Dickinson, Mackaman, Tyler & Hagen, P.C.

Overview

HANDLING EMPLOYEE COMPLAINTS LIKE A FIRST RESPONDER

When employees have problems at work, they often turn to a supervisor for help.  Supervisors also sometimes observe problems in real time.  Do your supervisors know what to do when trouble bubbles?  This session tells it like it is suing the analogy of the supervisor as a paramedic for employee problems.  Paramedics, or rather supervisors, will learn their role in:

  • Identifying "complaints" that need first aid

  • Completing the 8 specific tasks of the paramedic-supervisor 

  • Handing-off to the investigator

  • Making "treatment" decisions 

  • Conducting follow-up check-ups

Audience: Supervisors, managers, HR professionals, and business owners.

Length:

  • 2 hours with interactive exercises.

  • 60-90 minutes without interactivity

 

HOW TO DOCUMENT, DOCUMENT, DOCUMENT

Most supervisors know the management mantras "document, document, document" and "if it's not written down, it didn't happen." But judging by what we see, not all supervisors know when, what, how, where or why to document employee matters. Don't let your supervisors fall into this gap.  This session will teach them:

  • The purpose of documenting employment matters and uses made of that documentation

  • What should be documented, what should not, and how to tell the difference 

  • When to document the art of bootstrapping

  • How to document, through the use of role play and case study

  • Where to record and retain documentation

 

AVOIDING LAWSUITS WHEN DISCIPLINING AND TERMINATING EMPLOYEES

The risk of employment litigation is most acute when disciplining employees.  Ignoring problems until they reach a boiling point will not make discipline of termination any easier.  This session will increase supervisors' comfort level with discipline and termination decisions as they learn low-risk methods to evaluate and deliver those needed messages. We'll cover:

  • The erosion of employment-at-will

  • Unlawful reasons for adverse actions (substantive liability)

  • How to reduce risks that arise during disciplinary and termination meetings (procedural liability)

  • Checklists to use for disciplining/termination for performance, conduct, and attendance 

Audience: Supervisors, managers, HR professionals, and business owners.

Length:

  • 1 hour with interactive exercises

  • 30 minutes without interactivity

Presenters: Licensed attorneys practicing in employment law

Cost: Varies, based on location, customization, and number of sessions

Contact: For more information or to schedule a session: 

  • Call 515-244-2600

  • Email training@dickinsonlaw.com

© 2018 Dickinson Mackaman Tyler & Hagen, PC