reading materials or other materials that are sexually suggestive, sexually demeaning, or pornographic, or bringing them into the work environment or possessing any such material to read, display or view at work
  • Reading or otherwise publicizing in the work environment materials that are in any way sexually revealing, sexually suggestive, sexually demeaning or pornographic
  • Displaying signs or materials purporting to segregate an employee by sex in any area of the work place
  • Retaliation

The above is not construed as an all-inclusive list of prohibited acts under this policy, but only to give employees an idea of what constitutes sexual harassment.

Section 1.4.3: Retaliation Prohibited

It is also unlawful to retaliate or take reprisal in any way against anyone who has articulated any concern about sexual harassment discrimination, whether that concern relates to harassment of, or discrimination against, the individual raising the concern, or against another individual.

Retaliation for making sexual harassment complaints or participating in a sexual harassment investigation may include, but not be limited to, imposing discipline; changing work assignments or providing inaccurate work information to, or refusing to cooperate or discuss work related matters with an employee because that employee has complained about or resisted harassment, discrimination, or retaliation.

Intentionally pressuring, falsely denying, lying about or otherwise covering up or attempting to cover up conduct such as that described in any item above also may constitute retaliation.

Section 1.4.4: Complaint Procedure

Employees who want to make a complaint or allegation of harassment should report the incident to the supervisor or manager promptly. If the employee is not comfortable making the complaint to the supervisor or manager, the complaint should be made directly to the Office of Human Resources by calling 410-887-3122. The complaint will be investigated in a fair and prompt manner. Upon the completion of the investigation, appropriate action will be taken by Baltimore County if warranted.

Section 1.4.5: Discipline for Violating Sexual Harassment Policy

Any employee of Baltimore County found to be in violation of this sexual harassment policy will be subject to disciplinary action. Similarly, Baltimore County will take appropriate disciplinary action against anyone who attempts to retaliate against employees who complain about alleged harassment, or against any individual who participates in an investigation of alleged sexual harassment. Disciplinary action may include counseling, written warning, transfer, demotion, discharge, or any other action deemed appropriate by Baltimore County. Baltimore County will aggressively take appropriate action to prevent repeated acts of harassment.

Questions regarding this policy statement should be directed to the Office of Human Resources by calling 410-887-3122.

Revised October 16, 2020               
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