Contact Shea Geyer at email@example.com
Managers can make or break a potential litigation situation by the way they interact with employees. Human resources professionals can intercede to prevent risky situations, but only if they know about and focus on the most likely problems to arise. This session is not about the clearly racist, ageist or bullying manager who is easy to spot. The harder issues are those that are not so obvious, such as failure to start an interactive process discussion, overreacting to a social media post, or avoiding communications with a difficult employee rather than honestly confronting the employee.
Most litigation involves nuances, not direct proof, and managers create the nuanced context in which the litigation arises. Our focus will be practical, not theoretical, and aimed at honing the ability to spot issues before they fester. However, most of the scenarios we will use also involve legal matters that are undergoing new developments (such as the impact of the MeToo movement and legal movement governing return to work situations under the FMLA and the ADA). We will provide insights into these changes as well.
Registration: 8:00 - 8:30 am
Program: 8:30 - 10:00 am