2025 RLG TraininG FOR CLIENTS

As you fill your 2025 calendar, don’t forget that RLG offers clients one hour free training each year for your managers or HR professionals. This year we will be offering training on the following topics:

Documenting Performance: The Good and the Not-So-Good

Click here for the “Documenting Performance” PowerPoint

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.

Understanding the Pregnant Workers Fairness Act (PWFA)

Click here for the “Understanding the PWFA” PowerPoint

Here we will help your HR professionals understand and ensure compliance on providing necessary accommodations for pregnant workers. This session will include discussion of the essential topics like reasonable accommodations, employee rights, and how the PWFA interacts with other employment laws such as ADA and FMLA.

Reasonable Accommodation and the ADA: How to Identify and Correctly Engage in the Interactive Process

Click here for the “Reasonable Accommodation and the ADA” PowerPoint

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.

Reasonable Suspicion: How to See, Document, and Deal with Employees Under the Influence

Click here for the “Reasonable Suspicion” PowerPoint

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.