NEWSLETTER ARCHIVES | ARTICLES | LINKS
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?
Click Here for the Full Article
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
Canada’s National Government Suppliers Directory
www.govpages.ca
If you would like our quarterly newsletter emailed directly to you,
please contact Sheri and provide her with the following information:
Name, Title, Company, Email Address
Missing a previous edition of Hill Advisory News?
Visit our archives to find your favourite newsletter. |
Hill Advisory Newsletter
is accessed
through
Adobe Acrobat Reader
|
