882006
Marcus Williams Training Academy
A weekly podcast
Good podcast? Give it some love!
882006
Marcus Williams Training AcademyEpisodes
882006
Marcus Williams Training Academy
A weekly podcast
Good podcast? Give it some love!
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Episodes of Marcus Williams Training Academy
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Saying you don't condone sexual harassment is not enough if you don't back it up with swift action. Harassment, assault, retaliation. Every employee is important and deserves a safe place to work. Articles Used: 1. https://www.theguardian.co
Misconduct can be perpetrated by or against any gender. Don't allow gender biases to influence your view when you receive an allegation. Also, action speaks louder than words. Your policy only carries the worth of your action. Articles Used:
Your company has policies. Your company has values. What speech you allow or disallow is your choice, but it is important that you apply and enforce the policy equally. Disagreement does not always equal offensive just because someone says it i
Let's talk about how Dark Horse Comics went from referring to Scott Allie's tendency to bite others as a joke to finally being forced to take appropriate disciplinary action. Why was he allowed to continue in his job for so long when his bad be
Listen to Bryan tell his story about how his employer received an allegation that he had engaged in misconduct, how they conducted an investigation, and how they found that he not only did not engage in the alleged behavior, but that the allega
No matter how long you have been conducting investigations, you can still find ways to improve. Your experience is only as good as the training you received. You may sitting on a ticking time bomb of case files without even knowing it. In this
Sometimes companies don't know what to do and don't have good policies in place when misconduct is occurring, so they choose to just make it go away. To protect my guest's anonymity, I will call him "Steve." Listen to Steve's story of being sta
How much more effective would your team be if everyone knew and understood the roles of each team member? Does your manager know what you do? Do you understand why your manager makes specific demands? When everyone is trained in a silo, there i
No longer can leaders tell their employees to "trust us." Employees want transparency and are willing to move to an organization that is transparent. When it comes to misconduct, transparency and consistency build trust while acting as a check
Humans are complicated beings. We all do good things and bad things. Our public persona is often different than what we do in private. However, people often judge allegations of bad behavior through the lens of other non-related good behavior.
Behind the scenes at "The Happiest Place on Earth," things were not quite so happy for Conner Howell during his role as Hans in "Frozen." The role started out as a dream until the director changed and Howell was faced with harassment and discri
The world was rocked when allegations that Ellen DeGeneres, the founder of the "Be Kind" movement was accused of overseeing a toxic workplace environment. In this episode we explore the story and ask if the toxicity was due to misconduct and wh
Leaders frequently believe that because they haven't received any reports of misconduct that none is occurring. It is the hear no evil, see no evil, speak no evil approach, or in other words - denial. Misconduct is happening and you can only de
After receiving an allegation of sexual misconduct against anchor Ed Henry from a former employee, Fox immediately hired a law firm to conduct an investigation and Henry was fired less than a week later. I talk through the case from an investig
In this episode of the Marcus Williams Training Academy Podcast, we talk about alcohol in the workplace and the increased risk of misconduct that alcohol consumption creates. Alcohol is strongly tied to workplace misconduct and poor decision ma
In this segment, we take a current news story involving an organization struggling to properly handle misconduct. I walk through the publicly available information to discuss what should have been done and what needs to happen in the future to
Although it is important to conduct thorough background and reference checks before hiring, there is no way to prevent your employees from engaging in future misconduct. You can minimize the risk but never make it go away. Preventing misconduct
I sent an email out to over 2200 title ix coordinators, all of which I had found and gathered manually, one by one. In the last episode I talked about title ix websites. In this follow-up, I share what happened after I hit send on the email.-
I viewed over 2000 college and university Title IX websites. There was a disturbing number of very poorly designed sites - potential barriers to effectively helping students. Is that truly the message they are trying to communicate? I walk thro
After working as a Title IX investigator, I realized that Title IX, Human Resources, and other internal investigators are expected to conduct quality investigations but are not provided with quality training. I had to solve that problem, so the
You haven't had any allegations up to this point. You only hire good people. It will never happen to you, right? WRONG! You will have to respond to allegations of misconduct at some point and how you respond matters.--- Support this podcast
What behaviors constitute misconduct? I review a list of misconduct behaviors that you may see in your organization. Misconduct is behavior, criminal or otherwise, that is against the policies and values of the organization.--- Support this
One hour lesson discussing the importance of creating a consistent disciplinary process after a positive investigative finding. The lesson teaches different alternatives for deciding discipline and discusses their pros and cons.Lesson Eight in
One hour lesson discussing the pros and cons of allowing appeals in your process. The lesson will teach the different options to consider when developing your appeals policy and the importance of creating specific parameters if appeals are allo
Learn how including support persons in your policy and in your investigations can help improve communication, increase participation, and lead to better information. --- Support this podcast: https://podcasters.spotify.com/pod/show/marcuswi
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