Overview : Knowing what to do in increasingly complicated employee situations can be difficult for even seasoned managers, especially if a manager has never had training. For a new manager these problems are intensified. Further exacerbating the problem is that managers often inherit a dysfunctional department and/or are promoted to supervise those with whom they once were coworkers.
In an increasingly complicated world of employee compliance in which HR struggles just to keep abreast of new developments not teaching managers the basics can be costly. After all it's the managers who interact with employees on a day to day basis and every day is an opportunity for problems to arise that a manger was never trained how to address. Even routine situations such as denying a seemingly simple request for a few days off can blow up into claims of a denied request for protected leave.
Why should you attend: From a business perspective, training managers in the basics of HR compliance; basics of employment law, how to write documentation and how to use the tools of employee development is the cheapest thing an employer can do to stave off unwarranted employment claims. From a manager's perspective managing from Day One is the most important thing a manager can do for productivity purposes, compliance reasons, employee development and engagement and also - to safeguard their own career.
From an HR perspective, training managers of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.
Areas Covered in the Session:
- Basics of the Big Four of employment compliance- Title VII, FLSA, FMLA, ADA
- Managing from Day One - Using the 4 tools of a manager; coaching, performance reviews, performance improvement plans and discipline.
- The 12 elements of documentation
- What to do if someone is struggling doing their job for whatever the reason - having a process
- Inheriting a dysfunctional department - avoiding the pitfalls
- Preventing harassment, bullying and general dysfunction
- What to do with employee complaints
If the Hired, Fired or Sued? Depends On What Your Managers Do OR Don't Do Simple and Easy HR for Any Manager is important to your business, act now and make the appropriate connections. See the contact information below.
|Conference/Event Dates:||01/16/2014 - 01/16/2014|
|Primary Industry:||Human Resources|
|Other Industries:||Business, Human Resources|
|Audience:||Front Line Managers
New HR Persons
Anyone Newly Promoted into a Management Position
Managers who were Promoted from within their Companies
|Booth Size||Booth Cost||Available Amenities|
|No exhibiting at this event.||Electricity:||n/a|
|Marketing Vehicles Allowed:||No|
|Other Booth Sizes Available: n/a|
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Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm. She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. She has consulted with employers on their problems and trained managers and employees for over 10 years, enjoying traveling the country extensively, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner and holds the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources – California (SPHR-CA).