Legal Responsibilities Every Manager Should Understand
A Message from Our CEO
Learn more about EmtrainCourse Description:
Managing Within the Law equips managers with essential legal knowledge and practical skills to navigate the most common—and most risky—moments of people management. Covering the full employment lifecycle, this course demystifies key employment laws and translates them into real-world guidance managers can apply immediately. Participants learn how to recruit and hire fairly, manage wages and hours correctly, respond appropriately to disability and leave requests, address bullying and misconduct, and handle discipline and termination with confidence and consistency. Throughout the course, managers are reinforced with one core message: thoughtful, lawful management decisions protect employees, strengthen workplace culture, and reduce organizational risk.Key Concepts:
At the core of this course, managers will build:- A clear understanding of fundamental employee protections and how they show up in day-to-day management decisions
- Practical tools for applying fairness and consistency across hiring, promotion, discipline, and termination
- Confidence in responding to disability accommodations and leave requests with empathy and legal awareness
- Awareness of wage and hour obligations under federal and state law—and how manager actions can trigger compliance issues
- A stronger partnership mindset with HR to prevent problems before they escalate
Why it Matters
Employment laws are designed to protect employees—but they also protect organizations when managers understand and apply them correctly. Most legal claims don’t start with malicious intent; they start with confusion, inconsistency, or a manager trying to “do the right thing” without understanding the legal implications. When managers lack legal awareness, organizations face increased risk of complaints, investigations, turnover, and costly litigation. When managers are trained, they are better equipped to lead with confidence, respond appropriately to sensitive situations, and reinforce ethical decision-making across the workplace. Managing Within the Law helps create a culture where compliance supports—not hinders—effective leadership.Course Features
- Access to our Anonymous Ask the Expert tool
- Rich video scenarios based on real-world events
- Built-in employee sentiment surveys
- 50+ Machine Translation Options
- Optional program timer
- Policy acknowledgement tool
- Extensive customization options
Lessons
Managing Within the Law
Hiring Skills and Restrictions
FLSA and Wage and Hour State Laws
Managing Disability Protections
Navigating Leaves of Absence
Responding to Claims of Bullying, Harassment and Discrimination
Discipline and Termination
Provide Your Feedback
Relevant Courses
Complementary Microlessons
From ‘Ask the Expert’
Emtrain’s Ask the Expert feature enables users to ask questions about compliance, bias, harassment, and diversity & inclusion as they come up. It’s all confidential, and answers are sent straight to their inbox. View some of the example questions below and see the Experts answers.
Q
Can I ask a job candidate about medical conditions or disabilities during the hiring process?
No. Managers should not ask job candidates about medical conditions, disabilities, or health history during the hiring process. Under the Americans with Disabilities Act (ADA), questions must focus on whether the candidate can perform the essential functions of the job, not on personal medical information. Managers may ask candidates if they can perform specific job tasks with or without reasonable accommodation, but must avoid questions that could reveal a disability. If a candidate voluntarily discloses a medical condition, managers should pause the conversation and involve HR to ensure compliance.
Q
What is considered exempt vs. non-exempt under the FLSA, and why does it matter for managers?
Exempt and non-exempt status determines whether an employee is eligible for overtime pay under the Fair Labor Standards Act (FLSA). Non-exempt employees must be paid overtime for hours worked over 40 in a workweek, while exempt employees generally are not. Managers should never make classification decisions on their own. Misclassifying employees is one of the most common wage and hour violations. When managers assign extra hours, change duties, or approve off-the-clock work, they can create compliance risks even if payroll is handled elsewhere.
Q
How should I respond when an employee says they need a medical leave of absence?
Managers should respond with empathy, professionalism, and caution. The goal is not to determine eligibility on the spot, but to acknowledge the request and involve HR promptly. Avoid asking for diagnoses or medical details. Instead, thank the employee for sharing, explain that HR will help guide the process, and ensure there is no retaliation or negative treatment tied to the request. What a manager says or documents in the first conversation can significantly affect legal risk.
Q
What is my responsibility as a manager when an employee requests a disability accommodation?
Managers play a key role in the accommodation process, but they are not responsible for making legal determinations. When an employee requests an accommodation, or when a need becomes apparent, managers should engage HR to begin the interactive process required under disability laws. Managers should focus on job performance, operational needs, and open communication while avoiding assumptions about what an employee can or cannot do. Even informal or verbal requests can trigger legal obligations.
Q
Can I discipline an employee who is on leave or has a disability?
Possibly, but discipline must be based on legitimate, documented performance or conduct issues unrelated to the leave or disability. Disciplining an employee shortly after a protected request can raise red flags if the timing or rationale is unclear. Managers should never discipline in isolation in these situations. HR involvement helps ensure decisions are consistent, well-documented, and legally defensible.
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