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Top 10 Ways Supervisors and Managers Create Legal Risks for Your Workplace under California and Federal Law - On-Demand

Top 10 Ways Supervisors and Managers Create Legal Risks for Your Workplace under California and Federal Law - On-Demand

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Top 10 Ways Supervisors and Managers Create Legal Risks for Your Workplace under California and Federal Law - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how managers and supervisors can create legal trouble under federal and California law, and how to inform and train them to avoid making those missteps.


 

California employers are always having to tread carefully to avoid legal issues with laws that tend to be employee-friendly. No employer wants to be in the position of fending off a lawsuit—especially if it was an avoidable lawsuit and the consequence of legal missteps by management. Needless to say, it can be costly for the organization and, if avoidable, all the more frustrating.

Something as simple as a manager or supervisor failing to document an employee’s lackluster performance could result in a lawsuit if that employee gets fired and there is no documentation to back it up. Other mistakes could include federal or California violations regarding wages. Other legal risks could be related to discrimination if one group is being treated differently, or even if comments from a manager or supervisor indicate inappropriate assumptions or favoritism.

In addition, employers and their managers need to be aware and well-versed in the requirements of the Americans with Disabilities Act (ADA)/California’s Fair Employment and Housing Act (FEHA), the Family and Medical Leave Act (FMLA)/the California Family Rights Act (CFRA), and other state and federal laws. If an employee makes claims under these laws due to a supervisor’s mistake, the employer better be able to support the actions of the organization.

How do you train and inform your managers to make sure they don’t cause, inadvertently or not, a legal risk for your organization? Use this on-demand webinar and get a playbook on the top 10 legal risks your managers can inadvertently create under federal and California law, and how to stop them from setting lawsuits in motion.

At the conclusion of this program, you’ll know how to:

  • Minimize the risk of the top 10 legal risks that supervisors can create under federal and California law
  • Inform and train managers and supervisors on how to avoid risks under these laws
  • Document bad performance and ensure that managers inform employees along the way
  • Accommodate ADA/FEHA, FMLA/CFRA, and other requests when warranted, knowing what medical certifications are required and legal
  • Train supervisors to be sensitive to minorities and other protected groups and to avoid playing favorites
  • Provide training on bullying and harassment
  • Ensure that managers and supervisors are adhering to fair labor standard requirements under federal and state regulations  
  • Post (and make sure managers read) legal policies regarding wage and hour—such as overtime
  • Make sure that managers understand the difference between exempt and nonexempt employees
  • And much more!

 

About Your Presenters

Miranda WatkinsMiranda Watkins, Esq.
Associate
Fisher Phillips

Miranda Watkins is an associate in the Fisher Phillips’ San Diego office. Watkins is passionate about counseling businesses of all sizes on their day-to-day labor and employment issues, offering preventative advice and tools to protect employers.  She also litigates cases on variety of issues, including disability discrimination claims, leaves of absences, wage and hour claims, retaliation and wrongful termination. She represents employers in a range of industries in all areas of labor and employment law.  Before joining Fisher Phillips, Watkins worked as an associate attorney for a national law firm, focusing on employment and general civil litigation matters. 

Sara ZimmermanSara Zimmerman, Esq.
Associate
Fisher Phillips

Sara Zimmerman is an associate in Fisher Phillips’ Irvine office. Her practice includes representing employers in all areas of labor and employment law, with a focus on defending against claims of discrimination, harassment, wrongful termination, failure to accommodate a disability, failure to engage in the interactive process, and wage and hour issues on both an individual and representative or class basis. She also represents employers before administrative agencies, including the US Equal Employment Opportunity Commission (EEOC), the California Department of Fair Employment and Housing (DFEH), and the California Department of Industrial Relations, Division of Labor Standards Enforcement (DLSE). Zimmerman has experience resolving matters at all stages, ranging from pre-litigation demands to mediation to successfully obtaining a defense verdict at trial. She prides herself on having an adaptable, flexible, and case and client specific approach to defending employers.