Search Video Library for: Leadership, Compliance
A module specifically created for managers covering the bullying topic and how to address and prevent it in the workplace.
The intent of the Family & Medical Leave Act (FMLA) is to help employees balance work and family responsibilities by guaranteeing them leaves in certain situations. Trying to decipher the in's and out's of the law can be a challenge. This program gives you a better understanding of the FMLA.
New Release! With critical legal information to guide decision making, this program helps managers understand their responsibilities under the ADA and how to sort through tough issues and respond effectively. Your managers will learn how the Act impacts them and their employees and find key answers to their most frequently asked questions.
Do your managers clearly understand the rules about privacy in the workplace? This program examines employees’ right to privacy and your organization’s rights to protect its information and property. Managers will learn how to effectively and legally establish, document, communicate and enforce policies regarding privacy.
When it comes to harassment and discrimination cases, there are clear steps in how to address and investigate. Those rules should be defined in the organization's harassment prevention policies.
Help managers learn how to effectively handle and respond to tough ADA issues and guide them through the recruitment process.
Workplace dating can be a tough topic to tackle... especially if it happens between managers and direct reports. Get in front of the situation by understanding the issues and how your harassment and discrimination policy guides your steps.
Failing to implement and especially failing to enforce your organization's harassment and discrimination prevention policies can lead to big problems for you... and the organization. This short video discusses the consequences of failing to enforce harassment prevention policies and procedures.
The consequences of not preventing workplace harassment are just too detrimental. This short video outlines those very consequences of failing to prevent harassment and discrimination.
As a manager, you've got several responsibilities when it comes to the FMLA. Things like making sure your people understand their rights and responsibilities under the law; making sure they understand your organization's policies - just to name a few.
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.
Progressive discipline - combined with the FOSA™ process - is a great way steer employees and direct reports back to what you (and the organization) expect from them. This video provides more details on the follow-up and written warning parts of the process.
It's often tough knowing what to do when poor performance hits you day-in and day-out. The FOSA™ process is available to get people moving in the right direction by leveraging the power of progressive discipline.
This video introduces the FOSA™ process - facts, objectives, solutions and actions. This approach is paramount to a successful progressive discipline approach to tackling tough workplace performance.
Communicating your expectations are paramount for the basis of employee improvement. FOSA™ gives you a process for working through performance issues.
Sometimes things just don't work out. You've used progressive discipline to help bring issues to the forefront. With FOSA™, you gave ample opportunities for improvement. It's up to the employee to make those changes stick.
Recording performance issues is a key step in progressive discipline. In the FOSA™ process, managers and supervisors use the incident calendar to properly document performance/discipline steps.
This vignette covers union authorization card signing. There is set-up vignette (showing the actual conversation) and then a resolution vignette (showing how the manager works through the issue).