Overview:
Knowing what to do in increasingly complicated employee situations can be difficult for even seasoned managers, especially if a manager has never had training. For a new manager these problems are intensified.
Further exacerbating the problem is that managers often inherit a dysfunctional department and/or are promoted to supervise those with whom they once were coworkers. In an increasingly complicated world of employee compliance in which HR struggles just to keep abreast of new developments not teaching managers the basics can be costly. After all it's the managers who interact with employees on a day to day basis and every day is an opportunity for problems to arise that a manger was never trained how to address. Even routine situations such as denying a seemingly simple request for a few days off can blow up into claims of a denied request for protected leave.
Why Should You Attend: From a business perspective, training managers in the basics of HR compliance basics of employment law, how to write documentation and how to use the tools of employee development is the cheapest thing an employer can do to stave off unwarranted employment claims.
From a manager's perspective managing from Day One is the most important thing a manager can do for productivity purposes, compliance reasons, employee development and engagement and also to safeguard their own career.
From an HR perspective, training managers of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.
Areas Covered in the Session:
Basics of the Big Four of employment compliance- Title VII, FLSA, FMLA, ADA
Managing from Day One - Using the 4 tools of a manager,coaching, performance reviews, performance improvement plans and discipline
The 12 elements of documentation
What to do if someone is struggling doing their job for whatever the reason - having a process
Inheriting a dysfunctional department - avoiding the pitfalls
Preventing harassment, bullying and general dysfunction
What to do with employee complaints
Knowing what to do in increasingly complicated employee situations can be difficult for even seasoned managers, especially if a manager has never had training. For a new manager these problems are intensified.
Further exacerbating the problem is that managers often inherit a dysfunctional department and/or are promoted to supervise those with whom they once were coworkers. In an increasingly complicated world of employee compliance in which HR struggles just to keep abreast of new developments not teaching managers the basics can be costly. After all it's the managers who interact with employees on a day to day basis and every day is an opportunity for problems to arise that a manger was never trained how to address. Even routine situations such as denying a seemingly simple request for a few days off can blow up into claims of a denied request for protected leave.
Why Should You Attend: From a business perspective, training managers in the basics of HR compliance basics of employment law, how to write documentation and how to use the tools of employee development is the cheapest thing an employer can do to stave off unwarranted employment claims.
From a manager's perspective managing from Day One is the most important thing a manager can do for productivity purposes, compliance reasons, employee development and engagement and also to safeguard their own career.
From an HR perspective, training managers of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.
Areas Covered in the Session:
Basics of the Big Four of employment compliance- Title VII, FLSA, FMLA, ADA
Managing from Day One - Using the 4 tools of a manager,coaching, performance reviews, performance improvement plans and discipline
The 12 elements of documentation
What to do if someone is struggling doing their job for whatever the reason - having a process
Inheriting a dysfunctional department - avoiding the pitfalls
Preventing harassment, bullying and general dysfunction
What to do with employee complaints
Who Should Attend
- Front Line Managers
- Department Managers
- New HR Persons
- Anyone promoted into a Management position
- Managers Who were Promoted from Within their Companies
