Search Video Library (378 Assets Found)
How many times have you found out something about somebody you work with and - you don't mean to – but you start treating the person differently. Believe it or not, that could end up being a bad thing. Gossip in the workplace usually ends up bad...for everyone.
This vignette effectively demonstrates the the point at which workplace jokes can cross the line and become harassment.
Reacting to a disturbing performance review with veiled threats
The concept of inclusiveness within a diversity context; an example of why it's important to consider non-mainstream religion
Understanding the concept of "Equal Employment"; introduces the obligation to treat everyone fairly.
Copyright infringement is illegal. This vignette shows how an innocent phrase "Everybody Does It," can lead to big consequences.
This vignette provides a good example of discriminating against certain genders and nationalities during the hiring process.
This vignette shows possible age discrimination even when both employees involved are 40 years of age or older.
Key actions discussed: Call your HR department whenever employees are out for 4 days or more, or whenever a potential FMLA issue arises. Make absolutely sure that your employees understand their rights and responsibilities under the law, by making sure they are in contact with HR. Always be fair and compassionate.
One of the biggest issues that managers struggle with is the requirement to give reduced schedules or intermittent leave, especially in the case of chronic conditions, and how that may relate to the Americans with Disabilities Act or ADA. A serious health condition or disability may require an employee to work a reduced schedule.
As tempting as it may be, when an employee is on an FMLA leave, you can't demand that he or she come back to work; even if you offer to make a reasonable accommodation, like a flexible schedule or assignment to light duty work.
You should not be the one to make a final determination on whether or not something is a "serious health condition." That should always be left to your HR department. However, you do need to have at least a working knowledge of what qualifies as a "serious health condition" and all the other reasons an employee's time off can be designated as an FMLA leave.
Retaliating against an employee who reports misconduct by supervisor.
Vignette shows co-worker sending email communications with sexually suggestive comments, requests, jokes, or internet links to sexually suggestive sites - creating a hostile work environment.
Excellent example of a young man and his manager sharing jokes. Although, the behavior between the two wasn’t unwelcome it is inappropriate and a poor example of behavior from a manager.
Summary vignette for the Good People, Bad Choice program. An ethical "to do" list of questions is presented.
Maintaining accurate patient records even when time is short.
This vignette covers union mailers regarding an educational conference. There is set-up vignette (showing the actual conversation) and then a resolution vignette (showing how the manager works through the issue).
When uncontrolled emotions and fits of temper turn disruptive and threatening. It’s our job to recognize warning signs and then tell someone in authority...before it’s too late.
Making open threats against a manager.