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Management Training

Management training isn’t just for newbies and novices – managers and supervisors of all levels and all ages need actionable management practices to bring to their department, division or company. Learn how to be the best boss you can be by expanding your management skills, managing change effectively and bring strong leadership into your everyday management practices.

One important way to judge your success as a manger is by the success of your employees. An effective manager isn’t just a boss who can extract the most productivity from his people, but the one who produces great future managers. How can you be sure that under your leadership managers will blossom?

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More than ever, work is collaborative. And where do things go wrong when it comes to collaborative work? At the handoff. It’s usually not because someone is incompetent or lazy; it’s due to poor communication. The bottom line: We all need checklists. Use or adapt this “handoff checklist” when delivering a project assignment, suggests the Harvard Business Review blog.

If the IRS determines that an employee has been misclassified as an independent contractor, it may assess federal employment taxes plus interest and penalties. These matters frequently end up in the courts. As the following case shows, it’s unlikely you can claim you’re an independent contractor if you own and run the business.
Here’s some help for HR professionals trying to do all they can to safeguard their organization’s exempt/nonexempt employee classifications—especially in an economic climate that requires companies to do more with less:
Here’s a chance to learn from an employer’s FMLA mistakes. Don’t make the same ones yourself.

Even if your employees don’t belong to a union, the National Labor Relations Act applies to you. For example, the National Labor Relations Board recently announced that a nonunionized employer will pay $900,000 to two fired employees to settle charges that it violated the NLRA. Here's a compliance primer.

Think you can close the book on an employment lawsuit once you’ve paid off the jury verdict? Think again. As this case show, the court can still have its claws around your organization’s throat for a long time …

As a leader, how you act—and how people react to how you act—matters. For proof, look no further than the public reaction to AIG executives whining about restrictions on their bonuses. In boss land, how you behave and how things look is more important than almost anything else. It’s called the rule of optics.

Q. Our mailroom supervisor is currently classified as exempt because his position includes qualifications such as hiring and firing the mailroom staff. But for the most part, he mainly performs mailroom duties. Have we classified him correctly?
Ever wonder what role employees who make sexual harassment claims have in fixing the problem? One court recently ruled they at least have to give their employer the opportunity to try to right the wrong ...

When an em­­ployee announces she is pregnant, the only appropriate re­sponse is “Con­grat­ulations!” Then give her the information she needs so she can take any leave to which she is entitled. Negative comments can be used to prove pregnancy discrimination, but neutral ones cannot.

It takes just one or two disgruntled employees to start an FLSA class-action overtime lawsuit. Be prepared to fight such lawsuits early and vigorously. Your best bet: Classify employees correctly in the first place.

3M Companies appears poised to settle a high-profile age discrimination suit. Earlier this year, the company filed a joint motion for preliminary ap­proval of a class-action settlement involving approximately 7,000 workers. If the Ramsey County District Court agrees, the employees (and their attorneys) will split $12 million.

This year is shaping up to be a tough one for organizations worried about employment law issues. So far, the U.S. Supreme Court has decided three big employment law cases—and every time, ruled in favor of employees. The latest expanded employer retaliation liability under the FLSA. But that’s not this year’s only press­ing wage-and-hour problem. Pay atten­tion to these other issues:

You have lots of latitude to decide the shifts and locations to which employees are assigned. As long as there are no obvious flags (like only assigning members of a particular protected class to the night shift), courts likely won’t interfere with your management decisions.

Some employers believe that pregnant women aren’t entitled to time off for pregnancy-related matters because pregnant women aren’t disabled or unable to perform their jobs. That’s wrong and can land employers in big trouble. The fact is that prenatal visits and even bouts of nausea are the sorts of things that Congress considered when covering pregnancy under the FMLA.

Employees out on unpaid FMLA leave are still entitled to health insurance benefits if they were covered before going out on leave. However, if the employee was required to pay part of the premium before taking leave, that obligation continues.
If you need additional incentives to stop sexual harassment in the workplace, how’s this for a motivator: A court has ruled that employees who endure gender-related violence can now sue their employers for damages under the Illinois Gender Violence Act.
Good news for employers: The Court of Appeal of California has found that claims adjusters are exempt administrative employees not entitled to overtime. The court rejected the notion that all claims adjusters who work for insurance companies are nonexempt employees without regard to the work they actually perform.

Under limited circumstances, a job applicant might be able to win a discrimination lawsuit without actually applying for a job. For example, someone could conceivably prove that it would have been be futile to even bother filling out an application. Fortunately, such cases are rare.

It does no good to have a sexual har­assment policy if managers don’t know how to enforce it. Without regular manager training on how to respond to complaints, you might as well not have a policy.
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