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Dr. Susan Strauss RN Ed.D

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Dr. Susan Strauss RN Ed.D

Director of healthcare quality improvement

Susan is Keynote Speaker at Ijona Skills. She has worked as a registered nurse (RN) in a variety of nursing specialties. She has also been the director of healthcare quality improvement, director of education and development, and held other healthcare leadership roles. One of Dr. Strauss's areas of expertise is with bullying and harassment in healthcare- working as an expert witness for lawsuits, training, and conducting investigations. She researched physician abuse to RNs in the OR to determine if the abuse varied based on the gender of the nurse. Dr. Strauss has authored over 30 books, book chapters, and articles, and has been featured on local, national and international media. Susan has conducted seminars and consulted with organizations, including healthcare, globally In addition to her RN, Susan has a master's degree in community health science, and holds a doctorate in organizational leadership.


Webinar Id: ISDSS001
07/13/2018
10:00 AM PT | 01:00 PM ET
Duration: 90 mins
Women's Hostility to Women in the Workplace: Myth or Reality

Are women really each other's worse enemy or is it just a myth and a stereotype? What does the research show about women's hostility to other women, sometimes called bullying, in the workplace? Bullying is a learned behavior that gets fine-tuned during our school years. Girls and women tend to bully using more subtle nuanced types of tactics that are relationship-based. Men's ways of bullying tend to be more aggressive. Is female to fem........

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Webinar Id: ISDSS002
07/30/2018
10:00 AM PT | 01:00 PM ET
Duration: 90 mins
Implementing HIPPA, GINA, ADA, and Title VII Discrimination Laws into Your Organization's Wellness Strategy

Discrimination laws will refer to civil rights discrimination such HIPAA (Health Insurance Portability and Accountability Act) Challenges include: designing, developing and implementing an employer wellness program for employees without violating the various civil rights laws and the ACA Financial incentives include: healthcare cost containment when implementing a wellness program, diminishing liability when designing the program with t........

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Webinar Id: ISDSS003
08/28/2018
10:00 AM PT | 01:00 PM ET
Duration: 90 mins
Legal and Contractual Perspectives of Managing the Remote/Virtual Employee

More and more organizations are "going virtual," whether it is an employee who telecommutes, a team of workers in another country, or simply an employee who extends her or his workday by checking e-mail or downloading a document from Dropbox that connects to their phone, iPad, or home computer. Approximately 80% of U. S. workers continue to do business remotely after normal work hours. More and more organizations are incorporating telec........

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Webinar Id: ISSTSS001
Duration: 60mins
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Tattoos, Sandals, Yarmulkes, Dress and Appearance: Increasing Legal Challenges for Employees and Employers.

From the length of one's hair, to the number and location of visible tattoos, to recognizing gender non-conformity style, to creating a summer dress code, employers are facing an increased need to determine their organization's culture and policies, as well as following federal and state laws. How does an organization balance ........

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Webinar Id: ISSBSS004
Duration: 60mins
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Beyond Handbooks, Benefits, and Photo IDs: The Role of HR and Management in New Employee On-boarding

By 45 days after a new employee begins their job, 20% quit! By 7 months, 50% have quit. Forty six percent of new hires fail within 18 months, and only 19% achieve success. The exodus of these new hires costs the employer approximately 20% of each employee?s salary. Considering the percentage of employees who never engage with ........

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Webinar Id: ISSWSS003
Duration: 60mins
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Women's Hostility to Women in the Workplace: Myth or Reality

Are women really each other's worse enemy or is it just a myth and a stereotype? What does research show about women's hostility to other women, sometimes called bullying in the workplace? Is female to female bullying an issue that deserves attention apart from general workplace bullying? Do we have different expectations of w........

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Webinar Id: ISDSS004
Duration: 90mins
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What We Don't Know May Hurt Us: Recognizing and Addressing Unconscious Bias in the Workplace

Implicit, or unconscious bias, exists in the workplace and classrooms. What does it look like? How can an employer create an unbiased work environment? How can management get in touch with their own unconscious biases to combat unintentional bias with colleagues and clients? Research suggests that unconscious bias regarding race and gender impacts relationships with those we interact with. We all experience some degree of unconscious bi........

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Webinar Id: ISHCSS003
Duration: 120mins
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How to Conduct a Harassment and Bullying Investigation to Determine Facts and Minimize Liability

This webinar undertakes to explain the process of internal harassment and bullying investigation. Participants will learn how to handle harassment complaints and conduct the investigation to determine facts and minimize liability by analysing evidences, drawing conclusions, writing the formal report outlining the investigation and taking corrective actions where necessary.

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Webinar Id: ISITSS002
Duration: 75mins
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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 r........

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Webinar Id: ISHCSS005
Duration: 120mins
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How to Conduct an Internal Harassment and Bullying Investigation to Determine Facts and Minimize Liability

The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to "investigate promptly and thoroughly...take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring". That's a tall order to ensure a just and fair handling ........

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