Are you Training Your Staff on Employment Law in Q1? NJBIZ Article by John L. Shahdanian, II Explains Why Your Answer Should be Yes

“By prioritizing manager training in Q1, HR professionals and business owners can help ensure that their organizations remain compliant with employment laws and are well-prepared to handle any challenges that may arise throughout the year.” 

John L. Shahdanian, II, Chair of the firm’s Labor & Employment group and a founding Director of the firm, explains why business owners and HR professionals should use Q1 as the time to train managers on federal and state laws about leave, disability, discrimination, harassment, termination and liability, in the NJBIZ article “Why HR, business owners should resolve to train managers in Q1.”

As John points out, proper training can prevent costly legal issues and ensure compliance with federal and state laws, which is essential for effective risk management.

“I find that using real-life scenarios to illustrate the application of laws and policies really helps managers understand the practical implications of their actions. It’s important to tie case studies into a review of current federal and state laws that apply to employment, and answer questions from the group. Part of this training also depends on the company’s employee handbook and policies, which may need to be updated to stay current,” John says in the article.

Failing to provide adequate training can lead to several negative consequences, including:

• Legal Liability: Employers may face lawsuits for non-compliance with laws regarding leave, disability, termination, antiharassment, retaliation and so on. This can result in costly settlements, legal fees, and damage to the company’s reputation.
• Employee Morale and Retention: Poorly trained managers may mishandle situations, leading to employee dissatisfaction, decreased morale, and higher turnover rates.
• Operational Disruptions: Mismanagement can disrupt business operations, leading to productivity losses and increased absenteeism.

The full article can be read at NJBIZ (subscription may be required).