Training Course Catalog

Our training programs can be tailored for your company by offering single courses or a customized series of courses. Additionally, we offer custom Harassment Prevention Training for both employees and supervisors, and develop custom training on client-specific topics. Don’t see the topic you have in mind? Just ask!

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Available Courses:

Employee Training

Building Effective Teams

Course Description

A truly effective team is equal to more than the sum of its parts. It takes the dedication of every member of the team. Effective team members go beyond themselves and their personal desires and goals. During this presentation, participants learn the elements of a team, evaluate the five dysfunctions of a team (as modeled in the book, The Five Dysfunctions of a Team, by Patrick Lencioni) and focus on strategies and techniques to help each person become an effective and valued member of their team.

Learning Objectives

Understand the importance of effective teams, including the benefits of teamwork
Describe common team dysfunctions, their relationship to one another, and how to overcome each
Explore ways for adopting a positive approach to being on a team, including recognizing the benefits of teamwork and learning to work with and leverage team member differences
Develop strategies to work proactively and collaboratively with team members to achieve the team’s goals

Target Audience | Managers, Supervisors, Employees

Session Length | 2 -3 hours

Creating a Climate of Workplace Respect

Course Description

This course examines the behaviors needed in the workplace to ensure that team members treat each other — and others who interact with the organization — with respect. It explores the dynamics of today’s workplace that make respect both more challenging and more critical than ever before. The training highlights specific examples of respectful behavior and respectful communication standards, as well as establishing guidelines that will lead to respectful choices.

Learning Objectives

Review today’s work environment and factors contributing to disrespect
Understand the impact of disrespect in the workplace
Know what a respectful workplace “looks” like, including examples
Explain the benefits of a respectful workplace
Understand the organization’s respectful communication standards
Be able to put the concepts of workplace respect into action, tying to the organization’s values

Target Audience | Employees, Supervisors, Managers and HR Professionals

Course Length | 1 ½ – 2 hours

Effective Workplace Communications

Course Description

Workplace communications take many formats and knowing the appropriate communication channel and how to properly compose written communications is critical to ensure messages are understood. It’s estimated that 40 percent of workplace communication takes place via email. The lack of etiquette, careless grammar and punctuation, and the sheer volume of ineffective email messages are overwhelming. Ineffective business email can cause productivity and employee relations problems. This course will cover strategies for choosing the right communication channel and tips for writing effective business communications, including meeting minutes, memos and e-mail communications.

Learning Objectives

Learn the components of a message, communication channels and how to choose the right method to align with the intent of your message
Understand communication styles, barriers to effective communication and skills for successful communication
Learn the key components of writing effective business communications
Describe the fundamental components of an effective email message including look, tone, and structure
Recognize basic rules of email etiquette
Know when to take a conversation “offline”
Identify legal and privacy issues related to email communications

Target Audience | Employees, Supervisors and Managers

Course Length | 2 hours

Emotional Intelligence

Course Description

By now, many of you have heard the term “Emotional Intelligence”. Have you ever wondered what exactly it means and how it can help someone like you? In this breakout we will explore the impact one can have on one’s career, effectiveness in the workplace, and personal life. Unlike IQ, which remains about the same at age 15 as at age 50, the depth of your emotional intelligence can continue to grow, develop, and change throughout one’s life. We will define EI and explore the 4 core skills needed to increase it and examine how increasing one’s EI can help one to navigate any situation, personal or professional.

Learning Objectives

What is Emotional Intelligence and how can it help me?
Develop an awareness around the concept of EI
Explore the four core skills of Emotional Intelligence
Learn strategies to build your level of EI.
Leave with action items and resources you can use to increase your EI.

Target Audience | Employees, Supervisors, Managers and HR Professionals

Course Length | 2 – 3 ½ hours (varies based on activities)

Working Together Across the Generations

Course Description

For the first time in history, it is common to have up to five different generations together in the workplace. This can present a unique challenge for organizations and supervisors. While every employee can bring value to an organization, generational differences can make it difficult for supervisors and peers to see the value in the differences. This session will provide an understanding of how generations are defined and examine some of the historical events that have shaped each generation. The session will focus on harnessing the value each generation brings to the workforce, as well as share some best practices to maximize engagement and bridge generational differences, by tapping into the potential of employees through a better understanding of what makes them tick.

Learning Objectives

Gain an understanding of what is a generation and what factors influence them.
Define the four main generations in today’s workforce and the characteristics of each.
Understand the benefits of generational diversity and why it’s important to success in today’s business world.
Shift perspective from the often negative stereotypes associated with generations to a focus on the positive attributes each generation brings to the workplace.
Learn techniques for recruiting, motivating, communicating with, and rewarding employees from different generations

Target Audience | Employees, Supervisors, Managers and HR Professionals

Course Length | 2 – 3 ½ hours (varies based on activities)

Service Excellence

Course Description

This session focuses on the importance of customer service throughout an organization, including key elements of customer satisfaction and the total customer experience. Participants will be introduced to the “ETC model” that provides a simple formula to apply to any challenging customer service situation. Additionally, the session will explore strategies for handling difficult customers, including opportunities to apply the “ETC model” to real-life scenarios.

Learning Objectives

Understand the importance of service to the success of an organization
Identify the key elements to customer satisfaction and what constitutes the “total customer experience”
Become familiar and able to apply the “ETC model” for challenging customer situations
Recognize different types of “difficult” customers and know strategies for handling each situation

Target Audience | Employees, Supervisors and Managers

Course Length | 1 ½ – 2 hours (varies based on activities)

Supervisory/Management Training

Solving the Culture Puzzle

Course Description

This course will provide participants an understanding of what it takes to build and sustain a meaningful Company culture. Whether you have 1 employee, or 500,000 employees, culture and engagement are pinnacle to the success of your organization. These aren’t just buzz words and they’re not “things” you can buy off a shelf or order online. A Company’s culture is unique to each organization because culture is all about people and engagement is aligning personal and company goals. When this occurs, employees are enabled to find personal satisfaction in their work, resulting in an internal commitment that drives initiative and pride.

The challenge lies with practical implementation and the goal of this session is to give organizational leaders strategies for success.

Learning Objectives

Describe why culture and engagement are critical to the success of an organization
Identify the six components (puzzle pieces) of building a great company culture
Understand how vision, values, and mission contribute to improved employee engagement
Learn how to drive innovation, measure success, and execute results through your organization’s most important asset…its employees!
Discover top actions for leaders to successfully build and sustain a meaningful Company culture

Target Audience | Supervisors and Managers

Course Length | 1.5 – 2 hours (varies based on activities)

Building Blocks of Supervision

Course Description

This course will provide participants the opportunity to explore the changes that take place when an individual makes the transition from individual contributor to supervisor, as well as the changes in approach to supervision necessary to foster employee engagement and retention. The session will emphasize the importance of building appropriate professional relationships with employees, as well as setting boundaries. Participants will also learn skills to establish a climate of open communication, including an understanding of what and how to communicate with employees, benefits and strategies for effective delegation and fundamentals of employee feedback.

Learning Objectives

Describe the change in professional relationships that occurs when transitioning from individual contributor to supervisor
Explain methods for ensuring open communication with your team
Develop skills to delegate work to employees effectively
Develop skills to coach and give feedback to direct reports
Foster accountable behavior among team members

Target Audience | Supervisors and Managers

Course Length | 2 – 3 1/2 hours (varies based on activities)

Coaching for Improved Performance

Course Description

This course will emphasize the strong connection between employee growth and a supervisor’s use of strong coaching skills with employees. The session will highlight the ways in which coaching is more effective than “telling” as it reduces learning time, increases retention and improves employee accountability and commitment. The training will provide an opportunity to practice specific coaching skills, including assessing employee readiness, clarifying expectations, asking questions engaging questions and fostering self-discovery, and to create an action plan that participants can apply to their own workplace situations.

Learning Objectives

Describe effective coaching and its impact on performance management
Identify opportunities to use coaching skills
Describe how coaching benefits the manager-employee relationship
Distinguish between giving instructions and coaching
Foster employee performance improvement by using appropriate coaching skills including aligning employee responsibilities and team strategy, asking questions to engage thinking, providing ongoing constructive feedback and setting goals together

Target Audience | Supervisors and Managers

Course Length | 2 – 3 1/2 hours (varies based on activities)

Employee Handbook Rollout

Course Description

Ensuring company policies are consistently enforced is a key role for managers and supervisors. Prior to distributing the employee handbook to all employees, it’s important to ensure managers and supervisors understand the policies and are equipped to effectively communicate policies to employees, as well as ensure the workforce is operating within the scope of such policies and practices. This customized session provides managers and supervisors with an overview of the Company’s key policies, with an emphasis on employee and manager responsibilities.

Learning Objectives

Describe any impactful changes to existing policies or practices and expectations
Understand how to successfully communicate policy changes to employees and learn how to respond to frequent questions that may be asked by employees
Recognize the importance of consistently following the guidelines set forth in the employee handbook

Target Audience | Supervisors and Managers

Course Length | 1 – 1 ½ hours

Fair and Legal Supervision

Course Description

Effective training provides supervisors with the information and tools they need to respond to employee situations legally and consistently. Because they are an employer’s first line of defense against employee claims, supervisors should be trained on important employment laws relating to wage and hour issues, discrimination and harassment prevention, and workplace safety. Participants will learn how compliance with the law affects policies and procedures within the organization. The training will focus on the following key topics as related to their supervisory duties: Fair Labor Standards Act, Equal Employment Opportunity Laws and Americans with Disabilities Act, the Family Medical Leave Act, NY Paid Family Leave and OSHA.

Learning Objectives

Become familiar with the basics of important employment laws including the Fair Labor Standards Act, Equal Employment Opportunity Laws, the Americans with Disabilities Act, the Family Medical Leave Act, NY Paid Family Leave and OSHA
Describe how compliance with the laws directly relates to consistent administration of the company’s policies and procedures
Recognize when employee situations can and should be brought to the employers’ attention

Target Audience | Supervisors and Managers

Course Length | 4 hours (varies based on activities and topics covered)

FMLA: Common Pitfalls for Supervisors/Managers

Course Description

This course provides a refresher on the basics of the Family & Medical Leave Act (FMLA), including who’s covered; employee rights and employer obligations; and how to handle leave requests. Additionally, through an interactive discussion of case studies, participants will learn common manager/supervisor pitfalls to avoid, including: ignoring the signs that an employee may need leave, failing to follow the organization’s leave policies and procedures, failing to spot FMLA abuse, over-sharing of information, over-communication with employees on leave, and retaliation.

Learning Objectives

Understand the basics of FMLA
Recognize signs of common mistakes managers/supervisors make that may jeopardize their organization’s FMLA compliance
Learn effective strategies to avoid these common errors
Review and understand their organization’s specific FMLA processes and procedures

Target Audience | Supervisors and Managers

Course Length | 2 hours

Making Tough Conversations Easy(er)

Course Description

This interactive course is designed to help managers overcome the issues that make them reluctant to have difficult conversations with employees. The training explores the causes and indicators of conflict, the supervisor’s role to foster positive communications, and a model for effectively managing difficult conversations. Attendees will have an opportunity to practice having tough conversations through various role play scenarios.

Learning Objectives

Define conflict and describe its impact on the workplace when handled ineffectively
Explain the importance of a supervisor’s ongoing communication and timely response to conflict with employees
Prepare effectively for tough conversations with employees
Apply the four-step tough conversations model to employee conflict situations

Target Audience | Supervisors, Managers and HR Professionals (can be customized for all employees)

Course Length | 2 – 3 ½ hours (varies based on activities)

Managing A Remote Workplace

Course Description

It has been just over a year since many organizations were thrust into a remote workforce due the COVID-19 Pandemic. Over the past year we have done our best to manage through this “new” world of work that appears to be transitioning into a more permanent work arrangement for many employers. In this session we will cover some tips strategies and best practices you can use to help keep employees engaged and accountable for the responsibilities of their role.

Learning Objectives

Recognize the implications of remote work during a pandemic.
Identify considerations a company should consider when moving to remote work.
Discuss the employee challenges along with the supervisor challenges in remote working arrangements.
Learn strategies and best practices for a successful remote workplace.

Target Audience | Supervisors and Managers

Course Length | 2 hours

Managing Workplace Negativity

Course Description

This course addresses the increasing incidence of workplace negativity brought about by workplace stress and ineffective management. The training will equip participants with insight and skills to address negative behavior on the part of employees. The course will review multiple types of employee negative behavior and will offer effective strategies to encourage a more positive outlook.

Learning Objectives

Define workplace negativity, as well as its causes and impact on the workplace
Identify the importance of responding – rather than reacting – to employee negativity
Evaluate one’s own behavior to ensure that it does not contribute to the negativity cycle
Describe various types of negative behavior and employ appropriate strategies to address them
Identify how to respond effectively when the source of negativity is beyond one’s control

Target Audience | Supervisors and Managers

Course Length | 2 – 3 ½ hours (varies based on activities)

Managing Across the Generations

Course Description

Learning Objectives

Gain an understanding of what is a generation and what factors influence them.
Define the four main generations in today’s workforce and the characteristics of each.
Understand the benefits of generational diversity and why it’s important to success in today’s business world.
Shift perspective from the often negative stereotypes associated with generations to a focus on the positive attributes each generation brings to the workplace.
Learn techniques for recruiting, motivating, communicating with, and rewarding employees from different generations

Target Audience | Employees, Supervisors, Managers and HR Professionals

Course Length | 2 – 3 ½ hours (varies based on activities)

The Power of Performance Management

Course Description

In this course, managers learn how fostering a feedback rich culture can improve performance, engagement and retention. Performance management should not be a once-a-year event, but a process that continues throughout the year. This session teaches managers how to establish an effective system for ongoing performance management including setting clear expectations, providing positive and constructive feedback as a motivator, enabling managers to better engage employees.

Learning Objectives

• Recognize the need for change from traditional performance management systems
• Describe the cycle of performance management
• Learn effective techniques for coaching, feedback and employee development to foster employee engagement
• Know the characteristics of effective feedback
• Understand the importance of proper documentation
• Learn how an organization’s values tie to an effective performance management process

Target Audience | Supervisors and Managers

Course Length | 2 – 3 ½ hours (varies based on activities)

Facilitating Conflict Resolution in the Workplace

Course Description

Managing conflict can be challenging for even the most seasoned professionals. This course provides strategies for effective conflict resolution. Participants will have an opportunity to explore how conflict impacts the workplace, look at their own conflict management tendencies and assess the most appropriate way to respond in a variety of situations. The course will also provide information on dealing with challenging employees and teach a process that managers can use to mediate conflict between direct reports.

Learning Objectives

Define conflict and recognize its impact on the workplace
Explain the five approaches to conflict management and their optimal uses
Assess my conflict management tendencies
Describe techniques for managing conflict with difficult employees or co-workers
List the principles and steps involved in workplace mediation
Analyze and prepare for a workplace mediation session

Target Audience
Supervisors, Managers and HR Professionals

Course Length
2 – 3 ½ hours (varies based on activities)

FMLA Basics

Course Description

This course provides a comprehensive overview of the basics of the Family & Medical Leave Act including who’s covered; employer obligations; how to complete FMLA documentation; tips on managing the FMLA process; and additional resources for compliance.

Learning Objectives

Learn who’s covered
Understand employer obligations
How to complete FMLA documentation
Tips on managing the FMLA process
Additional resources for compliance

Target Audience | Supervisors, Managers and HR Professionals

Course Length | 1 ½ hours

Preventing Violence in the Workplace

Course Description

This session introduces participants to “the new normal” in the workplace with respect to the potential for workplace violence. Participants will learn contributing factors, how to recognize the potential for violence in the workplace and how to avoid conflict and minimize the risk of violence. The session includes an optional video created by the Department of Homeland Security that will help viewers be equipped with how to handle an active shooter incident.

Learning Objectives

Recognize the potential for violence in the workplace
Understand how to avoid conflict and minimize the risk of violence
Learn how to handle an active shooter incident (optional video)

Target Audience | Employees, Supervisors, Managers and HR Professionals

Course Length | 1 – 1½ hours

Preventing Workplace Harassment

Course Description

Every employer in New York state is now required to provide sexual harassment training for all employees on an annual basis. This course meets all of the training requirements established by the state and also expands the discussion to include harassment based on any legally protected class. Participants will learn to recognize different types of workplace harassment and to determine behavior that is workplace-appropriate along with procedures for reporting complaints. The training will also emphasize the role and responsibilities of a manager in preventing and reporting harassment, as well as shaping a climate of respect. Preventing Workplace Harassment includes discussion of a variety of workplace scenarios that will help participants recognize key issues related to workplace harassment and to make informed decisions about the most optimal course of action.

Learning Objectives

Understand how to recognize harassment as inappropriate workplace behavior
Know the definition of workplace harassment
Be familiar with the Company’s complaint process for reporting potential harassment
Understand that supervisors and managers have a special responsibility to report harassment
Recognize appropriate workplace behavior, avoid disciplinary action, know their rights and feel secure that they are entitled to and can work in an environment of respect for all people
Be aware of all avenues for addressing workplace harassment

Target Audience | Employees, Supervisors, Managers and HR Professionals

Course Length | 1½ hours – 2 hours

Writing and Delivering Effective Performance Reviews

Course Description

Poorly written or communicated performance evaluations can hurt employee morale, damage relationships and potentially result in litigation against an employer. During this session, participants will learn how to document performance-related feedback throughout the year and how to translate those records into well-written annual reviews. The session also addresses strategies for effectively conducting a performance review meeting, how to write SMART goals and legal considerations when conducting reviews.

Learning Objectives

Understand the importance of maintaining thorough, timely performance documentation (both positive and constructive) throughout the review period
Be aware of the risks associated with inaccurate or inconsistent documentation
Learn to effectively write and use SMART goals for performance development
Know the strategies for conducting effective performance review meetings

Target Audience | Supervisors, Managers and HR Professionals

Course Length | 2 hours

Leadership Development

Employee Engagement

Course Description

In a workplace characterized by multifaceted challenge and rapid change, keeping employees engaged and positive is a critical factor in the success or failure of an organization. Improving employee engagement directly affects measurable business outcomes and employee morale. This course helps leaders build engaged teams by closely examining the key drivers of employee engagement and developing appropriate strategies to address each of those drivers. Participants will also learn techniques to re-engage employees who are showing signs of disconnection and demotivation.

Learning Objectives

Describe the factors that brought about the need for employee engagement initiatives in organizations
Define employee engagement, along with the characteristics of both engaged and disengaged employees
Explain the levels of engagement among employees
Describe the key drivers of engagement
Identify steps that managers can take to re-engage employees

Target Audience | Supervisors, Managers and HR Professionals

Course Length | 2 – 3 ½ hours (varies based on course activities)

Inclusive Leadership

Course Description

Not only is the composition of our workforce very different from that of the past generation – with increasing generational variation, ethnic minorities, immigrants and women – but it is also recognized that inclusive practices are essential for organizational growth, innovation and success. This course will provide an opportunity for managers to create a climate that enables all employees to contribute to their full potential, demonstrate mutual respect and regard differences as a strength, rather than as a deficit. The training will explore cultural and generational differences and will invite participants to challenge existing stereotypes, while focusing on strategies to foster high performance.

Learning Objectives

Define leader actions that contribute to a climate of inclusive leadership
Explain the business case for a climate of inclusive leadership
Describe the dimensions of diversity
Distinguish between generalizations and stereotypes
Make decisions based on guidelines of inclusive leadership
Set individual goals to develop a more inclusive leadership style

Target Audience | Supervisors and Managers

Course Length | 2 – 3 ½ hours (varies based on activities)

Managing Change in the Workplace

Course Description

Change is hard for most people yet change is inevitable. Failing to train managers on the change process and/or not having an effective communication plan in place are common mistakes made by many organizations that are going through change. This session provides participants with an understanding of why change is necessary and an easy-to-follow, five step process for successfully leading through change.

Learning Objectives

Understand the need for change
Learn a five-step change management process
Acquire strategies to become a “change champion”
Become familiar with the elements of communicating change

Target Audience | Supervisors and Managers

Course Length | 2 hours

HR Training

FMLA: Beyond the Basics

Course Description

For many HR professionals, it is necessary to know and understand the more sophisticated aspects of managing FMLA and the subtle nuances of interpreting employer obligations, as well as best practices for compliance. This course will review some advanced issues employers face when administering the FMLA at their workplace.

Learning Objectives

How to manage the practical FMLA issues, not just the compliance issues
How to use the employer protections in the law to your advantage
Important new FMLA court decisions
FMLA Frequently Asked Questions such as: Does workers’ comp leave count against FMLA leave? When is it legal to fire employees on FMLA leave? Does “a single 12-month period” differ from a year?

Target Audience | HR Professionals

Course Length | 1 ½ hours

Fundamentals of Workplace Investigations

Course Description

This course will enable participants to develop skills to handle workplace investigations effectively for harassment complaints, accidents and injuries, safety incidents, or other conduct violations. The training will review the steps required in preparing for, conducting and following up after an investigation of an incident, with emphasis on completeness, accuracy, objectivity and confidentiality. In addition, the course will address the importance of sound documentation, as well follow-up actions to ensure that the incident does not recur.

Learning Objectives

Describe the importance of conducting timely, objective investigations of workplace incidents
Explain the steps for conducting workplace investigations
Develop unbiased, open-ended interview questions
Know the steps of conducting an effective workplace investigation
Be familiar with how to properly document an investigation and draft a summary report

Target Audience
Supervisors, Managers and HR Professionals

Course Length
1 – 2 hours

I-9 Fundamentals

Course Description

Ensuring compliance with immigration laws, including proper completion and retention of the Form I-9, is critical to minimize the risk of costly fines and penalties. This course will provide participants an overview of the purpose and layout of the Form I-9, detailed instructions on how to properly complete each section, strategies for conducting a “self-audit,” and tips on staying organized and prepared in the event of an I-9 audit by USCIS.

Learning Objectives

• Know how to properly complete the Form I-9
• Recognize common mistakes made when filling out the forms
• Understand the risks associated with not properly filling out, retaining, or discarding I-9 forms
• Learn the steps for conducting a self-audit

Target Audience | HR Professionals and anyone responsible for completing I-9 forms on behalf of the Company

Course Length | 1½ hours

Understanding FMLA, NY PFL, ADA and Workers’ Compensation

Course Description

HR professionals effectively managing the interplay of these laws can ensure compliance, reduce benefit costs, control absenteeism, and reduce the risk of discrimination claims. During this session, participants will gain an understanding of FMLA, NY Paid Family Leave, the Americans with Disabilities Act, the NYS Human Rights Law and Workers’ Compensation Law, including the relationship between them all.

Learning Objectives

Understand NY Paid Family Leave and FMLA including covered employers, employee eligibility, rights and responsibilities for employers and employees and proactive steps for employers to take
Gain knowledge of the Americans with Disabilities Act and the NYS Human Rights Law as they relate to the protection of employees with disabilities, including disability definitions, reasonable accommodations, and avoiding discrimination claims
Awareness of Workers’ Compensation Law, including employer rights and obligations, back-to-work programs, recommendations to reduce absences, and reducing costs

Target Audience | Supervisors, Managers and HR Professionals

Course Length | 2 – 3 hours (varies based on activities)

Fair Labor Standards Act (Wage and Hour Overview)

Course Description

This session provides an overview of the federal Fair Labor Standards Act (FLSA) and New York state wage and hour law, include common “What If” scenarios to engage the learner in practical application of the content. Specific areas of focus include an explanation of exempt vs. non-exempt, permissible and prohibited deductions from an exempt employee’s salary, understanding compensable time, meal period requirements, overtime rules for non-exempt employees, and recordkeeping requirements under the law.

Learning Objectives

Explain the basic components of the FLSA, including employee classifications, compensable time, overtime, and recordkeeping
Define exempt and non-exempt, including the criteria to qualify under the FLSA’s white-collar exemptions
Recognize impermissible deductions that may jeopardize an exempt employee’s status
Know what counts as “hours worked” or compensable time under the Act
Understand overtime rules, including when overtime must be paid and what is included when calculating an employee’s regular rate of pay
Be familiar with wage and hour recordkeeping requirements
Apply strategies to ensure time records for non-exempt employees are complete, accurate and legally defensible, if challenged

Target Audience | Supervisors, Managers and HR Professionals

Course Length | 2 hours

Interviewing for Results

Course Description

The costs of a “bad hire” adversely affect businesses far beyond simply lost time and having to repeat the process. Some of the associated costs include; recruiting, training time, employee morale, lost productivity, and negative client experiences. This course is designed to provide participants with the skills and knowledge to make the best hiring decisions, including an understanding of how to prepare for an effective interview, permissible interview questions and how to develop behavior-based interview questions, as well as purposeful interview techniques, such as awareness of body language, seeking contrary evidence, and allowing silence.

Learning Objectives

Gain an in-depth knowledge of behavioral interviewing, including planning a logical, structured interview
Formulate behavioral interviewing questions to be used back at the office
Learn and practice interviewing techniques such as seeking contrary evidence and developing probing questions
Identify legal issues to consider during the interview and selection process

Target Audience | Supervisors, Managers and HR Professionals

Course Length | 2 – 3 ½ hours (varies based on activities)

Write it Down

Course Description

This session teaches managers that well-written documentation is critical for effective management of employees and support of employment and disciplinary decisions. It offers opportunities to practice documentation of both performance- and discipline-related discussions, as well as review a typical progressive discipline sequence. Participants will also learn the 6 W’s of correct documentation.

Learning Objectives

Explain the importance of consistent, thorough and accurate documentation of employee discussions in the workplace
Describe the characteristics of performance-related documentation
Define a progressive discipline sequence
Explain key points of discipline-related discussions
Document employee discussions by including the 6 W’s of documentation

Target Audience | Supervisors, Managers and HR Professionals

Course Length | 2 – 3 1/2 hours (varies based on activities)

Writing Effective Job Descriptions

Course Description

Job descriptions provide a foundation to support the entire life cycle of employment. Having well-written, up-to-date job descriptions that accurately reflect the duties of the position will assist employers with recruiting/hiring, performance management, and leave administration, as well as support compliance with various employment laws such as FLSA, ADA and EEO laws. This session will provide participants with an understanding of the importance of well-written job descriptions, knowledge of how to use job descriptions throughout the life-cycle of employment and tools to write effective job descriptions for each position in the organization.

Learning Objectives

Understand how job descriptions are used throughout the life cycle of employment
Describe how job descriptions support compliance with various employment laws
Recognize the importance of ensuring job descriptions are updated regularly and accurately reflect job duties
Learn how to write an effective job description

Target Audience | Supervisors, Managers and HR Professionals

Course Length | 2 hours