I agree with MJ that as long as you have the requisite paperwork you should be OK. I think the impact of an employee being fired for sexual harassment would depend on the size of the organization. For a larger organization an employee being terminated would have less of an impact for the organization as a whole as most organizations will not release that sort of information. Another point to consider is that should anyone know about it it may even become a learning moment for them in the sense that everyone they realize that no one is immune from harassment. By no means am I advocating for using it as a teaching moment rather it becomes and intrinsic “aha” moment so to speak.
For a smaller organization I would tend to lean your way Paul especially if they have a high employee turn over rate as that can get particularly complex making sure you have the required paperwork etc.
Thanks for putting your ideas down here its always great food for thought.
Another thing to consider is just the fact that a hired voice talent or hired actor will be professional. We booked a recording studio and tried to save some money by using employees. Because one employee was too self-conscious to read or act out the script much of the day was wasted. So much for saving some money.
While working around the staff everyday, one should be able to pinpoint those who are a bit more self-conscious introverts than those who are more confident in front of the camera. The reason your time was wasted is because someone neglected to be particular of whom they placed in the the video. It’s easy, depending on how many personalities are included in the filming, to rope in appropriate talent and given time for the speakers to learn their parts adequately. Being someone who writes and directs performances, this is one aspect I’m most certain of being true. The biggest issue in failing projects is in not taking responsibility for failures, but instead blaming others — perhaps those who don’t want anything to do with the project in the first place. Save your own time by being diligent in your efforts from the get go.
No need to be disrespectful. Your reply makes it seem like I blamed the employee for his poor performance. Nothing could be further from the truth. He’s a dynamic manager who’s outgoing and even experienced in public speaking. There was nothing to indicate that he would have any difficulty with this task. There was something about being in front of a microphone and in a sound booth within a professional recording studio that changed his normal personality. My opinion after this experience is that I didn’t want to risk future productions on amateurs performing the task of professionals.
MJ, The best part of opinions is that we all get to have one. I respect your opposing opinion and I’m sure you’re very successful in your role. I’m all for comments with opposing views but I become less interested in lively debate when someone makes it a personal attack. There’s just no need for it when all I’m trying to do is share with the community.
Although humor is a delicate minefield to tiptoe through when discussing business at all, I disagree with the first portion of using actual employees for the taping. If a form is drawn up, including dates, names, the subject, and purpose of the video, with participant’s signature at the bottom BEFORE the taping, in addition to NOT participating in any action that they feel is inappropriate, bases are covered. As long as you maintain the paperwork stating the rate of pay, if any, and the dates the video is viewable and by what source, you should be fine. Cross those T’s and dot those I’s is all I have to say. It is worth it in saving money by making a few extra copies. Besides, do you have any idea how many will be jumping at the chance to help out and become “famous” in the office place? Do it smart and you’ll be fine.
Perhaps, but why take the risk when using stock photography or hiring a professional will cover your behind?
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