All employees must be taught to recognize and avoid harassment and discrimination. But managers have additional responsibilities.

In addition to learning about discrimination laws and what constitutes distinct types of discrimination and harassment,  managers must understand their significant role in serving as the employer’s first line of defense. Managers are in a unique role where they must exercise sound, discerning judgment to balance employee fairness. and legal compliance with legitimate business needs.

A manager is often unaware of the proper way to address an employee’s complaint or respond to a request for reasonable accommodation. Sometimes those in authority go too far and either volunteer “advice” or refuse an employee’s request without knowing whether such request is considered reasonable and thus required.

Our management training includes in-depth case scenarios where common employee relations issues are portrayed so that managers may learn to effectively communicate within the parameters of anti-harassment & anti- discrimination laws.

Helene Horn Figman also creates unique manager guides, which are distributed at the training and retained by the management attendees for future reference.

Aligning management training with company goals maximizes positive outcomes. Our sessions address performance management that is compliant with state and federal laws.

Workplace Awareness Training’s management coaching offers strategic, solution-oriented recommendations that strengthen trust and reduce risk across the organization. Helene Horn Figman, J.D., has demonstrated the ability to build trusted relationships across all levels.