This video discusses the types of workplace sexual harassment and the influence of the #metoo movement on employees and juries. Emphasis centers on public entities and the importance of documented risk mitigation measures to ensure consistency and compliance throughout the enterprise. Greg Rolen, Esq. provides his experience and expertise as a defense attorney specializing in this evolving and high-risk legal genre.

In this video, Gordon talks about the “hot topic” of Harassment in the workplace. This is not a “Black Swan” but rather a “Gray Rhino” and the consequences for allowing inappropriate behavior in the workplace are significant. Gordon will provide some proven strategies and tactics to address this critical issue with the ultimate goal of better protecting all of your personnel from inappropriate behavior.

In this video, Gordon focuses on comprehensive background investigations and performance evaluations, which form Pillar One – “Getting and Keeping Good People”. Performance Evaluations are a great risk management tool – when they are taken seriously. Gordon will give you some in depth thoughts on the importance of evaluations as well as background investigations – and some proven strategies to improve the quality of the process.

In this video, Gordon focuses on Pillar Five with some thought on the importance of Discipline. When rules are not being followed – this failure to act must be addressed through the discipline function. Failure to address a violation of policy can result in significant consequences, and Gordon will provide his rules for successful discipline in the workplace.

In this video, Gordon talks about the importance of giving your personnel a “decision-making process.” In too many organizations, we teach our people how to do things – but we do not teach them how to think. Gordon will provide a decision-making process that is applicable for all high-risk professions.

In this video, Gordon focuses on how best to select, train, mentor and develop your supervisory team. Is there a better way to do this? What is the key role of the supervisor? What are the consequences when supervisors do not behave like supervisors?