Search Video Library for: Ethics & Compliance, Management
Workplace Bullying: The School Principal
A teacher takes necessary steps. Review Organizational Polices, Document actions and responses, Involve HR or management, Formalize complaint.
Preventing Workplace Bullying: Program Summary
Knowing the definition of workplace bullying is just the start. You need to recognize and address bullying immediately. Have an action plan based on organizational policy. Get HR and management involved quickly.
The Americans with Disabilities Act (from It's the Law™)
Both the Rehabilitation Act of 1973 - which applies to Federal employers and Federal Government contractors - and The Americans with Disabilities Act of 1990 - which applies to private employers - promote and expand employment opportunities for millions of people who have a mental or physical disability.
Understanding Retaliation (from It's the Law™)
Under federal, as well as many state and local employment laws, retaliation is defined as any adverse action taken because the employee engaged in an activity protected by law that would either dissuade a reasonable person from engaging in that protected activity or punish them for having done so.
The implications of a manager taking action due to a fear of a claim of retaliation from an employee.
Understanding Unacceptable Work Behaviors
Provides a definition of the three types of unacceptable workplace behavior: unprofessional, prohibited & illegal.
The Family & Medical Leave Act (from It's the Law™)
One of the things you hear more and more about these days is balance. You know, balancing your work and the rest of your life. And a law with the purpose of helping employees balance their work and their life is the Family and Medical Leave Act (FMLA). Private sector employers with 50 or more employees, and all schools and government employers are covered by the FMLA. It’s a complicated law and this vignette helps demystify the FMLA.
Recruiting & Hiring (from It's the Law™)
When it comes to recruiting and hiring, there's a lot you need to know as a manager - unless of course you want to spend the next the next couple of years working with me to try to justify your actions to a jury. A variety of state, federal, and local laws impact how you recruit, hire, and promote people. The best way to ensure that everything is on the up and up is to make sure that every decision is based on the person's ability to do the job!
Equal Employment (from It's the Law™)
Modern day federal equal employment laws began with the Civil Rights Act of 1964 and amendments to it and interpretations by the courts. It’s important to understand that sex discrimination law protects persons of all sexes, gender identities, and sexual orientations-including cisgendered men and heterosexuals. Also, race discrimination law protects persons of all races, including Caucasians. Basically, almost every applicant, employee, or former employee is now protected from discrimination because of their membership in groups protected by law.
Evaluating Performance & Progressive Discipline (from It's the Law™)
Unless an immediate termination is called for because of severe misconduct or major error, most terminations are the culmination of inappropriate conduct, unsatisfactory performance, or poor attendance that have built up over time. Most organizations follow progressive discipline steps in these situations. And progressive discipline is usually required in union collective bargaining agreements. It’s important to be careful, fair, accurate, and consistent when issuing disciplinary or corrective actions—and when evaluating performance.
Illegal Harassment (from It's the Law™)
Harassment is conduct motivated by a protected characteristic, that’s unwelcome, and severe or pervasive, and that unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment. That’s a mouthful, but it’s really not that hard to spot hostile environment harassment. For instance, when someone creates an uncomfortable work environment for another employee by always referring to them as “dinosaur,” “the old guy,” “grandpa,” or “Boomer,” it can be considered a form of illegal harassment. And it's a manager's responsibility to make sure it doesn't happen.