ALL STAFF TRAINING All-Staff Respectful Workplace Training 90 minute Session Topics addressed: • Defining a Respectful Workplace • Avoiding Stereotypes • Diversity Challenges in Idaho • Diversity Gap – Group Exercise • Harassment and Discrimination – Interactive Exercise • Employee’s Responsibilities in Maintaining a Respectful Workplace • Review of Your Company’s Harassment/Discrimination Policy • Reporting Grievances Per session fee: MNW Members: $699/Non-Members: $775 Attendees: Approximately 30 attendees maximum per session MANAGEMENT TRAINING FUNDAMENTALS OF SUCCESSFUL MANAGEMENT MNW Members: $290 per attendee Non-Members: $325 per attendee Your supervisors and upper management positions serve as agents of the Company. To that end, they play a major role in business success, including but not limited to, ensuring a legally compliant and productive workforce. We believe that investing in education is a critical component of workforce success. The in-house Management certification course is designed for management and executive level positions. Most managers and executives are lacking in employment-related training. Others have received training that is not current with the ever-changing employment laws. Accordingly, it is recommended that all persons in a supervisory position as well as executive positions be required to receive this management training. The Fundamentals of Successful Management course could be likened to an employment law “boot camp.” It is comprised of a total training course of twelve hours. This can be broken into three half days, two 6 hour days or one full day followed by one-half day. While the training does not need to occur in consecutive days, the proximity must be close enough in time to avoid having to spend a great deal of time reviewing material at the beginning of each session. The course topics include the following (topics are subject to modification depending upon your Company’s additional training needs): Optional: Pre-test and post-test Topics Covered: • Leadership o Self-Assessment  Why are you a manager?  What is your communication style? o Group Discussion – Qualities of an Effective Leader o Divergent Expectations from Employees and Upper Management o Obstacles to Successful Leadership o Navigating Ethical Dilemmas as a Manager – Group Activities o The Role of a Supervisor from a Legal Standpoint o Individual and Corporate Liability Risks for a Supervisor o Becoming or Staying a Great Leader • Communication and Customer Service o Communication Styles as Barriers or Assets to Leadership o Strategies for Improved Communications o Legal Risk posed by Poor Customer Service (Internal and External) o Who is your Customer? o Defining Reasonable Customer Expectations o Communicating Customer Service Expectations o Developing your Ambassadors of Goodwill – Customer Service Strategies • Interviewing and Hiring Strategies o Analyzing a Position Prior to Posting o Applications versus Resumes o Effectively Reviewing Job Applications to Assess Risk o Preparing for the Interview o Finding a Qualified Candidate while Navigating the Legal Minefields o Pre-Employment Interview Guidelines  Proper vs. Improper inquiries  Legal Implications of Improper Questions  Handling Inappropriate Information that is Volunteered o Group Activity – Role Playing the Interview Process o Americans Disabilities Act and the Hiring Process • Privacy o In-depth analysis of federal and state privacy laws as applied to the employment setting  HIPAA  FMLA  ADA  Identity Theft  Invasion of privacy common law theories o Privacy issues relating to:  Voicemail/Telephone  Internet/Computer Networks/E-mail  Internal Distribution of Information • Employee Directory, Bulletin Boards, Fundraising, Medical  Personnel Records  References  Searches  Compensation data • Maintaining a Respectful Workplace o Fostering Diversity – What does this really mean? o Stereotyping o Group Activity – Diversity Gap Exercise o Current Case Decisions Interpreting Discrimination  Title VII  ADA  USERRA  ADEA o Harassment  Quid Pro Quo  Hostile Work Environment  Disrespectful Conduct vs. Harassment  Employer Defenses – Strategies to Protect your Organization  Group Activity – You be the Jury  Preventing Harassment/Discrimination in Your Workplace • Wage and Hour Essentials o Individual Liability of Managers o Who is an Employee under the Fair Labor Standards Act? o Top Violations of the FLSA o Exempt versus Non-Exempt Classifications  Review of exemption tests o Exempt Employees - How to Avoid Losing this Classification o Non-Exempt Regulatory Hotspots – Federal and State Laws  Travel Time  Training/Meeting Time  Deductions from Wages  Final Pay  Meal and Break Periods  Overtime o Addressing Unauthorized Overtime  Preventing Abuse of Overtime  Managers’ Responsibilities with Regard to Overtime Laws o Recordkeeping Requirements o Managing Wage Violations:  Clocking in for Others  Failing to Clock In or Out/Late check-ins or early check-outs  Working off the Clock – Passive duties • Managing Medical Conditions/Absences o Family Medical Leave Act  Individual Liability for Managers who Violate the FMLA  Employee Eligibility Requirements  Leave Entitlement  Serious Health Condition Defined  Understanding Intermittent Leave  Managers’ Obligations to Trigger FMLA paperwork  Medical Certification Processing  Return to Work  Managers’ Responsibilities in Complying with the FMLA  New Servicemember Amendment to FMLA – Effective 2008 o Americans with Disabilities Act  What does the Act prohibit?  Who is a qualified person under the Act?  Assessing job descriptions for legal compliance  Analyzing whether an accommodation is reasonable o Workers’ Compensation Overview o Group Activities – Navigating FMLA, ADA and W/C • Documentation and Discipline o The Importance of Being Documented o The “Write” Stuff – Good Writing is Good for Business o Preserving the At-Will Employment Relationship  Terms to Avoid to Protect your Organization o What to Document – The Facts, Nothing but the Facts o Managing and Communicating Expectations o Evaluating Performance o Assessing the Cause of Employee Misconduct or Poor Performance o Progressive Discipline – Evaluating Strategies and Legal Risks/Preventative Tips for Each Stage:  Counseling  Oral Warning  Written Warning  Suspension without Pay  Termination o Illegal Reasons for Disciplinary Action/Termination o Group Activities – Role Playing the Discipline Process o Review and Discussion of Workplace Misconduct Scenarios OPTION TWO – A LA CARTE TRAINING Most of the above topics can be condensed into two to three hour modules for management training purposes. Please select the topics from the following list: • Leadership   • Communication and Customer Service • Interviewing and Hiring Strategies • Discipline and Documentation • Maintaining a Respectful Workplace • Privacy Laws • Managing Medical Conditions/Absences • Wage and Hour Essentials   Pricing: MNW Members: • 10-20 attendees: $30 per person per training hour • More than 20 attendees: $25 per person Non-Members: • 10-20 attendees: $35 per person per training hour • More than 20 attendees: $30 per person Note for all Training Options: Your company is responsible for providing the training room. Printing costs shall be expensed to your organization. Outlying areas: Travel outside the local Treasure Valley area is billed at one-half the MNW or non-member hourly rate, whichever is applicable. Reasonable hotel and airplane ticket charges and/or automobile mileage incurred by the trainer will be submitted to your Company for reimbursement.