Frequently Asked Questions about OnTheJobSolutions
1. Does my organization need discrimination prevention training?
No, and if your organization has a history of “diversity training,” OnTheJobSolutions may not be your best fit, although I’d be happy to discuss it with you. Diversity training has different philosophical underpinnings from the form of discrimination prevention training we offer. We facilitate your employees’ compliance with your non-discrimination policies by reviewing and explaining those policies to them. Our training does not concern individual employees’ support for or opposition to discrimination laws, it is not about changing peoples’ prejudices, it is not about understanding differences. It is about understanding the law.
On the other hand, all of our mediators are trained in mediation, discrimination prevention and diversity, inasmuch as such training is critical to the development of the specific skills necessary expeditiously to resolve disputes before they get out of hand or out of house..
3. Does OnTheJobSolutions do sensitivity training?
No, although we expect trainees to be much more sensitive to the requirements of non-discrimination policies because they understand those requirements more clearly.
4. Does OnTheJobSolutions give legal advice?
Absolutely not. We offer an “audit” of
organization policies
for compliance with relevant statutes and regulations, we recommend
changes to
facilitate compliance with law, but by all means retain your own
attorney for
legal advice.
If you are
currently the subject of a discrimination claim, please retain counsel,
do not turn to us. If an employee has filed a complaint in court or
before an administrative agency charging an employer with
discrimination, the employer should promptly hire an attorney
experienced in and understanding the complex employment law statutory
scheme. Anything less is “playing with fire.” At the outset and at
agreed-to junctures, such an employer needs a frank discussion with his
or her attorney about the costs of defending against the claim and must
keep close track of the progress of the case, if only as a budgetary
item. A downtown Boston big firm partner will probably cost $800 an
hour, if the employer’s lucky. Alternatively, in-house
counsel can abandon all else and become an expert in employment
law. Running the
case to conclusion will be expensive.
In designing
a discrimination prevention plan, we want to work with your attorney.
With your director of human resources. And with your CEO.
5. What is ATM?
Audit/Training/Mediation, the tripartite approach OnTheJobSolutions offers in its Management 2007 package.
6. What is a policy compliance audit?
We
do a thorough review of your company’s non discrimination policies and
recommend changes to facilitate compliance with non-discrimination
laws,
including laws governing harassment and retaliation. A nice
first step.
7. Why do I have to have written non-discrimination policies?
Maybe you don’t. As long as you are doing the correct cost-benefit analysis.
8. How many employees does OTJS train at a time?
Generally groups of up to 15 individuals are optimal. But one size does not fit all. Let’s discuss it.
9. Is it a good idea to train managers at the same time as other employees?
Sometimes. Depends on a lot of things. A topic for discussion if you are serious about this.
10. What is Workplace Mediation?
It’s a lot cheaper than litigation.
11. How does OTJS Mediation differ from other Workplace Mediation services?
Although
workplace mediation is a fairly new field, it already comes in all
sizes
and shapes. What we offer is
focus on non-discrimination and the resolution of the complex issues
which can
quickly arise in the course of employee misunderstandings. If that is
your
goal, call to discuss whether we can help. At a minimum, we’ll give the
links
to everyone else, so you can decide for yourself.