New Training Video by Corporate Attorney Explains Expensive Mistakes C-Level Managers Can Make

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<strong>Brentwood, Tenn. &mdash; Feb. 27</strong><br />A new training DVD, &ldquo;Executive Summary: Employment Law for the C-Suite,&rdquo; is teaching CEOs and other C-level leaders how their behaviors and policies can devastate their organizations and their reputations.<br /><br />The 50-minute video, from M. Lee Smith Publishers and renowned management attorney John B. Phillips Jr., is in response to the increasing number of sexual harassment, discrimination and other complaints lodged against top corporate executives.<br /><br />"When an employee of an NBA basketball team claims harassment and is awarded over $11 million, everyone hears about it," said Phillips, who hosted the presentation. "But what the public doesn&rsquo;t hear about are the thousands of settlements and awards hitting lower-profile companies. And a good percentage of them have executive misconduct at their root."<br /><br />In &ldquo;Executive Summary: Employment Law for the C-Suite,&rdquo; Phillips addresses seven areas in which executives can drag their organizations into a legal quagmire, such as behavior that can be seen by subordinates as retaliation for whistle-blowing and reacting illegally to a union organizing campaign. Phillips lays out the risks of violating wage and hour laws that dictate overtime and prohibit hourly employees from working off the clock. And he details eight characteristics of effective leaders that enable them to get the most out of managers and employees.<br /><br />"A company&rsquo;s HR department may be uncomfortable raising such issues with the CEO or other C-level executive," said Dan Oswald, president of M. Lee Smith Publishers. "So we asked John to record the same seminar he&rsquo;s privately given to top managers around the country. Because he&rsquo;s been counseling and advising management for over 30 years, he&rsquo;s got the presence and experience needed to get their attention.&rdquo;<br /><br />"The days when an executive didn&rsquo;t need to have a working familiarity with employment law are over," said Phillips. "Employees are too willing to sue, and juries are too eager to punish. And even without a lawsuit, executives behaving badly cost companies through turnover and low morale."<br /><br />For example, a jury recently awarded more than $260,000 to an Oklahoma bank employee who was fired after he told executives he would testify in a co-worker&rsquo;s harassment suit. In another case, a national equipment rental chain was hit with a, $827,000 verdict after top brass fired a 61-year-old store manager based on a middle manager&rsquo;s reports and replaced him with a 31-year-old. The fact that said reports were bogus didn&rsquo;t matter, according to Suffolk University School of Law Professor Marc Greenbaum.<br /><br />"If senior executives could hide behind claims of ignorance, even if well founded, it would severely undercut the enforcement of the discrimination laws," said Greenbaum. <br />

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