Instructor Profile

Among the many types of charges to investigate are those alleging discrimination, harassment, and bullying. Regardless of which one, all should require a professionally written report documenting not only your findings of fact but that your investigation was done objectively, and in a timely manner. So, you need to be prepared to not just conduct a proper investigation but to also show that you did. That means your report must be beyond reproach so it can withstand any appeal or challenge which may negatively reflect upon the integrity and credibility of your investigation!

If done right your report can help remedy/resolve the situation. If done wrong, it all too often makes things worse. So, it pays to know how to do it right every step of the way.

In short, this webinar can help you and your organization understand and demonstrate that you met the requirements to conduct an effective and professional investigation.

Let’s face it, it is a minefield out there so it’s important to be able to show you knew what you were doing and did it well!

Labor Relations means collaborating with a Union, and possessing just Human Resources knowledge does not necessarily guarantee triumph in a unionized setting. This is because the distinct nature of Labor Relations and its various regulations mandate more specific expertise, which will be covered in this online seminar. Thus, whether you belong to either end of the spectrum, are a novice to Labor Relations, pondering it as a potential career option, or are already an expert in the field and aiming to expand your insight, this webinar is an ideal platform for you!

Although privacy is a dynamic issue of growing concern in essentially every modern workplace, there is still no single comprehensive law governing workplace privacy. Instead, privacy in the workplace is more of a patchwork quilt coming under a variety of laws covering recruitment; medical inquiries; background and misconduct investigations; monitoring and surveillance; honesty; psychological, drug, and alcohol testing; medical and personnel records; off-duty conduct; employer information; etc. So, it’s all the more reason to attend this webinar to learn about where the boundary lines are in this rapidly growing area of concern and what is and is not permissible.

Most employees insist they have privacy rights, especially at the workplace. But few know what those rights are. Likewise, not every employer or manager know what the employer's privacy rights are or what their obligations are when it comes to respecting an employee’s privacy rights and what the penalties are for not doing so and that was in a pre-Covid-19 world!

Although the Family Medical leave Act (FMLA)was enacted 29 years (1993) ago the workplace still has problems complying with its requirements. Sometimes that required compliance is ignored because either the employer or the employee is not aware of their obligations, rights, or both. This webinar is designed to make that compliance easier to understand regardless of if it is a first line supervisor, manager or leave/benefits administrator or the employee.

Over the last decade, the prevalence of social media has changed the landscape of the workplace – and the landscape of employment law. It's a lot more than just "sexting." or visiting inappropriate websites! 

Do you have a social media policy? Are employees aware of it and have they been trained in its proper application? Is your social media policy aligned with all your other policies and/or collective bargaining agreement(s), the National Labor Relations Act (Section 7 Rights) and/or your state and local labor and employment laws, and the Federal Trade Commission's regulations?  Does your social media policy protect individual rights regarding confidentiality and the First Amendment right to Freedom of Speech? If you recruit using social media, are you in compliance with the Fair Credit and Reporting Act? Does it protect copyrights, trademarks, intellectual property, and trade secrets? Are your "take down" protocols adequate? Who owns an employee's social media account(s) and what happens when they exit the organization? 

This webinar will help you understand all the aforementioned and how to have an effective social media plan for your organization in order to protect all stakeholders.

When leaders don't treat their employees as competent, independent adults, they create some of the most significant barriers to an organization's success. Workers are adults with responsibilities and obligations. It seems obvious, but so many people are treated like children at work: too much oversight, micromanagement and employer reactions that hinder rather than enhance performance, especially when it comes to traditional discipline as the “go to” default for performance/behavior problems. 

Tired of applying the same types of discipline and still getting the same old mediocre or short-lived results? Or maybe it was a “righteous” discipline, but it still was overturned or mitigated by a hearing officer or arbitrator. If so, you might be ready to broaden your horizons and considering how treating employees like adults not only avoid these issues but empower employees to act like adults which can also result in positive changes to not only their conduct and performance but to your bottom line as well.

Listening, truly listening and not merely being silent or politely waiting for your opportunity to speak or to correct the speaker, is among the hardest work you might ever do. But to truly listen completely so that you are not only hearing but processing what the speaker wanted you to hear and to learn, with your heart as well as with your brain takes practice. However, one must first be aware of this set of listening skills before one can begin to practice and then hopefully perfect one's ability to listen completely. 

This webinar will identify the proper environment, skills and techniques to assist the participant in continuing to develop and improve their ability in this most important and ancient of arts.

Are you prepared to conduct a proper investigation? Will that investigation be objective or show bias, even implicit bias? Will it respect the rights of both employees and employer, and do you know what those are? Or will it make an otherwise good case bad by committing some of the more common mistakes?

Learn the answers to all these questions and more so you can be prepared to avoid the common mistakes of others and make sure your next investigation is as professional as possible. It’s a minefield out there so it’s important to look before you leap!