Dealing with workplace harassment, bullying and discrimination to create a respectful workplace

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Training Package #2  - Beyond the Basics - 10 videos

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Suggested

Video Packages

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 THE BASICS - 5 videos

 training for staff and managers

#1 -

#2 -

BEYOND THE BASICS - 10 videos

training for staff and managers

#3 -

MANAGING YOUR RESPECTFUL WORKPLACE - 10 videos

training for supervisors and managers

#4 -

MANAGING YOUR RESPECTFUL WORKPLACE - 15 videos

training for staff and managers

#5 -

MANAGING YOUR RESPECTFUL WORKPLACE - 20 videos

training for employees,  supervisors and managers

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LET'S TALK ABOUT RESPECT
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improving workplace behaviours for municipal employees

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LET'S TALK ABOUT RESPECT
 - 11 videos -
improving workplace behaviours for Canadian fire & rescue services

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Videos included in this package

#1 - Sexual harassment at work 19:19

#2 - All inappropriate workplace behaviours -

       16:59

#3 - Supervisors dealing with inappropriate

       workplace behaviours - 12:52

#4 - Workplace orientation - 17:29

#5 - Workplace orientation - 6 to 12 months on the

       job time - 16:26

#8 - When comments about weight are brought

       into human rights  - 9:07

#10 - The poisoned workplace - 10:33

#13 - Social media misconduct harming an

         employer’s reputation - 12:57

#17 - When violence happens outside work  - 10:52

#20 - When a workplace apology works wonders  -

         10:21

 

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 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 (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.

 

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.  These cases include:

 

#8.  When comments about weight are brought into human rights.  This human rights case from Ontario opens the eyes of many an employee and supervisor (even a Human Resources expert) because we often have this narrow picture of what constitutes sexual harassment in Canada.  This case alerts all employees that people need to be more sensitive to the comments they make and more vigilant to address issues before you end up in some time-consuming, costly and sometimes headline-grabbing legal process.  The fact that it’s an older case just bolsters the learning where you get to say “this is old law,” meaning this isn’t some recent case from a week ago, and it’s something everyone is expected to know about.

 

#10.  The poisoned workplace.  This human rights case from B.C. applies to any workplace, but it’s especially effective in addressing certain behaviours found in many Canadian male-dominated workplaces.  Lots of Canadian workplaces feel they are rather exempt from normal laws because “everyone acts that way.”  It’s not really bullying or discrimination when everyone goes along with it, right?!?  This case even adds the element where the complainant isn’t exactly a saint in his dealings with others at work, yet it explains the power of Canadian human rights legislation and how employers can be exposed to expensive litigation.  If your workplace is in need of improvement, this may be the video to watch and discuss.

 

#13.  Social media misconduct harming an employer’s reputation.  This labour arbitration case from Ontario started with front page headlines in the National Post newspaper.  We are living in a world of instant on-line postings where some employees don’t pay attention to the “sober second thoughts” of the consequences of their actions.  If you have a policy regarding off-duty conduct and it includes social media behaviour, this case will be a good reminder of what is expected.  If you don’t yet have such a policy, don’t wait until you do:  Show this and explain how you will be coming up with something shortly and ensure people understand they are responsible for their “outside” actions if they harm others in your workplace or your workplace reputation.  Social media is expanding, not contracting, so you want your employees to understand their responsibility to your workplace even when they think they say or so anything as long as it’s on the internet (this place perceived to be the free flow of anything…).

 

#17. When violence happens outside work.  This Manitoba labour arbitration case deals with a very different off-duty conduct: violent behaviour.  Many times people feel they can get away with a wide-variety of behaviours as long as they do it on their own time.  Often that’s true, but not always.  Your learning objective may include workplace violence, or it could just be off-duty conduct, or both.  This case is also a bit different because it involves two women, when we often attribute this kind of behaviour to men.  As well, this case adds the element of how much evidence do you have to bring forward to take decisive action.  It’s not an episode of Law and Order, but because so many people get their understanding of the law from TV programs, it will help them understand these issues can be real and consequences can be great.

 

#20.  When a workplace apology works wonders.  This B.C. human rights case is a great one to teach supervisors and managers, however, the message is just as important to non-supervisory employees.  Since you don’t want employees at any level to be afraid of making any mistakes, this case lets us know that when we screw up, we can do our best to make things right.  This case won’t condone inappropriate jokes, but it will allow people to realize they can learn from their mistakes…and move on.  The notion of “reasonableness” is important in Canadian workplace human rights legislation and this case really sets out what is reasonable and what is not.

 

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.

 

You can SUBSCRIBE to this Video Package for 3 different time periods - 1 month - 3 months - or 1 year.

Please CONTACT us for payment of your subscription and you will be provided with a web page link.

The videos can be shown on a computer, linked from a computer to a TV or to a digital projector.

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© STEPHEN HAMMOND - HARASSMENT SOLUTIONS INC.   
 
CONTACT

Training videos for ALL Canadian Workplaces

Training Package #2 
Beyond the Basics - 10 videos

You can SUBSCRIBE to this Video Package
for 3 different time periods
1 month - 3 months - or 1 year.

 

Please CONTACT us for payment of your subscription and you will be provided with a web page link.

The videos can be shown on a computer, linked from a computer to a TV or to a digital projector.

© STEPHEN HAMMOND  |  HARASSMENT SOLUTIONS INC.

 CONTACT