An effective supervisor training program is crucial because a bad supervisor or even a bad decision by an otherwise good supervisor has haunted countless employers, whether it comes in the form of lower employee productivity or employee lawsuits.
An area in which supervisors are vital in preventing employee lawsuits is sexual harassment. In fiscal year 2008, the U.S. Equal Employment Opportunity Commission received more than 32,000 complaints alleging sexual harassment. The complaints resulted in $74.8 million in settlements alone.
While sexual harassment training isn’t required by federal law, it is recommended that employers do provide this type of training. Note: Some states do require sexual harassment training for supervisors. For example, California requires training at least every two years for supervisory employees. Connecticut requires training and education of two or more hours for supervisory employees. Maine requires training and education for new employees and additional training for new supervisors.
One of the reasons sexual harassment training is important is that an employer is liable for the harassing conduct of an employee's co-worker if the employer knew or should have known of the harassment and failed to take immediate and appropriate action to end the harassment. An employer may be viewed as having known of harassing conduct if a supervisor or any other person acting as the employer's agent is aware of the harassment.
Indeed, knowing how to handle and promptly report harassment complaints through an established procedure is key to providing prompt remedial action; and to protecting against discrimination claims.
Another goal for the training is to prevent harassment by the supervisors themselves. The Supreme Court has ruled that an employer will always be held liable for sexual harassment by a supervisor if it culminates in a tangible employment action (e.g., firing, failure to promote).
Supervisors should be trained on other important laws as well, such as the Family and Medical Leave Act and the Americans with Disabilities Act. Effective training will provide supervisors with the information and tools they need to respond to situations lawfully and consistently.
In addition to training on various laws, supervisors should receive training on managing employees, including how to:
- Conduct performance reviews
- Discipline employees
- Handle challenging employees
- Conduct effective meetings
- Motivate employees
BLR’s TrainingToday offers supervisor training on all of those subjects and more. Courses cover:
- ADA Training for Supervisors
- Disaster Planning Training for Supervisors
- Employment Law Training for Supervisors
- Leadership Skills Training for Supervisors
- Workplace Ethics Training for Supervisors
This online disaster planning training course will help teach supervisors and safety managers to recognize the types of workplace disasters they may face, understand the requirements of the emergency response plan, satisfy employee training requirements, and carry out emergency response duties effectively while at work.
As the American workforce reflects an increasingly diverse population, organizations must effectively manage diversity in order to attract and retain high-quality employees and create a more cooperative, creative, productive work environment. At the end of this training course, you will be able to identify how we are diverse, understand the challenges and opportunities of workplace diversity, avoid legal problems, and follow company policy.
The objective of this training session is to familiarize you with the provisions of FMLA. At the end of the training session, you will be able to identify the purpose and benefits of FMLA; recognize when and to whom it applies; understand key provisions of the law; assist employees in handling leaves appropriately; and protect yourself and your organization from liability.
AB 1825 applies to California-based organizations that regularly employ 50 or more employees or regularly "receive the services of" 50 or more persons (independent contractors and temps are included in the 50+ number). The training requirement applies to supervisors only.
The main objective of this session is to help you understand the nature of harassment in the workplace, how you can help prevent it, and what to do if, despite our best efforts, it occurs in our organization.
AB 1825 applies only to California-based organizations that regularly employ 50 or more employees or regularly "receive the services of" 50 or more persons.
Training topics may include general skills such as literacy, technical skills,orientation about the organization, as well as programs designed to prevent lawsuits, audits,and fines, such as sexual harassment training, safety training, and ethics training.
Here are some specific tips and techniques to help you run an effective training session that accomplishes your goals in an enjoyable and engaging way for everyone involved.
To perform at your peak as a boss, it's crucial for you to embrace additional training and learning opportunities as they come your way. All successful bosses have a sincere dedication to improving leadership skills, which can lead to higher-performing employees, better communication, and an open and honest work atmosphere across the entire company. In order to target areas where you excel and areas where you can improve, it may be helpful to know exactly which kind of boss you are right now.
State law requires California employers to provide supervisory employees with 2 hours of interactive sexual harassment training and education every 2 years (CA Govt. Code Sec. 12950.1).
Related Training Topics
A growing number of employers are turning to online employee training for a hands-on, interactive way for employees to learn. More economical in both time and money than conventional training, this form of training has become more and more popular as Internet technology has improved.
One of the most effective ways an employer can avoid the same fate is by having a well-trained workforce. Effective workplace training can help employers avoid employee lawsuits, workplace injuries, and violations of laws and regulations.