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Category: Civil Treatment

|June 2, 2016|No Comments

Think that your organization’s culture doesn’t affect your company’s performance and bottom line? Stephen Paskoff, President and CEO of Employment Learning Innovations Inc., respectfully disagrees. Paskoff is a nationally recognized speaker and author of CIVILITY Rules. In his recently released book, he offers a new business approach that helps boost performance and limit risk by building lawful, professional operations that align with organizational values.

Paskoff credits his experience working …

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|February 1, 2011|No Comments

Twenty-five years ago this November, I founded ELI, Inc. with the idea of taking lessons I learned in the courtroom as a former EEOC trial attorney and partner in a management law firm and delivering them to the training classroom.

Over the years, my colleagues and I have been proud to work with and deliver harassment and discrimination training to many federal government departments and agencies, including the U.S. Environmental …

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|December 15, 2010|No Comments

It’s impossible, of course, to predict the future. But at the end of 2010, several recent developments look like they will generate major developments for 2011. Here’s what I think lies in store in 2011 for HR, legal and compliance professionals as we count down to a brand-new year.

It’s impossible, of course, to predict the future. But at the end of 2010, several recent developments look like they will …

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|November 30, 2010|No Comments

“My boss is a jerk and this company stinks. I’m outta here. What a rotten week. Oh well, Monday it all starts up again.”

“Here’s Dylan at the party: Give him a few beers and watch out.”

“They’re squeezing us dry. This place is a rat hole.  What a bunch of thieves.”

“Take a look at this photo of Carl 20 years ago. What a wild man! Has he changed

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|November 22, 2010|No Comments

Building a legal and ethical workplace begins at the top. Successful leaders use clear, candid language when communicating their vision of a civil, inclusive and productive workplace, and they back it up with specific actions for which team leaders, their direct reports, and others are accountable. To make the message credible and enduring, they must articulate it in their own words and at every appropriate opportunity, including management meetings, company-wide …

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