Ogletree Deakins Learning Solutions™ works with human resources and management to deliver customized training options to align with your strategic goals. No matter the obstacles, this team is the “one-stop source” for all of your training needs.
Through training and focused discussion, enhance your organization's communication in the following ways:
Understanding, prevention, and intervention:
Additionally, we have developed the following customized training to assist HR and management to:
In is EEOC approved harassment and bullying prevention program, supervisors will learn the steps needed to recognize, prevent and end harassing and bullying behavior and the actions needed to create a respectful workplace.
In under 20 minutes, your employees will learn what harassment is and what it is not with an innovative teaching methodology using Tim's Harass-DetectorTM . You will not see cheesy harassment scenarios. Rather, real testimonials from real people explain harassment and bullying. Your organization's harassment policy and reporting procedures are the foundation of this customized video.
Supervisors will learn what they can and cannot say to employees about unions, and what union organizers can and will say to employees to get them to sign a union authorization card. Supervisors will also learn to recognize the early warning signs of union organizing.
Supervisors will learn the skills necessary to deal with labor unions on a day-to-day basis, including how to effectively manage under a collective bargaining agreement, how to interpret the contract to avoid disputes, and how to make their discipline and discharge decisions stick.
Ever feel like you’re jumping through hoops when it comes to employee leaves? You are not only dealing with the FMLA, you may have a crossover with the ADA or workers’ compensation laws. With so many federal and state regulations, it is difficult to handle employee leaves legally and effectively. This course is a must for every supervisor who has to deal with employee absences.
Tired of having your discharged employees “stick it to you?” Supervisors will learn how to effectively investigate and document discipline and discharge decisions so that when challenged, their decision has a better chance of being upheld.
One of the biggest challenges in every organization is communication. You said one thing, the employee or manager heard something else. You think they “got it” – but they didn’t absorb a word you said. Learn Tim’s tips and tricks that he developed as an HR professional and attorney to better communicate with colleagues, employees, and management in your organization.
Supervisors not only have to know how to manage, they need to spot potentially thorny employment issues. In this introductory course, supervisors will learn the basics of discrimination laws, the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), wage and hour laws, harassment, how to prevent retaliation claims, and may other employment laws they must know.
Katrina’s engaging, dynamic, and interactive presentation style is coupled with an ability to explain complex legal topics in uncomplicated ways that employees can understand and learn from. Katrina uses everyday and real life examples to provide managers, supervisors, and employees with practical insights and guidance to help them create and maintain respectful workplaces that are free from harassment, discrimination, and retaliation.
Many lawsuits brought under the Americans with Disabilities Act and the Family and Medical Leave Act are filed because employers fail to spot potential issues or mismanage important processes. This training session focuses on understanding the legal requirements under the law, the practical steps necessary to comply with those requirements, how ADA and FMLA issues frequently arise after workers’ compensation claims have been filed.
This training session covers all forms of harassment and discrimination, and explores how employees can find themselves violating discrimination laws without realizing it. This session explains the relevant federal and state laws regarding harassment and discrimination and addresses the importance of stopping inappropriate behavior before it escalates.
Bullying was bad in the fourth grade, it’s bad in the NFL, and it’s bad for workplace cultures—setting people against each other, distracting them from their jobs, and exposing employers to bad press and costly lawsuits. Attendees learn how to recognize bullying in all of its forms and the best practices to handle bullying before it leads to a workplace violence incident.
This training focuses on how racially-charged events in the news have elevated the need to develop competencies among all employees that will facilitate the creation of integrated work cultures. This presentation outlines the best practices for having respectful conversations at work about race relations and for combatting stereotyping and implicit bias, in addition to the short-term and long-term effects of not addressing these issues.
This seminar addresses best practices in responding to administrative charges brought by the U.S. Equal Employment Opportunity Commission and the state agencies charged with enforcing discrimination and harassment laws. The presentation covers how to handle pre-response investigations, avoid the most common response mistakes, prepare for on-site interviews, and conduct mediation at the administrative level.
This training covers the basics of federal and state law on harassment and discrimination, with specific reference to company policies, but also addresses non-legal aspects of treating employees respectfully and the corresponding impact to the bottom line. The training helps attendees identify behavior that runs afoul of the law and company policy, with an explanation why and includes best practices to make the work environment more respectful. Luther also provides refresher trainings where management and nonmanagement employees use hypotheticals to fully understand the impact that failing to report discriminatory or disrespectful conduct has on the company and the workforce.
Employees are increasingly using social media while at work and/or to discuss their complaints about their workplaces and their supervisors. This session focuses on understanding how to regulate employee social media usage on and off the job without violating employee rights.
Many supervisors report that they have never received comprehensive training about all the concepts and responsibilities that apply to managerial roles. This training covers all the major phases and principles of supervision and examines the best practices of successful supervisors. This training also covers leadership principles and skills.
One out of every six violent crimes occurs in the workplace. Employees, customers, and other third parties are increasingly acting out in ways that devastatingly alter their lives and the lives of their coworkers. This presentation addresses the five distinct elements of a comprehensive plan to prevent and address workplace violence, including recognizing behavioral markers.