- On 15 October 2018
- Posted by Chantal Mariotti
Be a manager, go to jail! Managers are just as liable as ownership when it comes to employment law. The law does not differentiate between a manager and the company owner; therefore, the behavior of a manager must be impeccable, as in the eyes of the law, the manager is an extension of ownership. Additionally, the manager may be held personally liable, and named in a lawsuit.
Owners can get in trouble if their managers are not following employment law; and be hit with heavy fines for wage and hour violations, or legal fees when having to defend a harassment or discrimination suit. Managers should be fully informed and trained about all the employment laws in order to avoid potential lawsuits. This may include wage and hour laws, laws regarding time off, disability, discrimination or harassment, just to name a few. It is therefore vital that your management staff be provided with all of the tools and knowledge they need to be successful in their management roles, and to keep your company compliant and free from any potential claims.
Make sure you train and coach your managers to be the best they can be. (Some managers still want to “rule the workplace” with antiquated thinking and calling their colleagues “subordinates.” Coach your managers to be “leaders” that know how to motivate your staff and create a warm and inviting workplace for your employees). Managers who feel superior to their workers don’t thrive in the work environment and are likely to create a hostile working environment. Educate and train your managers to inspire your employees and lead by example. In doing so, your company can stay productive and thrive on teamwork and collaborative thinking.
We conduct one-on-one coaching sessions with managers and supervisors so they know how best to manage their people. Learning how to manage employees takes time and thorough training. Through one-on-one coaching sessions, managers and supervisors can get the right skills and experience needed to know how to act in certain situations. Whether it’s dealing with conflict or employee’s rights, managers should have the right tools in their belt to increase employee relations as well as the company’s bottom line.
Not all employees are easy to manage. Give your managers the tools they need to succeed in their leadership roles. There may be occasions when managers will have to work with employees who don’t respond well to rules and regulations, or with those employees who do not accept constructive criticism well. Make sure your managers are provided with the best HR practices possible to ensure that they know how to deal effectively and successfully with disruptive or uncooperative employees.
One-on-one sessions with your managers allow us to discuss true situations and help resolve. Real life scenarios are the best examples to work with. These sessions allow you and the other managers to come up with the best solutions to certain work situations. Through discussions and clear communication, everyone can be on the same page on how to stay compliant with employment laws, create a harmonious working environment and build a successful team environment.