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
As an alternative to immediate disciplinary action, an employer may elect to place an employee on a performance improvement plan (PIP), which is an ongoing process that requires monitoring and feedback from the supervisor. This guide will assist employers in preparing a PIP.
In-depth review of the spectrum of California employment law requirements HR must follow with respect to training and development.
Texas employers that assemble, collect, analyze, use, evaluate, store, transmit, come into possession of or otherwise obtain or store protected health information should consider including this model policy statement in their handbook.
California's sexual harassment prevention training requirements will soon be enhanced with an abusive conduct component.
This chart covers private employer requirements by state for sexual harassment training and related record retention or notice communications. However, employers in all states should consider providing sexual harassment training in order to minimize liability risks due to a supervisor's inappropriate comments or because of a supervisor's failure to adequately address a harassment incident.
California employers must cover abusive conduct in their supervisor harassment prevention training programs effective January 1, 2015, under a state law enacted last week.
Providing adequate training offers career development opportunities, improves communication within the organization and reduces any organization's exposure to workplace legal risks. This section describes required and recommended training topics, and options for training formats.
Congress has passed the Workforce Innovation and Opportunity Act (WIOA; H.R. 803), and the bill is headed to President Obama for signature. The WIOA, which reauthorizes the Workforce Investment Act (WIA) through 2020, overhauls existing employment, training and education programs and streamlines the current workforce development system structure.
This briefing for supervisors examines the law and best practices for understanding, preventing and responding to unlawful retaliatory behavior in the workplace.