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The video-based system that contains everything you need to train all of your managers and supervisors on the most critical legal issues and challenges they face, featuring:
Each half-hour DVD in the set combines professionally-acted vignettes with lively commentary from a team of employment law attorneys. Far from a boring recitation of dry legal points, the real-world scenarios and the follow up discussion brings key concepts to life and makes a lasting impression on your supervisors.
Help your team excel as your first line of defense against employment lawsuits.
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Your managers are your first line of defense against employment lawsuits. But are they ready?
Your organization’s leaders are hard-working, dedicated, and inspirational to their subordinates. But if you don’t provide essential employment law training, they can become a devastating liability. Their actions, responses, decisions, and comments can spark claims of harassment, discrimination, and more.
To help them succeed, and to help shield your organization from legal entanglements, train on essential dos and don'ts using the all-new First Line of Defense: Employment Law Training System for Supervisors. This video-based program contains everything you need to teach them about 12 legal “hotspots” before a problem arises.
Each half-hour DVD in the set combines professionally-acted vignettes with lively commentary from a team of employment law attorneys. Far from a boring recitation of dry legal points, the real-world scenarios and the follow up discussion brings key concepts to life and makes a lasting impression on your supervisors. They’ll emerge from First Line of Defense training invigorated, confident, and armed with the information they need to make the right decision in any management situation.
Your complete training system includes:
Table of Contents
Train your team on how to hire the best applicants without creating legal headaches.
Uncovering resume lies
VIGNETTE: Untrained managers can cross the line when trying to learn more about employee conduct.
Employee’s MySpace page shows her drunk and dancing provocatively while wearing company attire.
Supervisors have a duty to prevent harassment from happening at your workplace.
Existence of a past relationship doesn’t mean she loses her right to personal privacy.
Same sex harassment
Non-romantic harassment – single female in male work environment
Wage & Hour Law
A vital topic, considering the potential for a devastating class-action overtime, off-the-clock, or other pay practice lawsuit.
What to do with exempt employees who want to be hourly, and vice versa
Paid time off in lieu of overtime
Here’s what your managers need to know about their duty to help maintain a safe work environment.
Employee tells her supervisor she is the victim of domestic violence but demands confidentiality
Vendor and customer violence
2010 brings new FMLA regulations every supervisor should understand and incorporate into their management practices.
VIGNETTE: Employee with husband called to active duty faces conflict with work obligation and Dan reacts improperly when she asks for time off
How to manage a team when one member takes FMLA leave for migraines
What does the supervisor of an obese employee have to do to accommodate him?
Educate your managers on non-sexual harassment that’s just as illegal, disruptive, and damaging to any organization
National origin discrimination
Most supervisors hate giving employee evaluations, but it’s probably because they’ve never been trained on how to do them right. Here’s your opportunity to correct that.
Raises and reviews are unfairly administered
Giving a tough evaluation
Evaluating a “protected” employee
When employee behavior needs correcting, make sure your team knows how to do it without creating even more problems.
VIGNETTE: Emotional vs. rational response to employee misconduct
When Mike discovers the off-color joke circulating in his department by e-mail, his angry initial reaction threatens to make the situation worse.
Dan has to confront Monica about the loud and very personal phone calls she makes in her cubicle
We’re making progress, but prejudice hasn’t been eliminated. Teach your supervisors to make decisions based on legally justifiable factors.
Veronica and Helen try to fill position with someone who’s “just like us” and end up rejecting someone from each of the protected classes
Steve wants to fill an open position with an attractive female
The decision to “write up” a subordinate should be made carefully, and the execution should be ever more so. Here’s advice for your managers.
Martin wonders what does and doesn’t have to be documented
Involuntary separation is the #1 catalyst for employment law conflict. Make sure your supervisors have all the pieces in place to ward off a lawsuit.
VIGNETTE: Henry, fired by memo, threatens to file FMLA retaliation suit
Unlike other training programs, this comprehensive kit is:
Talented and Experienced Instructors Lead Sessions in the First Line of Defense
Attorney Stacie Caraway with Miller & Martin concentrates her practice in labor and employment law. She advises national franchises on employment and labor law issues, and develops, reviews, and updates human resource policies, supporting contracts and materials. She also represents these companies in all legal proceedings including labor arbitration, EEOC, and state human rights commission investigations.
Attorney Candace Kollas is President of Workable Options, a consulting firm that assists organizations in developing communications and ensuring compliance in business practices. Her clients include AOL/Time Warner, Mercedes Benz USA, the Virginia Department of Transportation, and others. She assisted Coca-Cola Enterprises in developing its Integrated Conflict Management System and is currently the Master Trainer for the nationwide implementation of that system.
Attorney Mike Maslanka with Ford & Harrison has more than 20 years of experience in litigation and trial of employment law cases, including defending several multi-party cases under the Age Discrimination in Employment Act, the Fair Labor Standards Act and the Civil Rights Act of 1991. He has served as Adjunct Counsel to a Fortune 10 company where he provided multi-state counseling on employment matters. Mike has also served as a Field Attorney for the National Labor Relations Board.
Attorney Charlie Plumb with McAfee & Taft has represented employers in collective bargaining issues, grievance arbitration, and representation before federal and state administrative law agencies. His extensive litigation experience includes trials in state and federal courts involving claims of discrimination, retaliatory discharge, breach of contract, and constitutional law violations.
Attorney Mark Schickman is a partner with Freeland Cooper & Foreman where he has litigated every kind of employment matter over the past 30 years. Mark has defended leading corporations against claims of age discrimination, sexual harassment, and discrimination under FMLA. He is the host of Stop Sexual Harassment, a leading prevention training video program for supervisors.
Attorney Kara Shea with Miller & Martin provides practical advice on employment issues and compliance to employers of all sizes, ranging from Fortune 500 companies to small businesses, and represents them before administrative agencies such as the EEOC and in litigation, including discrimination, retaliatory discharge, whistleblower, and wage and hour cases. Ms. Shea regularly provides supervisory training on topics including FMLA and FLSA compliance, conducting workplace investigations, and implementing employee discipline.
Try the new online version of First Line of Defense, available separately through our e-learning division, Training Today. It delivers convenient, cost-effective training for one supervisor or hundreds, all on your terms and on your schedule.
Training Today's First Line of Defense modules are:
For more information visit Training Today or call Beth Greene at 1-800-274-6774 ext. 8053.