While reinforcing and updating skills that build a long-term awareness of union and employee relations issues are addressed in our Positive Employee Relations course, this refresher course emphasizes latest liability trends.

This is a hands-on workshop to help managers and supervisors view the work environment from an employee’s perspective and understand what can contribute to a negative work environment.

Possible Topics Covered [based on client preference] can include:

• Awareness, Sensitivity and Conduct

• Appropriate Communication

  …

Post-merger or acquisition, a critical next step is to immediately promote one culture and to re-set a baseline for consistency in both compliance and management. Most mergers fail at the people integration phase so achieving long-term buy-in of a shared vision must be accomplished quickly and in the most dynamic way possible.

Rather than focusing on harassment/discrimination investigations, this version of The Doorway to Successful Workplace Investigations focuses on enhancing existing foundations of critical investigation skills related to potential code/corporate compliance topics.

This course provides contractors and their managers and key teams with the strategies and steps to enable compliant and effective federal contracting.

This interactive and practical training focuses on best practices to prevent insider trading and protect non-public information.

Successfully conducting business and reducing legal risk and other problematic situations in the United States requires a fundamental understanding of the country’s relevant business laws, the Uniform Commercial Code and compliance best practices.

This interactive, practical course provides essential training to your supervisory employees in everyday language regarding your code of conduct and how it applies to them as leaders.

In our interconnected 21st century world, organizations rely heavily on data that travels through cyberspace — sent and accessed from myriad locations and electronic tools.

During the recruiting process, unexpected problems can plague recruiters and managers on a daily basis. When dealing with applicants and/or attempting to manage I-9 documents and verification procedures, recruiters and managers may unknowingly create problematic legal situations that evolve into expensive government investigations and lawsuits.

It has been over fifty years since the enactment of the Equal Pay Act. Yet the issue of pay equality has never been more prominent in the news and the legal compliance field.

Seyfarth at Work’s Managing for Results program drives real results. This development program equips managers to improve performance with confidence and clear, simple strategic steps.

Often organizations find a need to focus on one protected category. From gender sensitivity and sexual orientation issues to the myriad of religious harassment challenges to disability concerns, this course provides an in-depth review of a single identity group, while also covering key related topics such as retaliation, reporting and confidentiality.

This course addresses the most recent civility promotion and workplace harassment issues through interactive exercises, case studies, and scenarios.

Recent surveys show that approximately one-third to one-half of all employees in U.S. workforces are subject to some form of bullying. Employers have seen bullying produce immediate and long-term legal and safety risks, including a dramatic slippery slope leading to harassment or discrimination-like conduct and actions. In addition, bullying and workplace intimidation can result in increased stress among employees, absenteeism, decreased morale, poor performance, loss of productivity and higher than normal attrition.

This course fulfils the requirements of SB-3, Public Ac No. 19-16, which amends Section 1, Section 46a-54 of the Connecticut General Statutes to require employers with at least three employees to provide two hours of sexual harassment training to all employees within six months of hire.

This course fulfils the requirements of HB 360, which requires employers with 50 or more employees to provide sexual-harassment training for all employees and supervisors within one year of their start-date and every two years thereafter.

This course fulfils the requirements of SB 75 and the Illinois Human Rights Act (“IHRA”), which requires employers with one or more employees working in Illinois or interacting with employees in Illinois to provide sexual-harassment training annually for all employees.

This course fulfils the requirements of SB 6577 of New York State, which requires every employer in New York State to provide employees with sexual harassment prevention training annually.