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Contrary to popular belief, judgment can be taught. As I wrote in last week’s post, “Matters of Judgment Can Be Taught: Starting with Leader (Mis)Behavior”, most leaders know the rules, but some choose to disregard them, in a misguided belief that the same standards don’t apply to them, that they won’t be caught, or that their great value to the organization overrides any misdeeds.

Where ambiguous workplace issues are concerned, it has become even trickier to determine when certain behavior crosses a line or whether it is merely a nettlesome business issue that requires careful factual analysis and an examination of the issues within the broader context of multiple circumstances.

This week the U.S. Department of Labor ("DOL") issued an Administrator's Interpretation of the definition of "son or daughter" under the Family and Medical Leave Act ("FMLA") that will permit individuals who serve in the role of a parent to take leave upon the birth or adoption of a son or daughter or to care for a son or daughter with a serious health condition, even if the individual is not the child's biological parent or legal guardian.

This interpretation, announced in a June 22 DOL press release, will allow gay and lesbian parents, as well as grandparents or other relatives, who do not have a legal or biological parent-child relationship with the child to take covered leave.

“We need your help – a doctor abused our patients. He’s gone, but this can’t happen again, ever.”

I’ve wondered when it would happen – for years there have been stories of athletes, proxies for other celebrities, who say and do what they want while their behavior is ignored, minimized, or attributed to “locker room” humor or conduct.

David Letterman is lucky. Some may question how that can be when his private affairs, literally, are now so public. And some may say, if he can do it and keep his job, so can I.

Steve discusses the top HR challenge(s) organizations are facing.

I've been hearing a lot lately about “The No Complaining Rule: Positive Ways to Deal with Negativity at Work.”

A few months ago, I was speaking to a client who told me there had been incidents of bad practices and ethical issues arising in her workplace.

We just completed a major renovation to our office space, and I’m happy to say my new office is clean and it will stay that way.

So many conversations go nowhere because they’re monologues and the wrong person is talking.