TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v
Transcription
TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v
SCOTT WARRICK, JD, MLHR, SPHR Human Resource Consulting, Employment Law & Training Services Presents TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS SHRM’S 2003 Diversity Conference Highest Rated Speaker SHRM’S 2006 Diversity Conference Speaker October 16-18, 2006 Los Angeles, California Scott Warrick, JD, MLHR, SPHR (614) 367-0842: Office ♣ (614) 738-8317: Cell www.scottwarrick.com © 2006 G. Scott Warrick 1 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS by Scott Warrick, JD, MLHR, SPHR DIVERSITY “Diversity” is anything that makes you different. HOWEVER…DIVERSITY IS RARELY THE PROBLEM. The “Problem” Lies In… TOLERANCE “Tolerance” is not persecuting those who are different from you. “Authoritarian” and “egocentric” systems practice “intolerance.” “Tolerance” carries with it the understanding that “intolerance” and requiring conformity breeds violence and social instability. “Tolerance” has thus become the term of choice to define the practical rationale of permitting diversity. While people deemed undesirable may be disapproved of, “tolerance” would require that the party or group in question be left undisturbed, physically or otherwise, and that criticism directed toward them be free of inflammatory or inciteful efforts. BLUE EYES vs. BROWN EYES 2 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Where did Jane Elliott get the idea to use brown and blue eye color for her exercise in bigotry? Nazi Josef Mengele developed a method by which he could change someone’s eye color from brown to blue. Whenever Mengele found an “inferior” to have particular qualities or to be of some value, he could change their eye color from brown to blue … allowing them to survive since they would appear to be more Aryan. Bigotry has NOTHING to do with intelligence. BIGOTRY IS ABOUT POWER & IGNORANCE Nazi Germany Had Some Of The Most Enlightened And Intelligent People In History. Are WE Tolerant? Do We “PRE-JUDGE” Prejudice is, as the name implies, the process of “pre-judging” something. It implies coming to a judgment on a subject before learning where the preponderance of evidence actually lies, or forming a judgment without direct experience. “MSU” FILE So…where do we get this data upon which we “pre-judge” others? We get it from our “MSA” file--“Make Stuff Up.” We all carry this “file” with us … and it is filled with stereotypes and myths. 3 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick What Is Evil? Does Evil Have A Face? Can You Look At Someone And See That They Are Evil? Is “Evil” In The Eye Of The Beholder? 4 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick SKILL #1 What Is Bigotry? OBJECTIFICATION “Bigotry” is the “objectification” of others (Viewing others as objects and not as human beings.). What’s The Harm? Bigotry “Objectifies” People ♦ “Those offenders are trash” ♦ “All those people are scum” ♦ “They are nothing but animals” Objectification: When I can see you as an object and not as a human being… “Always When You Say Always You Are Always Wrong” 5 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Across the Entire Population … We know there are very real differences between people… But where do the Real Differences & Science end and the Stereotypes and Myths begin? Do Offenders KNOW What You Think Of Them? NONVERBAL COMMUNICATION 1. Words Are The Least Important Part Of A Persuasive Message Words are cheap. The words on this page are worthless unless someone takes the time and effort to put these principles into practice. Therefore, words are of absolutely no value unless they are reinforced by action. Receivers of any communicated message believe the nonverbal aspect of that message over the verbal portion being conveyed. Nonverbals communicate that part of the message the sender least wants to communicate. Studies reveal that only seven percent of any message sent is believed by the words one uses to convey the message. On the other hand, 38 percent of the believability of the message is influenced by the tone or the inflections in the voice patterns used by the sender, and 55 percent of the message is believed by the body language used while the message is being sent. Therefore, only seven percent of any message is "believed" by the words used by the sender, whereas 93 percent of the message is influenced by the nonverbals the sender is using. 6 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick 2. Practice Reading Nonverbals To get a better understanding of just how much is being communicated about a person by way of nonverbal communication, it is a good idea to just take the time to go to a busy mall, sit by the fountain, and just watch the people who pass by. Notice the way different people dress, the way they walk, the way they talk, who they talk with, what stores they walk into, and so on. It is amazing how much you can tell about a person based solely on this person's nonverbal communication. 3. What To Look At? Nonverbal communication covers a vast range of individual "words." People interpret nonverbals from numerous sources, such as other people's facial expressions, the way they dress, the cars they drive, the condition of their cars, the way they walk, the way they talk, how they fold their arms, the way they move their eyebrows, the way they smile, the tone in their voices, and the way they look at others, to mention a few. Usually, more than just one nonverbal message is used to arrive at a given interpretation. 4. Inflection and Tone Perhaps the most revealing form of nonverbal communication is voice inflection and tone. Many times, people are not placed on the defensive or offended by what is said, but instead, the employee is offended by how something is said. We must always be aware of the tone of our voice and inflection we use with others. 5. Being More Effective In Reading Nonverbals: Develop A Rapport Since a great deal of interpreting nonverbal communication is subjective, it is even more important for managers to build a rapport with their team members to help everyone properly interpret each other's nonverbals. However, it is important for managers to be cautious in reading too much into nonverbals with people whom they are not all that familiar, especially with the more subtle forms of nonverbal expressions. After a while, with practice and concentration, most managers can become quite proficient in reading, as well as sending, nonverbal messages. 7 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick 6. You Can Use Nonverbals To Send More Effective Messages Of course, once you become comfortable with interpreting nonverbals, they should then use them to their own advantage. Looking attentive and smiling at others when managers speak is important. Someone who looks like he is really listening to another person will be seen as being much more approachable than the person who constantly looks at his watch as he addresses others. DIFFUSING v. ESCALATING SITUATIONS Do We ESCALATE Bad Situations? How Do We DIFFUSE Tense Or Potentially Tense Situations? 1. What makes people angry? 2. What happens to you physiologically when you get angry? (FIGHT or FLIGHT?) 3. What is your WORST customer service experience? MASLOW'S HIERARCHY OF NEEDS Self-Actualization Esteem Needs Social Needs Safety Needs Physiological Needs 4. WHAT ARE THE RULES? 8 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Is PRE-JUDGING People Dangerous? Would You Trust These People Based On Their Looks? 9 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Is It Dangerous To TRUST These People? ANSWERS Jeffrey Dahmer Albert DeSalvo: The Boston Strangler Ted Bundy Albert Fish: “Hannibal Lector” Mark David Chapman Charles Manson John Wayne Gacy: “The Clown” John Wayne Gacy…again David Berkowitz: Son of Sam 10 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick HOW WOULD YOU TREAT THESE PEOPLE … LIKE “SCUM”? Former "Baywatch" star Yasmine Bleeth was arrested in September 2001 by Michigan police and charged with cocaine possession. Actor Nick Nolte was arrested by the California Highway Patrol on September 11, 2002 and charged with driving under the influence. Michael Jackson, 45, was photographed by the Santa Barbara County Sheriff's office following his November 2003 arrest for child molestation. 11 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick “Godfather of Soul” James Brown, 70, was arrested in January 2004 and charged with domestic violence after allegedly pushing his wife to the floor during an argument at the couple’s South Carolina home. Noelle Bush, daughter of Florida Governor Jeb Bush, was arrested in January 2002 and charged with trying to fill a fake prescription for Xanax. After entering a court-ordered drug treatment program, Bush was rearrested in July 2002 when a counselor found her in possession of unauthorized pills. In October 2002, an Orlando judge ordered her back to jail for another violation of her treatment program. Country singer Glen Campbell was arrested in November 2003 on drunk driving and hit and run charges. The 67-year-old performer was arrested shortly after crashing his BMW into another car at a Phoenix intersection. He fled the accident scene, but was arrested at his nearby home, where police smelled alcohol on his breath and noted that Campbell looked “smashed.” After he was booked, Campbell kneed a sergeant in the thigh--for which the country star was charged with an aggravated assault on a police officer. Campbell posed for the bottom mug shot in July 2004 after checking into a Phoenix lockup to serve the first of ten nights in jail. 12 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Or…SHOULD WE JUST TAKE CRIMINALS OUT AND SHOOT THEM? If So…Who Will Make That Call…YOU? Would These Criminals Be At Risk? Civil rights pioneer Rosa Parks, 43, was photographed by Alabama cops following her February 1956 arrest during the Montgomery bus boycotts. Martin Luther King Jr., 27, was photographed by Alabama cops following his February 1956 arrest during the Montgomery bus boycotts. 13 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick As his stunned wife Coretta looks on, Dr. Rev. Martin Luther King, Jr. is arrested for loitering in Montgomery, Alabama during the bus boycott. (© Life Magazine) Seated at the Woolworth's lunch counter in one of the first days of the Greensboro sit-ins are Ezell Blair (now Jibreel Khazan), Franklin McCain, Joseph McNeil, and David Richmond. (© Associated Press) “Civil Disobedience” was an essay written by noted philosopher Henry David Thoreau. Published in 1849 under the title "Resistance to Civil Government", it expressed Thoreau's dislike for the establishment, slavery, the Mexican-American War, voting, and his desire for a Utopia on Earth. Thoreau refused to pay his taxes, which supported the Mexican-American War and was jailed. His theory of “Civil Disobedience” was the model used by both Gandhi and Martin Luther King, Jr. 14 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Jesus: Revolutionary and Victim of Religious Persecution FIRST…They ignore you, THEN…They laugh at you, THEN…They fight you, THEN YOU WIN! IF YOU PASS JUDGMENT ON OFFENDERS… IF SO, WHY DO WE NEED THE COURTS? IF SO, WHY DO WE NEED YOU? DOES PREJUDGING OFFENDERS MAKE YOUR JOB MORE DANGEROUS? 15 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Actually… Do you REALLY know why your offenders are the way they are? Could there be something YOU DON’T KNOW? SALEM WITCH TRIALS: 1692 In 1692, we had an infestation of witches here in America. Neighbors testified against their neighbors that these witches had placed spells upon them. They testified that they saw their “witch” neighbors flying around at night, floating over their beds, changing color, turning into animals and doing many other magical “witch-like” things. They also testified that soon after they saw these bewitching acts, these witnesses fell ill, which obviously means that the witch put a spell on them to make them sick. It all made perfect sense. By the time the hysteria had ended, 24 people had died. Nineteen were hanged on Gallows Hill in Salem Town, while four died in prison. Giles Corey, on the other hand, had the most gruesome tale of all. At first, he pleaded not guilty to charges of witchcraft, but subsequently refused to stand trial. This refusal meant he could not be convicted legally. However, his examiners chose to subject him to interrogation by placing stone weights on his body. He survived this brutal torture for two days before finally being crushed to death. Years later, we know why really brought about these ridiculous accusations and executions: RYE BREAD 16 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Ergot is a fungus (mold) that grows on rye bread, which was the staple of the Puritans’ diet. The problem lies in the fact that “ergot” is a hallucinogenic drug. Its victims can appear bewitched when they’re actually stoned. Ergot thrives in a cold winter followed by a wet spring. The victims of ergot might suffer paranoia and hallucinations, twitches and spasms, cardiovascular trouble, and stillborn children. Ergot also seriously weakens the immune system. Perhaps…just perhaps, these Puritans who were accused of being witches were innocent. However, emotions, ego, anger, ignorance and superstition won out over science. Is that still true today? Are we THAT different from the Salem Inquisitors? DO YOU HUNT FOR WITCHES? SKILL #2 Educate…Educate…Educate: YOURSELF AND OTHERS 17 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick COMMON UNDERSTANDING DO YOU SEEK TO SEE THE OTHER PERSON’S POINT OF VIEW? “FIRST Seek To Understand… THEN Seek To Be Understood.” ~~Stephen Covey Semmelweis Reflex The “Semmelweis Reflex” is to dismiss or reject of any information, automatically, without thought, inspection, or experiment. It also refers to the “mob” mentality that erupts from “groupthink” and a refusal to consider another point of view. What is your perspective? How do YOU see the situation … but more importantly, how do OTHERS see the situation? We are all influenced by our past experiences. We view the world through our eyes, which is fine as long as everyone else in the world can look through your eyes and see the world the way you do. This is called “perspective.” Stephen Covey refers to this phenomenon as your “paradigm,” which, again, is how you view the world, your problems and your conflicts. Looking at a situation from another perspective can often lead to a solution that benefits everyone. For instance, in the 1840’s, Dr. Ignaz Semmelweis, a Hungarian physician, was practicing in the obstetrics ward as head of the Maternity Department of the Vienna General Hospital. Dr. Semmelweis was bothered over the fact that the women delivering babies in his Maternity Ward had a much higher instance of mortality (13.10%) from Puerperal Fever (also known as “Childbed Fever”) that those women who had mid-wives assisting them in their births at the Second Obstetrical Clinic portion of the hospital (2.02%). In July of 1846, 18 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Semmelweis noted that the women who delivered at Vienna General had a mortality rate from Puerperal Fever of 13.10%. As a result, by July of 1846, many women preferred to give birth to their children by a midwife at the Second Obstetrical Clinic portion of the hospital. This perplexed Dr. Semmelweis. Both the hospital and the clinic were located in the same hospital and used the same techniques. The only difference between the two parts of the hospital were the individuals who worked there. The Maternity Department, which was run by Dr. Semmelweis, used physicans and medical students, while the Clinic, started in 1839, was used to instruct midwives. However, in 1947, one of Dr. Semmelweis’ friends and colleagues, Dr. Jacob Kolletschka, died from an infection he contracted after his finger was accidentally punctured with a knife during a postmortem examination. Kolletschka’s autopsy showed a pathological situation similar to those women who were dying from Puerperal Fever. Semmelweis immediately theorized that there was a connection between examining cadavers and Puerperal Fever. He then made a detailed study of the mortality statistics of both obstetrical clinics. He concluded that he and the students carried the infecting particles on their hands from the autopsy room to the patients they examined in the First Obstetrical Clinic, or the Maternity Department. The doctors, on their schedules, went directly from the morgue to the obstetrics ward without washing their hands. Thus, Semmelweis concluded that some unknown “cadaveric material” caused childbed fever, even though the theory of germ disease had not yet been developed at the time. His observations led him to conclude that it was a matter of cleanliness. He instituted a policy of using a solution of chlorinated lime for washing hands between autopsy work and the examination of patients. As a result, the mortality rate in the Maternity Department dropped to 2.38%, comparable to the Clinic’s. However, when Semmelweis presented his findings to his fellow doctors, they discounted his theory, unable to believe in what they could not see. It was also “argued” that even if his findings were correct, washing one’s hands each time before treating a pregnant woman, as Semmelweis advised, would be too much work. In the end, the truth also came out that these physicians did not want to admit that THEY were in fact responsible for causing so many deaths. Dr. Semmelweis was later terminated from his employment at the Vienna General Hospital. In 1861, Semmelweis finally published his discovery in a book, Die Ätiologie, der Begriff und die Prophylaxis des Kindbettfiebers. A number of unfavorable foreign reviews of the book prompted Semmelweis to lash out against his critics in series of open letters written in 1861-1862, which did little to advance his ideas. At a conference of German physicians and natural scientists, most of the speakers rejected his doctrine and portrayed him as a fool. 19 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick The establishment’s failure to recognize his findings earlier led to the tragic and unnecessary death of thousands of young mothers. It wasn’t until the 1880’s and the work of Louis Pasteur and Joseph Lister that the truth of germs finally surfaced and was accepted by the scientific community. Semmelweis is now regaled as a pioneer of antiseptic policy and the prevention of nosocomial infection, as well as a medical pioneer and a visionary physician. However, this recognition and acceptance only came years after he was driven insane for his discoveries. By 1865, Semmelweis, broke and unemployed, suffered a nervous breakdown. He was then committed to an insane asylum where he ironically died within two weeks after his arrival on August 13, 1865 of blood poisoning. What happened to Dr. Semmelweis is a very common problem: Dr. Semmelweis looked at the mortality problem of his patients from one perspective, but the rest of the medical establishment looked at this situation from a very different perspective … based largely upon the egocentric self interests of Dr. Semmelweis’ colleagues. 1860’s How Semmelweis Saw The Situation How OTHERS Saw The Situation 20 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick 1880’s After The Discovery of Germs How Semmelweis Saw The Situation How OTHERS NOW SEE The Situation Common Perspective As perspective broadens, so does cooperation and acceptance…and win-win situations. Therefore, in order to build perspective, one must FIRST SEEK TO UNDERSTAND the perspective of the other person. More than likely, your perspective is VERY different from the other person’s. Is This A Young Woman Or An Old One? Do YOU Ask Before You Form An Opinion… Or Do You INSTANTLY ASSUME YOU KNOW EVERYTHING? 21 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick THE BRAIN If your leg is broken, should you set the leg, then start physical therapy… or should you just go ahead and start physical therapy with the broken leg? BRAIN FACTS: Your brain is involved in EVERYTHING you do. So, when your brain works right…YOU work right. However, when your brain DOES NOT physically work right…YOU DO NOT WORK RIGHT. It determines HOW you think, feel, act and interact with others. It determines WHO you are as a parent, friend, child and human. Your brain comprises about 2% of your body’s weight, but it uses 20%-30% of the calories you burn. The brain is fragile. It is the consistency of “soft butter.” The brain is the most complex organ in the entire universe. It is made up of over 100 billion nerve cells…and each cell is surrounded by trillions of supportive “glial” nerve cells…and each of these nerve cells is surrounded by over 20,000 individual connections… This means there are over 1,000,000,000,000,000 nerve connections in the brain. What Is “SPECT” Imaging? What is SPECT? It is an acronym for Single Photon Emission Computerized Tomography. It is a sophisticated nuclear medicine study that looks directly at cerebral blood flow and indirectly at brain activity (or metabolism). In a SPECT study, a small dose of a radioactive isotope is injected into the patient’s blood, which is then absorbed into the brain. The patient then lies on a table for 14-16 minutes while a SPECT “gamma” camera rotates slowly around his head. The camera has special crystals that detect where the compound (signaled by the radioisotope acting like a beacon of light in the brain) has gone. A supercomputer then reconstructs 3-D images of brain activity levels. The elegant brain snapshots that result offer a sophisticated blood flow/metabolism brain map. With these maps, physicians have been able to identify certain patterns of brain activity that correlate with psychiatric and neurological illnesses. 22 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick The brain SPECT studies of today, with their higher resolution, can see into the deeper areas of the brain with far greater clarity and show what CAT scans and MRIs cannot – how the brain actually functions. In short, a SPECT Scan looks at brain blood flow and brain activity in order to determine which areas of the brain: Work well Do not work hard enough and Work too hard SPECT Imaging can therefore pinpoint exactly where the problems are in the brain without guessing. Since we know certain parts of the brain control certain functions, psychiatrists can more easily diagnosis what conditions an individual has and thus help prescribe treatment. Dr. Daniel G. Amen, MD Founder and CEO of Amen Clinics, Inc. For more information on brain SPECT scans, go to www.amenclinic.com. For more SPECT scans, go to www.brainplace.com. The Amen Clinic is the foremost pioneer in this area of nuclear medicine. The Amen Clinic’s database of SPECT brain scans in the largest in the world. 23 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick What Does A “Normal” Brain Look Like? SURFACE BLOOD FLOW SCANS (FOREHEAD) (BASE OF HEAD) TOP SURFACE BLOOD FLOW VIEW UNDER SURFACE BLOOD FLOW VIEW 24 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick LEFT SIDE VIEW BLOOD FLOW SCAN These are three “surface” SPECT scans indicating blood flow to the brain. The one on the left is looking down on the brain with the forehead at the bottom of the picture. The one on the right is a view looking up into the brain… like as if you were looking at someone lying down in bed up through the bottom of their chin. The third scan is from the left side of the person’s head. This is how blood flow in a brain SHOULD look. Notice how full these scans look. The top view is rounded and full looking. The one on the right is also full and reveals the natural curvatures of the brain. From a VERY basic perspective, looking at “blood flow” SPECT images tells us the degree of “cognitive” ability in the brain. If blood flow is reduced into certain areas of the brain, as revealed by these blood flow scans, then problems arise in one’s reasoning ability, decision making and so on. Where there is reduced blood flow, the brain looks like it has “holes” in it. There are not really holes in the brain, in most cases. The image simply reveals a lessened degree of blood flow, so reduced ability to reason will be the results. 25 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick ACTIVITY SCANS (BASE OF HEAD) TOP VIEW ACTIVITY SCAN UNDERVIEW ACTIVITY SCAN 26 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick LEFT SIDE VIEW ACTIVITY SCAN These are three “activity” SPECT Scans indicating metabolic activity in the brain. The one on the left is looking down on the brain with the forehead at the bottom of the picture. The one on the right is a view looking up into the brain… like as if you were looking at someone lying down in bed up through the bottom of their chin. The third scan is from the left side of the person’s head. These scans show how a “normal” brain’s activity level SHOULD look at rest. The darkened areas, or “red” spots, are 15% “hotter.” These scans show a nice “cool” blue or gray color. The back of the head is “lit up” in red. This is the cerebellum. The cerebellum integrates information from the brain that indicates your position and movement and uses this information to coordinate limb movements. This area is a hotter area since your body movements and coordination is constantly “running.” “Metabolic Activity Scans” differ from “Blood Flow” scans. In Activity Scans, we are looking at how “irritated” the brain is in certain areas. In a “normal” Activity Scan, the base of the skull (back of the head) should be glowing “red,” which means this part of the brain is running about 15% hotter. Since the cerebellum, or back of the head, runs our coordination and many of our “automatic” functions, you want this portion to be “running” all the time. How 27 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Do YOU Have A “Normal” Brain? Dr. Amen has offered to give a “FREE SPECT SCAN” To Anyone Who Thinks They Have A “NORMAL” Brain. So far, only 24 brains out of 600 have been found to Be “NORMAL.” PSYCHIATRISTS Are The ONLY Medical Professionals Who Typically NEVER SEE The Organ They Are TREATING How Do We Diagnose Mental Disorders? Psychiatrists Listen To The Patients’ Symptoms… THEN GUESS! Eventually…Maybe…We’ll GUESS RIGHT! 28 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick FUNCTIONAL AREAS OF THE BRAIN In order to understand the brain, one must understand how it works. In short, there are 5 major brain systems that relate to behavior. The Frontal Lobes The frontal lobes control such functions as decision making, judgment, organization, etc. Commonly, these functions are referred to as “Executive Functions.” This is the part of the brain that makes us human. It comprises 30% of the human brain. In short, the frontal lobes determines our… FUNCTIONS PROBLEMS attention span perseverance judgment impulse control organization self-monitoring and supervision problem solving critical thinking forward thinking learning from experience ability to feel and express emotions influences the limbic system empathy short attention span distractibility lack of perseverance impulse control problems hyperactivity chronic lateness, poor time management disorganization procrastination unavailability of emotions misperceptions poor judgment trouble learning from experience short term memory problems social and test anxiety 29 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick The Anterior Cingular Gyrus (The “Stick Shift”) (FOREHEAD is at the TOP of the Scan) LEFT SIDE VIEW TOP VIEW 30 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick FRONT FOREHEAD VIEW FUNCTIONS PROBLEMS allows shifting of attention cognitive flexibility adaptability helps the mind move from idea to idea gives the ability to see options helps you go with the flow cooperation worrying holds onto hurts from the past stuck on thoughts (obsessions) stuck on behaviors (compulsions) oppositional behavior, argumentative uncooperative, tendency to say no addictive behaviors (substance abuse, eating disorders, chronic pain) cognitive inflexibility obsessive compulsive disorder OCD spectrum disorders eating disorders, road rage 31 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick PMS! (FOREHEAD is at the BOTTOM of the Scan) 32 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick The Temporal Lobes (“Sideburns”) Dominate Side (usually left) Non-Dominate Side (usually right) understanding and processing language intermediate term memory long term memory auditory learning retrieval of words complex memories visual and auditory processing recognizing facial expression decoding vocal intonation rhythm music visual learning emotional stability PROBLEMS Dominate Side (usually left) Non-Dominate Side (usually right) aggression, internally or externally driven dark or violent thoughts sensitivity to slights, mild paranoia word finding problems auditory processing problems reading difficulties emotional instability difficulty recognizing facial expression difficulty decoding vocal intonation implicated in social skill struggles 33 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick PROBLEMS Either One or Both Temporal Lobes memory problems, amnesia headaches or abdominal pain without a clear explanation anxiety or fear for no particular reason abnormal sensory perceptions, visual or auditory distortions feelings of déjà vu or jamais vu periods of spaciness or confusion religious or moral preoccupation hypergraphia, excessive writing seizures SIDE SURFACE SHOT VIEW OF HEALTHY BLOOD FLOW TO A LEFT TEMPORAL LOBE 34 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick The Basal Ganglia System Left Side Activity Shot Underside Activity Shot (FOREHEAD at top of scan) LEFT BASAL GANGLIA AWARENESS OF OUTSIDE WORLD RIGHT BASAL GANGLIA AWARENESS OF SELF FUNCTIONS PROBLEMS integrates feeling and movement shifts and smoothes fine motor behavior suppression of unwanted motor behaviors sets the body's idle or anxiety level enhances motivation pleasure/ecstasy anxiety, nervousness panic attacks physical sensations of anxiety tendency to predict the worst conflict avoidance Gilles de la Tourette’s Syndrome/tics muscle tension, soreness tremors fine motor problems headaches low or excessive motivation 35 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick The Deep Limbic System Underside Activity Shot (FOREHEAD at top of scan) 36 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick The Deep Limbic System FUNCTIONS PROBLEMS sets the emotional tone of the mind depression filters external events with internal perspective (emotional coloring) tags events as internally important stores highly charged emotional memories modulates motivation controls appetite and sleep cycles promotes bonding responsiveness directly processes the sense of smell modulates libido moodiness, irritability, clinical increased negative thinking perceive events in a negative way decreased motivation flood of negative emotions appetite and sleep problems decreased or increased sexual social isolation 37 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Are These The Faces Of Depression? Abraham Lincoln Edgar Allen Poe Ernest Hemingway Drew Carey No…This is… “Normal” Brain Brain With Depression 38 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick DEPRESSION and SUICIDE At The Post Office In 1999, George Kruest, a carrier for the United States Postal Service, suffered a head and neck injury when he tripped while delivering mail. Afterwards, he was assigned to limited duties that included stuffing envelopes for the "stamps by mail" program, running errands and doing payroll for contract workers. Postal worker George Kruest kept a notebook in his office locker that apparently chronicled abusive comments made to him by his co-workers, such as "Is this a job you can handle?" and "Why don’t you go out back and shoot yourself?" Eleven affidavits were presented from co-workers who said they heard others make disparaging comments toward Kruest. Managers and co-workers called him “lazy” and “worthless” and said he was “faking injury.” Kruest became depressed due to this verbal abuse. In 2002, he finally committed suicide, shooting himself with a revolver. The note he left for his family said: "I no longer can live with myself hurting and having my mind so confused." A federal workers’ compensation investigation has concluded Kruest's suicide was directly linked to work-related depression, the result of hostile comments made by managers and co-workers at the main Pueblo post office. A hearing officer concluded that overwhelming evidence indicated workers and managers ‘‘heaped abuse on the rehab workers.’’ George Kruest, who had served in the Air Force, sought help through the postal Employee Assistance Program, saw psychologists and sought treatment from the VA. In July 2002, a VA counselor wrote Kruest ‘‘often feels like he does not want to go on with his life anymore.’’ Patricia Kruest, 50, said the Postal Service mistreats its injured workers. ‘‘They have never acted responsibly, and they probably never will,’’ she said. The U.S. Labor Department, who oversees the workers’ compensation system for federal employees, awarded his widow $15,000 annually, or about 45 percent of her husband's salary. At the time of his death, Kruest had worked for the Postal Service nearly 20 years. The Postal Service disputes the October ruling, but cannot appeal. Postal Service spokesman, Al DeSarro, said that the Postal Service does not believe it “contributed in any way to his unfortunate death." 39 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Are These The Faces Of ADD? Alexander Graham Bell General George Patton Louis Pasteur Winston Churchill President Woodrow Wilson Wolfgang Amadeus Mozart 40 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick ADD REST CONCENTRATION CONCENTRATION WITH ADDERALL 41 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick ADD Before & After Treatment with Adderall Before & After Treatment with Ritalin 42 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick DEPRESSION & ADD UNDERSIDE SURFACE BLOOD FLOW VIEW (CONCENTRATION) Notice the marked decreased prefrontal and temporal lobe activity UNDERSIDE ACTIVITY SCAN (“FEELINGS”) Notice Increased Activity In Deep Limbic Area: It is “IRRITATED” Cindy is a 17 year old who presented with symptoms of depression, suicidal thoughts and severe irritability. Serotonergic medications (i.e., Paxil, Zoloft, Prozac, Luvox, etc.) increased her irritability, depression and suicidal thoughts. Her SPECT study showed marked decreased activity in the left temporal lobe and frontal lobes. She responded positively to a combination of Lamictal and Wellbutrin and psychotherapy. 43 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick DEPRESSION & ADD UNDERSIDE SURFACE BLOOD FLOW VIEW (CONCENTRATION) Notice the marked decreased prefrontal and temporal lobe activity UNDERSIDE ACTIVITY SCAN (“FEELINGS”) Notice Increased Activity In Deep Limbic Area: It is “IRRITATED” Summer is an 18 year old female who came for evaluation after an overdose of pills combined with alcohol in a suicide attempt. She had four prior suicide attempts along with a history of drug abuse, run away behavior, aggressive outbursts and school failure. Her SPECT study showed marked decreased activity in the left temporal lobe and frontal lobes bilaterally. She responded positively to a combination of Tegretol and desipramine and psychotherapy. 44 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Are These The Faces Of Alzheimer's? Burgess Meredith Charlton Heston Charles Bronson Jonathan Swift Norman Rockwell Jack Lord 45 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick No…This is… Surface Blood Flow Scans of Brains With Alzheimer's UNDERVIEW TOP DOWN VIEW (FOREHEAD IS AT THE TOP OF THE SCAN) 46 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Are These The Faces Of SCHIZOPHRENIA? John Nash “A Beautiful Mind” Mary Todd Lincoln No…This is… Before and After Risperdal TOP VIEW BEFORE TREATMENT TOP VIEW AFTER TREATMENT 47 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick PARANOID SCHIZOPHRENIA TOP VIEW BEFORE TREATMENT TOP VIEW AFTER TREATMENT UNDERSIDE VIEW BEFORE TREATMENT UNDERSIDE VIEW AFTER TREATMENT A 35-year-old man who had been living on the street was brought for evaluation by his mother. He had previously been diagnosed on many occasions with paranoid schizophrenia, but refused medication. His SPECT study revealed marked overall decreased activity throughout the cerebral cortex. Being able to see his own brain activity, represented by the 3D surface SPECT study, was helpful for him. He agreed to take his medication under his mother’s supervision. One month later, after significant clinical improvement on 4 mg of Risperidal a repeat SPECT study was performed which showed improved overall cerebral perfusion. Being able to see the before and after SPECT studies side by side on the imaging computer monitor again was very encouraging to the patient and helped significantly with compliance. 48 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick PARANOID SCHIZOPHRENIA Before and After Risperdal LEFT SIDE SURFACE SCAN FRONT SURFACE SCAN 49 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Are These The Faces Of Bi-Polar Disorder? Linda Hamilton Jonathan Winters Mariette Hartley Vivian Leigh Axl Rose Ben Stiller 50 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick BI-POLAR TOP SURFACE ACTIVITY VIEW (FOREHEAD at TOP of SCAN) Carrie was a second year college student when she first began having problems. She would go days without sleeping. She began having trouble concentrating in school and stopped going to classes. She started having sexual relationships with 4 different men and she spent all of the money she had for the school year in three months. When her parents discovered the problems they brought her in for evaluation. Carrie did not feel that anything was wrong. She felt that she had just made several poor decisions, like anyone her age. Her parents felt things were not the same. She had always been a thoughtful, responsible person prior to the last several months. A scan was ordered to help evaluate the clinical situation. It revealed marked patchy uptake throughout the cortex. Lithium was very helpful for Carrie and she was able to return to school the next semester. 51 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Are These The Faces Of Obsessive Compulsive Disorder? Howie Mandel Charles Darwin Florence Nightingale Donny Osmond 52 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick OBSESSIVE COMPULSIVE DISORDERS (OCD) FRONT ON ACTIVITY VIEW LEFT SIDE ACTIVITY VIEW TOP DOWN ACTIVITY VIEW (FOREHEAD at TOP) 53 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Road Rage LEFT SIDE ACTIVITY VIEW 28 year old female who has become aggressive while driving on many occasions. LEFT SIDE ACTIVITY VIEW Marked increased Cingular Gyrus and left lateral temporal lobe activity 37 year old male attorney who, on several occasions, chased other drivers who had cut him off and on two occasions got out of the car and bashed their windows in with a baseball bat he kept in the car. After the second incident, he came to see me. He said, “If I don’t get help for this I’m sure I’ll end up in jail.” His Cingulate Gyrus was markedly overactive, causing him to get locked into the negative thoughts and subsequently be less able to control his frustration. His SPECT scan shows: marked increased activity in the Cingulate Gyrus and left temporal lobe (arrows), which correlates with irritability and overfocus issues. 54 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Pathological Gambling TOP DOWN ACTIVITY VIEW FRONT ON ACTIVITY VIEW LEFT SIDE ACTIVITY VIEW Adam’s wife left him. His gambling had gotten out of control. In the past few years, he began neglecting his business spending more of his time at the racetrack and driving back and forth to the casinos in Reno and Lake Tahoe. “I feel compelled to gamble. I know it is ruining my life, but it seems I have to place a bet or the tension just builds and builds. It is all I think about!” Adam’s SPECT study showed heavy increased cingulate activity. Explaining the cingulate system to Adam was helpful. He could identify many people in his family who had problems shifting attention.” “You should see our family gatherings,” he said. “Someone is always mad at someone else. People in my family can hold grudges for years and years.” In addition to going to Gamblers Anonymous and being seen in psychotherapy, Dr. Amen prescribed a small dose of Prozac for him to help him shift away from the obsessive thoughts about gambling. Eventually, he was able to reconnect with his wife and rebuild his business. 55 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Post Tramatic Stress Disorder, Depression and Anxiety Before and After St. John’s Wort and EMDR UNDERSIDE ACTIVITY VIEW (Forehead is at TOP of Scan) LEFT SIDE ACTIVITY VIEW Linda, 26 years old, had a history of two prior violent rapes, one at age 15 and the other at age 22, a physically abusive love relationship, along with experiencing the deaths of eight friends (age 14-16). Her symptoms were depression, anxiety, worry and drug use. Her baseline SPECT study showed marked overactivity in the cingulate (problems shifting attention), basal ganglia (anxiety) and limbic areas (depression and mood dyscontrol). After four psychotherapy sessions with EMDR (a specific treatment technique for traumatic events) and one month of St. John's Wort (900 milligrams a day) Linda felt significantly better. When her SPECT study was repeated, there was marked normalization of activity in all 3 areas. 56 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick OHIO SUPREME COURT REJECTS “PURE PSYCHOLOGICAL” INJURIES In McCrone v. Bank One Corp. (2005) 107 Ohio St.3d 272, Kimberly McCrone was an employee of Bank One from 1998 to 2001. Throughout this period of time, the branch where she worked robbed twice. The first time the bank was robbed, on December 20, 2000, Ms. McCrone was working in the bank, but she was not the teller actually involved with the robbery. After this first robbery, she was able to return to work without any lingering affects. However, on August 4, 2001, Ms. McCrone was working as a teller when her branch was robbed a second time. Ms. McCrone was diagnosed with Post-Traumatic Stress Disorder, or “PTSD,” and was not able to return to work afterwards. McCrone then filed a Workers’ Compensation Claim for her PTSD, but her application was denied by the Industrial Commission on the grounds that she had not suffered a physical injury in either of these robberies. The Industrial Commission held that Ms. McCrone could not receive benefits for a pure psychological or psychiatric condition under the Ohio Revised Code §4123.01(C)(1). That section specifically excluded purely psychological or psychiatric conditions from the definition of “injury” unless there was also a physical injury involved. McCrone then appealed to the courts. Ms. McCrone challenged ORC §4123.01(C)(1) on constitutional grounds under both the Untied States Constitution and Ohio’s Constitution. However, in Ms. McCrone’s case, no physical injury existed to either herself or any other Bank One employee. The court then looked at the entire definition of the term “injury” in R.C. 4123.01(C). The court reasoned that the term “’Injury’ includes any injury, whether caused by external accidental means or accidental in character and result, received in the course of, and arising out of, the injured employee’s employment. ‘Injury’ does not include: (1) Psychiatric conditions except where the conditions have arisen from an injury or occupational disease.” 57 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Are These The Faces Of Asperger’s Autism? Bill Gates Al Gore Sir Isaac Newton Albert Einstein President Thomas Jefferson Mark Twain 58 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Asperger’s Syndrome Before and One Year After Zyprexa TOP SIDE ACTIVITY VIEW (FOREHEAD at TOP) Tim, age 12, was diagnosed with Asperger’s Syndrome. He had problems with repetitive behaviors and very poor social skills. In addition, he was rigid in his thinking and had frequent outbursts of temper. His baseline SPECT study revealed marked increased patchy uptake throughout his cerebral cortex. Zyprexa had an overall calming effect on his brain and significantly improved his temper and cognitive inflexibility. “Napoleon Dynamite” 59 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Suicidal, Rage: Before and After Anafranil Bob, a 48 year old married system analyst, came to see Dr. Amen because he had problems with holding grudges, “getting stuck” into loops of negative thinking patterns, obsessive thoughts, moodiness, irritability, periodic intense suicidal thoughts and problems with anger control. “I am the anger broker of the valley,” he reported during the initial session. His wife also reported episodes where Bob would often become upset about something, be unable to shift away from the thoughts which were upsetting him, lose control and exhibit aggressive behavior such as breaking furniture or putting holes in the walls. Bob had a childhood history of oppositional behavior (by the report of his mother). As part of his evaluation, a brain SPECT study was done which showed marked increased uptake in his cingulate gyrus. Dr. Amen started him on Anafranil (clomipramine), which has been used in patients with obsessive thinking. Over two months of treatment the dose of Anafranil was increased to 225 mg. a day. Bob and his family noted a marked positive response. He was less irritable, markedly less aggressive, more flexible and happier. He reported that he was more effective in interpersonal relationships, especially with his children. After three years of continued clinical improvement on the same dose of clomipramine (2 brief trials at lowering the dosage caused a resumption of symptoms) a follow up brain SPECT study was ordered to evaluate brain activity subsequent to treatment. The follow up SPECT study revealed a marked normalization of brain activity. BOB’S UNDERSIDE BLOOD FLOW VIEW: NO MEDS BOB’S UNDERSIDE BLOOD FLOW VIEW: ON MEDS 60 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick BOB’S TOPSIDE ACTIVITY VIEW: NO MEDS BOB’S TOPSIDE ACTIVITY VIEW: ON MEDS Anger and ADD Before & After Treatment with Depakote and Adderall UNDERSIDE SURFACE BLOOD FLOW VIEW 61 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick FRONT SURFACE BLOOD FLOW VIEW Mark, a 52 year old married accountant, sought help for problems with concentration, focus, follow through and severe temper problems. He had become physically aggressive on several occasions with his wife. He tended to take things in a negative way and struggled with his memory. Often, for little reason, he would explode and then feel very guilty about his behavior a short while later. He had longstanding school problems, despite getting an MBA degree. After his initial evaluation he was diagnosed with attention deficit disorder and a SPECT was ordered to rule out temporal lobe dysfunction. The SPECT study showed marked overall decreased activity, especially in the frontal and temporal lobes. He was placed on a combination of Adderall (for ADD) and Depakote (for temper). He had a very positive response to medication. He and his wife reported that he was more focused, better able to follow through on tasks, less irritable and in much better control of his temper. After three years of continued clinical improvement on the same dose of Depakote and Adderall a follow up brain SPECT study was ordered to evaluate brain activity subsequent to treatment. The follow up SPECT study revealed a marked normalization of brain activity. 62 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick JEEP PLANT: TOLEDO OHIO On Thursday, January 27, 2005. Meyers, 54, an employee at the Jeep plant in Toledo, Ohio, shot three co-workers, one fatally, inside the plant Wednesday night, then fatally shot himself in the head. Could This Tragedy Been Prevented? ALCOHOL AND DRUG ABUSE Marijuana 18 yr. old: 3 year history of 4 x week use 16 yr. old: 2 year history of daily abuse 63 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick 38 yr. old: 12 years of daily use 28 yr. old: 10 years of mostly weekend use Heroin & Methadone 39 yr. old: 25 year history of frequent heroin use 40 yr. old: 7 years on methodone 64 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Cocaine & Methamphetamine 52 yr. old: 28 yr. history of frequent methodone use 28 yr. old: 8 yr. history of frequent methodone use 24 yr. old: 2 years of frequent cocaine use 36 yr. old: 10 years of frequent methodone use 65 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Alcohol 38 yr. old: 17 years of heavy weekend use TOP SURFACE BLOOD FLOW VIEW UNDER SURFACE BLOOD FLOW VIEW FRONT SURFACE BLOOD FLOW VIEW RIGHT SIDE SURFACE BLOOD FLOW VIEW 66 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick Alcohol 44 yr. old: 18 yrs. of daily use of alcohol 45 yr. old: 25 years of daily alcohol use Heavy Nicotine & Caffeine Abuse 45 y/o -- 27 year history of heavy use: 3 packs of cigarettes and 3 pots of coffee daily 67 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick “SEVEN YEARS INTO NIGHT” Are These “Normal” Brains? 68 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick BLOOD FLOW AT REST BLOOD FLOW WITH CONCENTRATION BLOOD FLOW AT REST BLOOD FLOW WITH CONCENTRATION 69 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick METABOLISM AT REST METABOLISM WITH CONCENTRATION UNDERSIDE VIEW 70 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick METABOLISM AT REST METABOLISM WITH CONCENTRATION TOP DOWN VIEW 71 TOLERANCE IN THE WORKPLACE: Understanding & Working With People With Disabilities © 2006 G. Scott Warrick VIOLENCE John, a right-handed 79-year-old contractor, had a longstanding history of alcohol abuse and violent behavior. He had frequently physically abused his wife over 40 years of marriage and had been abusive to the children when they were living at home. Almost all of the abuse occurred when he was intoxicated. At age 79, John underwent open-heart surgery. After the surgery he had a psychotic episode, lasting 10 days. His doctor ordered a SPECT study as part of his evaluation. The study showed marked decreased activity in the left outside frontaltemporal region, a finding most likely due to a past head injury. When the doctor asked John if he had ever had any significant head injuries, John told him about a time when he was 20years-old. While driving an old milk truck, that was missing its side rear mirror, he put his head out of the window to look behind him. His head struck a pole, knocking him unconscious for several hours. After the head injury he had more problems with his temper and memory. There was a family history of alcohol abuse in 4 of his 5 brothers. None of his brothers had problems with aggressive behavior. RIGHT SIDE SURFACE BLOOD FLOW VIEW Given the location of the brain abnormalities (left frontal-temporal dysfunction) he was more likely to exhibit violent behavior. The alcohol abuse, which did not elicit violent behavior in his brothers, did in him. Knowing this information earlier might well have been useful in obtaining help for his problems. 72 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick VIOLENCE Bradley was diagnosed with attention deficit/hyperactivity disorder (ADHD) and left temporal lobe dysfunction (diagnosed by EEG) at the age of 14. Before then (from grades 1-8) he had been expelled from 11 schools for fighting, frequently cut school and had already started drinking alcohol and using marijuana. He had a positive response to Ritalin. He improved three grade levels of reading within the next year, attended school regularly and had no aggressive outbursts. However, Bradley had a negative emotional response to taking medication. Two years after starting his medication he decided to stop it on his own without telling anyone. His anger escalated. One night his uncle came to his home and asked Bradley to help him “rob some bitches.” Bradley went with his uncle who forced a woman into her car, made her go to her ATM and withdraw money. The uncle and Bradley then raped the woman twice. He was arrested two weeks later and charged with kidnapping, robbery and raped. As the psychiatric forensic consultant I ordered a series of brain SPECT studies: the rest study showed mild decreased activity in the left frontal lobes and the left temporal lobe. While performing a concentration task there was marked suppression of the frontal lobes, a finding commonly found in attention deficit hyperactivity disorder and both temporal lobes. A third scan was done 1 hour after taking 15 mg. of methylphenidate. This scan showed marked activation in the frontal lobes and both temporal lobes, although there was still some mild deactivation in the left temporal lobe. After understanding the history and reviewing the scan data it was apparent that Bradley already had a vulnerable brain that was consistent with long term behavioral and academic difficulties. His substance use may have further suppressed an already underactive frontal lobes and temporal lobe diminishing executive abilities and unleashing aggressive tendencies. It is possible that with an explanation of the underlying metabolic problems and brief psychotherapy on the emotional issues surrounding the need to take medication this serious problem might have been averted. 73 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick VIOLENCE UNDERSIDE ACTIVITY VIEW LEFT SIDE ACTIVITY VIEW On no Methamphetamines On high dose Methamphetamines Twenty-eight-year-old Rusty had a severe methamphetamine problem. He was unable to keep steady work, he was involved in a physically abusive relationship with his girlfriend (arrested four times for assault and battery), he was mean to his parents even though they tried to help him. He failed five drug treatment programs. Since Rusty’s mom scheduled his SPECT study he was unaware of it until the morning of the scan. He showed up loaded with a gram of methamphetamine from the night before. Rusty told Dr. Amen about his drug abuse. Dr. Amen decided to scan Rusty that morning with the effects of the methamphetamine still in his system and then a week later off all drugs. 74 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick VIOLENCE LEFT SIDE ACTIVITY VIEW TOP VIEW OF SURFACE BLOOD FLOW When Rusty was under the influence of high dose methamphetamine his brain looked suppressed in activity. A week later, however, off all drugs, he had a terribly hot or overactive left temporal lobe, probably causing his problems with violent behavior. Rusty was likely self-medicating an underlying temporal lobe problem with high dose methamphetamine. Given this finding, Dr. Amen put Rusty on Tegretol (an anti-seizure medication which stabilizes activity in the temporal lobes). Within 2 weeks Rusty felt better than he had in years. He was calmer, his temper was under control and for the first time in his life he was able to remain gainfully employed. An additional benefit of the scan was that Dr. Amen showed Rusty the serious damage he was doing to his brain by abusing the methamphetamines. Even though the drugs helped his temporal lobe problem, they were clearly toxic to his brain. 75 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick VIOLENCE AT REST CONCENTRATING LEFT SIDE ACTIVITY VIEW: NOTICE THE AGGITATED CINGULAR GYRUS Jose, a 16-year-old gang member, was arrested after he and another gang member beat another teenager nearly to death. They were charged with attempted murder. Their gang claimed the color “red” as being their color. One evening, when they were in an intoxicated state (from both alcohol and heavy marijuana usage), they approached a boy who was wearing a red sweater walking his dog across the street. They asked him, “What colors do you bang?” (asking him about his gang affiliation). When the boy said he did not know what they were talking about Jose replied, “Wrong answer,” and the two gang boys started to physically attack the boy, hitting and kicking him repeatedly until he was unconscious. The public defender ordered neuropsychological testing on Jose which found frontal lobe dysfunction and evidence of ADHD, depression and learning disabilities. The psychologist suggested a resting and concentration SPECT series for independent verification. The SPECT series was significantly abnormal, showing learning disabilities and aggressive tendencies. 76 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick VIOLENCE JODY’S BRAIN: NO MEDS JODY’S BRAIN ON ADDERALL In December 1996 Jody Gordon walked into the McDonald’s in Vallejo, California where he had been fired from his job the year before. He carried two guns and a knife. Three teenage girls, employees of McDonald’s, were sitting at a table having a snack after a meeting they had been called into work for. Jody asked the manager for his job back. When the manager refused Jody walked over to the girls and started shooting. He killed one of the girls and wounded the other two. As part of his defense, Dr. Amen was asked to perform a brain SPECT study to evaluate his brain function. He had one of the most severe decreases in frontal lobes function Mr. Amen had ever seen. Dr. Amen then had him come back for a second scan and gave him 20 milligrams of Adderall to see if he could enhance the severe prefrontal hypoperfusion. To Dr. Amen’s amazement, the Adderall significantly enhanced the activity in his brain, especially in his frontal lobes. Dr. Amen wondered if he would have committed this terrible crime if he had more access to the part of his brain involved in decision making. 77 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick 15 year old male, with a serious head injury, convicted of raping his girlfriend. Could this young girl’s rape have been prevented? 78 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Severe Head Trauma Before and After Adderall UNDERSIDE SURFACE BLOOD FLOW VIEW Randy, age 17, sustained a severe blow to the left side of his head. He had a subdural bleed over his left parietal lobe and subsequently developed temper problems, school problems, speech and coordination problems. This scan series was performed on and off Adderall. Note the marked overall improvement from Adderall, giving him more access to brain function. 79 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Are YOU One Severe HEAD TRAUMA Away From Being ARRAIGNED AS AN OFFENDER? How About Your Child? Parent? Do YOU Have A “Normal” Brain? Dr. Amen has offered to give a “FREE SPECT SCAN” To Anyone Who Thinks They Have A “NORMAL” Brain. So far, only 24 brains out of 600 have been found to Be “NORMAL.” Are Accused Criminals DANGEROUS? Fulton County Superior Court Judge Rowland Barnes Murdered on March 11, 2005 by… 80 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Brian Nichols On Friday, March 11, 2005, a defendant in a rape case, Brian Nichols, 33, shot and killed a judge, a court reporter and a sheriff's deputy before fleeing a downtown courthouse and escaping in a stolen car. Fulton County Superior Court Judge Rowland W. Barnes, 64, was shot after the defendant overpowered a female deputy who was escorting him to his trial in the Fulton County Courthouse. Nichols injured the deputy in the struggle and grabbed her gun, then went into the eighth-floor courtroom and briefly held more than a dozen people inside hostage before opening fire. The attorney prosecuting Nichols, Gayle Abramson, said Nichols was cocky but had not shown any signs of violence. Attorneys who knew Judge Barnes stated that they liked appearing in front of him. Barnes was someone they wanted to appear in front of and have your case assigned to because he had that calm demeanor. He would listen to both sides and then make a decision. Apparently, Judge Barnes did not do anything to incite or taunt Nichols. So… Did SOMEONE ELSE taunt Nichols? Who paid the price of inciting Nichols? How smart is it to TAUNT someone with a BRAIN DEFECT? 81 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick In 300 years, will society laugh at us for being so stupid as to ridicule and condemn people with a physical brain dysfunction? Or Do You Hunt For Witches … No Matter What Form They Take? What Does The Bible Say About Passing Judgment? Why Do You Think That Might Be? Did God Know Something About Why We Act The Way We Do… That WE Did Not Know? 82 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Anger Issues And The ADA In Calef v. Gillette Co., No. 02-1444 (1st Cir. 2003), Fred Calef worked as a production mechanic for Gillette. Calef had several physical or verbal confrontations with co-workers that led his supervisors to issue written warnings to Calef. In one incident, Calef threatened a 60-year-old female employee who asked him for help with a machine she was using. He allegedly pointed his finger in her face, raised his hand, made a fist, and stated, "Stop calling me or I'll punch you in the face." Following that incident, Gillette issued Calef a final warning that "any single infraction of [company] policy in the future will result in termination." He was also referred to Gillette's employee assistance program, although he chose instead to receive treatment from an outside therapist. Shortly thereafter, Calef was diagnosed with attention deficit hyperactivity disorder (ADHD) and was prescribed Ritalin. According to his doctor, the ADHD did not cause him to become angry. Instead, his condition caused him to deal with anger more impulsively. As a result, Calef may not respond as well as others when faced with highly stressful situations. Calef continued to work at Gillette for a year without any further incidents. Following a disagreement with a supervisor, he began acting "irrational and increasingly erratic." The supervisor feared for his safety. Within days, the company fired Calef. Calef sued Gillette, claiming that he was fired in violation of the ADA. The trial judge dismissed the suit. Calef appealed the decision to the First Circuit. The First Circuit held that Calef's history of physical altercations with co-workers was enough to lose the protection of the ADA. The court said, "Put simply, the ADA does not require that an employee whose unacceptable behavior threatens the safety of others be retained, even if the behavior stems from a mental disability," the court wrote. In Koshko v. General Electric Co., No. 01-C-5069, (N.D. Ill. 2003), Gary Koshko was employed by General Electric Company (GE) in Bridgeview, Illinois. Beginning in 1998, he began to experience severe mood swings, which he admitted were "grossly out of proportion to any provocation or precipitating factors." In September 1999, following an angry outburst on the job, Koshko agreed to take a short- term disability medical leave. One month later, he was diagnosed with intermittent explosive disorder -which is characterized by a failure to resist aggressive impulses that result in serious violent acts or destruction of property. Koshko’s condition was treated with a combination of drugs and therapy. He was released to return to work, except for overtime, in December 1999. 83 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Several months later, Koshko was called into a meeting with General Electric management. According to Koshko, Bob Watson, the company's national lighting manager, confronted him in a disdainful and insulting manner, criticized his work product, and stated that he should be working overtime. After the meeting, Koshko allegedly returned to his work area, began cursing, and threatened to kill Watson. His co-workers reported his conduct to management, and shortly thereafter, he was fired for violating the company's "rules of conduct." Koshko sued GE under the ADA for failing to accommodate his disability. The court found for General Electric. The court first held that Koshko must show that he has a physical impairment that substantially limits one or more major life activities. While his doctor stated that he has "serious emotional problems which impacted such major life activities as sleep and rest, thinking, eating, [and] social interaction with others," the judge found that the doctor didn't state that those life activities were "substantially limited" by his condition. Even if Koshko was disabled, the court reasoned, he was not a qualified individual under the ADA because he poses a direct threat to the health and safety of others. Criminally Insane Defense? DIMINISHED CAPACITY Two Approaches: “I did not know it was wrong” or “I knew it was wrong…but I could not stop myself.” Will SPECT Scans Be The Wave Of The Future For This Defense? 84 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick SKILL #3: THREE STYLES OF COMMUNICATION Retreat Style Attack Style and Honest/Respectful Communication Most people are poor communicators because they tend to either retreat or attack when they communicate. However, neither of these communication styles are productive. Instead, using either one of these styles can greatly undermine the communicator’s effectiveness. Retreat Style of Communication (FLIGHT) No one wants to deliver “bad news” to others. Most people simply want to “get along” with their coworkers and subordinates. Therefore, instead of communicating to others information that may be disturbing, which may create conflict, most people simply “bury” the information. As a result, the person who probably needs to hear the disturbing information … never does. However, no situation ever simply improves on its own. If no one tells an employee of his shortcomings, how is the employee ever supposed to improve? In the real world, managers tend to refrain from deliver disturbing news. Therefore, the problem continues until the manager is ready to “kill” the employee … and then wants to fire the person. Such managers have basically adopted a “retreat” style of communication. In other words, they become “passive aggressives.” to the employee’s face, everything is fine. In reality, they are not. The reason most people use a passive aggressive or “retreat” style of communication is because they believe deliver “bad” news to another person must be a confrontational situation. In other words, managers believe in order to deliver the information that they will offend the person, and this will lead to a destructive conflict. However, such a communication style only allows the problem to worsen and emotions to strain. It is a manager’s job to help his employees grow and develop. If this does not happen, the employee’s chance of success is greatly diminished. Therefore if a manager truly wants an employee to fail, the manager will never correct the employee. A passive aggressive, or retreat, style of communication is therefore terribly cruel. 85 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Attack Style of Communication (FIGHT) At the other extreme, some people “tell it like it is” and simply “attack” others when they communicate. Some managers feel that whenever they are right, they can “tell it straight” and offend anyone they want since they have the facts on their side and are right in the way they feel. Such a communication style is almost as destructive as the retreat style. When most people are attacked, they react in very predictable ways. The traditional “Fight or Flight” response is engaged. As a result, some people will retreat, which kills communication, while others will attack back, which also kills communication. Attacking others, even when the sender is correct in the content of his message, is very destructive to communication. Very few people will ever cooperate with an “attack” style communicator. Such a style is offensive and people will react in very predictable ways…and, deep down, most everyone knows it. Too many people think that when they are right, they can behave however they want in delivering the message. However, exactly the opposite it true. For instance, if you go to a drive through to order food, try attacking the order taker. Look into the speaker, give them your order, then shout, “And I don’t want any of you morons in there spitting on my food!” Guess what will happen? However, you told them straight … and you were right in what you said: You really don’t want the help spitting or doing anything else to your food. At best, when people are attacked, they will only begrudgingly cooperate. In such instances, employees usually provide: “Malicious Obedience” For instance, when Allan, Chief Operating Officer of ABC Company, insists that no one work any overtime and barked out his orders in a very condescending manner, the employees’ response was predictable: At 5:00 pm on the dot, the employees stopped work, which meant they stopped assisting clients ... and if they were talking to a client when 5:00 pm arrived, the employee would explain that he had to leave now because it was 5:00 pm. 86 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick There is an old adage in law firms: If an employee is wrong, he is in trouble. However, if the employee is right and the partner is wrong … the employee is REALLY in trouble. In short, no one wants to look foolish. Therefore, when a manager is right and others are wrong, even MORE finesse is needed to protect the self-esteem of the others who may be wrong. Making others look foolish wins managers enemies for life. Honest/Respectful Style of Communication (EVOLVED) The only style of communication that works is to have honest and respectful communication with others. To fail to deliver criticism to others is a great disservice to the person who needs to hear the bad news. Actually, failing to deliver “bad” news to a person only encourages the poor behavior to continue by granting “tacit” approval. People who “retreat” and fail to deliver disturbing news to others actually play the role of “enabler.” Further, by failing to deliver “bad” news to another person fails to reflect “reality” to that person. In other words, the person who needs to hear the negative feedback might not REALLY understand how poorly they are viewed by others if the actual facts are not delivered. On one occasion, I interviewed a group of employees regarding how they viewed the behavior of a co-worker. The feedback was clear: They viewed their co-worker as being “venomous” person, as well as being a “viper” and unworthy of trust. The question now was clear: Do I pass this information onto the co-worker…as hurtful as it might be to the person? Do I tell the coworker that the others in the department feel this way and view him as a “viper” who is not to be trusted, and that he is seen as being so vindictive that several in the department use the term “venomous” to describe him? If it is the truth…you HAVE TO DELIVER THE MESSAGE. The “problem” co-worker has MORAL RIGHT TO HEAR THE TRUTH. Otherwise, if the problem employee is later terminated, there should NEVER be an issue as to whether the employee was given a fair chance to improve and that he was given all of the facts that management had at its disposal. 87 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick To do otherwise would simply be cruel. However to ATTACK the person is equally destructive. Attacking will never gain their cooperation. Attacking others only invokes the age old “fight or flight” response. So…what is “Honest and Respectful Communication?” First, you tell the truth. The news might be unpleasant, but it must be delivered. Otherwise, you become an “enabler.” However, good communicators must also strive to be as respectful as possible. What is “Respectful Communication”? You do not yell at the person and you do not “name call.” The effective communicator also tries to protect the person’s self-esteem as much as possible, but that is not always possible when emotions run high and the “receiver” is not taking any accountability for his/her actions. The best an effective communicator can do is send the message as respectfully as possible. How the receiver takes the message is up to him or her. EVIL … WHO IS TO BLAME? Is Hitler Responsible For The Holocaust? 60% of All The European Jews Were Murdered 88 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick April 4, 1945 Ohrdruf Death Camp is Liberated By The Allies. Generals Dwight Eisenhower (center), George Patton (To Eisenhower’s right) and Omar Bradley (to Eisenhower’s left) look on in disbelief. WHO IS TO BLAME? EVERYONE WHO STOOD BY AND DID NOTHING. “The world is a dangerous place to live; not because of the people who are evil, but because of the people who don't do anything about it.” ~~ Albert Einstein 89 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick What Is Evil? EVIL = PASSIVITY To Do Nothing Is To Cooperate With Oppression. What Do YOU Do When You See Evil? To Stand By And Do NOTHING Is Evil. SKILL #4: SPEAK UP WHEN YOU SEE BIGOTRY … BUT DON’T BE DEFENSIVE. (INTENT?) The hottest places in hell are reserved for those who, in times of great moral crisis, maintain their neutrality. ~~Dante Alighieri 90 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick If I Had My Life To Live Over I would have gone to bed when I was sick, instead of pretending the earth would go into a holding pattern if I weren’t there for the day. I would have burned the pink candle sculpted like a rose before it melted in storage. I would have talked less and listened more. I would have invited friends over to dinner even if the carpet was stained, or the sofa faded. I would have eaten the popcorn in the ‘good’ living room, and worried much less about the dirt when someone wanted to light a fire in the fireplace. I would have taken the time to listen to my grandfather ramble about his youth. I would never have insisted the car windows be rolled up on a summer day because my hair had just been teased and sprayed. I would have sat on the lawn with my children and not worried about grass stains. I would have cried and laughed less while watching television – and more while watching life. I would never have bought anything just because it was practical, wouldn’t show soil, or was guaranteed to last a lifetime. Instead of wishing away nine months of pregnancy, I’d have cherished every moment, and realized that the wonderment growing inside me was the only chance in life to assist God in a miracle. 91 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick When my kids kissed me impetuously, I would never have said, “Later. Now go get washed up for dinner.” There would have been more “I love you’s.” More “I'm sorry’s.” But mostly, given another shot at life, I would seize every minute ... look at it and really see it ... live it ... and never give it back. Stop sweating the small stuff. Don’t worry about who doesn’t like you, who has more, or who’s doing what. Life is too short to let it pass you by. We only have one shot at this and then it's gone. POSITIVE THOUGHTS Every Thought You Have Creates A Chemical Reaction In Your Brain… Every NEGATIVE Thought You Have Is A NEGATIVE Chemical Reaction In Your Brain… HOW MANY NEGATIVE CHEMICAL REACTIONS DO YOU WANT IN YOUR LIFE? THIS IS NOT A DRESS REHEARSAL!!! 92 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Skills For Today … OBJECTIFICATION = BIGOTRY EDUCATE … EDUCATE … EDUCATE HONEST RESPECTFUL COMMUNICATION SPEAK UP WHEN YOU SEE BIGOTRY…BUT DON’T BE DEFENSIVE. (INTENT?) America Gives Us Freedom: You Choose Who You Will Be. “Odd People” Grow Up And Invent Light Bulbs. The Worst Evil In The World Is The Apathy Of Human Beings. ~~ Helen Keller 93 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick You Don’t Have To Be A Super-Hero To Make A Difference… What We Need Are EVERYDAY HEROES! 94 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick What Could YOU Accomplish If You Conquered Your Fear? “We must become the change we want to see.” ~~ Mohandas “Mahatma” Gandhi 95 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick Scott Warrick, JD, MLHR, SPHR Human Resource Consulting, Employment Law & Training Services (614) 367-0842: Office ♣ (614) 738-8317: Cell www.scottwarrick.com ¾ Masters degree in Labor and Human Resources: The Ohio State University ¾ Law degree: Capital University College of Law (Class Valedictorian. (1st out of 233)) ¾ Lifetime Senior Professional in Human Resources (SPHR) accreditation ¾ Scott is President of his own Human Resource Consulting, Employment Law and Training Firm based in Columbus, Ohio specializing in: 1. PREVENTING Employee Problems from happening, 2. Proactive Employment Law Compliance and HR Audits, 3. Training Managers and Employees ON-SITE in over 30 topics and 4. Keeping HR Professional’s UP TO DATE WITH THE CHANGES IN THE LAW with his MONTHLY NEWSLETTERS AND ANNUAL AUDIO TAPES. ¾ Scott’s “Human Resource Professional's Guide To Federal Employment & Labor Law” on audio tape is a favorite among HR Professional’s and won the 2000 Human Resource Association of Central Ohio’s Linda Kerns Award for Outstanding Creativity in the Field of Human Resource Management. 96 TOLERANCE IN THE WORKPLACE: COURT EMPLOYEES v. OFFENDERS © 2006 G. Scott Warrick