Training · Leander · North Austin
Training that managers can use on Monday.
A full suite of trainings for managers, HR teams, and employees, tailored quickly to your own policies, and followed up until the behavior actually changes. Small problems stay small when people know where the line is.
Three kinds of training
- Mandatory. Training a law, contract, or insurer requires, done well enough to be a real record of the company’s care.
- Message-driven. A session that tells every manager the same thing in the same words: complaints get investigated, retaliation is not tolerated, merit decides.
- Targeted, after an investigation. One-on-one or small-group coaching for an employee who did not violate a serious policy but walked the line too closely, so a small problem stays small.
It does not stop at the class
Every training includes practice with scenarios from your workplace and a commitment from each participant. Then the firm checks in afterward, with the participant and their manager, to make sure the lesson shows up in real situations, and adds a short refresher where it has not. Attendance, acknowledgments, and follow-up are documented for your file.
Tailored fast, with AI
The firm keeps a full suite of trainings and uses AI tools to tailor them quickly to your policies, your industry, and what has actually been happening. Every module is reviewed, finalized, and taught by a lawyer. Read: workplace training done right.
Harassment and discrimination prevention
What the law prohibits, what crosses the line in your workplace, how to raise a concern, and what happens after someone does. Versions for all employees and a deeper one for supervisors.
Managing people within the rules
For new and experienced managers: responding to a complaint, documenting performance, consistent discipline, avoiding retaliation, and knowing when to call HR or counsel.
Leave and accommodations
How to recognize a request when it does not use the right words, what you may and may not ask, and how to work through disability, pregnancy, religious, and military leave requests.
Conducting workplace investigations
For HR teams and the managers who help them: planning an investigation, interviewing, weighing evidence, and writing a report that holds up. See the workplace practice for investigations the firm conducts itself.
Recruiting and interviewing on merit
For recruiters and hiring managers: structured interviews, consistent job-related criteria, where to find more qualified candidates, and what an outreach program may and may not do. See EEO and outreach services.
Union and labor relations
For supervisors in a union workplace: the contract, discipline, and handling grievances, drawn from Andrew M. Crawford’s years in labor relations at Deere & Company.
Questions about training
Does Texas require private employers to provide harassment training?
Texas does not have a general harassment-training mandate for private employers. Training is still one of the most practical ways to prevent problems, and since September 1, 2021, the Texas sexual harassment law applies to employers with even one employee. Under federal law, an employer's prevention efforts and complaint procedures can matter to its defense in some harassment cases.
Is the training tailored to our company?
Yes. Each session is built around your own handbook, your complaint process, and the situations your managers actually face. Generic slides are not the point.
Where and how are sessions held?
On site in Leander, North Austin, and the surrounding area, or by video. Sessions can be for managers, HR staff, all employees, or a mix.
How is training priced?
Like the rest of the firm's work, a training is quoted as a fixed block of time at $400 an hour, including preparation and the follow-up check-ins, before you commit.
What is targeted training after an investigation?
When an investigation finds that an employee did not violate a serious policy but came too close, discipline may not fit and doing nothing does not either. Targeted coaching shows the employee where the line is, treats them as worth developing, and creates a record that they knew the expectation. Check-ins afterward confirm the behavior changed.
Plan a training.
Tell Andrew who the audience is and what you want them to walk away with. The first 15-minute call is free, and the session is quoted up front as a fixed block of time.