Monthly Webinar Series

Transcription

1 Welcome Monthly Webinar Series MAINTAINING A PROFESSIONAL WORK ENVIRONMENT Presented by: Pat Flannery Disclaimer Please understand that the purpose of this presentation and handout is educational. Nothing in either should be construed as specific legal advice for a particular situation. Sound legal advice requires an understanding of all the facts of a particular situation, something that cannot occur in an education setting. 1

2 The most important single ingredient in the formula of success is knowing how to get along with people. Theodore Roosevelt What is Meant by Workplace Professionalism? Behavior that protects a professional working relationship (with co-workers, supervisor and clients) that should exist in any workplace environment. Behavior that meets the duty of ordinary care that exists with all employees and supervisors. A violation of a workplace professionalism is behavior that tarnishes or obstructs this professional working relationship. Why Must Workplace Professionalism Be Maintained? Employees/managers have the right to work in a safe, civil environment. Typically, people work in a job for a long time. It is in all best interests to keep the workplace environment as positive, productive and meaningful as possible. Violations of workplace professionalism negatively impact the workplace: morale, workplace climate, effectiveness, costs and risk to civil and criminal liability. 2

3 What Determines Liability? Duty of Ordinary Care Breach of that Duty Damages to Individual id or Property Proximate Cause Basic Safety Plan Prevention Intervention ti Crisis Response Recovery Addressing Workplace Professionalism: Problem Defined INDIVIDUAL Reactive Crisis Response SYSTEMIC Pro-active Prevention Intervention 3

4 Be Proactive - Not Reactive Being Proactive: PREVENTION When addressing any workplace issue, the first step is look at what you are currently doing that helps minimize the problem. How are you being proactive? Additional prevention involves looking at workplace climate, managers and employees role in keeping it positive, safe and civil. Workplace Climate: Managers Role Management s right and responsibility to establish and maintain a safe, civil workplace. Many things must be in place to minimize problems and insure a safe, civil workplace is maintained: 1. Hiring Practices: (set the standard for the ethos of the organization this is what we re all about) 2. Orientation and probation period for new employees 4

5 Workplace Climate 3. Managers Set Clear Expectations: policies/procedures, rules, regulations, evaluating, and communicating expectations (current job description), confront problems early. 4. Managers must model expected behavior! Workplace Climate: Employees Role Employee is responsible for knowing and following company policy/procedures, rules, their own job description and code of conduct expectations. Workplace climate is not just about the job skills and tasks, but how you accomplish them in your working relationship with co-workers, supervisors and clients. Workplace Climate: Employees Role Employee must understand that workplace climate is more about job attitude than job aptitude. Our core values shape our civility. Civility (how we treat each other) plays a major role in influencing workplace climate. 5

6 One Influence of Workplace Climate Civility How we respect the rights of others Core values Respect Patience Acceptance Understanding Workplace Climate Major factor in a positive, meaningful workplace Behaviors that Breach or Violate Workplace Professionalism Behaviors That Breach or Violate Workplace Professionalism bullying intimidation sexual harassment discrimination pushing, hitting teasing sexual misconduct Workplace Professionalism confidentiality breach gossip/rumors Code of conduct violation Foul language inappropriate relationships flirting 6

7 Sexual Harassment WORKING DEFINITION: There must be some language or conduct of a sexual nature; or directed at a person because of their sex; and This language or conduct must be unwelcome; that is, the victim did not solicit or incite the conduct or language; and The language or conduct complained of must be so offensive or pervasive that it could reasonably be expected to alter the conditions of the victim s employment. Bullying, Harassment, Intimidation WORKING DEFINITION 1. A desire to hurt or harm is the motivation. It is intentional. (The desire to harm does not have to exist with sexual harassment). 2. A power imbalance exists between the perpetrator and the victim. (This power can be formal or informal). 3. The action(s) are manifestations of unjust use of power. Bullying, Harassment, Intimidation WORKING DEFINITION 4.The aggressor enjoys carrying out the action(s). 5.The victim has a sense of being oppressed. (Trapped and can t get away). 6.The perpetrator typically repeats the hurtful/harmful actions against the victim(s). 7

8 Hugging, Touching Behavior that is suppose to display a caring, concerned, nurturing attitude. What is the intent? - How is it received? I m a touchy sort of person Gov. Lowry Adult to minor; Duty of Care Don t get it or get off on it Three tips on a necessary hug Touching don t do it unless it s medically necessary or for a safety reason Discrimination Be aware of what behavior constitutes discrimination. What are the current protected classes (sexual orientation, age, etc.) Applies to all forms of employment. Teasing Do you tease others at work? Good and bad teasing Don t pitch if you can t catch What does a bully say when confronted? 8

9 Workplace Relationships Does it violate any policy or rule? What about managers dating employees they evaluate? What happens if you end the relationship? Gossip, Rumors You know who gossips don t get involved A rumor is what you hear gossip is what is spread Usually not a flattering message Rumor and gossip tell more about the messenger, than the significance of the message Drags an organization down Sexual Exploitation of a Minor Misuse of power; directed at minor or vulnerable adult Begins with boundary violations (can be very subtle to obeg begin with), ),pogesses progresses to ogoo grooming, g, leads to sexual exploitation Critical employees help each other out at the boundary violation stage The behavior at this stage is often poor judgment Err on the side of keeping kids and vulnerable adults safe. 9

10 Getting Physical (pushing, hitting, worse) A definite violation of professional boundaries Disciplinary action a must Criminal charges could apply Violence in the workplace Confidentiality Know the level of required confidentiality in all aspects of your job If you re not sure ask Know the laws and consequences for a breach of confidentiality Flirting Recipient doesn t like it (unwanted and not solicited), it could lead to sexual harassment Doesn t matter what your intention was; how was it received by the recipient AND other employees? Protect workplace environment. 10

11 Summary Primary Message: Prevention! Recognize problem areas that may challenge your professionalism at work. Be self-analytical and honest about your own behavior. Don t do anything that might tarnish your own professionalism at work. Help others that May not get it. Report a concern you may save a career. The most important single ingredient in the formula of success is knowing how to get along with people. Theodore Roosevelt 11

12 Thank you Monthly Webinar Series 12