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| Harassment
Counseling Services |
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We
provide one-on-one counseling for
individuals accused of harassment or whose
behavior is a cause for concern. Counseling
focuses on specific behaviors and details
of complaints filed against the person.
The goals of the session are to help the
individual understand what he or she has
been accused of and why, and to replace
unacceptable actions with comfortable and
appropriate ones. The value of this is twofold.
First, alleged accusers are frequently highly-placed
individuals who have been with the organization
a number of years and have made valuable
contributions. Therefore, the company would
like to salvage these people if they can
be "rehabilitated."
Second, from a legal liability and "affirmative
defense" standpoint, the company can
demonstrate it has done everything possible
to work with the individual to prevent further
problems.
Following the counseling session, we submit
documentation to the company that includes
an overview of key points addressed and
a stated opinion as to whether the person
truly understands why his or her behaviors
were inappropriate, and whether problems
are likely to continue. We recommend actions
for management to reinforce the counseling
session.
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| Investigative
Services |
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On
occasion, companies may seek an objective third
party to re-examine results of an internal investigation
into a discrimination/harassment complaint. This
practice is valuable when a complainant has accused
Human Resources of partiality or wants to appeal
the Human Resources or Legal Departments' findings.
In some cases, it is advisable to have an outside
third party conduct the interview and documentation
process. This will preserve legal counsel's ability
to objectively handle the case and insure that
the integrity of the company's practices are beyond
challenge by the complainant. This process can
be conducted independently or in concert with
a liaison from the Human Resources and/or Legal
departments. We provide written findings and are
available for deposition and testimony should
the complaint become a court case.
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Expert
Witness
Testimony
Services |
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Having
provided the above mentioned services for
a variety of organizations since 1993, Missing
Link Consultants, Inc.,
offers services in difficult cases requiring
information and an independent professional
opinion. Donna Horkey's education and experience
make her uniquely qualified to address behaviors
of the alleged victim and the alleged harasser
from both the reasonable person and reasonable
woman standards, as well as offer perspectives
on the company's policies, practices, and
procedures in handling the problem.
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Interactive
Training Services:
Are
You Flirting With Disaster? |
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Our
half-day
training module for general employees
focuses on the two types and three
primary behaviors of harassment. We
incorporate the organization's policy
statement into the workbook and review
it during the program. Emphasis is
placed on the role of the victim in
preventing and stopping harassing
behaviors, as well
as understanding the organization's
grievance and internal remedy procedures.
Our full-day training module for supervisory
and management employees expands the
program described above to include
discussions about liability, both
the organization's and the individual
manager's. Investigation techniques
are also covered, along with a firm
statement of the organization's expectations
of each and every supervisor and manager.
Topics include:
- Definition
of harassment under Title VII
and CRA '91 (quid pro quo vs.
hostile environment)
- Types
and examples of behavior which
constitute harassment (verbal,
visual, physical)
- Special
issues: same-sex harassment, reasonable
woman standard, affirmative defense
- Responsibilities
in preventing harassment in the
workplace (worker, manager, employer)
- Review
of company's present harassment
policy
- Proper
remedies (internal and external)
- Procedures
for handling a complaint (with
complainant and with alleged harasser)
Upon completion, participants will
have a firm grasp of proper behavior
and procedures to run their departments
as harassment-free environments. They
will comprehend the difference between
"good, clean fun" and harassment.
They will clearly understand their
role and responsibility in preventing
harassment from occurring within their
work unit, and what to do should they
receive a complaint in spite of their
efforts.
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| Comments |
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| Comments
From Attendees |
"Thank
you for sharing with us today your expertise
and very effective program, 'Are You Flirting
With Disaster?' Your love for what you do
is apparent in how you do it and on behalf
of Harwood, we appreciate the time you spent
with us today!"
Jill M. Bayer,
PHR, Director
Administration and Human Resources
"All
seem to agree that you were able to take
a subject which is very complex and confusing
and present it in a manner that made it
easily understandable."
Robert L. Endsley
Corp. Employment Manager
Johnson Controls World Services |
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email:
donna@missinglinkconsultants.com
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