Seminars & Speeches

SEMINARS & SPEECHES BY BOB GREGG
Education • Training • Legal Strategies

Approach
Seminar Topics
Speeches / Keynotes
Employment Articles
What Past Seminar Participants Have Said
Contact Us

Approach

Building Better Workplaces

Good employment practices enhance productivity, create positive work environments and resolve problems. Good practices also prevent litigation and liability.

Bob Gregg understands this. He doesn't talk to his audiences just as a lawyer, but as a colleague who understands "the big picture" and shares their goals.

As an experienced litigator, Bob also knows that lawsuits are destructive. He emphasizes strategies that will help employers solve problems before they generate lawsuits.

A Dynamic and User-friendly Presentation Style

A seasoned presenter, Bob weaves humor, practical wisdom, and anecdotes drawn from personal experience into a complete learning experience. While his topics are quite serious, the material is delivered in a fun and energetic style that engages participants.

Using straightforward, down-to-earth language, Bob is able to communicate high-stakes concepts in employment law to a wide variety of audiences.

"A lawyer we could understand! What a concept."

Audiences are pleasantly surprised to find that Bob can illustrate and explain even the most complex employment issues in layperson's terms. His practical, "hands-on" approach helps employers create and maintain a positive, profitable work environment.

Bob's goal is to help employers take control before the situation controls them. Participants return to their jobs armed with sound advice and effective techniques they can actually implement in the workplace.

SEMINAR TOPICS

Human Resource Skills For Managers

Spandex Is a Privilege, Not a Right! (Casual Days, Dress Codes and Work Appearance). Managers' rights to control appearance and behavior, and the limits of that power.

What You Need to Know about Employment Issues in One Big Bite. Legal and practical overview of hiring and firing.

Supervisory Responsibility. Recognizing and resolving common employment problems, and documentation.

The Hiring Process. In-depth coverage of interviewing and hiring.

Public Interaction and Duty of Care for Board Members. Keeping your foot out of your mouth, preventing personal liability, protecting your agency, while fulfilling your mission.

Risky Business. Investigating employment matters. How to gather information for workplace decisions while avoiding legal liability for violating people's rights.

Office Parties – When Good Times Turn Bad – Employer's Liability.

The Respectful Workplace (Preventing Violence, Harassment and Intimidation)

The Respectful Workplace. Comprehensive program addressing the several components of a violence-free, non-harassing, respectful, environment and the policies needed to implement a respectful workplace.

Harassment and the X-Rated Office. Creating a healthy work environment where harassment does not raise its head.

Manager's Duty of Care (Beyond Discrimination to Anti-Violence and Civility). The most effective way to maintain a positive environment and immunize against liability in six easy steps.

Violence Prevention. Practices and policies preventing violence and creating a safe and respectful workplace.

Employment of Americans with Disabilities. Hiring, managing and accommodations under the ADA.

"Fear Firing" (A Real Threat of Violence or Just the Postal Worker Metaphor?). The differences between knowing a real "direct threat" and overreactions. Knowing these differences saves lives and liability.

Difficult Personalities, Behavioral Disabilities, and the ADA. Addressing difficult behavior issues in the workplace.

Workplace Romance – Passions Restrictions and Consensual Relationships. To allow or to restrict workplace romance? Protecting your organization from charges of sexual harassment, while balancing people's rights to privacy and association.

So, You Want a Harassment Policy! (And Then What Do You Do with It?). You can walk away from this program with one in hand and an understanding of how to use it!

Is it Humor or Harassment? A fun but thought-provoking look at the line between humor and sex, race, ethnic, religious discrimination and how to find that line in your organization.

How to Present Harassment Training (Prevention Is the Answer – Training Is the Key!) Learn effective methods to reach your audience and bring understanding of this topic.

EEO

Creating and Operating the Discrimination Complaint and Investigation Process. How to set up a process and investigate complaints under the EEO laws.

Civil Rights Training for Services Providers and Enforcement Agents. Public agencies and federal contractors must work within the civil rights of their clients, patients, students and their own staff. Every staff member needs to know about these issues.

Managing a Diverse Workforce – Successfully Bring New People into the Workplace and Keep Them There.

SPEECHES / KEYNOTES

When is Honesty the Best Policy?

The Duty of Care
(The most crucial management concept for all organizations)

Spandex is a Privilege, Not a Right!
(Casual days, dress codes and work appearance; managers' rights to control appearance and behavior, and the limits of that power)

Workplace Romance - Passions, Restrictions and Consensual Relationships
(To allow or to restrict workplace romance? Protecting your organization from charges of sexual harassment, while balancing people's rights to privacy and association)

Fear Firing
(A real threat of violence or just the postal worker metaphor?)

Doodling Into Danger
(What not to do in documentation)

How I Used to be Mentally Retarded
(Employment testing, selection devices, the law and practical effects)

Dumb Employer Tricks
(The major causes of legal liability)

So You Want a Harassment Policy!
(You can actually leave this program with one in hand!)

EMPLOYMENT ARTICLES

To request a copy of any article, please email jmurray@boardmanlawfirm.com or call Jan Murray at (608) 283-1747.

Legal and Legislative Update
Article of the Month

A Manager Can Be Personally Liable for Failure to Correct Harassment by Employee
A Word of Caution for Complaint Investigations
A Word of Caution for Employment Investigations
Anti-Discrimination Laws

Basic Training – Employment Law for the General Practitioner
Be Careful What You Turn Over to the Government – It May Become Public

Cautions for Pay of Commissioned and Flat Rate Employees
Cautions Under the FMLA (Family Medical Leave Act)
Costs of Firing the Marginal Employee
Court Eases Liability for Parent-Subsidiary Corporations

Defamation
Disability and Reasonable Accommodation
Double Jeopardy – New Liability for the Owners' Business Property
Drug and Alcohol Testing, Policy and Procedure

Educational Assistance Plan
Elements of Proof for Discrimination Investigations
Employee Manuals
Employee Purchases
Employment at Will
Employment Posters Packet

Fair Discipline
Family Medical Leave Act – Package

Government Contractors Awareness Bulletin

Harassment Policy and Procedure
Harassment (Under Federal and Wisconsin Laws)
Harassment (Under Federal, Illinois and Wisconsin Laws)
Hiring Process

Illinois Mandatory Sexual Harassment Policy
Independent Contractors under Wisconsin UC Law
Invasion of Privacy and Workplace Privacy Update, 1998
Is a Fitness for Duty Evaluation a Credit Report?
Is Your Email System Waiting to Become the Next "Government Scandal"?
It Works! The Supreme Court's Harassment Defense Standards Work and Training is the Key!

Labor Standards Laws and the Family Business
Laws and Cases Affecting Appearance
Legal Sampler
Liability for Unfounded "Fear Firing" Under the ADA (A Real Threat of Violence or Just the Postal Worker Metaphor?)
Light Duty Jobs

New Supreme Court Sexual Harassment Decisions – What Do They Mean for You?

Office Gossip
Office Parties – Drinking and Driving

Pay and Absence Concerns for Exempt Employees
Performance Evaluation
Personal Liability in the Workplace
Prevent Punitive Damages – Provide Management Training
Privacy

Reasonable Accommodation
Restrictions on Workplace Romance and Consensual Relationship Policies

Son of CEO
State and Federal Child Labor Laws
State and Federal Wage-Hour Laws
Student-to-Student Harassment

The Undefendable

Unemployment Compensation (The Process)
Unions' New Push to Organize Small Businesses

Validity

We Have the Straw That Broke the Camel's Back, but Where is the Rest of the Camel?
When is Honesty the Best Policy?
Who Cares How You Count Employees? (Sometimes You Should!!)
Workers' Compensation: Personal Liability for Sexual Harassment

WHAT PAST SEMINAR PARTICIPANTS HAVE SAID

"Your workshop was very energetic, informative and humor-laced. You did an excellent job of taking a tough topic and adapting it to a varied audience. It was easy to understand, yet informative enough to take away some real value."

"End-of-day evaluations gave you unanimous high ten's with a few plus-pluses thrown in for good measure."

"Possibly the best of the presentations so far. Bob knows his subject very well, delivers it colorfully and energetically, involves the class, and most important, offers useful information that can be directly applied to the workplace."

"You're the greatest! As I suspected, your presentation at the seminar received the most and highest compliments. Thanks for being so good, providing important information and helping me look good too."

"I appreciated your sense of humor, clear presentation of the material and conscientious follow-up following the workshop. Thanks!"

"Thanks so much for another great training day for our staff. Evaluations coming back indicate that staff very much enjoyed the day…many indicated that they particularly enjoyed your sense of humor, the way you used examples to illustrate points, your session on harassment and that the overall training was ‘excellent.' "

"Bob Gregg was just fantastic. We were a little hesitant at first about openly discussing harassment with our employees. By the end of the day, everyone was mentioning what a great learning experience it had been."

"Shared realistic experiences, related well with group, kept it light when needed and dug in to explain the material."

"The feedback on the sessions has been very good. One person said ‘Bob Gregg's presentation was 100% more than I expected'; another ‘Mr. Gregg was wonderful – an actor and a knowledgeable soul.' …The reasonableness you brought to the topic and dealing with incidents at the lowest level was excellent."

"An excellent approach, non-threatening, emphasized legal definition, sensitivity, advantages other than litigation."

"His life experience complemented his work and what he teaches."

CONTACT US

To request more information, obtain copies of articles, or schedule a seminar, workshop or presentation, please send an email to Bob Gregg at rgregg@boardmanlawfirm.com or to Jan Murray, Legal Assistant, at jmurray@boardmanlawfirm.com. Direct line phone numbers are (608) 283-1751 for Bob Gregg and (608) 283-1747 for Jan Murray.