AlphaStaff takes closer look at programs managers need in New Year.
Fort Lauderdale, Fla. - December 14, 2011 -- Worksite training is a must for companies wanting to improve administrative efficiency and ensure compliance. Not only can the right worksite training reduce costly HR-related litigation, it can help revitalize a company’s workplace culture and organization as a whole.
With the New Year right around the corner, AlphaStaff Group, Inc. (“AlphaStaff”), one of the nation’s largest professional employer organizations (PEO), has taken a look at training programs by area and offers the following advice:
1. Anti-harassment and diversity training -Diversity training must be all-inclusive, not limited to supervisors and managers but should extend to every employee in the organization. This is critical because it gives everyone the tools to identify, report and stop discrimination and also demonstrates that the employer is committed to fairness. Lastly, it can also prevent costly litigation should it occur and help bolster an organization’s legal defense. In terms of potential savings and improved productivity, diversity training is perhaps the most important component in today’s overall training equation.
2. Employee life cycle training -Training for managers as it relates to hiring, the employment stage and termination should have a clear focus and can be done in multiple sessions or one long session and should be followed with a series of refresher courses, as this can help limit potential legal action and protect employers when suits are filed.
a. Hiring -Managers should be informed about what can and cannot be asked in interviews; issues related to background checks and discrimination should be fully examined.
b. Employment stage -Managers should be trained on the value of coaching versus counseling; they should be informed about language to avoid, the importance of encouragement, and the legal requirements related to asking employees to work overtime. Ultimately, good training in this area can help to transform an organization’s culture, improving productivity.
c. Termination -Managers must be trained on the correct procedures involved in every state of the process. For instance they must review and understand the need for thorough documentation and the importance of communication. Smaller, specific details must be discussed in training as well, such as the fact that every termination meeting should include at least two management level employees, the need for security should be evaluated, and IT issues regarding access to email and files must be anticipated. Utilizing a progressive discipline process can limit uncomfortable separation meetings, as well as provide vital support for litigation/unemployment hearings.
d. Overtime - Overtime has become a hot employment topic. The bottom line for employers is –they must pay employees if they work the time. The Department of Labor requires that employees covered by the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of 40 in a workweek of at least one and one-half times their regular rates of pay; however there are some exceptions to this rule. Although this is clearly defined, employers can institute a policy that overtime must be authorized and employees may be disciplined for working unauthorized overtime but they must be paid for the time worked. Employees should not work off the clock and managers should not suggest it.
3. FMLA/ADA/Workers' compensation training -Good training can help avoid litigation and detect fraud, contributing to a stronger bottom line for employers. FMLA and ADA are difficult to navigate but it is vital for organizations to understand and recognize the signs when an employee is eligible for these protections. When it comes to workers’ compensation, HR leaders face significant challenges as they navigate a host of complex issues. Managers should be trained on key issues such as fraud detection, the proper process for filing claims and it will also make them more likely to follow the rules.
4. Conflict resolution training -This is an immediate priority -for the first time there are four different generations working side-by-side in the workplace. Role play is one of the best and most effective ways to act out situations and prepare managers in the event they should have to deal with various conflicts in the workplace. When handling an employee complaint, managers should: listen politely, allow the employee the chance to be heard, acknowledge the employee’s feelings, maintain confidentiality to the extent that they can, contact HR immediately, follow up with the employee using HR’s instructions and be sure to monitor the worksite to make sure the behavior is not recurring. Managers should not: agree with the employee, investigate/discuss the matter with other employees, promise to fix the problem, ignore the complaint, treat employees differently or retaliate. Mutual respect and apologizing also goes a long way in conflict resolution. A manage r's role in preventing and resolving conflict is to set the tone for a respectful workplace, recognize harassment and discrimination, and report those behaviors.
When it comes to worksite training, if not implemented correctly, the costs associated are great not just in dollars but in morale and productivity. By being proactive in their approach to training, communication and policies, employers can truly make their managers better prepared and their employees feel protected and supported.
About AlphaStaff
AlphaStaff Group, Inc., a full range of human resource outsourcing (HRO), delivers services to small and medium sized businesses and mid-market companies through a shared employment model. The company specializes in helping companies save money, time and free up administrative resources while reducing risk and ensuring compliance. Unlike other Professional Employment Organizations (PEO) or HRO providers, AlphaStaff has a unique, coordinated delivery approach as they work exclusively with insurance broker partners to distribute services. AlphaStaff’s experienced HR professionals deliver personal and flexible service to more than 1,300 client companies in the U.S. For more information, visit http://www.alphastaff.com.
Media Contact:
Kristy Kennedy
AlphaStaff Group, Inc.
800 Corporate Drive
Suite 600
Ft. Lauderdale, FL 33334
305-448-5839
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