Training Your Workforce

2004-2005

You can’t afford not to train

If your doctor knew how you could improve your physical health and lower your medical bills, you would expect him to tell you. If your dentist knew how to keep you from ever getting another cavity, you would be stunned to learn that she kept the information to herself just so she could keep pulling teeth.

We want you to know about the training services that we offer because we know that you can substantially limit your legal exposure, increase your employees’ job satisfaction, and reduce your employee turnover by training your employees in the areas of legal compliance and good management skills. So, why is convincing some people to do training like pulling teeth? We think that it’s because people don’t always see the connection between good training and good business results.

The legal case for training

The old corporate excuse that "training is too expensive" has met a new corporate reality: "not training is too expensive." Failing to train employees and managers can lead to increased litigation exposure, increased risk of losing a case, and increased damages when companies do lose.

Several years ago, the United States Supreme Court completely revised how plaintiffs prove and defendants defend workplace harassment claims. While the news for employers was generally bad, the Court gave employers a way to mitigate the harm: training. Employers can assert an affirmative defense in a workplace harassment claim, e.g., if they have developed a policy against harassment, have an effective way for employees to report harassment, and if they have communicated the policy and reporting process to their employees. In short, have a policy, train managers how to enforce the policy, and train employees how to use the policy. Having seen first hand the benefit of training and the cost of litigation, we can tell you that training is much more cost effective and better for the organization.

Training should be done on many personnel subjects, not just workplace harassment. For example, a federal appeals court recently found that a car dealership’s failure to train its managers and employees about age discrimination could be viewed as evidence that the dealership knew what the law required but was indifferent to whether its managers followed the law. Other courts have followed suit. Increasingly, courts are willing to say: if you don’t train, we will not reverse an award for punitive damages.

The business case for training

Today’s business environment requires companies to get the most from every resource, including their employees. Many companies have reduced the size of their workforce in an effort to reduce costs and stay competitive. The employees who remain are more valuable than ever and companies can’t afford to lose them. Two reasons for turnover identified in study after study are poor management practices and the employees’ desire to broaden their skills. Training helps your organization reduce turnover. Employees view training as a benefit, an investment in their future.

Experts estimate that each time an employer loses an employee the employer will spend the equivalent of the employee’s annual salary in replacement costs including out-of-pocket expenses, lost efficiency, etc. The cost of losing management employees or employees with special skills is even higher. You do the math. Calculate your organization’s current turnover cost using the departed employees’ annual pay as a guide. What would your organization save from each percentage point reduction in turnover? Can your organization afford not to provide training for your managers and front-line employees?

Why you should use FBT training

Frost Brown Todd has over 50 of the best attorneys in the midwest dedicated to representing management in labor and employment matters. Our attorneys spend a significant amount of their time providing training with the aim of helping clients avoid issues and reduce risk through proactive efforts. They have the unique ability to present legal information in a way that non-lawyers can understand and apply.

Special services

You probably receive brochures from training companies offering the opportunity to attend their programs, at their locations, at times that are convenient for them. We prefer to help you design programs around your environment, your policies and procedures, at locations that are convenient for you. Even with the customization, the per-person cost of our programs is comparable or less than what you pay the training companies.

Customized classes

At the end of this catalog, we have included a list of programs that we present on the most common issues faced by companies. But, we realize that you may have issues that are unique to your business or even your company. We develop programs custom-tailored to business needs. We want our training to fit your needs whether that means something as simple as integrating your policies into the presentation and case studies or as involved as developing a program from the ground up
just for you.

Custom-built programs

How many of your front-line managers would love to sit through a two-hour presentation on the Family and Medical Leave Act? We thought so. You need to be able to select the topics and depth of coverage for each group of employees that you train. We help you develop "core" classes that cover the legal and practical essentials for the specific groups we train. We can prepare executive briefings; more detailed training for managers, supervisors, and front-line employees; and extensive institutes for Human Resources and Labor and Employee Relations professionals. For example, a typical managers’ core class is a half-day program that covers: discrimination, harassment, FMLA and ADA. Your training needs aren’t all one size. Your training options shouldn’t be all one size either.

Select custom locations

Maybe you want to conduct your training in a hotel meeting room during regular business hours. That’s fine with us. Maybe you want to train your employees in your training room at 6:00 am before their shift starts, we will be there too. We also have modern training facilities in our offices that you can use and we know out-of-the-way places where your employees can get away for several days and leave their e-mail and voice mail behind them. You decide where the training works best for you and we’ll meet you there.

Cost

The price for our customized training is probably less than what you would pay per employee to send them to other training programs. In most cases, we charge $4,000 for a full day and $2,500 for a half-day. We also charge for travel costs. We will work with you on rates for out-of-town travel and custom-designed programs.

How does our cost compare to the competition? You can expect to pay $150 or more per person for a half-day of outside training. If you train 25 managers and supervisors at the outside program, you will spend $3,750 for tuition alone. Remember to add to that amount their travel cost and lost travel time. If you train two groups of 25 managers at the outside program, one group in the morning and one group in the afternoon, you will spend $7,500 in tuition alone. If we did the two half-day sessions, your savings would be $3,500 or nearly 50%. Maybe you don’t have 25 managers to train. We can work with you to identify other clients or companies in the same position and allow you to share the program and share the cost. It’s all part of the customizing process.

FBT training curriculum

FBT presents a variety of courses for our clients and the general public. Class length varies based on the level of detail necessary for the audience. This list is not all-inclusive. We are always developing new programs to meet our clients’ needs.

Arbitration and Collective Bargaining in Union and Nonunion Environments
Conducting Investigations
Employee Discipline
Handling Documents: What to get, what to keep, and how long to keep it
HIPAA Privacy Regulations
Hiring and Firing
Identifying and Preventing Workplace Harassment
Immigration
Labor Relations: Dealing with Labor Unions
Negotiation Skills and Alternative Dispute Resolution
OSHA: Workplace Safety
Performance Appraisals
Preventing Discrimination
State and Federal Law Updates
The Americans with Disabilities Act
The Family and Medical Leave Act
The Frost Brown Todd Employee Relations Institute
Union Avoidance
Wage and Hour Issues
Workers’ Compensation
Workplace Violence Prevention

Additional Documents:

Practices

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