Cornerstone HR Solutions provides thoughtfully crafted, one-hour training modules specifically designed to reinforce essential knowledge for supervisors. Our current offerings feature two specialized modules:

  • "Title VII Fundamentals: A Guide to Maintaining Fairness and Equity at Work" and 
  • "Accessible Workplaces: A Supervisor's Refresher on Implementing Reasonable Accommodations."

 

We offer tailored delivery methods to accommodate diverse requirements:

  • On-site training, available for organizations within the greater Orlando area, providing direct, hands-on instruction.
  • Remote training, our preferred method, ensuring seamless accessibility and convenience, regardless of location.

 

Our straightforward fee structure:  Up to 20 Employees: $200 per person

To maintain the highest standards of the learning experience, group sizes are limited to a maximum of 20 participants. This approach facilitates ample opportunities for in-depth discussions and queries. Furthermore, upon request, a 15-minute Q&A session can be integrated to further enrich engagement and knowledge acquisition, at no additional cost. 

Enhance your leadership team's compliance expertise and demonstrate your organization's dedication to fostering a fair, accessible, and legally sound workplace environment!

Courses Available

Title VII Fundamentals:  A Guide to Maintaining Fairness and Equity at Work

1 hour session

Effective supervision in today's diverse workforce necessitates a basic understanding of Equal Employment Opportunity (EEO) principles. Our 1-hour course, "Title VII Fundamentals: A Guide to Fairness and Equity in the Workplace," provides supervisors with the knowledge to confidently lead their teams while ensuring compliance with Title VII of the Civil Rights Act of 1964.   

Participants will gain clarity on the bases of race, color, religion, sex (including sexual orientation, gender identity, and pregnancy), and national origin. 

Empower your supervisory team with the expertise to foster a fair and respectful workplace, identify potential legal vulnerabilities, and significantly reduce the likelihood of costly litigation and damage to your organizational reputation.

 

Ask yourself the following questions:

  • Do your hiring managers know how to interview and choose candidates without accidentally asking inappropriate questions or letting personal biases affect their decisions?
  • Does your leadership team know what to do right away if an employee reports inappropriate comments from a co-worker, minimizing conflict and keeping things compliant?
  • Are your supervisors clear on how to handle an employee's request for a schedule change due to religious reasons without causing misunderstandings?
  • Could a simple decision by a supervisor — such as reassigning an employee after they made a complaint — lead to a costly retaliation lawsuit?

 

Course Outline:

  • Core Protections Under Title VII:
    • Detailed review of protected characteristics: race, color, religion, sex (encompassing sexual orientation, gender identity, and pregnancy), and national origin.
    • The fundamental principle: Prohibiting disparate treatment based on these protected categories.
  • Preventing Discrimination in Daily Operations:
    • Hiring & Interviewing: Best practices for lawful and unbiased candidate assessment.
    • Performance Management & Promotions: Ensuring fair and consistent evaluation and advancement opportunities.
  • Recognizing and Responding to Workplace Harassment:
    • Defining unlawful harassment and its various forms (e.g., sexual harassment, racial slurs).
    • Supervisor's non-negotiable duty to respond immediately and report all concerns.
  • Mitigating the Risk of Retaliation Claims:
    • Understanding what constitutes "protected activity" and its broad scope.
    • Why retaliation claims are disproportionately frequent and expensive.
  • Key Action Steps & Partnering with HR:
    • Practical takeaways for confident leadership and for fostering a fair and equitable environment.
    • Emphasizing HR as the essential resource for guidance and support on EEO matters.

Accessible Workplaces:  A Supervisor's Refresher on Reasonable Accommodation 

1 hour session

Creating and keeping an accessible workplace means supervisors need to understand their legal responsibilities for providing reasonable accommodations. Our 1-hour course, "Accessible Workplaces: A Supervisor's Refresher on Accommodation," gives supervisors and managers the clear guidance they need to confidently lead teams and ensure compliance with the Rehabilitation Act of 1973 and the Americans with Disabilities Act (ADA).

This course sharpens supervisors' skills in understanding basic workplace accessibility and how to properly identify, discuss, and help provide individualized reasonable accommodations.

Empower your team to create a truly inclusive work environment, handle disability-related challenges with ease, cut down on legal risks, and protect your company from big lawsuits and harm to its reputation!

 

Consider these critical questions for your organization:

  • Are your supervisors confident in identifying when an employee's request for flexibility or adjustment might be a request for a disability accommodation?
  • Does your leadership team understand their precise role in the 'interactive process,' ensuring compliance and avoiding missteps that could lead to costly litigation?
  • Are your managers equipped to address perceived performance issues or attendance challenges that may, in fact, be related to an employee's disability, without creating legal risk?  

Course Outline:

  • Introduction: Why Disability Accommodation Matters to YOU (The Supervisor):
    • Your Key Role: How supervisors are the first point of contact for accommodation needs.
    • The Laws: Brief overview of the Rehabilitation Act and ADA – what they aim to do.
  • Understanding "Disability" & Recognizing Accommodation Requests:
    • Simple Definition: What a "disability" broadly means under the law.
    • Spotting a Request: How employees might ask for help without using legal terms (e.g., "I need time off for a medical appointment," "I can't lift that anymore").
    • Your Action: Don't delay or ignore a potential request.
  • The "Interactive Process": What Supervisors DO:
    • Collaborative Conversation: How to talk with the employee about their limitations and what might help.
    • Involve HR: The crucial step of bringing HR into the process early.
  • Key Pitfalls to Avoid:
    • Confidentiality.
    • No Assumptions.
  • Your Role: Get Help, Protect the Company:
    • Always Engage Human Resources staff.
    • Goal: Promote an inclusive workplace and reduce legal exposure.

Address

8865 Commodity Circle, Ste 14-103 #1152

32819 Orlando

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