Practical employment law issue spotting for manager decisions.
The program helps managers recognize complaint, retaliation, harassment, discrimination, leave, accommodation, documentation, discipline, and investigation-boundary signals earlier.
Employment law training for manager decisions
Managers and Supervisors Employment Law Training
Help managers recognize workplace law risk earlier, document facts more clearly, and know when to involve HR.
This practical IAML training is for frontline managers, supervisors, department heads, HRBPs, employee relations leaders, and operations leaders who need better first-response habits for complaints, documentation, discipline, retaliation awareness, leave signals, accommodations, and escalation.
The August 18, 2026 live virtual session is confirmed. Individual tuition is $197. Group training paths are available for 15 or more employees.
Good fit when
Managers hear concerns first, make discipline decisions, or create notes HR later has to rely on.
Useful for
Manager groups that need shared escalation habits without turning this into a broad HR certificate path.
FormatLive virtual or on-site
Duration4 hours
Individual tuition$197
Trusted since 197945+ years of employment law training
80,000+HR professionals and workplace leaders trained
Built for managersComplaint response, documentation, and HR escalation habits
Who should attend
For manager groups whose daily decisions shape employee relations risk.
Use this program when managers need practical guidance on first responses, documentation, consistency, and HR escalation.
Best fit
Frontline managers, supervisors, department heads, and operations leaders
For leaders who hear employee concerns first, document day-to-day performance, and make decisions that HR may later need to review.
Buyer fit
HR, employee relations, and legal teams buying training for managers
This option supports HR buyers who need a manager-ready training path without replacing IAML's deeper HR, employee relations, and investigation programs.
Outcome
Cleaner first responses before issues escalate
Participants build shared habits for complaint intake, retaliation awareness, documentation, discipline, leave signals, accommodation requests, and investigation boundaries.
Why this programDefinition Audience
Small first responses can create big HR and legal consequences.
This training focuses on the ordinary manager moments that can become sensitive workplace law issues if the first response is rushed, undocumented, inconsistent, or handled without HR.
Built for supervisors and manager groups, with HR as the likely buyer.
Managers get practical habits. HR gets a more consistent first line of response before issues reach employee relations, legal, or outside counsel.
Details, team fit, and invoice support
Register one manager for August, or request details for a manager group.
Use registration when one manager is ready for the scheduled session. Use details, invoice, or team-fit paths when several managers need the same training or when on-site delivery may fit better.
Managers and Supervisors, live virtual
The listed live virtual option gives managers a focused 4-hour training path for complaint response, documentation, discipline, retaliation awareness, and HR escalation.
Next listed dateAugust 18, 2026
Duration4 hours
Individual tuition$197
Group path15+ employee invoice request
Upcoming session
Choose the August live virtual session, or plan a manager-group rollout.
Register one manager for the scheduled 4-hour session. If you are coordinating training for several managers, use the group or private-delivery paths below.
Next listed session
August 18, 2026
Live virtual4 hours$197 individual tuition
Best when: one manager needs practical first-response, documentation, and HR escalation training.
Manager groupsRequest Invoice
Training several managers?
For 15 or more employees, request invoice support so your team can register against one billing path.
Private deliveryTalk Through Team Fit
Need a team-specific rollout?
Ask IAML about timing, audience size, and whether private on-site or hosted delivery is a better fit.
IAML proof
Institutional proof while the first manager session is still ahead.
Because this program is new, this page does not use participant quotes. The proof stays with IAML's training history, practicing attorney instruction, and manager-specific curriculum.
Why this mattersManager training needs clear, practical instruction from people who understand how workplace issues develop in real organizations. IAML brings long-running employment law training experience to a shorter manager-facing format.
IAML has provided employment law training for HR professionals and workplace leaders for more than 45 years.
The manager program is new, but it is built inside an IAML training system used by generations of HR and workplace leaders.
The program is taught by practicing attorneys and focuses on practical first-response, documentation, and escalation habits.
Curriculum
What managers practice recognizing and escalating.
The curriculum centers the ordinary workplace moments that can become sensitive if the first response is unclear, undocumented, inconsistent, or handled alone.
Complaint response and escalation
What to say, what not to promise, what to document, and when to bring HR into the conversation.
- First conversation habits
- Escalation triggers
- Documenting concerns
Retaliation and protected activity
Why timing, tone, assignments, follow-up, and discipline decisions matter after an employee raises a concern.
- Timing and consistency
- Follow-up decisions
- Protected activity signals
Documentation, discipline, and performance
How to make performance records factual, consistent, and useful for HR review.
- Fact-based notes
- Discipline support
- Avoiding emotional language
Harassment and discrimination basics
How to recognize conduct, comments, or informal concerns that may require HR attention.
- Informal complaints
- Respectful workplace signals
- When to stop handling it alone
Leave, accommodation, and investigation boundaries
How attendance, medical, schedule, performance, and fact-preservation issues can trigger HR involvement.
- Leave and accommodation signals
- Preserving facts
- Investigation handoff
Faculty
Taught by Dawn Kubik and Brenda Heinicke.
Participants learn from practicing employment attorneys who translate workplace law into manager decisions, documentation habits, and escalation judgment.
Why faculty mattersManager training works when employment law concepts are translated into practical first-response, documentation, escalation, and consistency habits.
Dawn Kubik, Esq.
Attorney at Dawn R. Kubik, P.C. and Kubik Workplace and Investigative Services
Dawn represents employers in employment, contract, and insurance disputes, with experience on both the plaintiff and defense sides.
Brenda Heinicke, Esq.
Director, Global Employment Law, Terumo Blood & Cell Technologies
Brenda represents employers on discrimination, wage-and-hour compliance, workplace privacy, and wrongful termination disputes.
Completion documentation
Participants receive an IAML certificate of completion.
This is a short manager training program, not a full HR certificate path. Continuing education credit eligibility can be confirmed with IAML before registration.
Quick answers
Before you choose manager training.
Answers to common questions from HR buyers, manager groups, and teams comparing this page against broader IAML programs.
Is this for managers or HR professionals?
It is built for managers and supervisors, with HR, employee relations, legal, or operations leaders often buying or coordinating the training. HR professionals who need a full employment law foundation should compare HR Law Fundamentals or related certificate paths.
Does this replace advice from counsel?
No. This is educational training taught by practicing employment law attorneys. Specific workplace matters should still be handled with the organization's usual HR, legal, or counsel process.
What is the confirmed format?
The confirmed format is a 4-hour live virtual program on August 18, 2026, with on-site or team options available through request-details paths.
Can this be used for a manager group?
Yes. The current path includes a 15+ employee invoice route and an on-site details route for private manager groups.
Do participants receive credit or completion documentation?
Participants receive an IAML certificate of completion. Continuing education credit eligibility can be confirmed with IAML before registration.