As an experienced HR professional, you know and understand the employment laws that apply to your workplace. You know why it’s a bad idea from a legal standpoint to terminate an employee without warning, to move an employee who’s complained about harassment to a different department or shift, to neglect performance evaluations.
But do your supervisors?
Your frontline supervisors are your first line of defense—often your only line of defense—between your company and a nasty lawsuit. And no matter how well-informed you and the rest of the HR department are, that knowledge is wasted if your supervisors aren’t “walking the walk” with your employees.
You’ve probably talked to your supervisors until you’re blue in the face about the importance of compliance in these areas, and you’ve probably gotten a number of different responses. Some supervisors say they’re “too busy managing” to worry about the legal stuff. Some honestly think they understand and properly apply the law—but they don’t. And some have probably given you (or thought to themselves) some variant of “you’re not the boss of me.”
It’s time for Boot Camp.
In under 6 hours we’ll give them the basics of what they need to stay in compliance—and keep your company out of court. Knowledge for them means peace of mind for you.
You can have your supervisors stay for all five sessions, or swap them in and out so that they’re attending just the sessions you want them to focus on (if you’d like to sit in as well, you can earn up to 5 hours of HRCI credit). Each session will include about 45 minutes of presentation time, followed by 15 minutes of Q&A.
And, best of all, you can train your entire team of supervisors for one low rate. It’s incredibly cost-effective training—perfect for these tough economic times.
Boot Camp Topics
Hiring: How to Attract and Select Top Candidates—Legally
- Interview questions your supervisors should—and shouldn’t—ask
- How to safely get to the bottom of red flag issues, such as resume gaps
- The interview topics that pose the most risks for employers
- How to recover when an interview strays to a risky topic
Problem Employees: Dealing with the Difficult, the Deceitful, and the Duds
- How supervisors can best communicate—and enforce—job expectations
- Why problems must be nipped in the bud, and how to go about this
- Tips for performing timely, detailed performance evaluations—and why they’re so crucial
- Steps to take if it becomes apparent that termination will be necessary
Harassment: What to Do When an Employee Brings a Complaint
- Why a prompt, thorough investigation is a necessity
- How to interview witnesses and draw conclusions
- When and how to get HR involved
- Dealing with the post-investigation aftermath
Terminations: How to Minimize the Legal Risks
- Why it’s essential to gather documentation before termination
- How to avoid claims of retaliation following protected activity
- What to say—and not say—during the termination meeting
- How to handle an employee who poses a violence risk
Hot Topics: What Supervisors Need to Know Now
- What supervisors need to know about the recent changes to FMLA and ADA
- Tips for managing effectively in a recession
- Wage/hour update for supervisors
- Other breaking developments supervisors need to know about
About Your Speakers:
Julia Judish, Esq., is counsel at the Washington, DC, office of Pillsbury Winthrop Shaw Pittman, LLP. Her practice covers all facets of the employment relationship and includes both litigation and counseling. Judish litigates regularly in state and federal courts, represents clients in arbitration and mediation proceedings, and investigates and defends claims before the Equal Employment Opportunity Commission and local human rights agencies, and she serves as a legal advisor to clients on a full range of employment issues, to ensure compliance and avoid litigation.
Thomas N. Makris, Esq., SPHR, is counsel at the Sacramento, California, office of Pillsbury Winthrop Shaw Pittman, LLP. He has 20 years of experience in employment-related litigation, in addition to his experience as a senior professional in human resources. Aiding clients in avoiding liability related to hiring decisions and employment contracts, compensation, leaves, discipline, internal investigations and terminations, and layoff decisions, Makris also assists clients in negotiating, drafting and implementing effective employment and executive contracts, employee policies and handbooks, and other employment documentation. He is also a co-author and legal consultant for The Mutual Respect Program, a video-based sexual harassment training and prevention program.
Marcia L. Pope, Esq., is a partner at the San Francisco office of Pillsbury Winthrop Shaw Pittman, LLP. She works in the firm’s Employment & Labor law group and is Employment Counsel to the firm. Pope has been with the firm since 1986, focusing exclusively on employment-related litigation and counseling. Particular areas of emphasis include defense of disability, age, and sex discrimination and harassment suits; wrongful termination; breach of contract; and employment-related torts. Other aspects of her practice include labor arbitrations, litigation of unfair competition and trade secrets disputes, and employer counseling on a variety of topics, including reasonable accommodation, Sarbanes-Oxley compliance, and whistleblower allegations.
Benjamin L. Webster, Esq., is a managing partner at the Sacramento, California, office of Pillsbury Winthrop Shaw Pittman, LLP. His practice focuses on general commercial litigation, with an emphasis in employment and labor law. Webster has defended countless lawsuits in state and federal court involving allegations such as breach of contract, misappropriation of proprietary information, unfair competition and other business torts, defamation, invasion of privacy, sexual harassment, and discrimination based on race, sex, age, religion, sexual orientation, disability, and immigration status. Before completing his legal education at the University of Virginia School of Law, Webster worked in Washington, DC, as a congressional legislative correspondent, legislative and policy analyst, and newsletter editor for the Joint Maritime Congress.
Approved for Recertification Credit
This program has been approved for 5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification. credit.
