Management Training in Employment Law Compliance

Harassment, Discrimination, and Retaliation Claims: Next Practices

This highly interactive program provides managers and supervisors with everything they need to know about how employment lawsuits arise and best practices for avoiding them. We also include research-based management tools that improve business results while mitigating risk. 
  • What constitutes harassment? It isn’t only limited to sexual harassment
  • Anatomy of a discrimination and retaliation case – examples and case studies
  • The central role of employer/manager credibility in employment law cases
  • How judges and juries view evidence in employment cases
  • Retaliation claims are 42% of EEOC charges: why, how to avoid them, and what adverse actions are covered
  • Using productive conflict and dissenting views to improve decision-making, while reducing disparate treatment and retaliation claims
  • Three steps for handling poor performers legally and effectively
  • Affirmative defenses in harassment and whistleblower cases: why managers need to welcome grievances and prompt, independent investigations
  • Unconscious bias, microinequities, and how to use ally behavior to help all boats rise
  • How bullying and incivility impact the workplace, your bottom line, and legal exposure
  • How to use onboarding and continuous improvement meetings to improve performance and reduce legal exposure

 ADA, FMLA, Pregnancy Discrimination Compliance

This program provides managers and supervisors with everything they need to know to identify and legally comply with potential Family Medical Leave Act and disability discrimination claims. We emphasize how to take a proactive approach to handling work disruptions, making compliance easier for managers, employees, and coworkers.
  • Recent developments in the laws and EEOC regulations which have expanded the scope and coverage of ADA and FMLA
  • Court decisions involving untrained and unsuspecting manager mistakes that have led to enormous jury verdicts
  • The crucial role of frontline managers in identifying and effectively accommodating covered employee conditions
  • Best practices for managers to enhance the interactive process, including what they can ask and discuss with employees
  • Reducing the stigma of mental health impairments, promoting effective early diagnosis, treatment, and accommodation
  • Flexible work arrangements mandated under ADA and FMLA
  • How to use agile teams, cross training, and contingent workforce strategies to proactively manage mandated leaves
  • How changing demographics will impact future FMLA and ADA claims
  • Pregnancy Discrimination Act recent cases, EEOC regulations

 

To discuss your training and compliance needs,
contact Mary McClatchey, Founder/President,
at (303) 229-3597 or mary@worksmartpartners.com

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