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MY ONE HOUR EMPLOYEE TRAINING SESSIONS
I provide critical employment compliance training to your employees, in one hour readily understandable
training sessions. I provide such training at a very reasonable cost. If you want, my training can be
tailored to your particular type of workplace. I generally provide management employees with executive
summaries of the material covered that they can keep for future reference.
People who have sponsored and/or attended my seminars have written to me:
“My HR person returned from your seminar raving about what a good speaker you are,
and how valuable the content was.”
“I went to coffee afterwards with three other people
who attended your seminar and we all agreed that you have an exceptional
ability to make complicated material readily understandable to non-attorneys.”
“You are an excellent speaker!”
“We received tremendous positive feedback about your seminar.”
Your supervisory employees are at the front line of your employment law
compliance. Untrained supervisors can very easily make statements or take actions
that violate the law, potentially embroiling your company in costly litigation.
For example, the Family and Medical Leave Act imposes on employers the duty to find out
enough about the reasons for an employee absence to determine if it is FMLA protected.
However, asking too many or the wrong questions can violate the employee’s rights under
disability discrimination laws or the state privacy statute. My one hour training
session on Managing Attendance and Employee Disability Within the Law helps minimize these risks.
Similarly, employees who participate in interviewing and hiring benefit from my training session on
Hiring Within The Law. There are numerous laws which make it unlawful to ask certain
questions or follow certain procedures with applicants. The difference between lawful and
unlawful conduct is often very subtle. For example, it is lawful to ask an applicant “How many days
were you absent last year?” but illegal to ask “How many days were you out sick last year?”
Your employees need to know these distinctions.
Another topic on which it is critical to provide employee training is sexual harassment.
Massachusetts law states that such training is “encouraged” and the website of the
Massachusetts Commission Against Discrimination describes it as “strongly encouraged”. Conducting such
training provides many benefits, including that it:
- Educates employees on the types of conduct which violate the law. The prohibited types of conduct are much broader than untrained employees know.
- Educates supervisory/management personnel about what they should do if an employee comes to them with a complaint of conduct that could constitute sexual or other prohibited harassment. The biggest judgments occur in cases in which an employee complains of harassing conduct but the supervisor fails to recognize the complaint as such, and fails to take the steps the law requires.
- Makes it more likely that an employee who feels she or he is being harassed will complain early on, so that the situation can be remedied before it becomes serious enough to be legally actionable.
- Helps the company show that it took reasonable steps to try to prevent harassment from occurring, minimizing the risk of a large damages award if an employee brings suit.
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