Employment Law Training

Employment Law Training

Training supervisors and managers in employment law has been shown to minimize the amount of punitive damages awarded against employers, according to the U.S. Circuit Court of Appeals. Failure to train supervisors in basic employment law has been found to justify imposition of large punitive damage awards against the employer, according to the U.S. Circuit Court of Appeals.

In this day and age, if your company has not been sued regarding an employment law claim, it is only a matter of time before it your company will be involved in a more than likely costly legal battle. In today's business, employees are much more likely to sue if they are terminated or if they believe that they are treated unfairly. It is a very wise decision to reduce costs to your company by providing training for supervisors and managers.

Many managers and supervisors are not sure about the how to approach and disciplining workers. All workers should be treated the same whether they are in a protected class or not. When a worker is in a protected class it is however, more important to make sure supervisors and managers are aware of the exact discipline procedures and follow them unerringly. If trained properly supervisors and managers will avoid the nervousness when disciplining a worker in a protected class who they will often end up allowing to continue the behavior, not disciplining at all. In addition workers who are not in a protected class end up being the only workers who are disciplined. This can lead to a reverse discrimination law suit.

Even though the roles of supervisors and managers are often very busy, it is important to find time for them to be trained on employment law. The company should schedule a mandatory seminar, held during business hours, for employment law training. The company should schedule this training session well in advance so that supervisors and managers are able to work it into their schedule. Although training sessions can be expensive, the outcome will save the company a lot of money in the long run.

Having a third party company involved in the training is very important. This way the company can hire an expert who is very knowledgeable in the area of employment law. In the future, should an issue arise, the company will be able to show to the courts that a third party, non-bias vendor prepared and held the training session. This way the company itself will not be held responsible should an issue arise which was not discussed in the training session. In addition, employees will be more likely to listen to an expert as apposed to their colleague in HR.

The initial training session should be held as soon as possible. Managers and supervisors should attend this training session regardless of their current work load. A make-up training session should also be scheduled should a manager or supervisor have circumstances preventing them from attending the initial training. In addition, training sessions should be held, as needed, for new managers and supervisors.

A typical Employment Law seminar takes just a few hours. This seminar will