Training for Success
Issue #38
January 7, 2008
I just returned from the annual recurrent training that is required by my insurance company so I can continue flying high performance aircraft. As a pilot, I have been attending these three day events for many years, learning (and relearning) the skills it takes to safely and successfully navigate the skies.
On the trip home, it occurred to me that a company’s success in managing risk is largely dependent upon the training given to managers and supervisors as it relates to their roles in supporting the program. These individuals are on the “front line” for a company, and should understand the various rules and regulations that apply to the organization as well as to them personally.
Here are several areas that management may want to consider in training their managers and supervisors:
OSHA – Federal and State laws dictate that every employer has a legal obligation to provide a safe and healthful workplace for employees. Training here should include a review of the four-point workplace program set forth by OSHA as well as state-specific requirements. In some states, like California, the civil and criminal penalties should also be reviewed due to the personal nature imposed on managers and supervisors.
FMLA – Violations of Family and Medical Leave Act rules may result in personal liability for individuals meeting the statutory and regulatory definition of “employer” (e.g. supervisors, managers, officers). As noted in Section 825.302 (c), an employee giving notice of the need for unpaid FMLA leave does not need to expressly assert rights under the Act or even mention the FMLA to meet his or her obligation to provide notice. Without the proper training, an FMLA qualifying event may go unnoticed by a manager or supervisor due to their lack of awareness, with serious consequences.
ADA – The Federal Americans with Disabilities Act makes it illegal to discriminate against people with disabilities. Training here should include how to judge disabled candidates by their qualifications when recruiting, hiring, making promotions, or assigning tasks, as well as what is considered to be reasonable accommodations.
EEOC – The Equal Employment Opportunity Commission sets forth employment related laws that apply to most businesses. Training should include an overview of the EEOC and how the laws apply to your business. A review of the common tools available to employers for avoiding lawsuits should also be included.
Sexual Harassment – Training in this area is required in some states, and also carries with it certain personal liabilities that supervisors and managers need to be aware of.
It is interesting to note how these five areas interrelate, even on something that at first appears as simple as a work related injury with time off.
I feel so strongly about the importance of training and the relevance of these issues that we have created “The Managers Toolkit” to train managers and supervisors on these five topics. The training can be done on site in two hours for a single individual or a group.
Imagine the improvement that a team trained in these areas would have in supporting your company’s risk management program. After all, if we don’t teach them, how are they to know?
Kempkey Insurance Services provides insurance and risk management consulting to growth oriented businesses. Ed Kempkey may be contacted by email at ed@kempkey.com or by phone at (888) 536-7539 extension 2188.