Date Recorded: August 24, 2016
Duration: 2.75 Hours
Leaders: Richard I. Lehr and Whitney R. Brown
Cost: $249 per connection site
Availability: Access for one week.
You don’t need to be a logistics specialist to know that you shouldn’t hire a warehouse manager who doesn’t know how to operate a forklift safely. You don’t need to have grown up in the grocery industry to know that you shouldn’t retain a produce manager who accepts a delivery of overripe mangoes and then displays the rotting fruit for sale. Why wouldn’t you hire that warehouse manager or retain that produce manager? Because we take it for granted that managers will know the core standards for their industry. If they don’t, they can’t enforce them or train others to follow them.
Yet, companies regularly hire, promote, and retain supervisors without training them in the core standards of workplace law, even though the essential knowledge can be provided in a single day, and even though the financial, time, and emotional costs of failing to train supervisors can be so high. Not only may untrained supervisors fail to recognize treacherous situations, but failure to train supervisors in employment law may cut off legal defenses or create additional causes of action against a Company or its top management.
We provide this essential training and more through our Effective Supervisor program. We teach from the perspective of the employer’s rights: our goal is that supervisors leave empowered to lead, not scared of the laws. We discuss real world examples and actual outcomes, focusing on principles like consistent decisionmaking, communication, and documentation. We continually refocus and refine our materials to reflect changes in the law, changes in the enforcement priorities and approaches of employment agencies like the EEOC and the NLRB, as well as current events and concerns. Our evaluations over the years tell us our approach is working.
Over the past eighteen years, we have given over 6,000 supervisors the confidence to make tough decisions and the tools to recognize and report legally hazardous situations, which in turn provides businesses the best possible defense to employment litigation: prevention. Former employees rarely sue over decisions made by supervisors that they trust and respect; and, when an alert supervisor notifies HR or upper management that a legal hazard may exist, the Company has the opportunity to assess and neutralize the threat before action is ever taken.
What Effective Supervisors Know: Part I – The Rules, covers the following topics:
- Workplace Law 101
- Discrimination: Who’s In, Who’s Out
- Harassment/Hostile Work Environment: The Spectrum from Annoyance to Unlawful
- Retaliation: Being Required by Law to Turn the Other Cheek
- The Rest: FMLA; NLRA (For Unionized and Non-Union Workplaces); FLSA.
- Negative Consequences Worth Avoiding
- Making Exceptions to the Rules
- Making Religious Accommodations; Disability Accommodations; and Pregnancy Accommodations (?).
- Learning to Love the FMLA
This activity has been approved for 2.75 hours of (General) recertification credit toward GPPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute (HRCI).
The use of the HRCI seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
Lehr Middlebrooks Vreeland & Thompson, P.C. is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP®. This Program is valid for 2.75 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.