Dr. Susan Strauss
Workplace and Education Harassment & Bullying Consultant
Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert investigator on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

Dr. Strauss also provides organizational, management, and employee development by conducting training, coaching, and facilitating workshops. She has been the Director of Training and Development and consults with a variety of organizations and industries, both large and small. Susan has also been the director of Wellness and has consulted with organizations to help them design, develop, implement and evaluate their Wellness programs.

Susan has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in psychology and counseling, a master’s degree in community health, and professional certificate in training and development. She has been involved in the harassment and bullying arena since 1985.
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Recorded Webinar
Are You Prepared To Be the Next Social Media Blitz, Identified on #MeToo, or a Headline in the Newspaper? : Sexual Harassment In The Workplace
Harvey Weinstein, Matt Lauer, Charlie Rose, Al Franken, Garrison Keillor, members of Congress, and various State law makers have been accused of sexual harassment and/or sexual assault. But there is a difference between pulling one’s pants down in front of a female colleague at work and touching a woman on her buttocks during a photo op—isn’t there? What is that difference? Are both examples considered sexual harassment? What exactly is sexual harassment? Sexual assault? Questions and confusion abound with the current seismic national—and international—tsunami of women coming forward to disclose their victimization. The #MeToo movement is providing a platform for women’s voices to be shared as they tell their stories.
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What's It All About? Mental Illness, ADAAA, and the Workplace: A Challenging Responsibility for HR and Management
Employers are seeing more mental health issues in their workforce than ever before. Each year 1 in 5 adults is stricken with a mental illness (National Institute of Mental health), making mental illness an everyday reality for many of your employees. Yet, only 1 in 3 people seek help with their illness. The ADA, HIPPA, FMLA and most states' human/civil rights department dictate how employers deal with employees' with mental health problems. Privacy laws create challenges for employers to determine how serious a situation is and whether an employee poses a danger (though those with a mental illness pose no more risk of violence than those without a mental illness).
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Nurse to Nurse Bullying: A Sepsis in Healthcare
Nurse to nurse bullying threatens the safety and well-being of patients and nurses. The misconduct is a major problem to all nurses and causing 60% of new nurses to leave their first nursing position and 1 in 3 nurses to quit the profession. Sometimes the bullying is so subtle it is almost invisible yet causes cumulative damage to the targeted nurse as well as those nurses who witness the behavior. The Joint Commission requires healthcare organizations seeking accreditation to address the misconduct. Yet, healthcare is notoriously known for not preventing the behavior or intervening when it occurs. What should you do if you are targeted or a witness to the behavior? If you are a nurse leader, what are your responsibilities to prevent and intervene on the bullying occurring in your environment?
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Title IX, the Clery Act, and Office for Civil Rights: Policies, Practices, Procedures, and the Law
Does your campus have a prevention and intervention strategy to deal with sexual violence? Do you ensure that Title IX and the Clery Act laws are adhered to? Might you be at risk to lose federal funding by not abiding by OCR's Guidance? This webinar provides you with the necessary information to enhance your campus equity culture and minimize the risk of sexual violence and liability.
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Legal and Contractual Perspectives of Managing the Remote/Virtual Employee
This webinar discusses the legal and contractual perspectives of managing the remote/virtual employee. It will highlight the opportunities and challenges that the virtual workplace offers. The current competitive business environment and the changing nature of work and the workforce requires effective leadership that spans the boundaries of time and space to help employees to work together - apart.
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Inclusion of LGBT Employees in Healthcare: Navigating Policies, Procedures, and Practices
How does your business go about recruiting to the LGBT community? Do any of your advertising and marketing practices target LGBT consumers? Do you know how to assist a transgendered employee in their gender transition process at work? And what about those bathrooms—how are you addressing this issue? Workplaces have made progress towards LGBT equality yet LGBT workers still go to work every day with fear that they might lose their jobs because of whom they love and who they are. There is no federal law protecting the LGB community from workplace discrimination and harassment. There is confusion among organizations as to whether the federal civil rights law Title VII protects gay, lesbian, and bisexual (GLB) employees.
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How Do They Work Together-Or Not? The Complexity & Interplay among the ADAAA, FMLA, and Worker's Comp (WC)
The webinar addresses laws that HR is responsible for upholding. When the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employees. The interplay among Workers' Comp, ADA, and FMLA is confusing to many HR professionals; this webinar will help decipher the complexities.
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How to Investigate Workplace Misconduct: It's about more than Harassment
What do you do if you need to search the employee's desk, computer, smart phone or locker? Other questions that need to be answered are when do you include legal counsel? What evidence do you need to gather? This webinar will focus on these issues by discussing best practices to ensure you are conducting a fair and impartial investigation that will support a positive work environment, protect employees and the organization, and decrease the risk of liability.
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Section 1557 of the Affordable Care Act: A New Civil Rights Law for Health Providers, Employees of Health Programs and Health Insurance Companies
The U. S. Department of Health and Human Services, Office for Civil Rights issued the new regulations for Section 1557 of the Affordable Care Act. This act deals with nondiscrimination in healthcare and provides important new protections for patients including broad rules dealing with sex discrimination. Ensuring the new law is implemented will decrease the risk of liability, ensure quality and equitable care and insurance coverage of all patients thereby enhancing quality care of patients.
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Unconscious Bias in the Workplace: How to Recognize and Diminish its Impact in Discrimination, Hiring, Promotions, & Retention
From an individual standpoint, each of us should have an understanding of our biases so we treat others based on who they are rather than on stereotypes that we carry about various groups. From an organizational viewpoint, understanding unconscious bias is critical to strategizing ways to minimize it in the workplace to ensure a fair and discriminatory work environment. When unconscious bias is reduced, it enhances the organization climate. Unconscious bias has been recognized as a form of discrimination and can therefore lead to lawsuits.
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Minimizing Liability: Legal Risks in Designing your Workplace Wellness Programs
The federal government believes wellness programs can cut healthcare costs and decrease the cost of employer-sponsored health insurance by promoting health and preventing disease. The new federal regulations have divided wellness programs into two types with specific rules for each. A major piece of the regulations addresses the issue of employee discrimination based on health/disability, age, gender and other protected classes. The U. S. Department of Labor, the Treasury, and Health and Human Services regulations require that regardless of the type of wellness program, every individual participating should be able to receive the full amount of any reward or incentive, regardless of any health factor. Specific regulations have been created to prevent employee discrimination in wellness programs.
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2016 Presidential Political Passions and Contention: How to Navigate Political Speech at Work
Americans will elect the 45th President of the United States on November 8, 2016. This webinar is a must attend for all employers and employees to learn how to navigate political speech at work. The presentation will help the attendees learn workers' rights about political speech and what are the legal rights and responsibilities of the workplace included in political speech by the organization and management and how to diminish bias and risk of liability regarding political speech.
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Appraising Credibility, Reaching Conclusions & Writing the Investigative Report: Steps to Minimize Harassment Liability
Writing the investigative report starts from the very beginning of your investigation and continues throughout the process. This webinar will discuss the intricacies of writing the critical final report of your investigation that may be discoverable (all documents that must be provided to opposing counsel in case of a lawsuit) if an employee files a formal charge with the EEOC or your state's human rights department, or if you are sued. A number of critical actions are required as part of your investigation. These include determining credibility of each interviewee, corroborating evidence and reaching a conclusion. In order to write a thorough report, investigators must make a decision as to whether the investigated misconduct was a violation of any laws or policies and present these findings in an objective, accurate and concise manner. An in-depth comprehensive investigative report memorializes the investigation, and can be evidence that an investigation actually occurred to minimize your liability.
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Management, Legal and Contractual Perspectives of Managing Remote/Virtual and Telecommuter Workers
Accomplishing work in the new millennium has become synonymous with Virtual Leadership. The current competitive business environment and the changing nature of work and the workforce requires effective leadership that spans the boundaries of time and space to help employees to work together - apart. Leadership of virtual teams is not the same as leadership of face-to-face, co-located teams. Leading a virtual team is more difficult; it requires a dynamic interaction between technological systems and human systems that the virtual leader has to address and balance for work to be accomplished.
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Are You Staying Up to Date on the Ever Evolving Landscape of Discrimination and Harassment
It is almost impossible for managers and HR professionals to stay current in the ever evolving civil rights case law due to their busy workload. As a result, discrimination and harassment may go unrecognized and allowed to continue creating a hostile work environment for employees resulting in absenteeism, turnover, loss of productivity and physical and emotional health consequences to the target and witnesses of the abuse. Failure of managers and HR professionals to recognize discrimination and harassment creates liability for the organization and costly lawsuits.
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Implementing the ACA, HIPAA, GINA, ADA, and Title VII Discrimination Laws into Your Organization's Wellness Strategy
More and more organizations are implementing Wellness programs to encourage their employees to engage in a healthier lifestyle. The programs have progressed from being not much more than healthy diets and exercise to measuring one's biometrics and offering employee incentives if they improve their health. With these enhanced wellness offerings have come organizational challenges to ensure that organizations are not discriminating against any of their employees specifically as it relates to a disability, their family history of genetics, even their gender and age. This webinar will address these issues to assist organizations in minimizing their liability risks as well as discuss the elements of planning, developing, implementing and evaluating your wellness strategy.
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