Bob Gregg, J.D.
Juris Doctorate, Masters of Social Work, Doctorate Studies-Education Administration (ABD)
Bob Gregg, a partner at Boardman Law Firm, Madison, Wisconsin, has been professionally involved in employment relations and civil rights work for more than 30 years. He has designed the workplace policies and procedures of numerous employers, schools and universities. He litigates and serves as an expert witness in employment cases.
A recognized educator and trainer, Bob has conducted more than 2,000 seminars throughout the United States and authored numerous articles on practical employment issues, civil rights and management practices. His career has encompassed canoe guide, carpenter, laborer, Army sergeant, social worker, educator, business owner, Equal Employment Opportunity officer and employment relations attorney. He has the background to address a wide range of employment issues in a straightforward, easy-to-understand style. His audiences range from factory workers to company executives.
Bob is a member of the Society for Human Resource Management, the National Speakers Association and is a National Faculty Member of the American Association for Affirmative Action. Bob is also an elite member of the Four Seasons Speakers Security Alliance.
Presentation Titles and Description
THE MURDERER HAS THE ROOM KEYS AND OTHER HAIR-RAISING EMPLOYMENT TALES BY THE BALD GUY.
These scary but humerous stories teach lessons. You can learn from others' errors. Each tale illustrates important employment issues and gives you practical information on preventing their impact in your organization.
SPANDEX IS A PRIVILEGE, NOT A RIGHT! CASUAL DAYS, DRESS CODES AND WORK APPEARANCE.
What is "appropriate" work appearance? Do you have the right to tell employees what to wear? How much can an employer dictate styles of dress, hair, perfume or jewelry? When do company appearance rules become discriminatory or violate employees' legal rights? Employers are often shocked to find they have gone over the line. Sometimes that shock costs dearly in legal fees and damages. Learn practical and legal issues of the current trends in workplace appearance, and what you should and shouldn't do about them. This serious subject is presented with humor and down-to-earth examples and advice by an attorney who has helped companies throughout the United States effectively address issues of an ever-changing workplace.
WORKPLACE ROMANCE - PASSIONS - RESTRICTIONS AND CONSENSUAL RELATIONSHIPS.
People meet and fall in love at work. Some companies foster office romance because both parties "understand" the company and each others' work pressures. On the other hand, the concerns of unwelcome sexual attention and aftermaths of soured relationships, and "quid pro quo" abuse of management power, have led a number of employers to implement policies prohibiting or restricting workplace romance. Some courts have warned that "employers who do not have co-worker dating policies leave themselves vulnerable to sexual harassment charges." However, restrictive policies have generated lawsuits over constitutional rights, invasion of privacy, and have even been found to be discriminatory themselves. This entertaining and thought-provoking presentation focuses on balancing the interests, whether to have restrictions, and how to manage these policies.
DOODLING INTO DANGER
A careless pen can cost millions! Careless notes and stray comments can create the "smoking gun" which cause legal liability in employment cases. Managers who hire and fire employees need to know the do's and don'ts of proper documentation.
PERSONAL LIABILITY IN THE WORKPLACE
The U.S. courts have held that managers can be personally liable for wrongs committed in the scope of their employment. Personal liability means that legal damages are collected from the individual's personal bank account, retirement fund and/or sale of personal property (car, home, collectibles, etc). In one case, two supervisors had to pay $450,000 each. Learn about the danger zones and how to avoid this liability.
MANAGER'S DUTY OF CARE. The Duty of Care: the most crucial concept for all organizations for this decade! In regard to sexual harassment, workplace violence and safe place, the U.S. Supreme Court has ruled that private and public organizations have a Duty of Care which is owed to both those they serve and to their employees. Anyone "in charge" of providing service to or making decisions about employees, clients, patients, students, and even customers has Duty of Care obligations. The failure to pay attention to this Duty of Care can result in personal harm and legal liability for both the organization and for the individual. Adopting the Duty of Care immunizes organizations from liability and creates a healthy, productive, profitable workplace. Six simple steps to a cure! In a straightforward, easy to understand presentation, Bob Gregg covers the six elements of the Duty of Care and how you can implement them in your organization. If you learn only one new concept this year, it should be this!
RISKY BUSINESS - INVESTIGATING EMPLOYMENT MATTERS. Employees, client, customer or citizen complaints require investigation. Employees who are investigated have rights and often appeal or sue. How the investigation was performed often becomes the object of legal challenge and liability for the investigator personally. This program covers the legal and practical aspects for a fair, valid investigation of discipline, complaints, or other employment matters. It covers practical techniques of planning the fact finding, interviewing witnesses, and documenting. Special emphasis is given to Due Process, Confidentiality, Invasion of Privacy, Defamation, Contractual Rules and the do's and don'ts to prevent personal liability for just doing your job.
SUPERVISORY RESPONSIBILITY. This program on fundamental supervisory practices focuses on identifying and solving employment problems before they result in a discharge. Emphasis is placed on practical techniques for supervisors to use within the framework of employment laws and how to document so that corrective discipline or discharge will stand up to challenge.
I. The legal framework supervisors operate within and how to avoid going "over the edge." II. To identify and address work-related issues. III. To solve problems by going "outside the lines" (but not "over the edge"). IV. Easy-to-understand principles to guide you in the variety of ever changing workplace situations. V. The principles of fair discipline and documentation so you can take a stand on your decisions and withstand challenges. The Human Resources Director's Friend. This program will assist HR staff. In one day, it educates busy managers and supervisors on the importance of paying attention to and working with Human Resources. It teaches them how to do so!
THE RESPECTFUL WORKPLACE (Anti-Harassment and Violence Prevention) Training is the key. Employers have consistently had harassment cases dismissed because they gave training to all employees. The program focuses on both EEO harassment and safe place issues in the workplace. The program presents a series of "real life" discussion examples illustrating the broad scope of work environment issues. Participants learn to analyze work situations and develop a comprehensive understanding of how to identify and resolve problems.
DIFFICULT PERSONALITIES, BEHAVIORAL DISABILITIES, "FEAR FIRING" AND THE ADA. Difficult personalities and disruptive behavior can destroy a work environment, yet may be due to psychiatric disabilities covered under the ADA. Threats of workplace violence requires prompt action; yet action without enough foundation has generated five million dollar verdicts against employers. This program addresses the standards, accommodations, legal concepts involved and methods for dealing with these issues. This seminar is presented with sensitivity to the rights of both people with behavioral disabilities, and the co-workers and managers who are effected by those behaviors. Bob Gregg presents practical advice and understandable standards and practices for often difficult situations.
Manual for Managers - A Word of Caution to Those Involved in Employment Investigations
Media Bytes Or Testimonials
"His life experience complemented his work and what he teaches."
"A lawyer we could understand! What a concept."
"The feedback on the sessions has been very good. One person said 'Bob Gregg's presentation was 100% more than I expected.' Another said '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."
"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."
For fee information, please contact (262) 853-4627.
Travels From And Travel Requirements
Madison or Milwaukee, Wisconsin
Who Should Hire Bob And Why
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. 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 implement in the workplace.