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.

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.

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.

Sexual Harassment is illegal. We’re all against it. But, nothing good happens about this topic unless it is openly discussed and everyone takes a stand. The U.S. Supreme Court has ‘strongly suggested’ that every employer in America take action. This class is the way we begin the discussion with each and every employee of our organization. Watch, learn and take a stand.

Hiring mistakes cost bottlers a small—or large—fortune. This class teaches how to hire smarter and better by doing a better job or researching candidates’ background information. We discuss both getting and giving references using easy to understand examples. This class will result in savings of both time and money for your operation.

If you’ve ever read in the newspaper about a company being sued for discrimination (and who hasn’t?), chances are that company was being challenged about how it hired new employees. There is a right way—a legal way—and a wrong way to go about this process. And, due to the fact that many customers have high turnover rates, they are ‘out of practice’ when it comes to recruiting, interviewing and selecting new employees. And, worst of all, they may not have a well written job description or interview guide based on the job description. Fix all that with what you learn in this class.

The media would have us believe that all bosses are ‘bad guys’ and that they love nothing more than to fire people. Nothing could be further from the truth. We’ve never met a person who enjoyed firing someone. A bigger problem is that we know lots of customers who are afraid to fire anyone. That’s because they don’t understand what the law says. You have to run your business and, because of that, you may need to fire somebody sometime. Don’t get sued. Watch and learn how to make this painful process less painful.

Discrimination against protected classes is illegal. What are the protected classes? Are there any exceptions to these rules? Watch this course to find out.

If there is one thing you want to avoid, it is a discrimination charge. There are five keys you need to know in order to do that. These five keys will help you to avoid a potentially catastrophic lawsuit that could come from one of your employees or candidates for employment. At the same time, avoiding discrimination will make your workplace a better place to work.