Civility

Everybody’s Talking

»Posted on Jun 27, 2018 in Civility, Newsletters | 0 comments

Federal, state and local governments as well as the Equal Employment Opportunity Commission (EEOC) are all talking about sexual harassment. The federal government is focused on settlement disclosures, arbitration agreements and tax deduction denial. States are proposing restricting nondisclosure agreements and requiring anti-sexual harassment training and policies. The EEOC proposed new enforcement guidance outlining legally protected characteristics and liability standards for employers as well as a threshold for hostile workplace and training considerations. Like the EEOC guidance most of these initiatives have yet to be enacted. Along comes the National Labor Relations Board (NLRB) decision in the Boeing Co., 365 NLRB No. 154(2017) saying policies requiring...

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Dissecting Workplace Drama

»Posted on Feb 21, 2018 in Civility, Newsletters, Performance | 0 comments

Drama in the workplace costs $350 billion per year in the United States according to Gallup research. Add it up; blaming, backstabbing, bullying and sabotage leading to absenteeism, turnover and negative company reputation. It is all non-productive work time! Workplace drama is not simply a diminishing force on productivity. It’s a lost opportunity to harness inevitable workplace conflict. Well-managed conflict at work results in improved solutions, innovation and enriched co-worker relationships. Managing conflict is a key leadership skill. Understanding the elements of workplace drama is critical to turning a potential drain on productivity into a positive outcome. Charlie Sheppard, author of Save Your Drama for Your Mama dissects drama and contrasts it with...

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#MeToo

»Posted on Nov 27, 2017 in Civility, Mitigating Liability | 0 comments

More than a million people have shared their Twitter posts since Alyssa Milano encouraged survivors of sexual harassment and assault to publicly post their #MeToo status this past October. The last time sexual harassment came to the forefront was when Anita Hill spoke out about Clarence Thomas in 1991 at his televised Senate confirmation hearing.  Even though Thomas joined the Supreme Court; Hill’s testimony is credited for a dramatic increase in sexual harassment complaints with the EEOC. Companies should anticipate history to repeat. When a disaster hits the news, especially local news, employees should be reminded of the company’s position and plan. It makes employees feel safe and assured that the company is looking out for their ...

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The Lonely

»Posted on Oct 25, 2017 in Civility, Engagement | 0 comments

Vivek Murthy, M.D. identified loneliness as a serious health condition when he was the U.S. surgeon general. The human brain is wired to be social. Being social helped protect us from predators and increased our ability to get food. Because of that wiring, loneliness creates stress and stress can elevate the hormone cortisol and inflammation which leads to disease. Chronic stress also reduces pre-frontal cortex brain function that controls abstract thinking, emotional regulation and decision making. A number of variables may have caused the feeling of loneliness to double since the 1980s in America. Several factors have increased – the use of technology, living alone, telecommuting, independent contractors and population age which may...

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The Cost of Distraction

»Posted on May 24, 2017 in Civility, Newsletters, Performance | 0 comments

Working in an environment with competing objectives under tight deadlines and fear of punishment is a too common description of work today. A few high stress occupations are challenging whether the results of job stress (i.e. Post-Traumatic Stress Disorder) qualifies as Worker’s Compensation claims.  The British Medical Journal linked job stress to cardio-vascular disease in 2002; American studies recently validated this information. Chronic stress increases cortisol which creates inflammation and is linked to disease. Previously blaming the person’s reaction to stress (i.e. the Type A personality), now findings reveal organizations can make changes to reduce stress.  An individual’s response to a situation has a lot to do with ...

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