Management Workshops and Training

Many of our clients need intensive training in specific areas that have been or are likely to be a source of employee lawsuits or regulatory issues. We meet this need through focused management workshops. Each workshop typically consumes two to four hours, and involves varying levels of interaction. Below are samples of some of the programs we offer. We have the ability to customize workshops, as required.

The Employer Six Pack: The Six Best Ways to Avoid Employee Lawsuits
This workshop is designed to provide executives and managers with a six-step, workable plan through which to minimize the most frequent sources of employee claims, including sexual harassment; the Americans with Disabilities Act; the Family and Medical Leave Act; the Age Discrimination in Employment Act; the Fair Labor Standards Act; and race, gender and nationality discrimination claims. The program will lay the groundwork for other, more focused programs (some of which appear below) that may be required, depending on the company’s particular circumstances.

How to Prevent Sexual Harassment Lawsuits: The New, and Much More Difficult, Rules of the Game
The U.S. Supreme Court has recently, and drastically, changed the "rules of the game" regarding sexual harassment. Executives and managers must take a much more pro-active (within defined limits) role in the prevention of and response to such claims, or the liabilities can be dramatic. This session explains the requirements and the practical ways by which to satisfy them.

How to Prevent ADA and FMLA Lawsuits: The Strange New World of Employee Leave and “Accommodation” Requests
This is one of the most counter-intuitive areas of employer-employee law, and a true hotbed of litigation. To avoid lawsuits, executives and managers must understand where the most potent issues are, and the precise steps that must be taken in typical employer-employee encounters. We provide a practical approach to avoid liabilities.

The Hiring and Promotion Process: The Traps and Minefields of Everyday Management
Hiring and retaining the right person is a difficult enough task. Managing the process can make it unbearable. What can you say and not say during the employment interview? What background information can you request and use (criminal history; credit checks; medical history). How do you legally lock in key talent? On what basis can you promote, demote and assign jobs, in the face of potential discrimination, disability and similar claims? How do you avoid Equal Pay Act issues and still have a meaningful compensation program? These and many more real-world issues are addressed in this session.

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Enough is Enough!! An Employer’s Guide to Terminating the Problem Employee
Using common sense, a responsible manager would remove a problem employee from the work place as quickly as possible. Unfortunately, in the new world of employment law, common sense will create huge liabilities. Caution, preparation and documentation are key to a successful termination. We will show you how what preliminary steps need to be taken and how to document the need for employee discipline and termination so you can prove you did the right thing.

You Can Teach Old Dogs New Tricks: Strategies for Implementing New Policies and Procedures
Some procedures must be changed. For instance, recent decisions in the sexual harassment area require a very structured approach to the investigation of complaints; there are arcane and technical steps that have to be followed when dealing with certain types of leave requests; and under the ADA managers have to learn how to engage in a legally-compliant dialogue with employees. Companies that retain us to analyze and revise their procedures also engage us to coach their managers through this brave new world.

Out of Sight Better Not Be Out of Mind: An Employer’s Guide to Monitoring and Protecting Off-site Employees.
Do you have off-site employees – like sales people, location managers, consultants, trainers and so on? If so, those who are responsible for managing those employees have special legal responsibilities. For example, your managers need to know what to do if one of your employees is sexually harassed by persons on a remote work site, or discriminated against by a client. What if your policies and procedures differ from your customer’s? Which does the employee follow? In this session, we will arm managers with the knowledge needed to spot issues and avoid problems without putting the customer relationship at risk.

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If You Can’t Prove You’re Right, You May As Well Be Wrong: Documentation, Recordkeeping, and “Papering the File.”
There is nothing more frustrating than knowing you did the right thing, but not being able to prove it – it is the business equivalent of being locked up for a crime you did not commit. In this workshop, managers will learn how to create the evidence that wins in court – and often intimidates the other side into backing off before the dispute even gets to court. The session also reviews document retention policies, e-mail practices, and related issues.

Mind Your Own Business: An Employer’s Rights and Responsibilities with Regard to Monitoring Employee Communications.
When used correctly, email, the Internet, text messaging, voicemail, all add to productivity and profit and are essential in today’s business world. However, the world of electronic communication has introduced a whole new arena of employer-employee issues. In this program, managers will learn policy, procedures and techniques that must be implemented in order to minimize risk.

Drug and Alcohol Testing - Who, What, When, Where, Why and How.
Implementing a substance testing program can be a very important tool, particularly in industries where access to such items is easy or in jobs where an employee’s impairment can result in life threatening incidents. The Drug Free Workplace Act, the Drug Enforcement Agency and state laws govern the types of programs that an employer should have in place and what procedures must be followed. This session will address specific potential issues in your workplace and what policies and procedures will best suit managements’ concerns.

Safe Haven or Danger Zone - Violence in the Workplace
Virtually everyday the headlines are overwhelmed with stories of violence in the workplace. Disgruntled workers, terminated employees, combative spouses, dissatisfied customers, all can pose threats to you and to your workforce. In this session, managers will focus on the steps an employer must take to ensure the safety of its employees and property, what policies should be implemented to enforce a no-tolerance environment, the red flags signaling a potential problem, as well as hiring and termination practices which minimize the risks of injury and liability.

Please contact us for additional information.

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