Upcoming Webinar: October 28, 2025 @ 12:30 P.M. (ET) | Workplace Investigations with Criminal Law Considerations | Register Today!
En parcourant les nouvelles, je suis tombé sur un article d’opinion qui faisait état de récentes études ayant mesuré des changements de personnalité généralisés au lendemain de la COVID-19 . que certains traits de caractères essentiels aux relations interpersonnelles et au maintien de l’harmonie sociale sont en déclin depuis la pandémie : …
Alors que je faisais la queue à l’aéroport, pour passer au contrôle de sécurité, quelqu’un a bousculé la femme et l’enfant qui étaient derrière moi pour passer devant. Frappée par l’indécence (et l’audace) de cet acte irrespectueux, j’ai décidé de faire remarquer discrètement à l’individu en question ce qu’il venait de se passer. En réponse, non seulement a-t-il nié l’acte reproché, mais il a levé le ton et m’a dit de me mêler de mes affaires, sans se gêner de ponctuer le tout de grossièretés. Wow! De quoi élever le manque de respect initial à un tout autre niveau!
I was waiting in a security line at the airport last week when someone brushed past the woman and child behind me to jump the line. I was struck by the rudeness (and boldness) of this act of incivility and so I discretely pointed it out to the offender. They responded by raising their voice, denying the act, and telling me to mind my own business in a fit of profanity. Whew! That took the initial incivility to a whole other level!
Perhaps your workplace has recently rolled out a training course to educate employees about how to create and maintain a respectful workplace. Or maybe your organization is currently undergoing training and you wish to look ahead and consider what happens after the training is over.
In recent years, we have seen important shifts in how employers are working to prevent and address harassment, discrimination, and violence in the workplace. As part of their efforts, employers are increasingly implementing training on these topics as a proactive measure.
This is the first in a series of blog posts that I will be writing on data and investigations.
The ultimate goal of organizations is to get into what we at Rubin Thomlinson call “the zone” – the optimal workplace that is characterized by respect, civility, tolerance, inclusivity, and no, or few, employment-related legal problems.
As more workplaces fill up and public life fills in again, we have no shortage of investigations involving conflicts between individuals who do not fit into the usual employment relationship category. Our firm also assesses and investigates conflicts within workplaces like membership organizations, municipalities, and service providers who deal with the public.
Follow us:
Rubin Thomlinson LLP
Tel: (416) 847-1814 | Fax: (416) 847-1815
Privacy Statement | Terms and Conditions
Copyright © 2025
