Overview: Training employees and supervisors, to the greatest extent possible, improves communications within the organization and reduces any organization's exposure to workplace legal risks. Specifically, proper recordkeeping practices can place employers in a better position when targeted in regulatory audits, participating in compliance reviews or defending court claims.
Training requirements vary by state. Training addressing harassment in the workplace continues to be required in several states. Newer legislative requirements address documentation regarding training in E-Verify compliance.
In order to achieve internal goals and balance training needs and desires, employers should conduct a training needs analysis. Effective training programs accurately identify what subjects should be taught, and which employees should be trained.
Trends: Employers now enjoy a wide array of employee training and development options, especially with the rise of learning-based technologies for the workplace. Global employers may wish to invest in a centralized training system, with options for customization based on local priorities and requests. Developments in this area add affordable possibilities to an employer's menu of training choices.
Author: Marta Moakley, JD, Legal Editor
Updated to reflect amendments to regulations addressing sexual harassment prevention training for supervisors, effective January 1, 2018.
Robin Shea, a partner with the labor and employment law firm Constangy, Brooks, Smith & Prophete, LLP, discusses the importance of having well-trained front-line supervisors, and what effective supervisor training should include.
As recommended by the Maine Department of Labor, covered employers should use the Maine Sexual Harassment Education and Training Checklist Form to develop a sexual harassment prevention training program.
Updated to include amendments to sexual harassment training law, effective November 1, 2017.
President Donald J. Trump has signed an Executive Order that calls for an "empirically rigorous evaluation" of current apprenticeship and workforce development programs. Employers would have greater discretion in designing these job training programs under the new directives.
This Worked Example illustrates how HR may measure the return on investment (ROI) of a sexual harassment prevention program.
This briefing for supervisors examines the law and best practices for managing issues related to employees seeking family military leave under the Family and Medical Leave Act (FMLA).