On site training sessions on workplace issues for supervisors and employees work.  I have seen positive results for employer-clients I’ve worked with over a period of years.The training sessions we provide and are talking about here are not sessions or seminars directed solely towards the employer’s human resources professionals.  Rather, what I’ve found most productive and useful are training sessions that focus on supervisors and management and then on employees (and sometimes supervisors as well) in a separate session, discussing the “crossroads” where legal issues meet the realities of the workplace.

Often times, the core of the training session focuses on the evolving federal, state and local law and the employer’s own policies, which may provide broader protection than the laws require, on equal opportunity, anti-discrimination, harassment and retaliation.  It also addresses the particular issues or problems that arise in that workplace.  Examples often include, everyone’s responsibility to prevent and report discrimination, harassment and retaliation, the avenues available for reporting those (and other) unlawful acts, the importance of reporting and not ignoring unlawful conduct, a supervisor’s obligation to report each and every complaint, and how the employer handles complaints and protects the employee from retaliation.  How this training is conducted can vary greatly, depending on the employer, its policies and its workplace.   Again, it is not a matter of merely reciting the law.  Instead, training aims at applying the law to the realities of each specific workplace.

Added to that core training is the flexibility to focus on concerns unique to that work environment–those might include respect, bullying, defusing festering personal issues–or perhaps, discussions about evolving workplace issues–use of social media, ensuring policies and procedures do not violate NLRB Section 7 rights, gender identity and sex discrimination and recordings in the workplace–to name a few.  The sessions are preventive and preemptive.  They can serve as a “reminder” or “refresher” on policies and how to handle certain issues that arise in the workplace.  They also can bring to light problems and issues that employees had not previously raised and HR and management did not know about.  In those instances, the training session provides the employer an opportunity to effectively handle and resolve issues before they escalate any further.

Training works, I have seen it happen.  For sure, training is not a one time magic pill that cures all employment problems.  An employer should not expect that would occur.  However, if implemented consistently, it benefits both employers and employees.

If you are thinking of implementing training sessions in your workplace or if you are interested in learning more about what kind of programs we can offer to fit the needs of your company and employees, contact us by telephone at (216) 765-4000 or by email at pcorrado@ohioemploymentlawyer.com.