2024 RLG (Free!) Training

As you fill your 2024 calendar, don’t forget that Roe Law Group offers one hour of free training each year for your managers, supervisors, and HR professionals. For 2024, we will be offering training on the following topics:

1. Reasonable Suspicion and Managing Marijuana in the Workplace: Drug and alcohol use can create significant problems in the workplace. Additionally, the increased legalization of marijuana has created considerable confusion as to what employers can and cannot do with respect to marijuana in the workplace. Reasonable suspicion training is critical for managers, regardless of whether your company has a drug testing policy. We will address how to identify substance use and abuse in the workplace and what to do (and not to do!) if reasonable suspicion exists, how to make employment-related decisions based on patterns of behavior, and how to manage employees in states where marijuana is legalized.
   
   
2. Effective Management of Employee Performance: Communication skills are critical for managers, who hear and understand employees’ concerns and manage performance. The purpose of documenting performance problems properly isn’t just to protect the employer in case a worker files a lawsuit. It’s also to show all the steps the manager has taken to help someone be successful. Thus, to effectively manage employee performance, a manager must effectively communicate and clearly document performance.
   
   
3. Retaliation Claims and Avoidance: A retaliation-free environment starts with leadership through action, backed by clearly defined policies, simple reporting procedures, and ongoing, interactive training. Retaliation training is an essential step in ensuring that managers and supervisors understand how to react accordingly to complaints and avoid taking any actions that could be construed as a form of retaliation against employees who experience harassment or discrimination, participate in an investigation, or engage in other protected activity.
   
   
4. Managing Accommodations and the Interactive Process: Knowing how to handle accommodation requests and engage in the interactive process can be an area of considerable confusion and frustration. This session is meant to demystify the accommodation process and help HR professionals identify accommodation requests and understand the importance of engaging in (and documenting!) the interactive process. This is a train-the-trainer topic so that HR can internally train their managers.