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If you're a manager, you already know that disciplining employees is one of the most difficult parts of your job. But, documenting performance is essential in correcting performance problems and protecting yourself as a manager. This interactive course provides steps to ensure solid, consistent documentation procedures throughout your company. Using the FOSA™ process, managers will possess the tools to effectively and legally address performance issues.

Your managers are legally obligated to understand and enforce company employment policies and procedures to reduce the chance of discrimination and lawsuits. Workplace scenarios illustrate that taking critical precautions and having a clear understanding of the law will minimize employment discrimination and maximize equal employment opportunity.

Managers have a lot on their plate these days. They are expected to hire the right people for the job, coach and motivate their employees, anticipate problems before they occur, and get their own workloads completed on time and within budget. If this seems like a lot to focus on, it’s not all. We also need them to keep themselves and the organization out of court. Managers and supervisors make decisions every day that impact the lives of the people throughout the organization. They have an obligation to make sure those decisions don’t result in a lawsuit. This is a lot of responsibility for managers. It’s the Law™ can help them put the legalities of management into perspective and keep the organization out of the courtroom.

Maintaining a respectful workplace is critical to your organization’s success. How do you work with an employee who gossips and spreads rumors which have been detrimental to some working relationships?

Being a manager or supervisor is a fulfilling role. But as you know, there are times where you’ll need to tackle tough situations. When it comes to working with an employee who doesn’t interact well with others, you need to clarify the employee’s role and expectations in your own mind, and then clearly and specifically relay those expectations to the employee.

You have an employee who works hard but doesn’t get the results you want. You’ve discovered the problem is the employee doesn’t understand what’s expected to do the job correctly. How do you work with an employee who doesn’t understand expectations?

Whoever said that managing others was easy? For instance, an employee complains to you that their raise was less than expected. You need to take time to address the issue. How do you work with an employee who is dealing with anger because of a lower-than-expected pay raise?

There are times, when employees don’t perform their jobs up to our expectations for a variety of reasons. It’s your job, as a manager, to communicate and reinforce those expectations and find appropriate solutions, when those expectations are not met. How do you work with an employee who is not performing up to your expectations?

A conflict between two or more employees is causing problems. For most managers or supervisors, the toughest part of dealing with conflict is making the decision to do something about it. So, how do you work with employees to resolve team conflict?

Creating a respectful and inclusive workplace is vital to the success of our organization. Religious discrimination is illegal. All claims of religious discrimination must be taken seriously and properly addressed to ensure that this does not happen in the workplace. But let’s say an employee comes to you and complains that they’ve been discriminated against because of their religion. What do you do?

There are times, when employees don’t perform their jobs up to our expectations for a variety of reasons. It’s your job, as a manager or supervisor, to communicate and reinforce those expectations and find appropriate solutions, when those expectations are not met. You have discovered an employee who makes an unacceptable number of mistakes. What do you do?

Performance-based terminations should never come as a surprise to your employees. Despite all your efforts, you still may not see the type or quality of improvement needed, and the only option left is to sever the relationship. However, by now, you should have clearly documented what you did to help the under-performing employee improve. What's the next step?

You have an employee who seems disinterested, apathetic, or just isn’t putting forth the effort. What do you do? This course provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.

You have an employee who’s missed too many work days. What do you do? How much absenteeism is tolerated depends on your organization’s policy. This course provides the just-in-time information and tools needed to help a manager address the absenteeism while maintaining a respectful workplace.

Wage and hour laws were created in accordance with federal and state laws and are designed to take care of our employees. These policies apply to everyone within the organization and give management the opportunity to address issues immediately, which helps create an atmosphere of fairness for everyone.

Communicating plans for change in the workplace is no longer just an event or an initiative. As a manager or leader, you'll need a strategy and a plan. This course provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.

You’ve got an employee who consistently ignores certain safety rules and needs to understand safety regulations must be adhered to. What do you do? This course provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.

A change has been made in your area and, unfortunately, an employee is not accepting the change. What do you do? This course provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.

You’re aware an employee is having some personal problems and you feel they’re affecting their work. What do you do? This course provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.

You have an employee that's making and receiving too many personal phone calls during work hours. What do you do? This course provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.