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Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Approximately one-fifth of organizations (21%) have a formal policy that regulates wireless communication device use during nonworking hours, while roughly one-quarter of organizations (26%) have an informal policy. Of those organizations that have informal wireless communication device usage policies in place, approximately fourth-fifths of those organizations (81%) express their limitations of wireless communication device use to employees directly through supervisors or managers. Of the organizations that do not have a formal or informal policy on wireless communicate device usage, the majority (87%) allow their employees to set their own limits on the use of wireless communication devices for work purposes during nonworking hours.
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