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Understanding At-Will Employment and Using That Knowledge to Manage Better

75 Minutes
6 months
Webinar Id:
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Recorded Version

$195. One Participant

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)


This webinar will improve your understanding of "at-will" employment, how it impacts you every day at work, and why it's so important for you to manage and supervise in a way that preserves it.

You'll also learn how to apply that knowledge in practical ways so you can manage and communicate better. As you already know, effective communication leads to enhanced individual and team performance. But to engage in effective communication, you need a deeper understanding of the types of things you can say or do which, even if well intentioned, can undermine at-will employment and take away from your credibility with your employees. There are ways for you to preserve at-will employment while still addressing the needs of your human capital, minimizing the risks to your organization, and demonstrating your leadership skills. It's all about knowledge and best practices that will benefit everyone, including you, your employees and your organization as a whole.

Why you should attend: All managers and supervisors should strive to be leaders. As a leader, it's up to you to set the tone for the quality of your relationships and to make sure your employees have the information they need to excel at their jobs. How you communicate is at the heart of these goals. You can't communicate well if you don't understand how at-will employment impacts you every day at work. If you know the basic principles behind at-will employment, how at-will employment relationships are formed and how to preserve them, you're in the best position to communicate effectively so that you and your employees are positioned to succeed. At the same time, you'll be doing your part to help your organization address some of the unnecessary risks that can arise when at-will employment is undermined. Even if you're dealing with poor performers, understanding how at-will employment impacts your relationships with them will help you to preserve the flexibility you and your organization need.

Areas Covered In the Seminar:
  • Definition of at-will employment
  • States that have at-will employment
  • Creating at-will employment relationships
  • Application of at-will employment during the employment relationship
  • Clear communication about employment status
  • Exceptions to at-will employment
  • Impact of policies and practices on at-will employment
  • Discipline and at-will employment
  • Reasons to preserve at-will status
  • How at-will employment can be undermined
  • Consequences of undermining at-will employment
  • Applying your knowledge of at-will employment to manage and communicate better and create strong employment relationships
  • Management and HR working together to preserve at-will status and support organization needs
Who will benefit:
  • Senior Management Team
  • Managers, Directors and Administrators
  • Supervisors
  • Employment Managers
  • HR Professionals
  • Independent Contributors at manager levels

Barrie Gross is the founder of Barrie Gross Consulting, a human resources training and consulting firm dedicated to the ongoing management and development of human capital. She is a recognized expert in human resources after having spent 15 years as an employment attorney, including seven years as Vice President & Senior Corporate Counsel for an international Fortune 1000 financial services company that hired Barrie to create and lead the in-house employment law function. In that capacity, Barrie created and delivered management and development coursework throughout the organization as an integral part of her preventative litigation strategy.

Upon leaving in-house legal practice, Barrie turned to HR consulting and training in a non-legal capacity. She worked with Mercer HR Consulting on complex HR issues and became an adjunct university professor, teaching Introduction to Global Management and guest lecturing in the MBA Business Communications program. Barrie also worked with premier international e-learning companies to develop sophisticated management and employee training and development coursework. Barrie then founded her HR consulting and training firm to help others meet demands for more cost effective HR solutions that are sensitive to business needs, support ongoing workforce development, and follow sound risk management practices.

Barrie has a BA from the University of Vermont and a JD from the University of San Francisco, School of Law, where she was a member of the McAuliffe Honor Society. She was a member of the Association of Corporate Counsel for seven years and during the last four of those, served on the executive committee for ACC's Employment & Labor Law membership. She joined SHRM (Society for Human Resource Management) in 2005. Barrie is the author of scores of articles about human capital management published by the New York Times, Washington Post, BusinessWeek Online, San Francisco Chronicle, San Francisco Business Journal and other business journals and online business portals. Barrie also does public speaking on talent management strategies, management development and leadership.

Note: Barrie Gross's webinars do not constitute legal advice and should not be relied upon as legal opinion. If you have a legal issue, you should consult your own attorney concerning your situation and facts. Nothing presented on this site or in Barrie Gross's webinars creates or is intended to create an attorney-client or confidential relationship between you and Barrie Gross. Barrie Gross's webinars are for general information only, which may or may not reflect the most current legal developments or be complete.

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