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Civility at Work: Build a Legally Enforceable Culture of Respect Designed to Prevent Employees’ Twitter Wars, Cyberbullying, and Other Potentially Damaging Acts - On-Demand

Civility at Work: Build a Legally Enforceable Culture of Respect - On-Demand

Product Code: YEWA052417D

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Civility at Work: Build a Legally Enforceable Culture of Respect Designed to Prevent Employees’ Twitter Wars, Cyberbullying, and Other Potentially Damaging Acts -On-Demand

Webinar now available On-Demand.

Do your employees respect one another, your clients, your customers, the public? As little as one rogue tweet on Twitter, a scathing email, or a heated water-cooler discussion could ignite a firestorm that sparks legal concerns and reputational harm for your organization.

The executive summary of the Equal Employment Opportunity Commission’s 2016 Select Task Force on the Study of Harassment in the Workplace report states that  “effective harassment prevention efforts and [a] workplace culture in which harassment is not tolerated, must start with and involve the highest level of management of the company.” In addition, organizations should “have systems in place that hold employees accountable for this expectation.”

Establishing a culture of civility and respect may seem like a no-brainer, but there are increasingly difficult questions for employers to answer on how to handle social media and other speech that could impact employees and the company’s reputation. For instance, the ubiquitous nature of social media spills over into everyday life, and that means rude, disrespectful comments can surface at the water cooler and throughout the workday, making the workplace culture tense and, possibly, unbearable for some workers.

So, what steps can employers take when their workers are disrespectful and ignore company policies on respect and workplace civility?

And, what are the rules about creating such policies?

Employers need to ensure that, though they want to establish guidelines for civility in the workplace, they don’t run afoul of National Labor Relations Board (NLRB) rules and laws protecting free speech.

Use this all-new on-demand webinar on civility and respect in the workplace that will illustrate the legal steps employers may take and the legal limits of controlling employees’ speech and maintaining civility in the workplace.

You’ll learn: 

  • How to legally draw “a line in the sand” when it comes to civility and respect in the workplace 
  • Proactive steps for minimizing claims of incivility, harassment or discrimination in your workplace 
  • Pointers on how to foster a culture of respect, inclusiveness, and civility 
  • What to do if someone complains about disrespect or rude behavior in your workplace 
  • The limits of protected speech in the workplace 
  • Examples of employment brands that were tarnished when employees “went rogue” by writing decisive tweets, Facebook posts, and other social media content 
  • What employers—both public and private—can legally do to monitor and control employee speech, both live and online 
  • How to avoid civility policies that could run afoul to NLRB rules and unlawfully seek to limit free speech 
  • The NLRB’s current and anticipated rules on social media usage at work—and the practical impact on workplace policies covering what employees can and can't say on social media 
  • Legal steps for handling a situation where an employee crosses the line and acts disrespectfully using social media 
  • Proactive steps for creating a positive workplace culture where employees thrive, limiting your chances of having to deal with these problems in the first place 


BONUS: Plus, you’ll get a handy culture assessment tool for examining whether your workplace breeds bullying or supports other negative behaviors that you should address.

About Your Presenters:

Catherine Mattice, MA, SPHR, SHRM-SCP
Consultant
Civility Partners

Catherine Mattice, MA, SPHR, SHRM-SCP, is an internationally recognized expert on the topic of workplace bullying, and she partners with her clients to effectively eradicate it through proactive, strategic approaches. She has also served as an expert witness several times in bullying-related cases—though workplace bullying is legal in the U.S. (with the exception of pockets where bullying is illegal) she has been asked to testify in cases where workplace bullying was a pertinent topic to bring into the case. She has also published articles in a variety of industry trade magazines, appeared on NPR, and been cited in nationwide news venues such as The Washington Times and Psychology Today. She co-authored the book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, which Ken Blanchard called, “the most comprehensive and valuable handbook” on the topic. She recently released a second book entitled, “SEEKING CIVILITY: How Leaders, Managers & HR Can Create a Workplace Free of Bullying.” Ms. Mattice is also the current president of the National Workplace Bullying Coalition.


Jerry CarboJerry Carbo, Esq.
Professor of Management & Marketing
Shippensburg University

Jerry Carbo, professor of management and marketing at Shippensburg University, is also an attorney who consults with numerous mid-size employers on workplace harassment, bullying, and other issues that affect the workplace. He was chosen as one of 17 experts to serve on the EEOC Strategic Task Force to Study Workplace Harassment. His teaching areas include business and society, labor relations, employment law, organizational behavior, and sustainable management. Dr. Carbo’s research covers workplace bullying, labor revitalization, and sustainability. He has published his research in numerous publications, and is a member of the West Virginia State Bar. You can visit his law office’s Facebook page – The Law Offices of Jerry A. Carbo II. He recently published the book Understanding, Defining, and Eliminating Workplace Bullying: Assuring Dignity at Work, (Routledge, 2017).

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