A Costly Proposition

This classic program and workshop is widely used to illustrate sexual harassing behaviors to managerial, employee and human resources trainees. Five six-minute vignettes have no on-screen resolution or narration (one vignette stars Wesley Snipes). Viewers gauge then discuss the legality of those scenarios deemed appropriate for their level. Intense peer hostility, subtle quid pro quo harassment, third party vendor and client harassment; plus the "lose-lose" nature of quid pro quo relationships and a non-illegal misunderstanding between peers are presented in this half-hour long video. Workshops designs included may separately train managers, employees and human resource professionals.

Key Training Points:

• Provide your employees with a clear definition of harassment and its legal implications for your organization;
• Explore sexual harassment issues as they relate to working relationships within your organization;
• Examine immediate and long-term preventive solutions your employees can use to deal with the issues.

Length: 32 min. Includes Training Leader’s Guide and Participant Manual
Closed Captioned

Making the ADA Work For You

The ADA poses both a challenge and an opportunity to businesses. In many cases, people with disabilities are well qualified and eager to participate in the workplace. Managers and supervisors need to be prepared to receive them - to interview, hire and supervise them.

This video addresses the attitudes and legalities managers and supervisors must understand in order to effectively work within the ADA guidelines. Five strong, confident narrators - each with a disability - express a positive underlying message about disabilities. Six realistic scenarios illustrate simple, inexpensive solutions to issues raised by the law including:

1. Interviewing/Essential Functions
2. Marginal Functions
3. Customer & Employee Reactions
4. Effective Supervision
5. Reasonable Accommodation
6. Undue Hardship

Key Training Points

• Effectively interview applicants with disabilities
• Establish “essential functions” for each job description
• Distinguish “marginal functions” of a job from essential functions
• Deal appropriately with customer and coworker reactions to people with disabilities
• Understand and provide “reasonable accommodations” without undue hardship to the business
• Evaluate realistically what people with disabilities can do

Length: 22 min. Includes Training Leader’s Guide