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Header: Hill Advisory News

September 2011 Newsletter

‘A Cautionary Tale’
Out of office conduct and the employer's responsibility


Articles of Interest

Everyone Deserves a Respectful Workplace
A three part series exploring "the dance of conflict"

Part One
Are you involved in a personality conflict with someone at work? Have you ever been? Are you trying unsuccessfully to solve a personality conflict in your workplace? Almost all of us at one time or another could answer ‘yes’ to one or more of these questions.

Click Here for the Full Article

Part Two
Employers grapple with what to do with the disputants in a personality conflict situation. Often managers will separate the disputants with the hope that the personality conflict will end. It usually doesn’t. In fact often the separation simply spreads the impact of the personality conflict to others who had not been directly impacted.

Click Here for the Full Article


Part Three
How does a manager resolve a personality conflict between two disputants? How does the conflict dance get disrupted?

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Second Generation Harassment Solutions
A Two-tiered Approach to Awareness and Prevention

As we move into the second generation of Harassment and Discrimination Education in the workplace, we have an opportunity to look back at our successes, learning’s and identify areas that can be improved. The legislation has been in place for over 20 years and many organizations have had a policy in place for nearly the same time. Hill Advisory Services has been in the vanguard of the Harassment and Discrimination prevention and investigation area for many of our clients across the country.

Click Here for the Full Article


Humour in the Workplace

In today’s day and age of difficult business transition, it has become increasingly difficult to judge the effect of your particular brand of humour. At Hill Advisory Services we often encounter people that believe that there can simply be no humour in the workplace. We often hear phrases like, “I can’t say anything at work” or “I guess we can’t have any fun at all.” We could not disagree with that sentiment more! We urge people to find humour that doesn’t target, degrade, humiliate etc. We have heard the response, “There are no jokes that do not target someone.” Again, we could not disagree more! Have a look at the brand of humour used by Bill Cosby for example. Sometimes good humour is the only thing that brings us back to the workplace following a difficult day!

Click Here for the Full Article


The Building Blocks of an Investigation

One of the most important harassment investigation statements as the foundation place (besides your notes) evidence of the case.

A properly written statement can do many things for an investigation. They provide a framework for the case in that statements are the raw material of the case. Statements give you a structure on which to base your questions for witnesses and they can also point out questions or gaps of information that the investigator needs to fill before the end of the interview or investigation. Statements are what are left at the end of the interview process that you have the witnesssign and take a copy of. They are what you base your conclusions on.

Click Here for the Full Article


Links

www.govpages.ca

Canada’s National Government Suppliers Directory
www.govpages.ca


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