Chad’s Blog-O-Rama

By now everyone has heard the story about a corporate trainer type using waterboarding as a sales training tactic. You’ll be happy to know that apparently it has not hurt sales.

So, while most of us corporate trainer types know that torture is not an acceptable form of training, I was surprised to learn at a Chester County SHRM meeting that during internal EEOC investigations it is acceptable practice to terminate uncooperative witnesses.

Of course termination should not be the first course of action, only a final option.
It was suggested that you work up to this by first “guilting”the witness. Talk about all the bad things that could happen if this goes to court without accurate information. Remind them of the serious nature of holding back facts, people’s livelihoods are at stake.

If the witness is a manager it was suggested they should be reminded of their “duties” as a manager.

Only after trying to logic with them should the possibility of termination be brought up. It would be prudent to give the individual an evening to mull it over if there is time.

It would be just as prudent to take a couple hours to ask yourself if waterboarding is really a good training method.

If your blessed with a union environment check with the union rep before waterboarding or terminating witnesses.