The Employee Misconduct Boot Camp: the Psychology and Law of Managing Difficult Behavior

Instructor: Dr. Joni E Johnston
Product ID: 701841
  • Duration: 6hrs

recorded version

1x Person - Unlimited viewing for 6 Months
(For multiple locations contact Customer Care)
Recorded Link and Ref. material will be available in My CO Section
Last Recorded Date: Jan-2011

Training CD / USB Drive

One CD/USB is for usage in one location only.
(For multiple locations contact Customer Care)
CD/USB and Ref. material will be shipped within 15 business days

Customer Care

Fax: +1-650-362-2367


Read Frequently Asked Questions


Drug abuse. Harassment. Threats. Insubordination. These are just a few of the nightmares that keep HR professionals awake at night. If these are the kinds of employee problems that are haunting you, we promise this webinar will help you get a better night’s sleep!

Why Should You Attend:

Conducted by a forensic psychologist, private investigator, and CEO of an employee relations consulting firm, this one-day virtual seminar/boot camp will cover just about every angle of employee misconduct and show you how to handle it in an efficient and effective way. From the technically-savvy-but-interpersonally-clueless manager to the potentially violent employee – and everything in-between – this webinar will help you navigate employment laws and psychological traps that can escalate an already-difficult situation.

Areas Covered in the Seminar:

Workplace Violence

    • What you Can Do to Prevent Violence in your Workplace
    • Learn to Recognize the Warning Signs of Workplace Violence
    • Learn our 5-Step Method for Protecting your Workplace from Violence
    • Understand what Workplace Violence Really Is
    • Recognize the Resources You Have in your Workplace to Avoid Violence
    • Learn What your Emergency Plan Should Include
    • Learn Methods to Make Your Workplace Safer
    • Learn About Theories of Legal Liability that a Plaintiff’s Attorney Will Use
    • Learn What Your Workplace Violence Policy Should Include

Drug Use, Mental Illness and the ADA

    • ADA Overview
    • People Protected Under the ADA
    • Definition of Disability
    • Reasonable Accommodation
    • Definition of Disability as Applied to Users of Drugs and Alcoholics
    • Recovering Drug Addicts vs. Casual Drug Users
    • Exclusion of Current Use
    • Reasonable Accommodation
    • Blaming Misconduct on Drug Use and Alcoholism
    • Reasonable Accommodation for Drug Addicts and Alcoholics
    • Workplace Rules and Strategies
    • Recommended Policies
    • When to Approach an Employee Who May Have a Problem
    • Strategies for Dealing With Employees Who Come Forward With Addictions
    • When absences caused by mental conditions or substance abuse qualify for FMLA protection
    • Certifying FMLA leave for mental health or substance abuse when the employee doesn’t ask for it
    • Avoiding regarding an employee as disabled in violation of the ADA
    • When an interactive process is required or allowed under the ADA
    • How communications with family members should be handled
    • Case Studies

Curbing FMLA Abuse: How to Manage Manipulative Employees

    • Knowing the Employer's Rights Under FMLA
    • What Notices You Can Require of Employees
    • Requiring Certification and Recertification
    • Requiring Second and Third Opinions
    • Strategies for Using FMLA Tools to Curb Abuse
    • Examples of Abuse and Responses
    • Potential Pitfalls of Various Responses
    • Ensuring Employees That FMLA Cannot Be Abused in Your Workforce
    • Applying Rules Consistently
    • Notifying Employees of Their Obligations

Dealing with employees who have been charged with a crime

    • Drafting Policies and Procedures to Address Situations Where Information Is Garnered About an Employee's Arrest
    • Steps That Employers Should Take Before Implementing Any Discipline Against an Employee Who Is Charged With a Crime
    • Available Disciplinary Measures and Any Applicable Legal Limits on Implementing Such Discipline
    • Practical Considerations for Evaluating Such Situations and Assessing the Potential Damage to Your Business From Allowing an Arrested or Charged Employee to Return to Work
    • Legal Difference Between a Felony and Misdemeanor, and the Impact This Difference Should Have in Assessing Potential Discipline Against an Arrested or Charged Party
    • Potential for Legal Action Arising From Actions Taken by an Employer Against an Arrested Employee Who Has yet Been Convicted of a Crime

How to Counsel and Discipline the Interpersonally-Challenged Employee

    • How to manage performance issues that aren't a clear violation of disciplinary policy - and that can't be as easily measured as attendance or meeting deadlines?Identify the difference between systemic conflict and personality conflict - and why it is vitally important to know the difference
    • Know what you want the person to DO - not what you want them to BE
    • Utilize five different ways to handle a conflict - including sample language and talking points
    • How to encourage the conflict participants to come to their own solutions
    • Use Performance Improvement Plans vs discipline: what's the role of each and when to use each one
    • Identify and write soft skills behaviors and objectives that help the person be successful - yet provides clear documentation in case they can't


    • How the ADA Amendments Act impacts discrimination complaints
    • Terminations: how to avoid the top 5 causes of discrimination lawsuits
    • How to avoid claims of religious bias
    • How legal trends will impact your mandatory harassment training for 2011
    • What you need to know to legally manage an aging workforce
    • How to deal with unprofessional behavior (bullying, swearing, etc.) that isn’t necessarily illegal but create legal risk and demoralizes those exposed to it

Schedule:( All time in EST)

  • 11am EST to 12.30pm EST -- Class (1.5hrs)
  • 12.30pm to 1.30 pm -- Lunch
  • 1.30pm to 3.00pm -- Class (1.5hrs)
  • 3.00pm to 3.15pm -- Break
  • 3.15 to 4.45pm -- Class (1.5hrs)
  • 4.45 pm to 5.00 -- Break
  • 5.00 to 6.30 pm -- Class (1.5hrs)

Who Will Benefit:

  • Owners and managers of small businesses
  • HR professionals
  • Managers
  • Supervisors
  • Employee Relations Professionals
  • HR Administrators

Instructor Profile:

Dr. Joni E. Johnston, is the founder and CEO of Work Relationships, a corporate training and consulting company specializing in workplace mental health problems as well as employee conduct issues including workplace harassment, workplace violence, and effective discipline/termination. Dr. Johnston has been performing human resource seminars for professional groups and industry associations since she founded her HR/employee relations consulting and training firm in 1991, and has personally trained over 50,000 managers and supervisors. She has worked extensively in the biotech and life sciences industry.

A forensic psychologist, Dr. Johnston has written monthly columns for LexisNexis, HR.Com and HRGateway. She is an adjunct professor in Tiffin University's criminal justice program and has authored three books, including The Complete Idiot's Guide to Psychology. She has also served as an expert witness in numerous employment-related lawsuits.

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Refund Policy

Registrants may cancel up to two working days prior to the course start date and will receive a letter of credit to be used towards a future course up to one year from date of issuance. ComplianceOnline would process/provide refund if the Live Webinar has been cancelled. The attendee could choose between the recorded version of the webinar or refund for any cancelled webinar. Refunds will not be given to participants who do not show up for the webinar. On-Demand Recordings can be requested in exchange.

Webinar may be cancelled due to lack of enrolment or unavoidable factors. Registrants will be notified 24hours in advance if a cancellation occurs. Substitutions can happen any time.

If you have any concern about the content of the webinar and not satisfied please contact us at below email or by call mentioning your feedback for resolution of the matter.

We respect feedback/opinions of our customers which enables us to improve our products and services. To contact us please email call +1-888-717-2436 (Toll Free).

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