In my experience as HR manager, I expect line managers to have a basic understanding of federal and state employment laws. Upon becoming a manager, I arrange one-on-one coaching to discuss employment regulations and company procedures. We provide online training throughout the managers employment on various laws such as ADEA, FLSA, FCRA, ADA, FLMA, and Title VII. I also provide reminders during recruiting and/or preparing for terminations. I do not expect for managers to remember all the details of the laws. In fact, I rarely teach them the fine details. Rather, I take the following actions:

- Ensure they have a basic understanding of the laws intent

- Educate them on relevant company procedures

- Instruct them on where to find resources on the laws

- Recommend that they speak with me on any concerns or if they are in doubt

- Have an open-door policy with respect to employee concerns or complaints

1.How isorganizational performance impacted when employment laws are regularly broken?

2.What are the risks to the companys reputation for failing to abide by employment laws?

3.What is the chief executive officers role with respect to employment laws?