Topic: Harassment

Workplace Harassment training can save you time, money and legal hassles. Meets the “effective training standard in establishing an “Affirmative Defense for employers in the event of an employment-related charge. Prevention is the best tool to eliminate complaints about possible misconduct, including workplace discrimination.

Please click here for further information on Workplace Training Network’s The Real Deal: Workplace Harassment Training.


Early Warning

By Kit Goldman, President of Workplace Training Network, Inc.

Ron: an employee at a fictional City Hall
Casey: his supervisor

SCENE: Ron is back in his office after a break Laurie an upsetting encounter with a co-worker


R: (on phone with a staffer in another department) …..there’s no way…..uh uh, no way…’s just not possible….Antonio, read my lips: I cannot pull all of that information together in a week….. (Casey, his supervisor, enters Laurie overhears conversation) It’s hard to say when… because I’m already swamped… it may come as a shock, Antonio, but council members are not my only customers… pardon me?… what attitude?….. you’re right, I am stressed Laurie this isn’t helping. You folks on the 3rd floor lay these major projects on us at the last minute, expect us to drop everything to get it done yesterday. I’m tired of it!… If that’s being negative, so be it…….I’ll get to it when I can. If it’s not good enough, get someone else to …..what?….is that a threat? ……no, go ahead, call Casey. Tell her you want a happier slave! (hangs up)


Happy Employee


Guide to a Safe Workplace Free of Abuse and Bullying

Originally published by Northeastern University School of Business

Workplaces are a natural melting pot for people of all different backgrounds to come together and work toward a singular company vision. However, not all employees work cohesively with one another, as some people may not get along all that well with others. Most people avoid any sort of confrontation and leave it at being polite, but brief. Others, though, take it further — to abuse and bullying.

According to this Forbes article, experts say there’s a general lack of bullying behavior awareness in workplaces, which may prevent people from immediately realizing that someone is being actively bullied. Workplace abuse can significantly impact victims in a negative way, having severe repercussions on not only their work but also their physical and mental health. Furthermore, companies pay the price when abuse is involved, from employee turnover to compensation claims to a ruined reputation.



Seeing the Light

By Kit Goldman, President of Workplace Training Network, Inc.

Nancy: a senior manager at a fictional company or government agency
Roger: a supervisor, Nancy’s direct report, former peer, long time friend

Scene: Nancy’s office. Roger arrives for a meeting

R: (At door) Good morning, stranger.

N: What’s so good about it?

R. Another person blown away by my charm and charisma.

N: Sorry, Roger. It’s been a stressful day. Come in. Sit down. (overly perky) Let’s talk.

R: Uh oh. The last woman who said “let’s talk” like that was my second wife. Just before she became my second ex-wife. Is this gonna cost me?

N: Possibly.


“Edutainment”: Harnessing the Power of Entertainment to Enlighten and Educate about Harassment, Retaliation, and Related Topics

“Edutainment”: Harnessing the Power of Entertainment to Enlighten and Educate about Harassment, Retaliation, and Related Topics

by Kit Goldman


Employing an “edutainment” methodology for training on critical workplace topics can achieve extraordinary levels of engagement and retention.



The “Edutainment” Genesis

It was October 1991. In my office, above the stage of the playhouse I built and operated in San Diego’s historic Gaslamp Quarter, I sat riveted — nay, mesmerized — watching the Clarence Thomas–Anita Hill hearings on a tiny, desktop TV.

For many of us outside the labor law community, that was the dawning of awareness about sexual harassment — an issue now in the consciousness of pretty much anyone not dwelling with the forest animals or contemplating their navel in a cave.

After a long run as an entertainment industry professional and early Gaslamp Quarter pioneer, I was ready to move from arts into business. I had built two theaters, produced over one hundred professional shows, had written, directed, and performed in dozens of productions, and longed to merge that passion with another passion: education, where a prior career track and my academic creds lay.

Watching those hearings, I had a prophetic thought: “This would make an amazing play.”



No Big Deal

By Kit Goldman, President of Workplace Training Network, Inc.


Arturo: A customer service supervisor at a fictional company
Tracy: An IT employee

Scene: Arturo’s office. Tracy dashes in holding a cup of coffee.


T: Sorry I’m late. Stopped in the break room to get some coffee and that new temp… Ron… was in there passing out birthday cake and doing his thing.

A: “His thing”?

T: (takes off jacket, puts on chair) Yeah, the “spank me, it’s my birthday” thing. Putting on a big show even though he’s only been here 27 and a half days, not that I’m counting. The whole thing’s juvenile and disgusting. Anyway, sorry. What’s going on?



Safety Yardsticks: Harassment, Bullying, Respect

By Kit Goldman, President and Founder, Workplace Training Network, Inc.

Three important measurements of safety in your workplace are:

  • Your team’s awareness of the risks harassment and bullying can pose
  • Their commitment to respectful conduct
  • Supervisors and employees who know the warning signs of violence and what to do if they occur

Training is essential for achieving all three!

Ok, picture the following scenario. You’re a manager dealing with a difficult employee. We’ll call him “Jeff”. Jeff was great for a while – even employee of the month — but lately, there have been performance issues.



Take Harassment Off the Menu!

Welcome to a fictional Restaurant. Meet Roger, a high-performing manager with a very touchy-feely style and edgy sense of humor.

Today, Roger is meeting with Margo, an employee, about a promotion. When Margo arrives, she overhears him joking on the phone about a gay employee. His screensaver is a picture of his wife in a Brazilian bikini.

Margo is known to be easily offended. That concerns Roger re: the promotion.

Roger speaks honestly with her, acknowledges she’s qualified,  but she’s uptight. He says she needs to loosen up, “liberate herself from that Catholic School upbringing”. Reminds her she’s in the restaurant business, things move too fast for co-workers to walk on eggshells around her, and you certainly can’t get be judgmental of the customers.



All Due Respect

By Kit Goldman, President of Workplace Training Network, Inc.

Characters: Shannon, H.R. professional at a fictional company in the automotive industry
Managers and employees

Scene 1:  A  training session. “Shannon” is at the head of the table with a flip chart.


S: Hi everyone. Thanks for coming. I’m Shannon Reese from corporate H.R. I’m here to explore a really important topic with you today.  See this word here? (writes respect in huge letters on flip chart)  “Respect”. Some of you may be old enough to remember the Aretha Franklin song. Lord knows I am.

Monty: That’s OK, Shannon. You’re an oldie but a goodie.

S: Thanks, Monty.  I think. You know, that comment takes us right to our topic. Respect. What do you think? Could someone take offense at being called an “oldie but goodie” at work?

Dee Dee: Maybe. But you called yourself old first, so….

S: True, Dee Dee, but it’s different when someone else says it, dontcha think?

Monty: Ok. Delete the oldie. Just go with the goodie.