The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for 6 HR (General) recertification credit
Viewing this 6-Hour Virtual Seminar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.
Knowing what to do in increasingly complicated employee situations
can be difficult for even seasoned Managers and Supervisors, especially
if a Supervisor has never had training.
For a new Supervisor these
problems are intensified. Employee problems easily morph into
compliance and legal challenges and often with lighting speed while the
Managers and Supervisor is still trying to get a handle on problematic
Many have never been trained in even the rudimentary
basics of employment law and therefore do not even recognize problem
situations or their resultant pitfalls.
Nevertheless, by the time
an employee problem reaches HR, a level of liability has often been
created. How an employer handles such problems, can either limit or
increase liability. Further exacerbating the problem is that Supervisors
often inherit a dysfunctional department and/or are promoted to
supervise those with whom they once were coworkers.
and Supervisors don't know how to avoid problems and the HR Dept.
doesn't know how to recognize or fix problems, what can be solved as
say, a mere miscommunication, can quickly turn into a costly lawsuit.
this in mind, the instructor will take attendees through best practices
to prevent litigation and general dysfunction by ensuring compliance
with HR laws and employee relations and management practices from a
Manager and Supervisor perspective.
Why you should attend
- Why it's crucial to Manage from Day One
- 12 rules for documentation
- Why Wage and Hour is problematic
- Recognizing leaves of absence
- What to do if someone is struggling doing their job for whatever the reason - having a process
- What to do with employee complaints
- Preventing harassment, bullying and general dysfunction
- Using the 4 tools of a manager; coaching, performance reviews, performance improvement plans and discipline
- Using performance management tools to help remove the fear from managers in managing the performance of, or taking employment actions towards low performing or problem causing employees
- How to manage an employee who has complained
- Inheriting a dysfunctional department - avoiding the pitfalls
Who Will Benefit
- New HR Staff
- Front Line Managers
- Department or Branch Managers
- Anyone newly Promoted to a Management Position
- Managers who were Promoted from within their Companies
- Small Business Owners
- Basics of the Big Four of employment compliance- Title VII, FLSA, FMLA, ADA
- Leaves of absence
- Basics of wage and hour
- Recognizing harassment and discrimination
- The elements of documentation
, MBA, MS, SHRM-SCP specializes in solving company "people problems."
Teri is the founder and President of Hindsight Human Resources.
Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.
Certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.