As employment laws continuously evolve, it is crucial for employers to provide effective, up-to-date training of management and staff. Human Resources professionals must be well versed in the current state of their legal obligations to effectively carry out their responsibilities. We have extensive training experience and a deep commitment to providing useful, engaging educational programs with a real-world sensibility. Ms. Topliff was on the faculty of the San Francisco State University College of Extended Learning for many years and continues to provide training and education to a wide variety of audiences.
Our training programs are continually updated to reflect the latest legal developments. Each program is customized for the client to provide participants with valuable, relevant information to apply in their workplaces. Programs are provided in a classroom environment, via webcast or other client-preferred mode. One-on-one education and counseling is also provided, particularly in the area of Harassment Prevention.
Types of Training:
1. Harassment Prevention Training for Managers and Staff [AB 1825-compliant]
Harassment and retaliation claims continue to pose significant bottom-line risks, as well as public relations nightmares to the best of companies. Organizations that devote time to educating all employees not only reap the benefits of more professional behavior in the workplace but are better positioned to successfully defend lawsuits.
This fast-paced, highly interactive program is tailored to address each client’s particular needs and complies with the California Fair Employment and Housing Act (AB1825) requiring two-hour training to be provided every two years for supervisory employees in California. Newly hired or promoted supervisors must receive two-hour training within six (6) months.
2. One-On-One Sensitivity Training
Some employees benefit from one-on-one training and education to further understand the benefits of behaving in a professional way and their individual liability. Most often, this type of training is part of a performance improvement plan or disciplinary action. However, employees will have the opportunity to get answers to all of those questions that they were afraid to ask their Human Resources Director. Employers benefit by reinforcing behavioral expectations with the employee and are better equipped to impose harsher disciplinary measures if there are further problems.
3. Conducting Workplace Investigations
Human Resources professionals and managers are often called upon to investigate internal employee complaints. This program covers the practical and legal requirements for an effective workplace investigation into harassment, retaliation or misconduct allegations, including key questions, credibility assessments and report writing techniques.
4. Managing Time Off and Leaves of Absence
Managing unscheduled absences and complying with the litany of leave of absence laws is growing in complexity. This course is tailored to cover the client’s specific time off policies and federal/state legal requirements (FMLA, CFRA, ADA, etc.), including medical confidentiality, return to work accommodations and payroll issues, such as Paid Family Leave. Case studies based on real-life challenges bring this program alive to those dealing with these issues on the front line.
5. Employment Law for Managers
One of the most effective and efficient ways of reducing legal risks is to educate managers on the pertinent workplace legal issues and their role in carrying them out. New supervisors especially need a baseline knowledge of employment laws. This course uses reality-based case studies and generates group discussion to heighten the adult learning experience.