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

Training videos for ALL Canadian Workplaces

Training Package #4  - Managing your respectful workplace - 15 videos

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Suggested

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                     with pricing

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BEYOND THE BASICS - 10 videos

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MANAGING YOUR RESPECTFUL WORKPLACE - 10 videos

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MANAGING YOUR RESPECTFUL WORKPLACE - 15 videos

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Videos included in this package

#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

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:

 

#6.  Human rights vs. letting a probationary employee go.  This human rights case from Manitoba addresses the conflicting issues of the rights of an employer during the crucial probationary period and the rights of an employee regarding a human rights issue.  Most employers think they can do anything they want during the probationary period, and while not completely accurate, there is a lot of leeway as the boss tries to see if the new person is a “fit.”  However, human rights legislation, covering harassment and discrimination, is usually given preferential status compared to other laws.  This case encourages supervisors to ensure they don’t violate an employee’s human right…perhaps especially a new employee, since everyone wants to start off on the right foot.  - 13:39

 

#7.  When workplace “sexual” pranks go too far.  This wrongful dismissal case from B.C. lets supervisors know that when they allow their workplace to become “sexualized” in what may seem light and humourous, it hamstrings their ability to take strong action when they think things have gone too far.  In fact this case has so many lessons, including the importance of listening to employees before you come to a decision what discipline you take.  Your supervisors don’t need to learn about investigations to appreciate the many things that went wrong by management.  They can learn that you can still have a fun workplace, but there are lines which shouldn’t be crossed…for fear of ending up in court.  - 10:58

 

#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 supervisors that employees 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.  Yet most supervisors would have no clue the law goes this far.  - 9:07

 

#9.  When an employee is labelled a “troublemaker.”  This human rights case from B.C. helps supervisors to stay away from labelling people.  Instead they will be encouraged to look at the performance of an employee through new lens each time an issue arises.  The unfortunate aspect of this case is how supervisors became entrenched in their views of this woman, when she was just bringing forward legitimate concerns of discrimination based on her gender.  This case isn’t just about gender/sex discrimination, it’s about taking as much bias out of our decision making as possible.  Your supervisors will be encouraged to form their own opinions of employees, instead of just taking the word of others…and then getting into big and expensive (this one very expensive) trouble.  - 11:06

 

#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.  But it’s the role of management that really gets attention.  If your workplace is in need of improvement, and you want your supervisors to lead the way, this may be the video to watch and discuss.  - 10:33

 

#11.  When the bully is the manager. This wrongful dismissal case from Ontario is not only significant, but it got a lot of press at the time.  We don’t expect one of the largest companies in the world to get caught being so wrong and doing so much damage to an employee (who was a supervisor).  And don’t be fooled by the appeal court substantially reducing the financial penalties, because the end result was one of the highest awards from Canadian courts for this kind of inappropriate workplace behaviour (seems the original jury was thinking more of American decisions).  This case will help anyone in your management line to know that if caught, bullies can cost a workplace a fortune…not just in money, but in time lost dealing with the lawyers and everyone else.  - 12:36

 

#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 supervisors to let employees know they can’t just say or write anything, put it on the internet, and there be no consequences.  - 12:57

 

#15.  Accommodating a pregnant employee at work. This human rights case from Alberta deals with a very common form of discrimination and litigation in Canada:  pregnancy.  With so many Canadian women being denied employment opportunities because they are pregnant, or they could possibly become pregnant, supervisors need to be doing the right thing, or take a chance their workplace could wind up in litigation.  Supervisors should know what they can and can’t do when it comes to possible discrimination against women due to pregnancy, possible pregnancy or raising children.  This case gets them thinking about simple ways they can accommodate a pregnant woman when modifications may be necessary for the health of her and her child to come.  - 7:13

 

#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, and supervisors need to know the difference.  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.  It’s important to help supervisors with education that is relevant, even though workplace violence luckily, is still rare in Canada.  - 10:52

 

#18.  Will quick action save a company from liability?  This human rights case from New Brunswick helps supervisors know exactly how careful they have to be when dealing with sexual harassment or any form of human rights harassment or discrimination.  This employer was given high praise for the actions he took, so it may come as a surprise why the company ended up being liable at all.  There’s a principle from the Supreme Court of Canada that “management is ultimately responsible” for the actions of their employees.  This case is a perfect example of how that is true and how serious the courts and tribunals are about upholding this principle.  It’s likely a great case to have your supervisors and managers being more proactive, so they don’t get caught being reactive, and in the process perhaps miss something.  - 12:44

 

#19.  When a harassment complaint goes very wrong.  This wrongful dismissal case from B.C. illustrates that if someone is determined to find someone “guilty” it may lead to many unfortunate results.  The investigator in this workplace seemed to be more interested in looking after an employee who made a complaint, than looking after the interests of fairness and balance.  Looking at this case, your supervisors will learn that the rights of every employee (including supervisors and managers) must be respected.  The learning is not about investigation techniques.  Many workplaces are so afraid of a formal complaint and so afraid they haven’t done “enough” that they will forget about other aspects of fairness.  Sure, take all complaints seriously, but complaints are just complaints until they are proven.  In the meantime, if there’s a few small problems, give the employee a chance to improve, instead of firing someone.  Lots to learn about fairness with this case.

 

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.  Supervisors and managers especially will appreciate the added education.

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

Contact
to

SUBSCRIBE

Training videos for ALL Canadian Workplaces

Training Package #4  - Managing your respectful workplace - 15 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