The Importance of Supervisory Training

Training your Supervisors is essential because it helps your company stay out of the courtroom. Having Supervisors trained in basic employment law compliance will help you mitigate risk.  In addition to that, training Supervisors how to engage and empower their employees can lead to increased productivity and employee retention.  Training supervisors in soft-skills will improve employee retention and the costs associated with turnover.

Training often gets pushed aside due to budget constraints. However, training, especially when delivered early in a supervisor’s career, can be one of the best uses of time and money.

Power Kunkle HR Solutions offer Supervisory Training programs which are customized to our clients specific needs.

Employer Liability for Harassment by Supervisors

Title VII of the Civil Rights Act (Title VII) prohibits harassment of an employee based on race, color, sex, religion or national origin. The Age Discrimination in Employment Act (ADEA) prohibits harassment of employees who are 40 or older on the basis of age. The Americans with Disabilities Act (ADA) prohibits harassment based on disability. The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits harassment based on genetic information. All of the antidiscrimination statutes enforced by the Equal Employment Opportunity Commission (EEOC) prohibit retaliation for complaining about discrimination or for participating in complaint proceedings.

The EEOC’s Guidance on Employer Liability for Harassment by Supervisors provides practical guidance regarding the duty of employers to prevent and correct harassment and the duty of employees to avoid harassment by using their employers’ complaint procedures.

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The information provided is for informational purposes only and does not constitute legal advice. The information above contains only a summary of the applicable legal provisions and does not purport to cover every aspect of any particular law, regulation or requirement. Depending on the specific facts of any situation, there may be additional or different requirements. This is to be used only as a guide and not as a definitive description of your compliance obligations.