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Preventing and Addressing Bullying, Harassment and
Sexual Harassment in the Tribal Workplace

Date: April 10 - 11, 2018
Location: Las Vegas, NV
Hotel: Flamingo Las Vegas (3555 S Las Vegas Blvd)
  For a room rate of $135, please call 888-373-9855 by March 23, 2018 and mention you’re with the Falmouth Institute group. Please click here to make your reservation online.
Tuition:   $809

In this timely class, we’ll discuss techniques that actually work for reducing bullying and harassment in the tribal workplace. We’ll look at the impact abusive workplace behaviors have on victims and the tribe itself, help you understand why bullies and harassers do it, and equip you with strategies for reducing these kinds of unwanted and unethical actions. We’ll discuss some of the reasons that bullying and harassment can be particularly hard to address in the tribal work environment, and explore solutions that can work for your tribe—without compromising your sovereign immunity. Discover simple steps that can move your organization from a potentially toxic environment to a culture of accountability and respect. Protect your employees’ well-being and your tribe’s reputation—register today!

This class is perfect for tribal leaders, managers and HR professionals.

T O P I C S   I N C L U D E
Understanding Bullying, Harassment and Sexual Harassment
  • What workplace bullying, harassment and sexual harassment are (and aren't)
  • The scope of the problem:
    • How prevalent are bullying/harassment/sexual harassment?
    • What are the costs and consequences?
  • The difference between bullying and a "tough boss"
  • How to differentiate between "teasing" and bullying or sexual harassment
  • Identifying common bullying and harassment tactics and behaviors:
    • Verbal abuse
    • Intimidation
    • Abuse of authority
    • Interference with work performance
    • Destruction of workplace relationships
  • The dynamics that make certain employees particularly vulnerable and others more likely to be offenders
  • Why bullying and harassment can be harder to address in tribal than non-tribal work environments
  • The most common forms of cyberbullying and harassment
  • How social media can complicate things with a combination of:
    • Giving bullies and harassers expanded access to victims
    • Helping victims find power (#metoo)
  • Considerations for your social media policy
  • Online reputation management tips for your tribe
Why do Bullies/Harassers Do It?
  • The individual perspective:
    • Personal characteristics of bullies
    • Subtle, and not-so-subtle rewards of bullying
    • Success of highly aggressive leaders
  • The situational perspective:
    • Low perceived risk and no consequences
    • Competition for promotions, influence and rewards
    • Results-oriented focus by management/leadership
  • The organizational systems perspective:
    • Efficiency trumps humanity
    • Cost-benefit equation
Surviving Bullying and Harassment as a Target
  • Self-adjustment strategies
  • Emotional intelligence strategies
  • Exit strategies
  • Insurrection strategies
  • Confronting the bully:
    • 8 steps to toppling a tyrant
Legal/Regulatory Issues and Case Law
  • Federal laws and case law on harassment:
    • Title VII of the Civil Rights Act of 1964
    • Tribal exemption
    • Pros and cons of following Title VII
    • Tips for maximizing sovereignty while limiting risks
  • Sovereign immunity:
    • Nanomantube v. Kickapoo Tribe in Kansas
    • Riggs v. Bishop Paiute Gaming Corporation
    • Corinn Medina v. Station Casinos
  • Tribal laws and regulations:
    • Employment policies and procedures
    • Due process
    • Tribal code of ethics
Keys to Preventing and Addressing Bullying, Harassment and Sexual Harassment
  • Creating a culture of respect
  • Updated policies/code of conduct:
    • Bullying and harassment defined
    • Zero tolerance
    • All employees required to report abuse
  • Genuine and public support from tribal council
  • Training for employees and managers
  • Clear reporting procedures
  • Fair investigation process
  • Strong checks and balances
  • Strategic hiring, promotion, performance evaluation and reward systems
  • Restorative justice for victims
  • Real accountability and consequences
Strategic HR Tools
  • Model Workplace Bullying Policy
  • "Brutal Boss" Questionnaire
  • Workplace Bullying Prevalence Survey
  • "Culture of Respect" Climate Assessment
Hands-On Exercises and Activities
  • Bullying and harassment scenarios and case studies
  • Developing a comprehensive employee relations strategy

*Topics subject to change.

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