HR in a post-Weinstein, #Me Too world




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Sexual Harassment

This fall, the flood of sexual harassment allegations against movie mogul Harvey Weinstein gave women new confidence to publicly denounce sexual harassment.  Therefore,  powerful leaders – not just in Hollywood but in workplaces across the county.  The movement spawned a popular Twitter hashtag, #MeToo. Therefore, millions of women in 85 countries  used to speak out against alleged harassers.

Now’s the time for HR to ask, “Is my organization vulnerable to bombshell complaints?”  What’s the status of your anti-harassment training – are you just going through the motions?  How about your complaint and investigation procedures and response planning?

The truth is, Weinstein’s fall isn’t unique.  To date in 2018 the EEOC has reported sexual harassment claims totaling 7.7K. The settlements amounting to $56.3 MM, with $10 MM over last year.  Because, there has been a steady increase in claims over the past five years!; EEOC statistics for enforcement and settlement.

#MeToo Movement

Experts say the #MeToo movement will bring more harassment victims out of the shadows.  Because the EEOC receives about 30,000 harassment complaints each year, it estimates that only “6% to 13% of individuals who experience harassment file a formal complaint.”

How should you respond?  Here are four tips:

  1. Rethink your training.

    The main reason most harassment training fails is that both staff and managers see it as a corporate c exercise aimed at limiting liability. For instance, you need to make it clear in your training, communications, and modeling by leaders that yours is a culture of equality and respect.  Furthermore, guarantee that supervisors and managers receive thorough and frequent training.  Tip: Swap your online training video for face-to-face role playing that truly explains what kind of behavior is tolerated.  Furthermore, consider training all personnel more than once a year.

  2. Provide multiple avenues to report harassment.

  3. Many companies fall when it comes to giving employees several different ways to voice complaints.  (Examples:  Notify HR, contact a designated senior exec or call a third-party hotline.)  Because, an employee who is being harassed by her boss is unlikely to file a complaint if your policy requires people to talk to their supervisor.  Therefore, consider graphically displaying the reporting process and placing it on employee bulletin boards.  Increase the number of individuals who can receive initial complaints.
  4. Don’t pull punches with a CEO or top exec.

  5.  Discuss your exec’s actions considering protecting the organization from an expensive lawsuit.  Courts will likely hold your top brass to a higher standard. Because,  if you know what’s going on and fail to stop it, you’re opening the organization  to corporate liability.
  6. Increase your internal training on investigating complaints and enlist the help of outside investigators and counsel. They will be able to better handle the investigation, explain the legal risks and give you guidance on how to proceed.


Don Swift

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Manage Your Workplace Anger



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Hello all,


Workplace Anger

I have watched all of eighty-four of the episodes of Suits.  If you have not seen the series on USA Network, the show is great one to watch to see workplace anger in action.

I know it is a show.  It would not be so captivating if there were not so much anger.  But, the show is a show, and real life is much different.

What is the Basis for Workplace Anger?

It could be the culture of the organization.  Possibly it is a company where to boss thinks anger is required to show leadership, rather than following.

I can also remember a situation with one of my first jobs in a paper mill.  The machine making the paper broke down.  The supervisor grabbed me by the shoulders and threw me around.  It was not only anger, but it was also violent, and the situation could have been life-threatening.

I was a young pup, but could not stand there and take it.  The next morning it was off to Human Resources, to let them deal with it.

No Matter How Hard You Try

No matter how hard you try, at some point in your work life, you are going to become angry.  It is not the anger so much, but how you deal with it.  As well, if you are a boss, how you deal with workplace anger can make or break your company.

Manage Your Workplace Anger

  1. First, don’t let anger get the better of you. If you are the one with the anger, remember, what comes out of your mouth or off your desk in the way of a memo, can never be taken back.

Second, be a great listener. Anger is a normal human emotion but needs to be expressed in an appropriate manner.  There is a right time for everything, and learning to manage anger can lead you in the right direction.

Third, take a step back to search for the root causes. There could be something else that is bothering an employee, or for that matter, you as the boss.  Anger is usually a reaction to something.  Unless you understand the “something,” you can do very little to stop the cause.

Fourth, Chuck Swindoll, a Christian Pastor said, “Life is 10% what happens to you and 90% how you react to it. The remarkable thing is, we have a choice every day regarding the attitude we will embrace for that day” (Brainy Quote, and that includes how we control our words and actions.

  1. Fifth, don’t let people “push your buttons.” In the whole scheme of things, what people say or do that is negative, is their problem.

Sixth, learn to walk away. Engage your mind before your mouth.  Take a walk to cool down or a ½ day before you send out the note with what you would like to say.

Seventh, call on Don Swift and Associates, a leading Human Resources consultant in Wichita Falls, Texas. Don Swift has years of HR expertise and can help you out of any negative HR angry situation.

Call Don Swift Today

Anger in the workplace elicits all types of emotions and consequences.  All of them can be detrimental to you and your company.  And don’t expound the problem by losing good employees.

Good workers are not a dime a dozen.  And when it gets to this stage, you need Don Swift and Associates to help you.  Call on Don Swift at 940-228-0550 to assist you with workplace anger or any other HR situations that may not be working right.

Don Swift is ready to help you and with his years’ of experience, it is the right thing to do for you and your company.  Call Don today at 940-228-0550, or make contact through his Website.

Keep your anger in check with the help of Don Swift and Associates, a premier HR consultant in Wichita Falls, Texas.


Don Swift

(Paraphrased from Cheri Swales in Monster Contributing Writer)


Don Swift and Associates:

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What Does Every Respected Boss Do?



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Hello all, hope you find this useful.




I had a discussion with a business owner the other day about respect. Because he owns a business in another country with a different culture from what we have in North America.  But one thing I will learn is the same..

One cannot take respect.  One will earn respect.  Furthermore, the business owner from the other country was so used to taking respect; he could not see that what he thought was respect was disdain.

I talked to the fellow for more than one hour about what every respected boss does to earn that respect.


Do Unto Others as you Would Have Them Do Unto You


That seems pretty simple.  Because in the case of the business owner, it is readily apparent he did not treat his workers with any respect.Therefore,  there is a lot of discussion around how he treats his employees.  And with that, how could he be expected to be treated with respect?

Some of the things discussed were:

Not having clear and agreed-to expectations between the workforce and management. He expects the other workers to make sure their coworkers do what is expected.  He also talked about the many times his supervisors berated his employees, and he did not even know the reason why.  A clear case of not having clearly defined expectations or any respect.

Not Providing Resourses

  1. Not providing adequate resources and equipment. The owner’s workers are working in locations where gloves should be mandatory, along with protective clothing.  Beyond the low wages paid, the owner expects the workers to provide for themselves.  Therefore, a clear case of the company not respecting the value of the jobs of the employees.

To Progress

  1. There is no opportunity to progress. Any supervisory positions are filled by people of the similar social class of the owner, leaving the workers to believe they are the lowest of the lowest.  If a person cannot have the opportunity to lift their head, there will be little motivation to respect the job and the work environment.


  1. Treat the workers like mushrooms and pay them with dirt. Furthermore, there is little to motivate the employees and have them appreciate the job that they do.  The owner pays as little as possible, just making it to the minimum.  He has the expectation workers are a dime a dozen, and no one will leave, as it is almost forced financial incarceration.  The workers have no respect for the company, or management, and are experts at hiding their destructive acts.


Is This True Life?

It this true life. Because there are still companies today, no matter where one goes, where the workers do not show their boss any respect.  Therefore, all because the boss does not treat the workers with respect.  And, I have not even talked about the benefits to an organization of what respect can do.


What to Do About It?

The first is recognize that with a lack of respect, there is most certainly a loss to the organization.  It could be in lost productivity, thievery, or sabotage.  And it is so easy not to have this situation.

Respect Checkup

If you want to have a respect checkup, call on the human resource specialist in the Wichita Falls, Texas, and area.  Call on Don Swift and Associates today at 940-228-0550 to get an independent review of how your organization is doing.

Don Swift has many years’ experience in human resource management in the Wichita Falls, Texas area, furthermore would love the opportunity to help you.  Don brings a practical approach to human resources and can assist you with building respect in your organization, and contribute to making other things better too.

Call on the expert in human resources in the Wichita Falls, Texas, and area, by calling Don Swift and Associates today at 940-228-0550.  Be given the respect you deserve by earning it with the helping hand from Don Swift and Associates.



Don Swift

(Tips from Justyna Polaczyk in Livechat Blog in Business Psychology)

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Don Swift & Associates:

The Heel of My Shoe

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Thank you for reading, Hope you enjoy.


Recently I listened as a friend of mine, frustrated beyond belief,  telling how disappointed she was in her printer resource.  Her company depends upon an outside resource to provide printers.  In her case, her regular printer is on the blink and her support company had installed another printer, older than the one she was renting.  They told her that the printer she had been renting would be out of omission for a while.

The Printer

The office is small and the personnel who work there depend upon economy of motion to get things done.  One of the features of the broken printer is that it allowed them to network to the printer, thus saving a lot of time with their printing tasks.  Even though they have desk printers to help maintain confidentiality, those printers are for “one off” copies.  The network printer allowed them to make copies in volume for training and/or public assistance.

The printer support company told them that the newly installed printer had that same capability, but they would not be hooking it up since they were not going to purchase this printer, not planning to keep it at all after the old one was fixed and reinstalled.  This decision by the support company was not received well and could not be reversed by their upper management.

Problems with the Printer

So, what are they left with?  Now they will have to travel to the printer each time they need to make copies of a document in quantity, put the document they need printed in the printer, and wait for the copies to print.  This also ties up the office printer over the course of the day.


What a bad taste this support company has left in the mouths of my friend and her colleagues.  Their decision now is to change support companies altogether.  They feel they have been put upon because they are small, and apparently inconsequential.

A Flaw

But, I see it as more than that.  I see it as a character flaw on the part of the support company.  It will take them very little time to set the printer up so it can be networked.  If they think it through they will  realize that. If they stand in the shoes of their client, it will be easy to understand why this action needs to be taken.  Their lack of foresight and consideration has not only lost business for them, but has become the subject of several conversations about them.


Our customers are special.  They may have rotten personalities and it may seem that they want to take advantage of us, but they are special.  Our clients are the reason we are in business.  Clients deserve to be treated with the utmost when it comes to our vision and mission.  We created the vision and mission to have the personality of the customer in mind.  We think of all customers as being the same, deserving the same – an experience that exceeds expectations.

Remember when your grandparents said to polish both the toe and the heel of your shoe.  You want to guard how you look to your customer when you walk away from them.



Don Swift


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Resolving Employee Conflicts


First of all, conflicts between employees can disrupt confidence, reduce work rate and create a generally unpleasant place to work. Because an answer often seems impossible, these disagreements can also drive managers crazy.

Good News

The good news, as a result, is that you do not have to allow disruptive workplace conflicts. By consistently using useful management practices, you can restore peace to almost any bickering group.

Teaming up with Don Swift will help you learn how to diagnose the specific cause of an employee conflict . Therefore, choosing the best strategy for bringing it to an end.

Wouldn’t it be nice to have a workplace where employees collaborate on projects without arguing and whining?