You want to be smart about your back. If you're out of commission, you're worthless to yourself and your employer. Watch this course for helpful tips on Back Smarts.

Managers have a legal duty to not only report instances of illegal harassment, they also have a legal duty to “adequately supervise.” What does this mean? Do supervisors have a responsibility to report sexual harassment that they know about? The answer is, “Yes.” Can supervisors be held liable for sexual harassment that they “should have known about?” Learn here.

We’re not lawyers and we don’t give legal advice. But, one thing is for sure: if you don’t have a sexual harassment policy you’ll be talking to a lawyer sooner rather than later. The U.S. Supreme Court has sent us a message: Have a sexual harassment policy and communicate it to all of your employees. And, just putting it in the ‘employee handbook’ or posting in on the bulletin board isn’t enough. Learn what to write and how to ‘Farragherize’ (not Mirandize) your employees. Then take what you learn to your lawyer and save a ton of money both now and later.

More and more, employers are surprised by bizarre and unexpected conduct of their employees or outsiders. Not only do people say outrageous things, they are beginning to do outrageous things as well. These actions put the safety of others at risk. Employers miss signs that might prompt them to take action. This class, while only a beginning, takes a look at violence in the workplace and suggests some steps that we can take to minimize risk.

When an employee is using illegal substances that impact their job performance, employers must act—quickly. But this is not a time to make a mistake. Is an alcoholic covered under the Americans with Disabilities Act? How about a marijuana user? Can an employer be prosecuted if it fails to terminate a substance abuser who harms a third party while they are under the influence of an illegal substance? It would pay you to know all you can about this increasing problem.

Your supervisors probably don’t know exactly what they must do when they hear about a potential sexual harassment situation at your bottling operation. If you didn’t train them, you’re liable for their mistake. That could cost you lots of money. If you did train them, not only will they know what to do, but you will have a great start on an affirmative defense if you are served with a lawsuit. Ask your lawyer how important that is. This simple program will serve as evidence of your good faith effort to eliminate sexual harassment from your workplace…and help you solve sexual harassment problems in-house instead of at the court house.

The 6/23/2006 Wall Street Journal headline said it all: “High Court Draws Line on Bosses’ Retaliation.” What did the U.S. Supreme Court say? What constitutes illegal retaliation against an employee? How can you guard against the potentially catastrophic monetary damages that could result from making a mistake? Learn about retaliation here.

The Fair Labor Standards Act has been around for years. Yet employers in every state violate provisions of this law every year and pay dearly for their mistake. Learn what this law is all about and how it might change the way you think about some of your employees, their rates of pay and the hours that they work.

Someday, one of your employees is going to be sexually harassed by another one of your employees (or by one of your customers). Having a sexual harassment policy is your first line of risk management insurance…but what you do with the complaint will determine whether or not you reduce—or even eliminate—liability. Did you know that the Equal Employment Opportunity Commission has gone on record with a statement that means you probably can’t safely investigate the complaint yourself? View this program and find out what to do…and, more importantly, what not to do before that sexual harassment complaint lands on your desk.

The Family and Medical Leave Act gives employees certain rights to take unpaid leaves when certain things happen to them or to members of their immediate family. Is your workplace covered under this law? Find out here!