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Training may be nonexempt even for exempt staff


Do you offer an extended training period for newly hired workers who will be performing high-skill, exempt administrative jobs? If so, you may have to treat them as hourly workers during the training period when they are not actually performing work, but learning how to do their new jobs.

California expands requirements for anti-harassment training


In October, Gov. Jerry Brown signed Senate Bill 396 into law, expanding the subjects that must be covered in California’s mandatory sexual harassment training for supervisors.

How to properly train a new employee


Good training doesn’t just happen. It’s the result of careful preparation and a well-developed supervisory system.

Who says onboarding can’t be fun?

Some employers enliven their onboarding process with games, quizzes and other activities that inform while they entertain. Here are some real-life examples.

Harris County, Texas official must take harassment training

The chief of the Harris County, Texas prosecutor’s Misdemeanor Department has been disciplined for making inappropriate comments to female employees.

Ensure training programs are equal opportunity

Make training available to everyone who may benefit. Be sure there’s no hidden bias behind choosing who gets to take part. If members of a protected class routinely miss out, expect a lawsuit.

Is HR your ‘manager complaint department’?

HR people realize it’s part of their roles to help supervisors deal with employee issues. But what should HR do with managers who go overboard, reflexively dumping even the smallest of their employee concerns and complaints onto HR?

Mandatory training for all staff isn’t retaliation

An employee may feel singled out when HR holds a training session to address something that employee did. But that doesn’t make it retaliation.

Document that you held anti-harassment training

It’s easier to defeat sexual harassment lawsuits if you have a robust anti-harassment policy and let employees know exactly how to use it. The key is to prove that the worker knew about the policy but failed to use it.

EEOC weighs in: Most sexual harassment training doesn’t work

The EEOC receives over 30,000 harassment complaints each year, and that may just be the tip of the iceberg. One EEOC-com­­missioned survey found that three out of four employees who experience harassment never complain through their employer’s established channels.
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