Would your managers and supervisors recognize an HR compliance issue if they happened upon one?

Many managers and supervisors are aware that sexual harassment is illegal, that the ADA stands for the Americans with Disabilities Act, and they might possess general knowledge of the I-9 process, but they often don’t have enough depth or breadth to their knowledge to know how to prevent problems from happening or promptly correct them when they do.

Our managers don’t have to be HR experts – that’s where Human Resources comes in. However, as a manager, it’s important to understand and know current employment laws, practices, and regulations set by federal, state, and local governments in order to treat your employees consistently and fairly and avoid any legal liability for your organization.

• Federal & State legislation you need to be knowledgeable of – get the details!
• Amendments to Title VII of the Civil Rights Act of 1964
• Disparate Impact & Disparate Treatment
• Discrimination and the EEOC
• Immigration and the I-9 Process
• Employment at Will Doctrine
• Workers Compensation legislation
• Retaliation
• Documentation is your best friend!
• No need to go it alone – Importance of partnering with Human Resources

When you’re in a management role, you’ll face many HR situations where problems can develop that you were never trained to address and that if handled incorrectly, can lead to a variety of problems and even lawsuits.

Thus, Managers can have difficulty knowing what to do in increasingly complicated employee situations. Understanding the basic principles of HR is the most cost-effective and easiest way to head off employee relations problems and legal challenges.

• Senior Leadership
• Human Resource Managers
• Managers and Supervisors
• Team Leaders
• Compliance Professionals
• Operations Professionals