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How to Design and Implement an Effective Training Program
Every business needs to create and maintain a respectful workplace free of harassment. When considering best practices for anti-harassment measures, the focus should be on prevention.
In addition to maintaining anti-harassment policies and complaint procedures, businesses must provide workplace harassment prevention training to all levels of employees.
Join us on Tuesday, January 31 when Michael A. Shadiack, Esq., Chair of the Employment Practice Group of Connell Foley LLP will present an engaging, practical, and informative program for businesses on how to design and implement an effective training program.
- Who? – Which employers are required to provide such training, and which employees must attend the training;
- What? – What is the importance of the training, and what benefit does the training provide to employers;
- Where? – Where should the training be conducted, how many sessions should be conducted, and should supervisory and non-supervisory employees attend the same training session;
- When? – How often should employers conduct such training; and
- How? – What key information must be conveyed to employees about their legal rights and responsibilities, company policies, and best practices.
Breakfast, Networking & Registration begins at 8:00 a.m. with our program starting at 8:30 a.m.
Michael Shadiack is the Chair of Connell Foley’s Labor and Employment Practice Group. Representing a broad spectrum of employers and management personnel in the private and public sectors, he provides litigation defense and dispute resolution, as well as preventive compliance counseling and training.
“The ART of advocacy,” Michael’s motto, is a nod to his approachability, responsiveness and trustworthiness in the full range of employment services he provides. His diverse client base includes: privately owned and operated businesses; international, national and regional corporations; nonprofit organizations; higher education institutions; municipalities; public agencies; multi-employer trade associations; and commercial employment practice liability insurance firms.
Michael partners with management personnel to provide guidance and solutions on the many issues and challenges facing employers, including: employee hiring, disciplining, and discharging; wage and hour compliance; management of employee medical leaves of absence and workplace accommodations; implementation of strategies to avoid and respond to workplace harassment and discrimination; whistleblower retaliation; drug and alcohol testing; personnel file management and recordkeeping; reductions in force; performance evaluations; and preparation of separation and release agreements, and noncompetition agreements.
Michael has an outstanding track record of successful outcomes as lead counsel on behalf of employers in all aspects of litigation in state and federal courts, before state and federal administrative agencies and in arbitration and mediation proceedings.
Michael also provides employers with practical, comprehensive and preventive recommendations on substantive personnel and benefit issues to ensure compliance with current statutory and common law requirements. His services are customized to the client’s industry, locale, workforce and business practices. His cost-effective, on-site training programs on all aspects of employment law encompass workplace harassment prevention, managing employee leaves of absence, hiring and firing best practices and procedures, avoiding retaliation and discrimination in the workplace, employee discipline, performance evaluation best practices and social media in the workplace. He is a highly sought-after and featured presenter to human resources and management representatives, as well as in-house counsel, regarding these important human resources topics, and the steps employers can take to avoid or reduce the risks of litigation.
As a significant component of Michael’s preventative counseling, he drafts and updates employee handbooks to accomplish four primary objectives: (1) clear communication with employees; (2) administrative efficiency; (3) best employment practices to avoid or minimize workplace disputes; and (4) proactive measures addressing changes in laws, liability trends and business climate.
Michael also represents employers during contract and grievance arbitrations and collective bargaining negotiations, defends against unfair labor practice charges, prosecutes employee disciplinary appeal hearings, and assists employers with NLRA and New Jersey Public Employment Relations Commission compliance to avoid administrative charges.
For more information please visit https://www.connellfoley.com/professionals-michael-a-shadiack