Manager’s Guide to Employment Law
Employment Law Training Benefits & Deliverables:
- Ensure the consistency of management actions and performance with employment law training
- Protect company and employee interests fairly and legally with employment law training
- Hire, fire and discipline employees in a legally safe manner with employment law training
- Handle sticky situations that fall into EEO gray areas more confidently with employment law training
- Reduce potential company exposure to discrimination or harassment complaints
- Maximize management’s rights within FMLA, ADA and EEO interpretations
- Understand management’s responsibilities within DOL, DOJ and NLRB interpretations
- Develop and enforce a safe progressive discipline process in employment law training
- Maintain legally correct department and employee files
- Ask legally safe and effective interview questions with employment law training
- Develop legally safe job descriptions
- Address personal problems, substance abuse and other sensitive issues brought to the workplace safely
- Document verbal and written warnings that will stand up under scrutiny
- Identify and eliminate the most common causes of discrimination and harassment complaints
- Obtain more reliable hiring reference information
- Create legally safe and insightful interview power questions
- Protect ourselves and our managers with a management perspective emphasized employment law training
Course Outline:
I. Managers and Employment Law
- Understanding the legal minefield
- Identifying who is a protected group
- Know the differences between local, state and federal laws
- Understand the manager’s role in the Family and Medical Leave Act (FMLA)
- Understand the Pregnancy Discrimination Act
- Review examples of discrimination
- Understand organizational and individual liabilities
II. Smart and Safe Hiring Practices
- Identify risky hiring practices
- Establish a legally safe hiring process
- Understand the impact of the American with Disabilities Act (ADA)
- Define what is and what is not a reasonable ADA accommodation
- Develop an ADA interview checklist
- Identify legal interview questions that are safe to ask
- Conduct an effective and safe reference checkf
III. Actively Manage within the Law
- Maintaining the “employment at will” relationship
- Identify what is safe to keep in manager’s files or records
- Develop and implement a safe and consistent progressive discipline policy
- Understand the legal ramifications of the performance evaluation process
- Safely coach and counsel employees to improve performance
- Document verbal and written warnings correctly
- Learn how to work closely with Human Resources in cases of termination
- Know and understand sexual harassment: causes and preventions
- Understand the manager’s role in Worker’s Compensation situations
