Super Supervisors: 5 Employment Law Essentials

You're the HR Hero, but what if your managers and supervisors knew enough employment law to make your job easier, and your company safer?

Super Supervisors: 5 Employment Law Essentials is a clear, compelling and concise DVD presentation that teaches managers what to say and do, and what to never say and do, to steer away from expensive employment litigation and toward a more productive and focused workforce. Employment law attorney John Phillips has distilled and compressed some of his most popular and effective training presentations into a seamless 36-minute DVD-based discussion every supervisor should see. In it, he speaks directly to your team, explaining the legal aspects of 5 critical management tasks and providing best practices for reducing friction and increasing effectiveness:

• Discrimination, Retaliation, and Harassment: What supervisors absolutely have to do, and what they never should forget
• Hiring: Legal pitfalls to avoid
• Performance Reviews, Progressive Discipline, and Documentation: Keys to these vital yet unpopular tasks
• Firing: Best practices for cutting ties without sparking a lawsuit
• Fairness: How respecting subordinates engenders respect for management and creates a positive working environment

Phillips explains not only key laws but the reasons behind the laws, so your team members understand the potential impact of their actions.

Super Supervisors: 5 Employment Law Essentials features:

• Candid straight talk from an attorney who regularly counsels some of the nation’s largest employers
• Fast-paced explanation of key concepts with a focus on the real-world impact
• Revealing anecdotes and true-life examples that keep the presentation rooted in reality
• Powerful emphasis on the critical details that are vital to leading a successful work team
   

Super Supervisors Contents

Introduction

• Why supervisors are on the frontline of employment law defense.
• Good management practices vs. the “don’ts”

First Essential:
Discrimination, Harassment & Retaliation

• The six protected classes under federal law and additional state-mandated protected classes
• Impact of an employee’s protected class status on supervisor decision-making
• Unintentional discrimination, when perception trumps reality
• “September 11th” and religious discrimination
• Defining “hostile work environment”
• Supervisors’ role in squelching language, jokes, and ethnic slurs
• Forms retaliation can take
• Difference between retaliation and discrimination

Second Essential:
Hiring

• Why hiring right is as important a task as discipline and firing
• Interviewing essentials, including note taking tactics for avoiding discrimination claims
• Committing sufficient time to hiring and eliciting important information from candidates
• Dangers of over promising and overselling a position

Third Essential:
Performance Reviews, Progressive Discipline, and Documentation

• Right and wrong ways to review employee performance
• Reviews used as evidence against employer
• Reviewing full time period of employee work, not just most recent month
• Why letting a poor employee “hang around” can be so deadly
• Timely discipline key to derailing lawsuits
• Laying out expectations during orientation
• Special advice for new supervisors facing problem employees who’ve never been negatively reviewed.
• Documentation expectations at the EEOC and with juries
• Dangers of recreating or altering documentation
• Risks of excessive documentation

Fourth Essential:
Firing

• Why terminations are the largest source of employment law suits
• The role of hiring, documentation, and discipline in termination decisions
• Risks of on-the-spot terminations
• Suspension vs. termination
• Red-flags to consider before firing – workers’ comp claims, pending discrimination or harassment claims, and more
• Employee replacement factors that can reduce risks
• Rehearsing the termination conference
• Who should be in the termination conference
• Dangers of arguing with employee, or trying to counsel
• Giving reasons for termination
• Organization, confidence, courtesy
• Illegal statements in conference
• Things that embarrass
• Documentation

Fifth Essential: Fairness

• Perceived unfairness leading to discrimination claims
• Two major legal concerns: union organization and litigation
• Jury consideration of fairness
• Applying the “golden rule”
• Focus on job performance
• Dangers of yelling and berating employees
• Leadership essentials: giving other people power to do their jobs

This DVD presentation is clear, compelling and concise. It teaches managers what to say and do and what to never say or do! Your front-line supervisors learn the skills to steer away from expensive employment litigation and toward a more productive and focused workforce.

Employment law attorney John Phillips has distilled and compressed some of his most popular and effective training presentations into a seamless 36 minute DVD-based discussion every supervisor should see. In it he speaks directly to your team, explaining the legal aspects of 5 critical management tasks and providing the best practices for reducing friction and increasing effectiveness.
Presentation features:

Candid straight talk from an attorney who regularly counsels some of the nation's largest employers

Fast-paced explanation of key concepts with a focus on the real-world impact

Revealing anecdotes and true-life examples that keep the presentation rooted in reality

Powerful emphasis on the critical details that are vital to leading a successful work team

Topics covered:

Discrimination, Retaliation and Harassment what supervisors absolutely have to do and what they never should forget

Hiring the legal pitfalls to avoid

Performance Reviews, Progressive Discipline and Documentation: keys to these vital yet unpopular tasks

Firing: best practices for cutting ties without sparking a lawsuit

Fairness: how respecting subordinates engenders respect for management and creates a positive working environment

Phillips explains not only key saws but eh reasons behind the laws, so your team members understand the potential impact of their actions.

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