Supervisor Training

SUPERVISOR TRAINING (English and Spanish)

The Supervisor’s Job Performance Management and Discipline
Becoming a Leader Legal Considerations
Motivation Violence in the Workplace
Communication Diversity in the Workplace
Problem Solving Sexual Harassment
Interviewing and Hiring Wage & Hour
Delegating and Monitoring Managing Problem Employees
Handling Conflict Avoid Retaliation Claims
Evaluating Performance Conducting A Thorough Investigation
Managing Time Documentation
Managing Meetings Leaves Of Absences / Disability / Workers’ Compensation
Team Building



Soft Skills Training  (download full list PDF)

Computer Software Training (download full list PDF)

Supervisor Training (download full list PDF)


The education provided by P&A at the supervisory level is designed to develop an awareness of and sensitivity to the need for comprehensive documentation procedures. The best control of unemployment costs can only be achieved through a joint effort. It is important that each person involved in a supervisory capacity have a complete understanding of how to assist in accomplishing the objectives of the program. On request, training seminars are conducted for key personnel to familiarize them with the nature, scope, and intent of the program. The content of the program can be flexible and adapted to your specific needs.P&A will provide on-site education seminars to train your management staff in a variety of areas. These areas include, but are not limited to, unemployment, labor standards enforcement, discrimination, and sexual harassment. A representative from P&A will train key staff members on how the unemployment insurance system works and develop an ongoing method of documenting separations and the proper procedure for communicating with P&A.

P&A provides a periodic newsletter to update key personnel on any changes in the law that impact you as an employer. We generate a quarterly report regarding all unemployment claim activity and send it to designated recipients, enabling them to monitor various types of separations as well as possible problem areas. This report can be customized to accommodate various locations, divisions, and states.


The Supervisor’s Job: An Overview

  • The most important part of the job
  • The one thing not to do as a supervisor
  • What makes a good supervisor?
  • What’s expected of a supervisor?
  • Making the transition to supervisor
  • Friendships and supervision
  • Dealing with difficult situations

Becoming a Leader

  • What successful leaders do
  • The theory of situational leadership
  • Communicating expectations
  • Exercising power and authority
  • Holding people accountable for their actions
  • Acting like a leader


  • Identifying what motivates employees
  • Motivating employees-traditional methods
  • Guidelines for effective encouragement
  • Negative reinforcement
  • Alternative methods

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  • Introduction: Why communication is so important
  • Why communication fails so often
  • How to become a better communicator
  • How to develop better listening skills
  • How to communicate with management
  • Troubleshooting communication problems
  • The mind reader
  • The double bind
  • Coping with the complainer
  • Two common communication complaints

Problem Solving

  • Whom to involve in problem-solving
  • Situational problem solving
  • The sharpshooter’s guide to problem-solving
  • Ready!
  • Aim!
  • Fire!
  • Troubleshooting a problem

Interviewing and Hiring

  • Before the interview
    – the analysis process
    – devising the questions
    – “Red Flagging” the résumé
  • The interview
  • Concluding the interview
  • Evaluating the candidates


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Delegating and Monitoring

  • Introduction
  • Understanding your aversion to delegation
  • Choosing tasks to delegate
  • Choosing employees for tasks
  • Preparing tasks for delegation
  • Preparing employees for delegation

Handling Conflict

  • The aggressive/passive continuum
  • Different approaches to conflict
  • The problem-solving approach
  • Dealing with conflicts between employees
  • Identifying how you currently handle conflict

Evaluating Performance

  • Introduction
  • Understanding the employee’s job
  • Making appraisals a continuing process
  • Preparing for the appraisal interview
  • Conducting the appraisal interview

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Managing Time

  • Setting priorities
  • Urgency vs. importance
  • Understanding good time-management techniques
  • Identifying your natural time-management method
  • Time-management aids
  • Seven things to avoid in time management

Managing Meetings

  • Introduction
  • How to select the type of meeting
  • The making of a good meeting
  • What to do before a meeting
  • What to do during a meeting
  • What to do after a meeting
  • Troubleshooting different types of personalities

Team Building

  • Introduction
  • Inspiring respect between you and the employees
  • Establishing common team values
  • Establishing team goals
  • Encouraging trust and cooperation among team members
  • Creating a climate for effective teamwork
  • Using consensus as a team-building tool

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Performance Management and Discipline

  • Introduction
  • An overview of performance management
  • Coaching
  • Counseling
  • Disciplining
  • Diagnosing performance problems
  • Using progressive discipline
  • Implementing disciplinary actions
  • Troubleshooting five difficult problems

Legal Considerations

  • Anti-discrimination laws
  • Sexual harassment
  • The Americans With Disabilities Act
  • Substance abusers in the workplace
  • Privacy
  • Discipline and termination
  • Employees who threaten lawsuits
  • How to deal with union organizing
  • Dealing with insubordination

Violence in the Workplace

  • Employer’s duty to provide a safe working environment
  • Negligent hiring
  • Conducting reasonable background investigations
  • Negligent retention
  • Drug testing applicants
  • Conducting a thorough and complete job interview

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Diversity in the Workplace

  • Defining diversity
  • How diversity affects the workplace
  • Diversity awareness assessment
  • Establishing team goals
  • Understanding and respecting individual differences
  • Being assertive

Sexual Harassment

  • Pre-training survey
  • Defining sexual harassment
  • Understanding the implications under the law
  • Managerial responsibilities
  • Employee responsibilities
  • Zero tolerance
  • Reporting procedures

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Wage & Hour Compliance

  • Why compliance fails so often
  • How to classify employees corrrectly
  • When break and meal periods are required
  • Unauthorized deductions
  • The payday, pay period & final check
  • Access to personnel files
  • Penalties for noncompliance

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Managing Problem Employees

  • Identify the reason for the action
  • Follow the rules – company & statutes
  • Document reason for action
  • Ensure consistent treatment
  • Discipline checklist
  • Does the penalty fit the crime?
  • Investigation tactics that work
  • Retaliation
  • Constructive Discharge

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Avoid Retaliation Claims

  • Statistics on retaliation claim trends
  • What must the plaintiff prove?
  • What is the employer’s burden?
  • Managing empoloyees after the complaint
  • Steps to manage employees without fear of retaliation

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Conducting A Thorough Investigation

  • Identify who to interview
  • Choosing the order of interviews
  • Conducting though interviews
  • What documents should be reviewed
  • Preparing a report
  • What action to take
  • Retaliation

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  • Identify when documentation starts
  • Getting your case down on paper
  • Documentation myths
  • Progressive discipline
  • The final incident
  • How to document a voluntary quit
  • Documentation checklist

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Leaves Of Absences / Disability / Workers’ Compensation

  • Understanding the basics
  • FMLA vs. CFRA
  • Complications with Pregnancy Disability Leaves
  • Family Temporary Disability Insurance (PFL)
  • California Workers’ Compensation Act
  • Other Miscellaneous Leaves

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