HR Training Catalog

Section 4 Page 17 CULTURAL DIVERSITY MANAGEMENT Course #214 - Length: 2 ½ Hours General Description A supervisor is responsible for creating an environment that is safe, productive, and comfortable for all his/her employees. Fairness is not an expectation; it’s a requirement. The Clayton County Board of Commissioners and Human Resources promote a workforce that is rich in diversity, and believe that each employees has a right to work in an environment void of discrimination and harassment. This class is excellent for all leaders . Discrimination and harassment are not only forbidden in our workplace, these negative behavioral practices are illegal. We depend on our leaders to uphold our standards and beliefs. In the years to come, our workforce will continue to become more and more diverse. Leaders who take the time to prepare now for the challenges ahead will stand heads and shoulders above the rest. Benefits of Attending This Class Attendees can define the terms “cultural” and “diversity”, and understand their impacts on the workplace. Attendees can identify diversity challenges in today’s workplace. Attendees understand the two dimensions of diversity, and their impact on perceptions. Attendees can identify barriers to accepting diversity. Attendees can identify the outcomes of harassment and discrimination. Attendees are familiar with equal employment laws that prohibit diversity and harassment. Attendees understand the dynamics of managing diversity in the workplace. The delivery method includes lecture, discussions, video, and hands-on activities Course Content The course content for Cultural Diversity Management 214 is as follows: & Define and explore the terms cultural and diversity & Explore the dimensions of diversity and their impacts in the workplace & Explore the barriers to accepting the diversity & Discuss the outcomes of diversity, and identify those affected & Discuss the laws that govern workplace discrimination and harassment & Explore and contrast cultural norms and values & Identify the four critical elements in dealing with diversity & Explore managing diverse relationships & Review common-sense diversity guidelines & Discuss ways to create an environment that promotes diversity

Section 4 Page 18 SEXUAL HARASSMENT PREVENTION Course #213 - Length: 2 ½ Hours General Description Clayton County Board of Commissioners believes that every employee has the right to work in an environment that is free from harassment, discrimination, and intimidation. Clayton County’s Civil Service Rules 3.113 and 3.114 prohibit this type of behavior in our workplace; additionally, equal employee laws also prohibit workplace discrimination and harassment. Everyone suffers when discriminating and harassing behavior is allowed to run rampant throughout our organization. If left unchecked, it can create liability and embarrassment for Clayton County Government. Although we may not be the victim or the alleged perpetrator, we are still affected because we are part of the workplace. We depend on our supervisors/managers to enforce rules and regulations pertaining to any inappropriate behavior. Benefits from Attending This Training Attendees can define sexual harassment and related terminology. Attendees understand the two types of sexual harassment. Attendees can identify the three forms of harassment and their components. Attendees can identify who can be harassed by whom. Attendees are aware of the physical and verbal behaviors and actions that are or have the propensity to become sexual harassing. Attendees understand the negative impacts of this behavior. Attendees can identify techniques on responding to and investigating sexual harassment complaints. Attendees understand Clayton County’s reporting procedures. Attendees are aware of the mistakes managers make when responding to complaints, and understand tips on protecting themselves from liability. The course benefits veterans and newly appointed leaders . The deliver method includes lecture, open discussion, role play, hands-on activities, and video. Course Content The course content for Sexual Harassment Prevention 213 is as follows: & Define sexual harassment and key related terminology & Review Civil Service Rules 3.113 & 3.114 and applicable laws & Identify and discuss the two types and three forms of sexual harassment & Review the impacts and outcomes of sexual harassing behavior & Review investigating techniques & Review tips on confronting and responding to sexual harassment & Discuss ways to prevent sexual harassment & Explore mistakes managers make and ways to protect self & Review Clayton County’s reporting procedures

Section 4 Page 19 WORKER’S COMPENSATION/ADAAA Course # 216 - Length: 2 ½ Hours General Description Worker’s Compensation is mandatory business insurance that every employer who employs three or more workers are required by State law to carry. Managing a Worker’s Compensation Program is a legal landmine . Few organizations are unaffected by the confusing, and often overlapping, requirements of the Worker’s Compensation statues, the Americans with Disability Act, and the American with Disability Act Amendment Act (ADAAA). This course answers questions regarding the supervisor’s/manager’s and Human Resources’ roles in carrying out administrative duties regarding workers’ compensation and the Americans with Disability Act Amendment Act. Benefits of Attending This Training Attendees understand Workers’ Compensation and its components. Attendees receive up-to- date information on Worker’s Compensation statues and the ADAAA. Attendees review the Workers’ Compensation Bill of Rights, which lists employees’ benefits, rights, and responsibilities. Attendees understand Clayton County’s accident leave policy. Attendees understand the related forms, and the steps to take in reporting an incidence. Attendees understand the ADAAA, and its requirements in regards to equal opportunity, accommodations, essential functions, and qualified individual. This course benefits veterans and newly appointed supervisors/managers . This course is updated as the laws change . The delivery method includes lecture, discussion, question- answer session, and video. Course Content The course content for Workers’ Compensation/ADAAA 216 is as follows: & Background and overview of the Workers’ Compensation Law & Review Workers’ Compensation Bill of Rights & Define injury vs illness & Review and discuss Clayton County’s Accident Leave Policy & Review steps to take when you or your employee is injured on the job & Review guidelines on investigating techniques & Identify critical information needed to report an injury - review related forms & Background and overview of the American’s with Disability Act Amendment Act & Discuss qualified individual, reasonable accommodations, equal opportunity, and essential functions.

Section 4 Page 20 FAMILY AND MEDICAL LEAVE ACT Course #112 - Length: 2 ½ Hours General Description If you or a family member suffers an injury or illness that prevents you or your family member from working, do you know what your rights and responsibilities are under the Family and Medical Leave Act? The Family and Medical Leave Act (FMLA) was signed into law by Former President Bill Clinton on August 5, 1993. This law was amended on January 16, 2009 to include miliary leave provisions. The goal of FMLA is to promote the family unit and enhance productivity. It created a win-win outcome for employees and employers. The Act is very specific regarding who can take the leave and what it can be taken for. This is a must-have class for all supervisors/managers, and answers questions such as: What criteria must an employee meet in order to be eligible to take FMLA? What reasons can an employee request FMLA? What is the maximum time an employee can take under FMLA? What does FMLA protect? These are just a few of the highlights of this course. This class is designed to benefit all personnel. Benefits of Attending This Class Attendees will receive a basic introduction to the FMLA law. An attendee will acquire knowledge regarding his/her responsibilities and obligations when requesting family medical leave. Attendees will understand Human Resources’ role in supporting leave requests. The delivery method for this course includes lecture, discussion, video, and question and answer session. Course Content The course content for F AMILY AND M EDICAL EAVE CT L A 112 is as follows: % Provide an overview of the Family and Medical Leave Act (FMLA) % Review employees rights, responsibilities and obligations under the FMLA % Review Human Resources’ role in supporting leave requests % Review Clayton County’s processes and procedures

Section 4 Page 21 DRUG AWARENESS Course #218 - Length: 2 ½ Hours General Description Alcohol and drug abuse is not a new problem. At various times throughout history many initiatives have addressed the issue of substance abuse. Research shows that during the past several years, substance abuse has entered the workplace at an alarming rate. Clayton County is adamant about providing a safe workplace for its employees, and has implemented Resolution 91-103 to address this problem. Organizational costs increase and personal losses occur when this problem is allowed to dwell within an organization. We depend on our managers/supervisors to help us keep this behavior out of our work environment. To effectively do this, managers/supervisors need to become familiar with Clayton County’s substance abuse policy, recognize use/abuse, enforce standards, and respond quickly to issues of possible abuse. Benefits of Attending This Class Attendees can define substance abuse, and identify its negative outcomes on an abuser’s professional and personal life. Attendees are aware of Clayton County’s Government drug-free workplace rules. Attendees can identify the most common types of illegal and legal drugs and their effects. Attendees are familiar with the components of Clayton County’s Resolution 91-103. Attendees can define reasonable suspicion, and can identify the signs and symptoms that establish cause. Attendees are aware of the drug testing process. This course is excellent for veterans and newly appointed manager/supervisors . The delivery method includes lecture, discussion, and hand-ons exercises and activities. Course Content The course content for Drug Awareness 218 is as follows: & Discuss the severity of substance abuse in our society and workplace & Overview background information on substance abuse & Define substance abuse, and identify its outcomes & Review most commonly abused illegal and legal drugs and their signs and symptoms & Define reasonable suspicion, and identify behaviors that establish cause & Review and discuss Clayton County’s Resolution 91-103 & Discuss the importance of documentation; review documentation techniques & Identify and discuss tips on avoiding legal problems & Discuss the components and value of the Employee Assistant Program

Section 4 Page 22 WORKPLACE VIOLENCE Course # 219 - Length: 2 ½ Hours General Description You can’t seem to get away from it; stories of violence in the workplace have become common. Every time you turn around, there’s another incident being broadcasted. Violence has moved from the dark alleys we avoid to our own back yards and workplaces. According to the Society for Human Resources Management, at least one employee is killed weekly as a result of workplace violence. Workplace violence can stem from many sources. Experts report that most perpetrators show signs for potential violence long before the act is committed. Understanding potential causes of violence and the characteristics of perpetrators can help the supervisor/manager take precautionary measures before the act of violence is committed. Effective leaders focus on prevention first . Benefits of Attending This Training Attendees can define violence, and identify its forms. Attendees can assess his/her and employees’ risk of violence, and identify prevention techniques. Attendees can identify the causes, signs, and stages of violence. Attendees can identify the types of threats and characteristics of perpetrators. Attendees can identify techniques for defusing violent behavior. Attendees understand their role in preventing violence in the workplace, including domestic violence. Attendees understand the legal ramifications of workplace violence. Course Content The course content for Workplace Violence 219 is as follows: & Define violence, and identify its forms and stages & Identify risk factors, signs, and causes of violence; identify intervention techniques & Discuss and identify motives and characteristics of perpetrators & Explore tips and techniques to defuse violent behavior-responding to direct attacks & Explore the supervisor’s/manager’s role to effectively manage workplace violence & Explore security systems and rules & Explore domestic violence and its impact on the workplace & Discuss investigating and reporting techniques and process & Discuss Workers’ Compensation and workplace violence & Identify legal remedies, and discuss legal exposure and obligations & Identify and implement initiatives to create a positive work environment & Explore daily precautions to reduce potential violence against self

Section 4 Page 23 HIPAA PLAN TRAINING Course # 220 - Length 2 ½ Hours General Description The Health Insurance Portability and Accountability Act (HIPAA) is a federal law that protects the confidentiality of medical and health information. Violation of the HIPAA law results in severe penalties; penalties can range upwards to $250,000 and 10 years imprisonment. HIPAA imposes personal liability on those found violating the Act. In an effort to adhere to the HIPAA law and to protect the employees of Clayton County government, we offer on-going HIPAA training to ensure that our employees are familiar with this federal mandate and the consequences of violation. This is a must-have class for all employees . Benefits of Attending This Class Attendees are familiar with the regulations that govern the HIPAA law. Attendees can make informed choices when carrying out daily work activities. Attendees are familiar with Clayton County’s Privacy Rule. Attendees are familiar with their rights, roles, and responsibilities under the HIPAA law. Attendees are familiar with various security measures to protect the information that is in their care. This class is designed to benefit veterans and newly appointed employees . The delivery method includes lecture and discussion. Course Content The course content for HIPAA PLAN 220 is as follows: % Provide an overview of the HIPAA law: % What is HIPAA? % What and how does HIPAA protects? % Portability and accountability measures of the HIPAA Law % Ways an individual can be exposed to HIPAA sensitive information % Rights, roles, and responsibilities % Clayton County Government’s privacy rule % Clayton County Government’s privacy officials % Compliant forms and authorization forms % Security measures

Section 4 Page 24 FUNDAMENTALS OF BUSINESS WRITING Course #221 - Length: 2 ½ Hours General Description The most important decisions of a business end up in writing. Although strict grammar and spelling rules govern all forms of communication, business writing vastly differs from casual writing. Business writing is a very precise style of writing, and its process requires proper preparation and execution. A business’ correspondence is an official representation of the organization. Poorly written letters, memos, e-mails, reports, and other correspondence can create a negative image of the business writer and his/her organization. Additionally, poorly drafted documents can create lawsuits and loss of credibility for the organization. Benefits of Attending This Class Attendees can identify the goals of the business writer and techniques to enhance writing efficiency and effectiveness. Attendees understand the importance of the business writing process. Attendees can identify the costs of ineffective business writing, and understand their negative impacts on the organization. Attendees can identify the main culprits of ineffective business writing. Attendees are introduced to each stage of the business writing process which includes editing, revising, and executing. This course is excellent for all managers, supervisors, and leaders. Course Content The course content for Fundamentals of Business Writing 221 is as follows: & Explore the goals of the business writer & Explore the business writing process and its significance to the organization & Identify the costs of ineffective business correspondence & Identify and discuss the culprits of ineffective business writing & Discuss common business correspondence & Explore the editorial and revision components of the business writing process ý Identifying the purpose, mapping the purpose, and checkpointing the purpose and specifics & Explore the execution component of the business writing process ý Identifying audience and tailoring the message to fit the needs of the audience & Explore using the passive and assertive styles of business writing & Identify the benefits of using the assertive style of business writing

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Clayton County Government’s Leadership Academy Developed Exclusively For Elected Officials Department Directors Assistant Directors Vision Endurance Integrity Strength Triumphantly Leading the Organization to New Heights

Section 5 Page 2 LEADERSHIP ACADEMY Clayton County Government’s top leadership team consists of elected officials, department directors, and assistant directors. The ability to effectively lead others is a rare skill. It becomes even more rare at the highest levels within an organization because of the complexity of such positions require a vast range of leadership skills and behaviors. Clayton County is fortunate to have an executive team that possesses the multitude of skills needed to lead the organization and its employees to new heights. Members of our executive team serve as strategic planners by providing the vision for our organization; assume the role of figureheads of the organization by engaging in ethical work behaviors and practices at all times; serve as change agents by effectively leading the organization during continuous internal and external change, and are key decision makers who oftentimes are required to make high impact decisions. Clayton County Board of Commissioners supports continuous learning, and wants our executive team members to have access to additional resources that can assist them in their daily tasks. Our executive educational program consists of 16 hours of training, and is strictly voluntary. Participants who complete the 16 hours of training will be formally recognized by the Clayton County Board of Commissioners, the Civil Service Board, a formal graduation, and an announcement in our quarterly newsletter. A copy of the successful participant’s training record will be placed in his/her official personnel file. The curriculum for the executive education program is as follows: % Executive Orientation % Mission Possible These classes are customized to common situations that may arise in our organization. Topics are selected and designed to benefit executive leadership, and provide “how-to” information that focuses on improving communication skills, enhancing productivity, and managing various workplace-related behavioral skills. Additionally, the Leadership Academy focuses extensively on understanding changes in Federal, State, and local employment laws. Topics also focus extensively on departmental policies and procedures. Human Resources invites our executive staff members to share any insights, ideas, or suggestions you may have to make our Leadership Academy more effectively serve your needs.

Section 5 Page 3 EXECUTIVE ORIENTATION Course #300 - Length: 8 Hours General Description The primary purpose of orientation for directors is to educate new directors of their benefits, provide statistical human resource data, and to provide a hearty welcome. County rules and regulations are shared with historical statistical information that will allow decisions to be made on a consistent basis. Mandatory policies are shared; however, we will go beyond what’s written in a policy to putting a policy into action. Benefits of Attending This Training New directors and assistant directors are given a realistic profile of the benefits and expectations of their new roles. Failure to inform a newly appointed executive staff member of job expectations, policies, and procedures can greatly reduce his/her effectiveness as an executive leader. This course provides critical information the executive can use to enhance his/her job performance and decision making skills. This course is a must-have for all newly appointed elected officials, department directors, and assistant directors. This course serves as a great refresher for veteran executive leaders. This course is excellent for those who have been identified through succession planning as possible executive candidates. Course Content The course content for Executive Orientation 300 is as follows: % Review all benefits, including insurance and retirement % Review Civil Service Rules and Regulations % Interviewing, hiring, and conducting exit interviews % Performance Management % Disciplinary Actions % Performance Evaluation Reviews

Section 5 Page 4 MISSION POSSIBLE Course 301 - Length 8 Hours General Description Many federal, state, and local laws govern the way employees are managed in the workplace. Failure to understand these laws can lead to issues of liability for the organization, and sometimes the leader. For example a manager/supervisor/leader who is aware of sexual harassment and fails to intervene creates liability for himself/herself and his/her organization. There are many internal and external factors that are driving the increase in the number of lawsuits levied against organizations. Effective leaders are investing the time to educate and protect themselves and their organizations against the damaging effects of lawsuits. Benefits of Attending This Training Mission Possible is a thorough course that is designed to provide executive leadership with in-depth knowledge of critical employment issues this organization faces. Mission Possible also focuses on practical human resources procedures that are designed to prevent litigation. Attendees will understand how to comply with many Federal and State employment laws that govern the workplace. Attendees will take part in a series of comprehensive practical exercises that will give them a real-life feel for the materials presented. This course is a must-have for all newly appointed elected officials, department directors, and assistant directors . This course serves as a great refresher for veteran executive leaders . This course is excellent for those who have been identified through succession planning as possible executive candidates. Course Content The course content for Mission Possible 301 is as follows: % Interviewing and hiring % Alcohol/Drug Awareness/Prevention % Reasonable Suspicion/EAP % Worker’s Compensation (WC) % Family and Medical Leave Act (FMLA) % Americans with Disability Act Amendment Act (ADAAA) % Disciplinary action % Performance Evaluation Program (PEP) % Employee relations and retention

Information Training Information

Section 6 Page 2 Meet The Human Resources Professional Development Division ... Pam Ambles Human Resources Trainer Office: 770-477-4463 Fax: 770-473-3995 email: [email protected] Katrise Blades Principal Secretary Office: 770-472-8055 Fax: 770-473-3995 email: [email protected] “ ““ “Hello...”

Section 6 Page 3 Let’s Get Started ! Important Notice To get the full benefit from our professional development program, participants must register for the classes that are specifically designed for their employee classifications. Please feel free to contact the Professional Development Division with any questions you may have. Registration For your convenience, you may register for training classes by: 1. Completing and submitting an on-line registration form through CNet 2. Faxing a completed registration form to 770-473-3995/Attention Professional Development Division 3. Mailing a completed registration form to HR Professional Development Division Cancellations To maximize training opportunities for employees who are on the waiting list, please contact us as soon as possible if you are unable to attend. Additionally, the Human Resources Department may sell vacant seats to surrounding governmental agencies wishing to attend our training. Training Training classes will begin and end promptly according to the established schedule. To receive credit for attending, please sign the class roster. Regular training classes are 2 ½ hours long. We will take a short break during regular training classes. Lunch We do not provide a meal. However, participants attending all-day classes are given an hour’s lunch break. The instructor will inform the class of the time of the break, and will remind the class of the return time. Many participants use this time to network with fellow colleagues. Location Most of the training classes are held at the Human Resources Training Center, 120 Smith Street. At the request of a Department, training will be conducted on site to meet that Department’s needs. The County provides free parking for employees attending training held on County facilities. Copyright The contents of our professional development training material belong to the County, and may not be used outside the scope of Clayton County business.

Section 6 Page 4 Historical Information Regular Training Classes 2009 Number of Classes Held: 181 Number of Participants: 1175 Number of Graduates: 49 2008 Number of Classes Held: 265 Number of Participants: 1640 Number of Graduates: 93 2007 Number of Classes Held: 224 Number of Participants: 1522 Number of Graduates: 36

Section 6 Page 5 Comments from Participants “Group discussion was very interesting.” “It went great with the session.” ~Sexual Harassment “The group activity at the end was GREAT”! “Loved it, very interesting.” ~Cultural Diversity “This class was very educating and enjoyed it.” ~Drug Awareness “Best class I have taken to date.” ~ Workers’ Compensation/ADAAA “I valued the team projects, and the way the information was presented.” “Thoroughly enjoyed it.” ~ Problem Solving “The classes should be longer.” ~ Handling Conflict “This course is a wonderful tool the county offers.” ~ Effective Communication “I valued the thorough explanation of how FMLA works, who qualifies, and how to receive benefits; also valued the information on HIPAA” ~Family Medical Leave Act/HIPAA “Pam was very knowledgeable and pleasant.” “She made the orientation more pleasant than I expected it to be.” ~ New Employee Orientation (Solicitor’s Office) “All of my questions were fully answered and explained.” ~ Disciplining Employees “Enjoyed the open-ended questions exercises, and the tips on spotting red flags.” ~ Interviewing and Hiring

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