Why Do You Need Training?

Here Are The Top 10 Issues That Land Employers In The Courthouse:

1. A lack of a clear and compliant handbook, or policies, to follow. Outdated handbooks are almost as bad as not having any handbook at all. Do your supervisors know and understand the policies?

2. The laws that prohibit harassment and discrimination. This means more than sexual harassment! Do you know and understand new law like the Pregnant Workers Fairness Act? Does your workforce understand LGBTQIA protections in the workplace? This law changes with changing social norms and you need training to keep up.

3. Knowing and understanding your reporting process and what to do if an employee complains they are being subjected to unlawful harassment or discrimination. Is your reporting policy compliant with EEOC guidelines and do you know what to do if it is triggered?

4. Terminating or disciplining an employee in a protected class. Do you know and understand when and what to document when it comes to performance management? If you need to move forward on a termination or a disciplinary action will you have the documents to show you are doing so for legitimate, non-discriminatory reasons?

5. Misunderstanding the Americans with Disabilities Act (ADA), the scope of it, or the responsibility it places on the employer. The ADA is broad! Do you know and understand the interactive process and what it means to provide a reasonable accommodation?

6. Mishandling or incorrectly addressing sensitive topics in the workplace such as mental health, drugs, or alcohol.  These are some of the most difficult issues employers face under the ADA and other state and federal frameworks.

7. Not understanding the intersection between the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and Worker’s Compensation. Don’t underestimate the complexity involved when an employee suffers a workplace injury, when they need to take FMLA or when they require an ADA accommodation. In some cases, all three statutes will apply. Spotting issues in this area so you can call for help is critical.

8. Knowing and understanding the law of trade secrets, confidential information, and the law of non-solicitation and non-competes is a must if you want to keep your secrets safe.  Do you have policies that will enable you to trigger these protections? How about contracts and other agreements?

9.Ignorance regarding what a whistleblower is, the statutes that protect them, or how retaliation comes into play.  Both private and public employers who engage in protected activity have some level of protection under the law. Knowing and understanding what that means will keep you out of the courthouse.

10. Bad workplace culture, including disrespect, bullying, and intimidation.  The EEOC calls this the gateway drug to harassment and discrimination claims. It’s true. If you’ve got disrespectful, demeaning conduct going on, it will eventually draw a claim. You need to know how to reign in bad behavior or, better yet, avoid it before it starts.

Why Law For Leaders?

Empowerment and Prevention at a Cost Built into Your Budget: Gain the power to spot issues before they turn into costly lawsuits and legal trouble for your company. Law for Leaders is $3,995 vs upwards of hundreds of thousands of dollars for a lawsuit.

Flexible Learning: With over 8 hours of in-depth content spread across 12 insightful video sessions, you have the freedom to learn at your own pace. Replay sessions as needed to ensure you grasp every detail.

Practical Resources: We've included checklists, guides, and templates to help you apply your newfound knowledge to your workplace effectively.

SHRM Professional Development Credits: Participating in Law for Leaders can enhance your professional credentials with SHRM Professional Development Credits.

What's Included - Course Curriculum

  • 1

    Session 1 - Getting Started: The Questions You Should Be Asking

    • Welcome and Getting Started

    • Getting Started: The Questions You Should Be Asking

    • Session 1 PowerPoint

    • Questions to Ask Checklist 1.1
  • 2

    Session 2 - Anti-Discrimination & Anti-Harassment Training

    • Anti-Discrimination and Anti-Harassment Training

    • Session 2 PowerPoint

    • Avoiding Discrimination and Harassment Claims Checklist 2.1

    • Ensure Your Harassment and Discrimination Policies are Up-to-Date Checklist 2.2

    • EEOC Chart of Risk Factors for Harassment and Responsive Strategies 2.3

    • EEOC Checklist 1: Leadership and Accountability 2.4

    • EEOC Checklist 2: An Anti-Harassment Policy 2.5

    • EEOC Checklist 3: A Harassment Reporting System and Investigations 2.6

    • EEOC Checklist 4: Compliance Training 2.7

    • Link to #ThatsHarrassment YouTube
  • 3

    Session 3 - Responding to Complaints

    • Session 3: Responding to Complaints

    • Session 3 PowerPoint

    • Investigation Checklist
  • 4

    Session 4 - Discipline & Termination: Why You Need Documentation

    • Discipline & Termination: Why You Need Documentation

    • Session 4 PowerPoint

    • Termination Checklist 4.1
  • 5

    Session 5 - Hiring Best Practices

    • Hiring Best Practices

    • Session 5 PowerPoint

    • Hiring Cheklist - Guidlines on Interview Questions 5.1
  • 6

    Session 6 - Introduction to the ADA

    • Introduction to the ADA

    • Session 6 Powerpoint

    • ADA Checklist 6.1

    • Sample ADA Accommodation letter
  • 7

    Session 7 - The ADA and Mental Health

    • The ADA and Mental Health

    • Session 7 Powerpoint

    • ADA and Mental Health Checklist 7.1
  • 8

    Session 8 - Drugs and Alcohol in the Workplace

    • Drugs and Alcohol in the Workplace

    • Session 8 Powerpoint

    • Drugs and Alcohol in the Workplace Checklist 8.1
  • 9

    Session 9 - ADA, FMLA & Worker's Compensation

    • ADA, FMLA & Worker's Compensation

    • Session 9 Powerpoint
  • 10

    Session 10 - Keeping Secrets Safe

    • Keeping Secrets Safe

    • Session 10 Powerpoint
  • 11

    Session 11 - Retaliation and Whistleblowing

    • Retaliation and Whistleblowing

    • Session 11 Powerpoint

    • Retaliation Checklist 11.1
  • 12

    Session 12 - Respect, Civility, and Bullying

    • Respect, Civility, and Bullying

    • Session 12 PowerPoint

Law for Leaders is for YOU if you are...

  • Worried About Your Supervisors Becoming Liability Time Bombs

    Law for Leaders will empower your supervisors with legal knowledge to make informed decisions and create a safe, compliant workplace for all employees.

  • Responsible for The Company's Legal Exposure Without Adequate Resources

    Law for Leaders provides access to expert legal guidance and tools to effectively manage legal risks, protect your company, and excel in your role.

  • Facing Serious Employee Issues with Legal Implications

    Law for Leaders is a far cry from the cost of a traditional legal lawsuit. Being able to implement and train on the proper policies and procedures will save your company a lot of money upfront.

Video Summaries and Topics Covered:

  • Law for Leaders 1 – Questions You Should Be Asking

    For over two decades, Pam Howland, with her extensive experience in employment law, has witnessed employers repeatedly make the same costly mistakes. That's where Law for Leaders comes in, offering the tools and knowledge to spot issues before they escalate. In this first video, we provide an overview of the critical topics to follow. Get equipped to proactively identify and address issues, safeguard your business from potential trouble, and elevate your leadership in compliance.

  • Law for Leaders 2 – Anti-Harassment and Anti-Discrimination

    Session 2 explores the basics of Title VII, the Idaho Human Rights Act, and other laws that prohibit discrimination and harassment in the workplace. It will provide legal updates relating to gender identity, sexual orientation, and pregnancy protections that have been recently enacted. You will learn the basic principles needed to avoid workplace claims of harassment and discrimination in the wake of #MeToo.

  • Law for Leaders 3 – What to Do When Someone Brings a Complaint of Discrimination or Harassment

    Session 3 focuses on the proper response to a complaint of harassment or discrimination. This includes having clear anti-harassment and anti-discrimination policies that are outlined in your handbook, and a detailed investigation policy on how a claim will be handled. The presentation answers the questions of who should lead the investigation, who should be involved in the investigation, and how the investigation should be conducted. Furthermore, it highlights the importance of employee due process and ensuring all complaints are taken seriously.

  • Law for Leaders 4 - Considerations for Discipline and Termination, Including the Need for Documentation

    Session 4 discusses discipline and termination, and specifically why documentation is so important when discussing them. This includes the need to show fairness and convey expectations to employees. The session talks about at-will employment and the potential pitfalls if no documentation is taken during termination. Additionally, it discusses what your documentation should include and how good documentation can significantly bolster your defense against a claim.

  • Law for Leaders 5 – Hiring Best Practices

    Session 5 delves into hiring best practices. This includes questions to ask and avoid, strategies to use while interviewing, and easy practices to implement to ensure your hiring practices are compliant with the law. It also stresses the importance of changing interviewer mindsets from finding the right fit for the company to finding the most qualified person for the job. Furthermore, session 5 touches on social media in hiring and applicable laws to keep in mind as you work through the hiring process.

  • Law for Leaders 6 – ADA overview

    Session 6 is a deep dive into the ADA (Americans with Disabilities Act) and why disability claims top the list of employer challenges. It answers the questions of what qualifies as a disability, what the interactive process is, and what reasonable accommodations are. The video also offers guidance on navigating the grey areas and common ADA pitfalls faced by employers. Furthermore, it stresses the importance of well-defined job descriptions and essential functions while moving through the ADA process.

  • Law for Leaders 7 - ADA and Mental Health

    Session 7 focuses on the ADA as it relates to mental health, highlighting the challenges employers face in addressing these issues. It explores the complexity of invisible disabilities, which can be sudden, temporary, or episodic, and delves into what triggers ADA compliance. The presentation delves into reasonable accommodations for Mental Disabilities and provides guidance on handling employees in mental health crises, including the involvement of healthcare providers. It also offers potential resources and courses of action while emphasizing the importance of patience and adherence to formal processes, instead of relying on personal experience.

  • Law for Leaders 8 – ADA and Drugs and Alcohol

    Session 8 explores the tricky and complex issues of drugs and alcohol in the workplace. The presentation equips viewers with the skills to spot, identify, and analyze such issues effectively and in a time-sensitive manner. It covers knowing who to engage in discussions, taking appropriate action when an impaired employee is reported, and discerning between substances and the protections linked to them. The goal is to preempt safety issues, workplace injuries, low employee morale, employer liability, and reputational damage, all while ensuring compliance with state and industry laws.

  • Law for Leaders 9 – ADA, FMLA, and Worker’sCompensation

    Session 9 delves into the intersection of the ADA (Americans with Disabilities Act), FMLA (Family and Medical Leave Act), and Worker's Compensation. It explores what unfolds when an employee sustains a workplace injury, deciphering when these statutes come into play individually and, more complexly, when all three apply simultaneously. This presentation also offers insights into how these regulations interact, addresses concerns of fraud or abuse, and provides valuable tips on navigating these intricate topics. Additionally, it covers the importance of having current leave policies in place and ensuring they are being followed.

  • Law for Leaders 10 – Keeping Secrets Safe

    Session 10 focuses on safeguarding business secrets and preserving your competitive advantage in the marketplace. It covers topics such as handling trade secrets and confidential, and proprietary information. It addresses non-compete and non-solicitation agreements when to use them, and tips on enforcing them. Additionally, it provides guidance on actions to take when parting ways with a key employee, strategies for protecting client lists, marketing plans, pricing, and financial data, as well as recommended tools and best practices.

  • Law for Leaders 11 - How to Avoid Claims of Retaliation and Whistleblowing

    Session 11 is a deep dive into retaliation and whistleblowing, covering their definitions, significance, and strategies to prevent such issues. It discusses protected activities, adverse actions, and the need to consider appearance and timing carefully. The presentation also dives into understanding state whistleblower statutes, more specifically The Idaho Protection of Public Employees Act. Additionally, it addresses why employees bring retaliation and whistleblowing claims and the importance of implementing effective policies to mitigate risks.

  • Law for Leaders 12 – Respect, Civility and Bullying

    Session twelve centers around fostering a respectful workplace beyond the legal requirement. Potentially a bit overlooked considering these issues aren't explicitly written in the law, these concepts are as important as any you've learned so far. Many claims can originate from these basic concepts and snowball into much larger issues if not dealt with the care and importance they deserve. This video talks about how to tackle this issue and includes best practices to create a good workplace culture.