In order to minimize claims against your organization, we offer various training sessions for managers, supervisors and employees on specific topics relative to your operations.

Separate training sessions are presented for supervisors and managers and, where applicable, for employees. Each session provides an overview of the desired topic, including which laws apply and a common-sense approach to reducing liability. Practical case scenarios and short videos are often used to develop awareness of issues and how to handle those situations successfully. Our customized training programs focus on liability reduction techniques and will integrate your specific policies and procedures.  We provide employees legally sound and engaging instruction on these critical topics:

Each interactive and educational session can include comprehensive course materials, certificates of completion, required acknowledgements and attendance sign-in sheets for verification purposes. Training programs vary, but most sessions occur in two-hour increments. Fees are determined based on geographic location, number of employees and desired topic(s).  Fee includes: attorney preparation and review, local travel time, and course materials.  We recommend that session size be limited to no more than 40 individuals per session.

Popular Training Topics:

Some of our most popular customized training programs are identified below: 

Disability Discrimination

Discrimination and/or harassment against a qualified individual based upon disability in employment is unlawful. All applicants and employees are covered and protected by various federal and state disability discrimination laws.  Managers and supervisors must be aware of their liability and their responsibility to remedy disability discrimination.  The training provides attendees with the tools necessary to recognize disability discrimination, and offers practical advice on how to address disability discrimination in the workplace, or when a complaint of disability discrimination is made. 

Reasonable Accommodation

This “hands on” practical training reviews issues related to the reasonable accommodation process. Under California law, an employer must provide a reasonable accommodation to an individual with a disability. A general overview of the legal requirements of this process is used in conjunction with case studies and simulations of the interactive process. The materials focus on California law as it sets higher compliance standards for employers. 

Preventing Discrimination

A key component to creating a workplace free of discrimination is education. Most supervisors and managers are aware that it is illegal to discriminate on the basis of race, national origin, age, sex, disability, and religion. But they are not always clear on what actions are not permitted under these laws, and the types of discrimination that are protected. Discrimination or harassment based on personal bias can create legal liability. Our firm offers training to prevent potential discrimination by increasing awareness and understanding of characteristics protected by Federal, State, and Local laws.

FRISK® Leadership Series

The FRISK® Leadership Training Series is a proven communication framework for successfully remediating performance problems. FRISK® lays out, in clear and simple terms, the basic points that evaluators should include in feedback to employees to satisfy just cause requirements, promote positive change, and provide a clear understanding of performance expectations.

PROOF ~ Proper Investigations

Whether it is a formal, written complaint or an informal, verbal complaint, arguably the most critical aspect of responding is the ability to conduct a prompt, thorough and effective investigation into the complainant’s concerns. A properly conducted investigation offers management personnel the roadmap to make difficult decisions based upon the facts available.  The primary purpose of investigation training is to prepare managers and supervisors to thoroughly gather the facts so they can confidently make employment decisions and issue effective remedies for victims. This training provides tips & suggestions to uncover all the relevant facts, provides the tools necessary to approach each investigation thoroughly and effectively and offers proper report preparation techniques, and mistakes to avoid.

Investigations – Credibility Factors

In workplace investigations, witnesses often contradict each other on key facts or they interpret those facts differently. As an investigator, you must determine whose version (or interpretation) of those facts you believe. How do you make that determination? Are you confident that your approach to assessing witness credibility results in correct findings? This training provides an in-depth analysis of credibility factors, including corroboration, plausibility, motivation, consistency, contradictions and demeanor. The session also explores other factors that may influence an investigator’s decision making process, including implicit/unconscious bias, and provides guidance to reduce those concerns. The training uses real world examples and fact-based hypotheticals to sharpen your skills in making credibility assessments. 

Investigations – Difficult Witnesses/Interview Techniques

As an investigator, you must determine how to best handle witnesses with different types of personalities in order to effectively complete your investigation.  Our training will share tried-and-true methods to successfully interview different types of witnesses that may be encountered during investigations, including: evasive or argumentative witnesses or dishonest or rambling witnesses. Equip investigators with the proper tools to ensure that difficult witnesses do not derail your workplace investigation.

Leaves of Absence

This program will help employers understand and apply leave provisions of state and federal law. It will cover the Family Medical Leave Act, the California Family Rights Act, the California Pregnancy Disability Act and other state laws.


What are you entitled to expect from union representatives and what are they entitled to expect from you? This training session will include an overview of the negotiation process, key terms, preparation techniques, and mistakes to avoid.

Employment Practices: Hire Right

What makes for a good hiring decision? How do managers and supervisors learn what they need to know during the application and interview process?  What mistakes do managers and supervisors make when conducting employment interviews?  This training session discusses hiring basics, what potential liability exists for employers making hiring decisions, what you can and can’t ask and provides tools to simplify the hiring process.

Effective Employee Management

A major concern for employers is addressing employee performance and behavioral issues with proper documentation. Our training provides managers and supervisors with the tools to improve performance with constructive communication and, when necessary, how to gather and create proper documentation for discipline. By helping managers and supervisors to understand the right way to handle employee discipline and documentation, companies can effectively minimize claims.

Conducting Effective IA Investigations - A View from All Angles

Our attorney presenters, who have represented police/fire department management and police/fire organizations, will present the nuts and bolts of conducting a thorough and defensible IA investigation and lessons learned from both sides of the aisle. 

More Information/Schedule Training

We would be happy to prepare a customized program which can cover multiple topics or specific issues facing your organization. Please contact our training consultant to develop and schedule a training program customized for your organization.

For more information or to schedule training please contact:
Jane Novotny | jnovotny@aalrr.com or 562.653.3409
Keesha Clark | kclark@aalrr.com or 562.653.3453.


Sexual Harassment Awareness & Prevention

Sexual Harassment Awareness & Prevention

Don’t Let the Headlines Impact Your Organization…What is an Employer Supposed to Do Now?

Multiple new laws go into effect this year in response to the #MeToo movement. Despite well-intended programs, it has become apparent that providing the minimum required training is not effective in preventing such claims.  Your company training obligations  have changed.

SB 1343 – Sexual Harassment Training expands the current FEHA requirement for employers with 50 or more employees to provide supervisors with sexual harassment training.  Under SB 1343, employers with at least five employees must provide at least two hours of sexual harassment training and education to all supervisory employees, and at least one hour of sexual harassment training to all non-supervisory employees, by January 2020 and once every two years thereafter.

Deadline for Sexual Harassment Prevention Training Extended to January 1, 2021 for Some Employees

We are here to help. We have developed a training package that shares our best practices, provides advice, policies, and procedures along with our experience to assist your organization to minimize the risk associated with harassment claims.

Organization On-Site Training

The Equal Employment Commission (EEOC) Guidelines for harassment prevention states that on-site training optimizes the delivery of information to ensure a productive training to focus on a work environment where inappropriate behavior (not just blatantly offensive behavior) is not tolerated. Our training offers clients a way to develop the best approach for their workplace. We deliver training with our customized training program to ensure that your workplace is in the best position to thwart harassment in the first place, offers a clear avenue for employee reporting, including effective bystander training and methods to ensure that your organization will be informed of potential problems before they escalate, plus address the changes in law in response to the #MeToo movement to change workplace behavior.

Training Components: Our attorneys tailor each training program to suit the needs of the clients’ goals and objectives, not only with proper on-boarding strategies and legally compliant policies, but with focused training that offers employers a platform to address employees’ prejudices and behaviors, shifts company culture and goes beyond the current mandated requirements of prevention training.

Tailored Training: Training the organization, not just those in supervisory positions, offers a comprehensive top-down approach that sends a strong message that inappropriate behavior in the workplace will not be tolerated, can offer a clear avenue for employees to report incidents free from retaliation, and when done correctly, can be effective in increasing the number of complaints thus presenting the organization an early avenue for intervention and demonstrating that your organization does not tolerate harassment and took the appropriate steps to prevent and correct behaviors before things escalated and complaints were taken outside the organization.

AB1825 | AB2053 | SB396 | SB1343: Since 2004, California employers with 50 or more employees have been required to provide two hours of sexual harassment training and education to all supervisory employees within the first six months of the employee’s employ in a supervisory role.  This training must be repeated every two years. The training is required to include information, guidance and practical examples on the federal and state statutory provisions concerning the prohibition, prevention, correction, and remedying of sexual harassment in the workplace. In 2015, Governor Brown signed AB2053 into law which further mandated the covered employers add “abusive conduct” (anti-bullying) training into the sexual harassment training curriculum.  Effective 2018, training will also be required to include prevention of harassment based on gender identity, gender expression, and sexual orientation.  Effective in 2019, under SB1343 employers with at least five employees must provide at least two hours of sexual harassment training and education to all supervisory employees, and at least one hour of sexual harassment training to all non-supervisory employees, by January 2020 and once every two years thereafter. Atkinson, Andelson, Loya, Ruud & Romo training fully complies with the requirements of AB1825, AB2053, SB 396, and SB1343.

Company Culture: An organization’s interest in preventing harassment is moral as well as legal. Preventing harassment and fostering civility and respect in the workplace are the right things to do in any organization and public perception demands it.  Employers with strong anti-harassment policies and anti-harassment training can create a culture of compliance, reporting, and remediation that will encourage employees to seek remedies within the company rather than outside, perhaps through social media or litigation.

Employer policies generally prohibit discrimination and harassment in the workplace and require or encourage employees to report promptly the harassment they experience or witness, so that incidents can be properly investigated.  Clear channels for anonymous reporting should also be established along with clear prohibitions against retaliation. Live by your policy.

Investigations: Even if a stale claim lands on your desk, you will want to conduct an investigation. Since your policy should encourage employees to report promptly you will want to adhere to your policy and enforce its integrity. Atkinson, Andelson, Loya, Ruud & Romo attorney investigators have extensive experience assisting clients to conduct effective investigations using established steps that focus on proper mechanics along with laws, policies, regulations, or procedures that apply to provide for a concise, thorough, and accurate process and outcome. A number of problems may be created by an improperly conducted investigation, including loss of employee morale, destruction of confidentiality, unwanted media attention, and potential litigation against the organization as well as the investigator. Based on our experience, our investigators provide insightful interviewing of witnesses, thorough evaluation of evidence, and cautious weighing of credibility.

For more information or to schedule training please contact Jane Novotny  jnovotny@aalrr.com or 562.653.3409.


AALRR Cerritos Office In-House Training:

#Make-up | Employee Promotions: We will continue to offer on-site sexual harassment awareness & prevention training in our Cerritos office for those employees that missed the training held at their organization or were recently promoted into a supervisory position.  The cost per person is $90.

2019 Training Dates for Supervisors (Click on date to register): 

February 21, 2019 -3:00-5:00pm
May 30, 2019 - 3:00-5:00pm 
September 26, 2019 - 3:00-5:00pm
November 21, 2019 - 3:00-5:00pm 

AALRR Cerritos office (12800 Center Court Drive, Suite 300, Cerritos, CA  90703)
$90 per person.

Non-Supervisory Employee Training:
We will offer two training's for sexual harassment awareness & prevention training for employees in our Cerritos office for those employees that missed the training held at their organization or were recently hired.  The cost per person is $75.

2019 Training Dates for Employees (Click on date to register)

April 25, 2019  - 4:00-5:00pm
October 24, 2019 - 4:00-5:00pm

AALRR Cerritos office (12800 Center Court Drive, Suite 300, Cerritos, CA  90703)
$75 per person.

For more information or to schedule training please contact Jane Novotny  jnovotny@aalrr.com or 562.653.3409.

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