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Training Supervisors: How to Ensure Legal Managerial Conduct to Avoid Claims under the FMLA, Title VII, ADA, ADEA, & Other Federal Laws

Training Supervisors: How to Ensure Legal Managerial Conduct to Avoid Claims under the FMLA, Title VII, ADA, ADEA, & Other Federal Laws

Product Code: YEWA010819

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Training Supervisors: How to Ensure Legal Managerial Conduct to Avoid Claims under the FMLA, Title VII, ADA, ADEA, & Other Federal Laws

Live Webinar: Tuesday, January 8, 2019

1:30 p.m. to 3:00 p.m. Eastern / 10:30 a.m. to 12:00 p.m. Pacific


WEBINAR SNAPSHOT: Learn how to train supervisors and managers so their actions—or inactions—don’t spark legal liability for your organization under the FMLA, the ADA, the ADEA, Title VII, or other federal employment laws.


 

Consider the following:

  • A supervisor makes an inappropriate comment about a female worker’s dress and the whole team laughs. Another manager learns of the comments but shrugs them off and ignores the issue.
  • A different supervisor tells a disabled employee who’s exhausted his available leave time that the company absolutely won’t grant him additional time off and if he doesn’t show up for work, he’ll be fired.
  • And another supervisor places an ad looking to hire “young, energetic college grads” for an open position.
  • These are all examples that likely make you cringe, as they illustrate supervisory conduct that could breed employment claims against an organization. Whether a supervisor has an ill motive for his or her conduct is irrelevant because even seemingly benign behavior can lead to litigation, so if your managers aren’t well trained and attentive to the unspoken implications of their words, they’re creating potential liability for your company.

It’s critical to recognize that in most cases a supervisor’s failure to do the right thing can be attributed back to HR—which has the important responsibility of training management on how to handle themselves in the course of work, how to spot and respond to harassment complaints, and how to evaluate when it’s time to call in HR to discern whether a worker may have rights to leave or accommodation under federal laws, such as the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA).

Join us on January 8 for an all-new webinar designed to teach you how to train supervisors and managers on what not to do—and what always to do—to minimize the legal risks of their actions and inactions in the everyday, real-life management setting.

You’ll learn:

  • Top “no-no’s” supervisors and managers make and how to ensure their conduct doesn’t cross the legal line
  • 5 things supervisors and managers could be doing right now unbeknownst to you that are likely to spark legal liability for your organization with respect to disability accommodations, leaves of absences, harassment, and retaliation
  • Why annual training is good—and best practices for making that training stick all year long for your managerial team
  • Supervisors’ actions—and in some cases inaction—that are likely to be viewed by a judge or jury as being in violation of federal employment laws
  • And more!

About Your Presenter

Lauren RussellLauren Russell, Esq.
Associate 
Young Conaway Stargatt & Taylor, LLP

Lauren Russell of Young Conaway Stargatt & Taylor, LLP specializes in the representation of employers on a range of issues relating to compliance with local, state, and federal labor and employment laws and constitutional provisions.  She provides compassionate and responsive counsel, targeted at achieving client goals while minimizing cost and risk.

Ms. Russell emphasizes client counseling—on issues ranging from wage and hour compliance, to workplace training and investigations, to effective employee terminations—with the goal of avoiding litigation before it begins.  Her counseling practice includes handbook revisions, effective policy implementation, and on-site training on legal compliance.


Have a specific question related to the topic of this audio conference? Post it here and get an answer during the event, time permitting, or in a follow-up e-mail from the audio conference presenter. This is only available to audio conference registrants.

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