Tag: Supervisor Training

overworked

Promoting from within? Take care to ease transition for new supervisors

It may seem a no-brainer for an employer looking to fill a supervisory position to offer the job to one of the nonsupervisory stars in the organization. Promoting from within can be a smart choice for many reasons, but the transition from underling to supervisor also can be problematic if management doesn’t take steps to […]

Print

New California law mandates sexual harassment training for local officials

by Beth Kahn and Sigalit Shoghi Morris Polich & Purdy LLP Changes to California’s law requiring sexual harassment training for supervisory employees will go into effect on January 1, 2017, clearing up ambiguity about whether elected city officials are required to take sexual harassment prevention training and education courses already mandated for private-sector supervisors. Assembly […]

Print

Peter Dinklage takes on Elf

It’s December, which means that those of us holiday fanatics can decorate and watch Christmas movies to our hearts’ content without shame.  Of course, I won’t tell anyone if you already had your tree up in November (like me) or if you never took it down from last year.  One of my favorite Christmas movies […]

Print

Keys for Training Supervisors to Avoid Lawsuits

While you are at it, Schickman adds, make sure that your practices match your policies. Schickman is a partner with Freeland Cooper &Foreman LLP in San Francisco. He offered his tips during a recent webinar sponsored by BLR® and HR Hero®. Supervisor Training Highlights Be sure your training covers the following, says Schickman: Basic rules […]

Print

Training & Development Survey Results–How Do You Compare?

Top compliance training topics for employees are new hire orientation (79%), sexual harassment (75%), and discrimination (69%). For professional development training for employees, job-related skills leads the list (73%), followed by communication (66%), customer service skills (59%), team building (49%), computer skills (46%), and time management (36%). The survey also covered: HR’s Role in Training […]

Print

Comp time―not an option for private employers

by Reggie Gay Say you have a nonexempt salaried employee who will be working an extra six hours each week for additional training for her position. The extra hours will result in overtime hours each week. However, the employee is requesting comp time in lieu of overtime pay. Is it OK to let her track […]

Print

Employer That Retaliates Digs Its Own Grave

by Boyd A. Byers The thirst for revenge is among the strongest of human emotions. In fact, the innate desire to “get even” has driven much of history. But acting on vindictive feelings can have dire consequences — particularly in the world of employment law. Mastering HR Report: Discrimination Courts receptive to retaliation Most employment […]

Print

Make the Workplace a Drama-Free Zone

By Marie G. McIntyre, Ph.D. Do you have a drama queen (or king) in your office? For these employees, a calm, peaceful workday is simply not very rewarding, so they try to spice things up with dramatic pronouncements, juicy gossip, ominous rumors, personal traumas, or emotional breakdowns. Why drama queens act that way Some dramatic […]

Print
Stack of Resumes

Former Employee Keeps Reapplying Despite Rejection Letters

by Reggie Gay Q: We have a job applicant who worked for us approximately six years ago. There’s nothing negative in her file, but there were some issues with her job performance. Neither of her former supervisors wants to hire her back. She has applied several times and has received rejection letters, but she keeps […]

Print

Relying on Luck to Avoid Employee Legal Claims Is Dangerous and Expensive

Here’s a case that will probably make employers feel great about their own compliance efforts. You know who you are: You train your new hires on all company policies, you have sparkling and oft-reviewed nondiscrimination, nonharassment, and nonretaliation policies, you conduct supervisory training early and often, and your folks know how to recognize potentially harassing […]

Print