training-videos-for-all-workplaces | Stephen Hammond
20 Training Videos for ALL Canadian Workplaces
OBJECTIVE: To give Canadian supervisors and managers education and common sense tools to create a healthy working environment by preventing and responding to inappropriate workplace behaviours, including harassment, bullying & discrimination.
WHAT YOU GET:
When you purchase a subscription to these videos, you get UNLIMITED use for the time period you choose. Each video also comes with LESSON SUGGESTIONS (downloadable as a pdf). Below are descriptions of the individual videos. The videos can be purchased individually or as packages. Each purchased video (or package) will be available to you on a web page designed specifically for your workplace. These videos can be used by individuals or in a group setting - even accessed from home.
1 — Sexual harassment
(19 minutes, 19 seconds)
Sexual harassment is still alive and unwell in many Canadian workplaces. Stephen will help your employees and managers understand what is and is not sexual harassment, how to prevent it and what to do if it’s taking place.
2 — All inappropriate workplace behaviours
16:59 - This video addresses all kinds of inappropriate workplace behaviours you may find in a Canadian workplace. Stephen discusses issues such as human rights harassment, discrimination and just plain bullying. Employees and supervisors will have a better idea of these definitions and some examples. And then Stephen discusses ways to avoid workplace problems and what each person must do to address them if they arise. It’s a good introduction about these issues and then you can fill in the details of your workplace and your policies.
3 — Supervisors dealing with inappropriate workplace behaviours
12:52 - In this video, Stephen speaks directly to your supervisors and managers. He spells out three techniques when employees say they are being harassed, bullied or treated inappropriately. It will be most useful that your supervisors and managers at least view the other video about inappropriate workplace behaviours prior to viewing this video. In this video, Stephen will take your supervisors/managers through the Initial Approach, the Informal Approach and the Formal Approach, spelling out the best approach for their situations. This recording is not meant to educate people about investigation techniques, as the desire is to do the proper job before it gets into anything formal and/or legal.
4 — Workplace orientation
17:29 - Stephen speaks directly to your new employees and supervisors, about various forms of inappropriate behaviours, including sexual harassment, all forms of human rights harassment & bullying. He explains what is and isn’t appropriate and what to do if something goes wrong. You can then fill in more specific details about your policies and procedures.
5 — Workplace orientation six to twelve months on the job
16:26 - Use this video to follow up on Stephen’s Orientation video when your employees first joined your workplace. You are encouraged to show this video to your new-ish employees about 6 to 12 months after they started. Stephen reviews the various forms of inappropriate behaviours, including sexual harassment, all forms of human rights harassment & bullying. Because new employees are often overwhelmed with information when they first start, it doesn’t hurt to remind them of these issues.
6 — Human rights vs. letting a probationary employee go
13:39 - This Canadian human rights case deals with a probationary employee who wanted the owner to do too much, too quickly to deal with an issue she felt was sexual harassment. Employers usually just think they can say “not working out” when an employee is on probation but does human rights trump an employer’s rights?
7 — When workplace "sexual" pranks go too far
10:58 - This Canadian court case deals with an incident involving g-string panties being given to some women at work. While this workplace wanted to take a strong stand on sexual harassment, did they go too far with their punishment? Employers have to strike a balance of rights and consider their actions when things go wrong
8 — When comments about weight are brought into human rights
9:07 - This Canadian human rights case deals with inappropriate comments being made about the weight of some women at work. But since weight and appearance aren’t protected grounds under human rights, might this be the wrong place to make your sexual harassment complaint? How far does sexual harassment go anyway?
9 — When an employee is labelled a "troublemaker"
11:06 - This Canadian human rights case has a fired employee not just looking for a financial award, but also her job back. The employer thought this employee just kept making trouble, while she thought she was just addressing legitimate concerns, especially around the way she and other women were treated. Who’s right?
10 — The poisoned workplace
10:33 - This Canadian human rights decision involves inappropriate jokes, nicknames and other behaviours that can often take place in some workplaces, especially male-dominated workplaces. Many times people will use the defence that if everyone has to take these kinds of jokes, then how can it be discrimination or bad? If you have a male-dominated workplace where anything similar goes on, this case might be helpful to get the discussion going about what’s acceptable and what’s not.
11 — When the bully is the manager
12:36 - This Canadian civil law suit takes us through a judge and jury award against one of the world’s largest companies, and the appeal to Ontario’s top court. When an employee has to quit because of outrageous bullying by her boss, she often doesn’t have a lot of options. Going to court is a lengthy and expensive process, so this case illustrates the importance of dealing with a bully boss, especially one that exhibited such obviously bad behaviour. Most policies cover issues of bullying but the policies are only as good as they are administered…something clearly lacking in this case. It’s a good example to lead by example to eliminate workplace bullying.
12 — Discipline due to social media postings
11:49 - Stephen lets your employees and supervisors learn from the mistakes of others. This Canadian labour arbitration case deals with social media postings that can go very wrong. Everyone will be educated about the need to be careful and considerate about what they “say” outside work.
13 — Social media misconduct harming an employer's reputation
12:57 - This Canadian labour arbitration case deals with inappropriate tweets sent out from a Toronto fire fighter and picked up by a national newspaper. When the employer takes the tough action of firing an employee and the union thinks it goes too far, an arbitrator has to decide the harm to the employer’s reputation. Misconduct via social media is a big concern for employers.
14 — Discipline due to social media postings
9:31 - This Canadian labour arbitration is another example of employees getting in trouble for social media postings. In this case, there was no obvious indication where the employee worked, yet the employer felt the potential harm to their reputation was too great. This case is another example where everyone should be educated about the need to be careful and considerate with what they “say” outside work.
15 — Accommodating a pregnant employee at work
7:13 - This Canadian human rights case deals with a woman being told she must start her maternity leave early. Perhaps a bar isn’t a great place for a woman to work, with all the lifting and strains of the job. Where does pregnancy fit into human rights legislation and how much is an employer expected to accommodate the expectant mother?
16 — Workplace violence
12:43 - This Canadian court case deals with an incident of workplace violence. Is every incident of violence the same and are employers expected to deal with each situation in the same way? Employers are expected to address workplace violence, therefore it’s important to know what’s expected.
17 — When violence happens outside work
10:52 - This Canadian labour arbitration involves off-duty misconduct that includes violent behaviour. Many times employees and employers believe what they do on their own time will not impact their workplace. In this case there were very few witnesses, therefore making it harder to know exactly what went on. However, even on a balance of probabilities, employers can take action when they think the welfare of their workforce is at stake.
18 — Will quick action save a company from liability?
12:44 - This Canadian human rights case deals with a sexual harassment complaint from a two year employee. The owner took quick action when he first heard about the complaint, but does that absolve him of liability? Will an employer always be liable for the actions of their employees and managers?
19 — When a harassment complaint goes very wrong
11:07 - This Canadian court case deals with a harassment complaint that went very wrong. This case is especially useful for workplace supervisors and managers to understand the delicate balancing act they must perform in protecting the rights of all employees. If employers don’t do enough, they could be in legal hot water. If they do too much, they can be in the same legal hot water. Common sense will help, but being unbiased and giving people a chance will help even more.
20 — When a workplace apology works wonders
10:21 - This Canadian human rights case deals with people making glaring mistakes and the best approaches to correct them. Everyone makes mistakes, but even when someone’s workplace human rights are violated, there still must be a way to make amends.
Individual Pricing
You can SUBSCRIBE to any 1 of the 20 individual videos for...
1 month
$149
3 months
$199
12 months
$299
Package Pricing
THE BASICS5 videos - training for staff and managers
This bundle of 5 videos educates your employees and managers about a wide variety of workplace behaviours, such as harassment, sexual harassment, bullying and discrimination. When an employee first begins at your workplace, you can show them the “Workplace orientation” video and then add your own specific policies and procedures. Keep track of these employees so that in 6 to 12 months you can show them the follow up “Workplace orientation 6 to 12 months on the job” video. Employees (supervisors or not) get a lot of information at the very beginning, so reinforcement is not just a good idea, but it deals directly with adult education and our need for repetition and reminders.
The specific videos of “Sexual harassment at work,” “All inappropriate workplace behaviours” and “Supervisors dealing with inappropriate workplace behaviours” can be added to each employee’s education, being proactive. Or you can show these videos after you think there is a need, due to an incident, or when you realize some education has been lacking.
For each of these videos, Stephen has prepared “Lesson suggestions,” helping you with ideas and even questions to help you deliver stress-free in-house training. You don’t have to re-invent the wheel, but you are strongly encouraged to add the important elements of your workplace policies, procedures and most of all, culture.
#1 - Sexual harassment at work
#2 - All inappropriate workplace behaviours
#3 - Supervisors dealing with inappropriate workplace behaviours
#4 - Workplace orientation
#5 - Workplace orientation 6 to 12 months on the job time
$399
1 month
$599
3 months
$999
12 months
BEYOND THE BASICS 10 videos - training for staff and managers
This bundle of 10 videos gives you 5 more videos than the basic bundle. It moves beyond the good base by giving you 5 real Canadian legal cases where your employees get to learn from the mistakes of others. People like cases and while fictitious “case studies” are interesting, there’s nothing like the real thing, where people get a clearer understanding of what is expected by law, coming from the decision of a judge, adjudicator or arbitrator.
The specific videos of “Sexual harassment at work,” “All inappropriate workplace behaviours” and “Supervisors dealing with inappropriate workplace behaviours” can be added to each employee’s education, being proactive. Or you can show these videos after you think there is a need, due to an incident, or when you realize some education has been lacking.
Either as a stand-alone, or as an addition to one of the other videos noted above, you can show one of the case videos. Just as judges, adjudicators and arbitrators use cases from all across Canada, these cases come from various places. Therefore, unless you need something particularly unique for your Canadian jurisdiction, all of these cases should work for your learning objectives.
This package includes all 5 videos in The Basic package as well as:
#8 - When comments about weight are brought into human rights
#10 - The poisoned workplace
#13 - Social media misconduct harming an employer’s reputationWorkplace orientation
#17 - When violence happens outside work
#20 -When a workplace apology works wonders
$499
1 month
$699
3 months
$1199
12 months
MANAGING YOUR RESPECTFUL WORKPLACE10 videostraining for supervisors and managers
This bundle of 10 videos is strictly for training supervisors and managers (let’s simplify with just “supervisors”). You get two videos that educate supervisors about all forms of inappropriate behaviours (“All inappropriate workplace behaviours”) and actions they can take (“Supervisors dealing with inappropriate workplace behaviours”). Then the remaining eight videos involve real Canadian legal cases geared towards issues your supervisors need to know about and where they get to learn from the mistakes of others. People like cases and while fictitious “case studies” are interesting, there’s nothing like the real thing, where people get a clearer understanding of what is expected by Canadian law, coming from the decision of a Canadian judge, adjudicator or arbitrator.
Whether you’re responding to a workplace incident, or you want to be pro-active with your supervisors, these videos will help your workplace to prevent and respond to incidents of harassment, bullying, discrimination and other inappropriate workplace behaviours.
Either as a stand-alone, or as an addition to the two initial videos noted above, you can show one or more of the case videos. Just as judges, adjudicators and arbitrators use cases from all across Canada, these cases come from various places. Therefore, unless you need something particularly unique for your Canadian jurisdiction, all of these cases should work for your learning objectives. These cases include:
#2 - All inappropriate workplace behaviours
#3 - Supervisors dealing with inappropriate workplace behaviours
#6 - Human rights vs. letting a probationary employee go
#9 - When an employee is labelled a “troublemaker”
#10 - The poisoned workplaceWorkplace orientation
#11- When the bully is the manager
#14 - Discipline due to social media postings
#15 - Accommodating a pregnant employee at work
#18 - Will quick action save a company from liability?
#20. When a workplace apology works wonders
$499
1 month
$699
3 months
$1199
12 months
MANAGING YOUR RESPECTFUL WORKPLACE15 videos10 videos - training for staff and managers
This bundle of 15 videos is the deluxe package strictly for training supervisors and managers (let’s simplify with just “supervisors”). You first four videos cover the ground work for your supervisors with education about sexual harassment (“Sexual harassment at work”), all forms of inappropriate behaviours (“All inappropriate workplace behaviours”), actions they can take (“Supervisors dealing with inappropriate workplace behaviours”) and orientation information for new employees and supervisors (“Workplace orientation”). Then the remaining 11 videos involve 11 real Canadian legal cases geared towards issues your supervisors need to know about and where they get to learn from the mistakes of others. People like cases and while fictitious “case studies” are interesting, there’s nothing like the real thing, where people get a clearer understanding of what is expected by Canadian law, coming from the decision of a Canadian judge, adjudicator or arbitrator.
Whether you’re responding to a workplace incident, or you want to be pro-active with your supervisors, these videos will help your workplace to prevent and respond to incidents of harassment, bullying, discrimination and other inappropriate workplace behaviours.
Either as a stand-alone, or as an addition to the four initial videos noted above, you can show one or more of the case videos. Just as judges, adjudicators and arbitrators use cases from all across Canada, these cases come from various places. Therefore, unless you need something particularly unique for your Canadian jurisdiction, all of these cases should work for your learning objectives. These cases include:
#1 - Sexual harassment at work
#2 - All inappropriate workplace behaviours
#3 - Supervisors dealing with inappropriate workplace behaviours
#4 - Workplace orientation
#6 - Human rights vs. letting a probationary employee go
#7 - When workplace “sexual” pranks go too far
#8 - When comments about weight are brought into human rights
#9 - When an employee is labelled a “troublemaker”
#10 - The poisoned workplace
#11 - When the bully is the manager
#13 - Social media misconduct harming an employer’s reputation
#15 - Accommodating a pregnant employee at work
#17 - When violence happens outside work
#18 - Will quick action save a company from liability?
#19 - When a harassment complaint goes very wrong
$599
1 month
$799
3 months
$1299
12 months
MANAGING YOUR RESPECTFUL WORKPLACE20 videostraining for employees, supervisors and managers
This bundle of 20 videos gives you everything we’ve got of this series. It includes our five stand-alone educational recordings and then our 15 real Canadian legal cases where your employees, supervisors, and managers (let’s call them all supervisors) get to learn from the mistakes of others. People like cases and while fictitious “case studies” are interesting, there’s nothing like the real thing, where people get a clearer understanding of what is expected by law, coming from the decision of a judge, adjudicator or arbitrator.
The first five videos educate your employees and managers about a wide variety of workplace behaviours, such as harassment, sexual harassment, bullying and discrimination. When an employee first begins at your workplace, you can show them the “Workplace orientation” video and then add your own specific policies and procedures. Keep track of these employees so that in 6 to 12 months you can show them the follow up “Workplace orientation 6 to 12 months on the job” video. Employees at all levels get a lot of information at the very beginning, so reinforcement is not just a good idea, but it helps with adult education and our need for repetition and reminders.
The specific videos of “Sexual harassment at work,” “All inappropriate workplace behaviours” and “Supervisors dealing with inappropriate workplace behaviours” can be added to each employee’s education, being proactive. Or you can show these videos after you think there is a need, due to an incident, or when you realize some education has been lacking.
Either on their own, or as an addition to one of the other videos noted above, you can show one of the case videos. Just as judges, adjudicators and arbitrators use cases from all across Canada, these cases come from various places. Therefore, unless you need something particularly unique for your Canadian jurisdiction, all of these cases should work for your learning objectives.
All 20 videos are included.
$699
1 month
$899
3 months
$1349
12 months
MIX and MATCHany number of videos
Make your own bundle of videos from any of the 20 videos listed at the top of the page. We'll give you a price based on the number of videos you choose and how long you want the subscription to be.
Whether you’re responding to a workplace incident, or you want to be pro-active with your supervisors, these videos will help your workplace to prevent and respond to incidents of harassment, bullying, discrimination and other inappropriate workplace behaviours.
More tools to FIX your workplace
To give Canadian supervisors and managers tools
to prevent harassment, bullying & discrimination.
A 738 page Canadian training manual for workplace leaders to eliminate harassment, bullying and discrimination
A manager’s guide to improving workplace behaviour
...and keeping out of legal hot water
