Employee Selection and Interviewing

The planning and care that goes into hiring the best candidate can make the difference between contributing to a productive workforce and causing a disruptive presence.  The program covers developing recruiting sources, screening resumes, and skillful interview techniques.  This session also covers the legal aspects of hiring such as proper and improper questions, reference checking, and record-keeping.

Managing Performance Through Performance Appraisal

All employees want feedback on their performance.  A sound performance appraisal system provides for objective, systematic feedback to employees and can be the basis for a "pay for performance" system.  This course teaches supervisors skills in conducting performance appraisals to more effectively manage and motivate their employees.

Handling Performance Problems

This program focuses on identifying job performance problems, documenting the problems, presenting the problem to the employee, and taking the employee through a progressive disciplinary system.  Participants are given counseling forms and discuss case studies to develop their skills and confidence.

Investigating and Resolving Misconduct Issues

In this module, supervisors will learn to identify incidents of misconduct that require careful investigation, including allegations of sexual and other harassment, theft, threats/violence, and alcohol or drug abuse. This presentation provides guidelines for conducting investigations, including interviewing witnesses, reviewing company records and making credibility determinations. We also offer tips on how to prepare documentation that is often crucial in supporting a company’s termination of an employee for misconduct.

Firing Dos and Don’ts

Terminating an employee is generally a traumatic experience for both an employee and a supervisor.  Done improperly, it can cost a company thousands of dollars in lost time, productivity and legal fees.  This program builds on the "Handling Performance Problems" program and teaches supervisors how to document and review employee problems before taking action. Supervisors are also are given guidance on successfully conducting a termination interview.

Maintaining a Union-Free Status

More employers than ever are recognizing that a proactive employee relations program forms the basis for maintaining a union-free operation. In this program, supervisors gain an understanding of what unions are all about, why employees join unions, the supervisor's role in avoiding union organization, and appropriate responses to union organizing activity. Solicitation policies, union card signing, and the mechanics of a union organizing campaign are explained. This program is essential for any employer that seeks to avoid unionization.

Managing Employees Under a Union Contract

Different rules apply to an employment relationship which is governed by a union contract. This training focuses on the collective bargaining relationship, guidelines for administering the union contract and maintaining management’s rights, and practical tips for disciplining employees. We typically try to tailor this training to the particular union contract in place; accordingly, the charge for this type of training is normally made on an hourly basis.

Equal Employment Opportunity and Affirmative Action Awareness for Supervisors

As the number of minority, disabled, female, older American, and immigrant employees in the workforce grows, so does the likelihood of exposure to EEO-related problems. Affirmative Action obligations for government contractors create another level of responsibility for supervisors and managers. Awareness of the issues, recognition of the problems, and taking appropriate action can mean a more productive workplace and the avoidance of costly legal actions.

Sexual and Other Unlawful Harassment

Harassment in the workplace can create extraordinary liability for an organization.  It also disrupts the workplace and impacts productivity. Participants gain an awareness of sexual harassment, their responsibility to address the problem, and the cost to the organization if it is not addressed. Under Supreme Court guidelines, this type of training is essential for establishing defenses to harassment actions.

Employee Handbook Workshop

An employee handbook is an invaluable management tool. A well-written employee handbook eliminates inconsistency in employee management and the discrimination liability and union vulnerability which often follows. A handbook also showcases the benefits and services the company provides to its employees. This full-day workshop covers the advantages of having an employee handbook; provides guidance on how to design a handbook, format and techniques for writing policies, a thorough review of typical handbook provisions, and special legal considerations when drafting and implementing handbook policies. Participants also receive a model handbook.

Violence in the Workplace

Unfortunately, incidents of workplace violence have increased dramatically in recent years.  This workshop is designed to assist managers and supervisors in identifying potential risks as well as strategies for mitigating such risks and developing aggression management, conflict resolution, listening, and other communication skills.

Complying with the Americans with Disabilities Act (ADA)

The ADA represents one of the most sweeping pieces of Civil Rights legislation in the past 20 years.  Employers must now effectively deal with the influx of disabled workers into the workplace. A review of recruiting, transfer, and promotion practices, job evaluations, job descriptions, and leave of absence policies to assure compliance with the ADA is crucial. In this program, supervisors and managers learn what questions they can ask, the role of pre-employment physicals, how to determine the essential functions of a job, and what constitutes a reasonable accommodation. As the ADA provides for large civil penalties for noncompliance, a sound understanding of its regulations is a necessity.

Interplay Between ADA, FMLA, and Workers’ Compensation

Employers have had to come to grips with two of the most significant pieces of federal employment legislation since the Civil Rights Act of 1964: the Americans with Disabilities Act of 1990 as amended in 2008 by the Americans with Disabilities Act Amendment Act and the Family and Medical Leave Act of 1993. The Department of Labor’s 2009 regulations significantly modified an employers FMLA obligations, and the interaction of the ADA and the FMLA is the focus of this program. Because many employee health issues also have workers' compensation implications, workers' compensation considerations also will be examined. The objective of this seminar is to provide participants guidance on how to effectively manage employee health issues in the face of increased government regulation.  The extensive course manual includes sample policies, forms, and procedural checklists to aid in compliance with the FMLA, ADA and the ADAAA.

Navigating the Employment Minefield

In an era of increased government regulation, litigious employees and exorbitant jury verdicts, employers must place a premium on compliance with federal and state laws regulating the employment relationship. To achieve the twin goals of effectively managing people and avoiding employment-related litigation, an employer must be familiar with numerous employment laws. This seminar focuses on employer and employee rights in the areas of discrimination, sexual harassment, drug and alcohol abuse, wage-hour requirements and wrongful discharge. Attendees will gain a heightened awareness of potential legal pitfalls and strategies for taking preventive measures.

Drug Testing and Substance Abuse in the Workplace

Substance abuse is a major concern for all employers. In this program, employers learn how to develop and implement a substance abuse program that is legally correct as well as effective. Practical advice on how to address suspected alcohol and drug problems is also provided.

Complying with the Fair Labor Standards Act

This program focuses on the most common federal wage and hour violations. The presentation provides a "non legalese" overview of the Fair Labor Standards Act and practical guidelines for compliance with the Act.

Supervisors’ College

The College consists of four half-day sessions which are designed to provide supervisors and managers with the information and skills needed to effectively manage employees and avoid the increasing number of legal pitfalls present in the workplace:

• Session One - The Super Supervisor:  The challenges of being a supervisor in the 21st Century, including the role of the supervisor as a coach and a leader. Supervisors as the key to maintaining union-free status and positive employee relations. 
• Session Two - Hiring and Firing Dos & Don’ts:  How to identify and select the best candidate while avoiding legal liability. Understanding how the ADA and other EEO laws affect the hiring and termination process, including tips and techniques to avoid legal pitfalls. 
• Session Three - Managing Performance:  How to effectively manage performance problems and address performance through appraisals. Practical tips for administering corrective discipline.
• Session Four - Navigating the Employment Minefield:  This seminar focuses on employer and employee rights in the areas of discrimination, sexual harassment, drug and alcohol abuse, wage-hour requirements and wrongful discharge. Attendees will gain a heightened awareness of potential legal pitfalls and strategies for taking preventative measures.