LUNCH PROGRAM: What to Do About Workplace Bullying
What identifies a workplace bully? What do you do when you have a bully in the workplace? How does it affect your culture? Where does the law stand regarding workplace bullies? Join Kathleen Nicolini to learn the answers to all of these questions plus explore tools and solutions to managing workplace bullies. Kathleen will send us home with tools to set workplace policy and tackle this culture killing problem. Items covered will include:
- What is workplace bullying?
- Why is bullying prevalent in the workplace?
- What is the impact to business?
- What is the impact on employee performance?
- How can HR identify workplace bullies?
- How can HR deal with or prevent workplace bullying?
- What are the legal liabilities?
Kathleen A. Nicolini, SPHR, MBA is currently employed as a Manager, EEO/AA for a Fortune 500 employer based in Omaha, and teaching a graduate class at Bellevue University. Kathleen holds a Bachelors’ in Criminal Justice and a Masters of Business Administration from the University of Nebraska. She is a current member of SHRM and holds a SPHR.
Her career track has been very diverse. She began working in the Juvenile Court and a short stint working with the Domestic Violence Program out of Council Bluffs. She returned to graduate school to obtain a dual Master’s in Public Administration and Criminal Justice when she launched her career in civil rights. From the Nebraska Equal Opportunity Commission she went on to head Human Resources programs including the creation of a enterprise HR system. She served 3 years in a Chief Officer role in operation as well. She owned her own HR consulting firm and currently is serving as an EEO/AA Manager. She volunteers with the Domestic Violence Council supporting their HR needs.
WORKSHOP: How to Properly Conduct Workplace Investigations
When you receive an allegation of workplace harassment or discrimination or believe your organization has become a victim of fraud or theft – taking prompt action is your legal responsibility.
But let’s face it: most HR professionals or business owners have never had formal training in how to conduct internal investigations. And without having the proper skills in how to handle allegations in the workplace – and investigate them effectively – employees may feel their complaints are not taken seriously internally.
Every organization should be prepared to conduct a prompt and thorough investigation of all employee complaints, accidents, allegations of misconduct and other indications of a violation of law or policy. If handled properly, the investigation can help to prevent or reduce financial losses. If your investigation is flawed, the consequences can be horrific.
Whether it is in the public sector, academia or private industry, conducting fair and thorough investigations is becoming increasingly important. Whatever the field, if fact-finding is not done properly or the investigative process is – or is perceived to be – unfair, the consequences can be calamitous, leaving the organization conducting the investigation exposed, with its credibility and reputation in tatters.