Preventing and Addressing Bullying, Harassment and
Sexual Harassment in the Tribal Workplace
||April 10 - 11, 2018
||Las Vegas, NV
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 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
- 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?
Surviving Bullying and Harassment as a Target
- 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
Legal/Regulatory Issues and Case Law
- Self-adjustment strategies
- Emotional intelligence strategies
- Exit strategies
- Insurrection strategies
- Confronting the bully:
- 8 steps to toppling a tyrant
- Federal laws and case law on harassment:
- Title VII of the Civil Rights Act of 1964
- Saleh v. Pretty Girl, Inc.
- Sovereign immunity:
- Do tribes need to follow federal laws?
- Should your tribe follow them?
- Medina v. Station Casinos
- Riggs v. Bishop Paiute Gaming Corporation
- Tribal laws and regulations:
- Employment policies and procedures
- Due process
- Tribal code of ethics
Keys to Preventing and Addressing Bullying, Harassment and Sexual Harassment
Strategic HR Tools
- 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
Hands-On Exercises and Activities
- Model Workplace Bullying Policy
- "Brutal Boss" Questionnaire
- Workplace Bullying Prevalence Survey
- "Culture of Respect" Climate Assessment
- Bullying and harassment scenarios and case studies
- Developing a comprehensive employee relations strategy
*Topics subject to change.