247compliance is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
Knowing what to do in increasingly complicated employee situations can be difficult for even seasoned Supervisors and Managers, especially if there was never training. For a new Supervisor or Manager these problems are intensified. Further exacerbating the problem is that Supervisors and Managers often inherit a dysfunctional department and/or promoted to supervise those with whom they once were coworkers. In an increasingly complicated world of employee compliance in which HR struggles just to keep abreast of new developments, not teaching Supervisors and Managers the basics can be costly. After all it's the Supervisors and Managers who interact with employees on a day to day basis and every day is an opportunity for problems to arise that a Supervisor or Manager was never trained how to address. Even routine situations such as denying a seemingly simple request for a few days off can blow up into claims of a denied request for protected leave.
From a business perspective, training Supervisors and Managers in the basics of HR compliance; basics of employment law, how to write documentation and how to use the tools of employee development is the most cost effective action an employer can take to reduce risk and stave off unwarranted employment claims. From Supervisors and Managers perspective, managing from Day One is the most important thing either can do for productivity purposes, compliance reasons, employee development and engagement and also - to safeguard their own career. From an HR perspective, training Supervisors and Managers of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement. From an employee's perspective, having a Supervisor who is professional and well versed in the obligations of employers to their employees is a huge factor in employee retention. Because how an employer solves problems and helps people develop their careers is worth far more than a truckload of free food.
Basics of the Big Four of employment compliance- Title VII, FLSA, FMLA, ADAManaging from Day One - Using the 4 tools of a manager: Coaching, Performance Reviews, performance improvement plans and disciplineThe 12 elements of DocumentationWhat to do if someone is struggling doing their job for whatever the Reason - having a ProcessInheriting a Dysfunctional Department - Avoiding the PitfallsPreventing Harassment, Bullying and general DysfunctionWhat to do with Employee Complaints
Anyone who is a Supervisor or ManagerFront Line ManagersDepartment ManagersNew HR PersonsLocation ManagersAnyone newly Promoted into a Management PositionManagers who were Promoted from within their CompaniesSmall Business Owners
MBA, MS, specializes in solving company "people problems"