Top 3 Reasons Managers Should Take Employment Law Training

Our clients often ask us – “Why should our managers take employment law training (AB 1825 Training)?” This is a very legitimate question. All training has associated tangible and intangible costs. The answers come down to mitigating risk, speed of execution, and performance.

A lot of people in HR or management think that it is a waste of time to teach managers the basics of employment law through AB 1825 Training, because HR or management will catch their mistakes before they happen. There are a few false premises to this argument.

1. First, managers often do things that are illegal before HR/management learns about them. For example, at one of our clients with more than 30,000 employees, a manager fired an employee on the spot without consulting with HR or management. That cost the company several million dollars. What is the risk for your company?

2. Second, even if HR catches the mistake, it can set back a process for months.
Let's say a manager has a poorly performing employee. The manager calls HR and is told to document the situation. If the manager doesn't know the correct way to document, he or she could spend months documenting only to find out when it comes time to terminate that the documentation is faulty. The disciplinary process must begin again. Can you afford to wait?

3. Another common problem is the manager who thinks he or she is "encouraging" a bad employee by giving good performance reviews. There is no reason for HR to think there is a problem with the reviews—until the manager comes in complaining about the employee and wanting to terminate. Would this underperformance cause a problem for your organization?

Unfortunately, we also know of many cases where managers have discouraged employees from making claims of harassment, thinking they have resolved the problem, only to have it blow up later. For all these reasons, all managers should be trained in the basics of employment law.

Can You Afford E-Learning?

Employers often say they can afford e-learning, but not live training. That may make sense in some circumstances. In fact, if you never get sued, then you are probably safe with e-learning for compliance training or AB 1825 Training. If there is a possibility of getting sued, however, you can't afford to rely on computer-based training.

To date, no court has ruled that e-training meets your legal responsibilities. So - what is the likelihood that your organization will get sued if you use e-learning for compliance training? If you answer "yes" to any of the 8 questions below, we believe that you should have live compliance training. Period. For everyone

Compliance Question

1. Do you have any current lawsuits or claims with the EEOC, DOL, OSHA, etc.?

2. Is there a potential for a whistle blower claim (i.e., are illegal things happening at your company)?

3. Would you fail a DOL audit of your overtime pay practices and exemption classification system? Has it been more than a year since your policies, procedures and practices were reviewed by an employment lawyer?

4. Do you have a high rate of workers compensation claims?

5. Do you have high rates of days of disability, sick leave, or turnover?

6. Have you had mass layoffs or sticky terminations?

7. Are there any rumors about affairs by managers or about harassment?

8. Are there external factors that make you a target, such as having a high profile, a bad reputation, or deep pockets?

Attracting Top Customer Service Talent and the Link to Revenue Growth

In a recent human resource & compliance quarterly poll, a large % of HR reps stated that "ensuring the best customer service talent is hired and retained" was keeping them up at night.

A small % increase in service loyalty can boost profits by as much as upwards of 50%. Research has shown that satisfied customers lead to greater revenue growth.

Read more about some of the best corporate compliance, hiring practices and make the link between industry leading revenue growth and service...

The best compliance steps to take today...

Ever ponder the best corporate compliance steps your organization can take today to avert expensive lawsuits tomorrow? This might include:

• Reading up on recent trends in employment and workplace harassment law
• Quantifying the financial implications of not following procedure
• Come to understand why cheaper and easier AB 1825 compliance training is not always better

Search for the Right Corporate Compliance Training Resource. Right Now.

Introducing a powerful new Search Tool to help you track down the right Corporate Compliance Training & Best Practice Resource right now. Search this blog and the vast collection of corporate training communities and related best practice blogs with a single click.

Step 1 - Locate the Search Tool to the right of this post

Step 2 - Type your keyword search phrase. eg. Performance Culture

Step 3 - Click Search

Step 4 - Review the results, sorted by:

This Blog | Sites Linked to this Blog | Recommended Blogs

See illustration below. Enjoy.

Corporate Compliance Research Study Results

Over the course of the past 12 months, we conducted an online research study where visitors to our website were anonymously surveyed across an area of topics related driving performance through investments in human capital. In particular, one such survey asked respondents to select an answer that best completes the following statement:

We would outsource corporate compliance training to...

From a list of predefined responses, here are the results for your viewing pleasure.

1. Reduce or "variable-ize" costs--41%
2. Increase business value--35%
3. Access best practices--0%
4. Focus on core competencies--12%
5. We would not do it--12%

How would you complete the above statement regarding workplace compliance training, AB 1825 training, sexual harassment training etc.?

Prevention is the Key

What steps can you take, today, to prevent costly workplace compliance and AB 1825 related lawsuits and issues for your organization?

Read the published white paper Your Legal To-Do List to find out a few ways to answer the above mentioned question, such as:

1. Recent trends in employment law
2. The implications of not following procedure
3. Why cheaper and easier training is not always better

Download the entire white paper PDF