Protecting People and Productivity: Harassment Prevention in Manufacturing
Harassment Prevention
If you’ve ever had to help a manager backtrack on an interview question, scramble to fix a wage misclassification or offer a workplace accommodation, you know just how fast things can go sideways when employment laws aren’t followed.
And lately? Things are even more complicated.
With a wave of new federal regulations and executive orders — covering everything from worker classification and paid leave to religious accommodations and DEI — the employment law landscape is shifting fast. For managers, that means even more uncertainty about what’s required, what’s allowed and what might land them (and your company) in hot water.
Managers want to “do the right thing,” but the right thing isn’t always clear — especially when laws are evolving, or when federal and state guidance seem to contradict each other. Without clear, consistent training, they’re left guessing. And guessing is a liability.
That’s why giving your managers a strong foundation in employment law is more urgent than ever. Make sure you are giving managers the knowledge and skills they need to confidently navigate the following issues:
1. Interviewing and Hiring Lawfully
The hiring process is often where risk begins. Even well-intentioned questions can cross the line — especially if they touch on age, family status, disability or gender identity. Managers might ask a seemingly innocent question like “Are you planning to have kids soon?”— not realizing that it could lead to a discrimination claim.
Understanding which questions are off-limits and how to balance culture fit with fairness and objectivity is key, as managers may otherwise feel pressure to “go with their gut,” rely on informal referrals or prioritize quick hiring over process — without realizing the legal risks.
What’s at stake: In FY 2023, the EEOC received 88,794 charges of workplace discrimination, many of them stemming from hiring practices. Discrimination claims based on race, age, gender, or disability can arise before an employee even steps through the door. Recent executive orders aimed at curbing DEI-focused hiring have added another layer of complexity, causing confusion over what’s considered lawful vs. preferential treatment.
How training helps: Training helps managers navigate interviews legally — so they can find the best talent without putting your company at risk. Managers learn how to avoid biased or risky questions, assess candidates fairly and stay compliant even as laws shift. They also gain practical tools for documenting decisions and keeping the process consistent.
2. Wage and Hour Fundamentals
Managers are often the ones deciding who gets overtime, whether someone is exempt and how hours are tracked. But these rules are more complex than they seem — and recent enforcement efforts have only increased. Classifying workers, tracking hours and handling breaks, wage and hour decisions are some of the most misunderstood areas of employment law.
Managers may frequently ask HR questions like, “Can I just give them comp time instead of paying overtime?” or “They offered to work through lunch — so is that okay?” These scenarios seem minor but can add up to major liabilities.
What’s at stake: Wage and hour violations can result in massive fines or class-action suits — even for honest mistakes. In 2023, the Department of Labor (DOL) recovered $274 million in back wages for things like minimum wage, overtime and child labor due to almost 163,000 workers under the Fair Labor Standards Act (FLSA). And with ongoing updates to overtime rules and gig worker classification, staying compliant is harder than ever.
How training helps: Proper training gives managers the knowledge they need to avoid common pitfalls — and keeps payroll practices clean and compliant. Managers understand how to stay compliant with FLSA basics and avoid common wage violations that can cost companies millions. They also learn how to respond when employees raise concerns — and when to escalate issues to HR.
3. Disability, Pregnancy, and Religious Accommodations
Managers may not recognize that an employee’s comment about needing a schedule change or quiet workspace or needing time off for religious reasons is the beginning of a legal process. Without training, they may not recognize these as accommodation requests — or know how to respond lawfully. They may hesitate to grant flexibility out of fear of “setting a precedent,” or they might unintentionally dismiss accommodation needs as performance issues.
What’s at stake: Mishandling accommodations can violate multiple federal laws — including the Americans with Disabilities Act (ADA), Title VII, or the Pregnant Workers Fairness Act, which can lead to lawsuits and significant fines. Plus, renewed emphasis on religious accommodations following recent Supreme Court rulings has increased the pressure to get it right. Recent federal actions have also shifted how gender identity and religious accommodations are interpreted, making this an area of legal uncertainty for many managers.
How training helps: Trained managers know how to respond appropriately and involve HR early, creating a more inclusive and legally sound workplace. Managers learn to spot potential accommodation needs and partner with HR to ensure fair, respectful and compliant solutions. They gain clarity on what they can say — and what they should never say — when an employee discloses a need.
4. Family, Medical, and Other Protected Leave (FMLA)
Employees are entitled to protected time off for family, health, and other covered reasons — but too often, managers deny requests, push back on timing or retaliate without realizing the legal risks. The rules around protected leave can be confusing, especially with expanding state laws and federal action pushing for broader paid leave protections.
Managers commonly struggle with distinguishing protected leave from general attendance issues. Some may react negatively to repeat or last-minute absences, not realizing the legal protections involved — or they might overshare private health information in trying to “explain the situation.”
What’s at stake: Interfering with FMLA rights — or retaliating against someone for taking protected leave — can lead to serious legal consequences. In 2023, the DOL took 334 enforcement actions against companies, resulting in the recovery of nearly $1 billion for workers under the Family and Medical Leave Act (FMLA). And with state laws expanding protections, managers need to understand how these rules work.
How training helps: Managers who understand what’s protected (and what’s not) help avoid lawsuits and ensure employees get the support they’re entitled to. Managers gain clarity on what’s protected, how to handle leave requests appropriately and when to bring HR into the loop. They also learn how to avoid retaliatory language or conduct — even unintentionally — that could spark a claim.
Clarity in a confusing time
With laws in flux, even experienced managers are feeling uncertain about how to handle basic situations. That makes compliance training more important than ever. Training managers now means fewer mistakes later. You’ll be reducing your organization’s legal risk by giving your managers the clarity and confidence they need to lead fairly and consistently, even when the ground is shifting beneath them.
