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Do your employees know the difference between unprofessional and illegal behavior and sexual harassment? Could they recognize how an unwelcome pursuit can become harassing behavior? What if it was a manager pursuing an employee? Inappropriate or illegal?

Do your employees know the difference between unprofessional and illegal behavior and sexual harassment? Do they know how to handle borderline situations involving themselves or their coworkers, even third party vendors/non-employees? This powerful vignette drives discussion, builds awareness and helps prevent incidents of sexual harassment.

Do your employees know the difference between unprofessional and illegal behavior and sexual harassment? Do they know how to handle borderline situations involving themselves or their coworkers? This video situation is a powerful tool to drive discussion, build awareness and prevent incidents of harassment in your organization.

Do your employees, staff and even management team understand that sexual harassment can take many forms? It can be verbal, as with jokes, comments, or propositions. It can be visual, as in written notes, cartoons, or objects. It can be electronic, as in e-mails, social media posts, and texts. And it can be physical, as with touching, gesturing, or leering and staring.

Social media is a powerful communication tool. Employees can (and do) post things that are best left unseen in the workplace. But what if co-workers begin viewing and discussing another employee's posts in the workplace? Inappropriate, unprofessional or illegal?

You have an employee complains to you that their raise was less than expected. What do you do? This course provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.

An employee is coming to work in clothes that are inappropriate for the workplace. What do you do? This course provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.

What do you do about an employee with body odor, bad breath, or who appears unclean? If it’s affecting how the employee works with co-workers or customers, you need to overcome embarrassment and address it. How do you work with an employee who has poor hygiene?

Biases are the attitudes or stereotypes that affect our understanding, actions, perceptions and decisions. Going deeper, bias also refers to the persistent, harmful, and unequal treatment of someone based solely on some characteristic they possess or their apparent membership in or identification with a particular group. Stereotype is often defined as a generalized belief about a particular category of people. An example of a stereotype might be “All Asians are good at math.”

It's not enough to understand the legal definition of sexual harassment… we must know what sexual harassment looks like in the real world… and its consequences on each other… and the organization. Because appropriate touching varies so much among different people, the best advice is to keep close personal touch to a minimum and always on a professional level.

What happens when a customer inappropriately touches an employee? This program poses two questions. First, is the situation simply an example of inappropriate behavior - or is it sexual harassment? And second, if the situation isn't sexual harassment, under what circumstances could it become sexual harassment? Being able to answer these two questions is important because they're the kinds of questions that will help you put things in context, recognize the warning signs, and stop sexual harassment before it starts.

New Just-In-Time Performance Management Tool! You have an employee who lacks necessary job skills. What do you do? There are four steps you can take.

Building an inclusive work environment sometimes means confronting colleagues about their misconceptions and attitudes regarding diversity. It also means taking the time to have courageous conversations about the tough topics impacting the workplace. A diverse workforce does not mean your organization places more value on certain groups of people. What it means is your organization is committed to attracting and retaining quality employees from ALL cultural backgrounds, genders, ages, and points of view.

Ethics concern an individual's moral judgments about right and wrong. Decisions taken within an organization may be made by individuals or groups, but whoever makes them will be influenced by the culture of the company. One area of concern within many organizations is the gathering of competitive information. Collecting information about your competitors makes good business sense. However, you must do so in an ethical and reasonable way. Unfortunately, this doesn’t always happen. If you ever find yourself in this situation, it helps to know how to act.

New Just-In-Time Performance Management Tool! You have an employee who lacks necessary job skills. What do you think? There are four steps you can take.

New Just-In-Time Performance Management Tool! You have an employee who’s not assertive enough. What do you do? There are four steps you can take to help the situation.

All employees must be willing to take personal responsibility for creating a respectful, productive work environment. Doing so leads to a high performing organization where people are valued for their talents and abilities. Spanish version of the course "TrainingBriefs® Gender Respect" course.

New Just-In-Time Performance Management Tool! You have an employee who makes unacceptable mistakes. What do you do? There are five steps you can take to help the situation.

New Just-In-Time Performance Management Tool! You have an employee who may be promoted beyond their capabilities. What do you do? There are four steps you can take to help the situation.

New Just-In-Time Performance Management Tool! You have an employee who is terminated for poor performance. What do you do? There are four steps you can take to help the situation.