List of CEA Trainings

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Sometimes, employees are absent from work. This can create a variety of hardships for the business. From staffing to lawsuits, CEA, its representatives, and its partners understand your unique needs and will help you be successful in preventing and managing employee absenteeism, so that you can get on with the business of business.

Learning Objectives

  • Assess absenteeism’s impact
  • Define absenteeism
  • Determine the cost of absenteeism
  • Explore state and federal laws related to absenteeism
  • Review an FMLA (Family Medical Leave Act) case study
  • Recognize keywords and phrases employees use when an absence is imminent
  • Conduct absentee root-cause analysis
  • Assess and prevent absenteeism
  • Discover how to discipline absenteeism
  • Examine and discuss resolution for absentee scenarios

Preventing Age Discrimination
Knowing what you can and can’t do in the workplace helps prevent discrimination against an employee based on age.  Employees often make comments without realizing they could be interpreted as “age biased”.  Even if we mean no harm by what we say, we can still be sued.

The Law Says:
•    Employees must be 40 years or older to claim age discrimination.
•    The Age Discrimination Employment Act (ADEA) makes it illegal to make decisions in hiring, firing, promoting, demoting, and salary based on age.
•    It’s how an employee perceives an employer’s actions that count.

What you’ll learn:
•    How to avoid problems down the road by changing bad behavior and bad company habits.  
•    Situations in which you need to be particularly careful when preventing age discrimination.  
•    Areas of the workplace that are the most often scrutinized for age discrimination.

What do you do when you notice that Susan has shown up for work but isn’t wearing a bra ?  What do you say when Steve asks if he can add his partner, Ken, to your benefits plan?  And what do you do when you find out that one of your employees is not authorized to work in the United States?

CEA has the answers to all of these questions and so many more.  Join us for our enlightening and entertaining HR TRIVIA training.

Just when you think you’ve got a handle on OSHA’s complex rules and regulations, the agency issues a new standard, changes the record-keeping requirements or mandates additional training. Keeping your workplace compliant with OSHA’s ever-changing rules – and safety for your employees – is a never-ending headache where the stakes couldn’t be higher. California law (SB198) requires companies to have an Injury and Illness Prevention Program in place. It doesn't matter if you have one employee or hundreds ... as their employer, you are responsible for their safety.

Learning Objectives

  • The basics of OSHA Compliance
  • Cal/OSHA Inspection targets and how to handle for a positive outcome
  • How does the IIPP apply to your business
  • Tips for integration, not separation
  • Learn what to do before and after an injury occurs
  • How to implement an IIPP
  • Resource materials to implement your own programs

Business professionals must have rules and tools for communicating effectively. Leaders need a firm foundation in listening mechanics, conflict resolution, and political acumen (Managing up, Leading Down). Every leader must develop these communication skills, or face considerable hardship navigating organizational life, its stressors, and the unique demands inherent in leading others.

Learning Objectives:

  • Define, distinguish, and formulate crucial active listening skills
  • Describe and analyze skills needed for “Managing Up, Leading Down” for political acumen, agenda/decision-making, and employee engagement
  • Identify methods for dealing with difficult people and resolving conflict on the job

This program provides participants with a sound understanding of the principles of effective communication and the skills to recognize and resolve communication breakdowns in the workplace.  Participants learn the objectives of communication, gain active listening skills and learn how to utilize assertive communication. (3.5 hr)

Learning Objectives

  •  Identifying roadblocks to effective communication
  •  Practicing active listening skills
  •  Sending a clear message
  •  Understanding the importance of non-verbal
  •  Practicing assertive communication skills

Leadership communication goes hand-in-hand with success. No matter how compelling the vision or how brilliant the strategy, without leadership communication there is no execution. Leader Speak helps leaders embrace interpersonal communication that results in strategic alignment with employees, departments, and executives.

This fast-paced, results-oriented seminar is uniquely designed to strengthen your leadership communication skills.

Learning Objectives

  • Collaboratively ascertain, construct, and communicate critical information with precision.
  • Identify communication barriers, leverage assertiveness skills, and be clear on negotiating interest versus position.
  • Resolve conflicts quickly, politically, and effectively.

Workplace conflict haunts organizations every day – it leads to lost productivity, diminished morale and decreased performance.  And, it is very expensive - it will have a negative effect on your organization’s bottom line through increased employee absenteeism, decreased job performance and poor customer service.  Most employees do not know they are responsible for resolving their own conflicts.  This workshop will help employees master skills to successfully resolve conflict situations and avoid future ones. (3.5 hr)

Learning Objectives

  •  Recognize the negative impact conflict has on them, their organizations and others
  •  Recognize that they have a responsibility to resolve conflicts when they occur
  •  Understand the causes of conflict
  •  Learn and practice a C.A.L.M. approach to conflict resolution

How do you deal with difficult attitudes in the workplace?  Bad attitudes in the workplace can deteriorate morale, lower productivity, and increase costs. It doesn't take much for a co-worker, manager, or customer to feel the negative effects from someone with a bad attitude. The good news is there is now a process for dealing with these difficult people!

Topics to be covered:

  • Recognize and describe the characteristics of a bad attitude.
  • Assess a challenging situation and determine an appropriate strategy.
  • Utilize a 5-step process for dealing with difficult people.
  • Regain your positive attitude about the other person or situation.

CEA is here to assist you in managing conflict with confidence, resulting in a positive outcome.

Customer service is receiving a great deal of attention in almost every business and industry.   The purpose of this training is to measure and increase customer service performance in both employees and managers.  In Becoming a Customer Service Star you will learn the five points or facets of customer service.

  1. Feel Positively Toward Customers
  2. Encourage Customer Feedback
  3. Respond to Customer Problems
  4. Develop Repeat Relationships
  5. Seek to Exceed Customer Expectations

By identifying the needs and motivations of different generations in your workplace you can understand the dynamics about managing a multi-generational workplace. Some generations often feel that leaders focus on their lack of experience and don’t appreciate their efforts, while other can feel that some employees lack respect and a traditional work ethic. Though the values and attitudes of each group can vary greatly, effectively managing your workforce can reduce misconceptions, biases, and inherent conflict.  This presentation will teach you how to use leadership skills to create and sustain a culture that not only brings people of all ages into your workplace, but keeps them there!

It is essential that effective communication, honesty, trust, and respect be honored in the workplace as the foundation for a productive environment. The diversity in today's work place, not only involves differences in race, gender and culture, but we also address issues that include differences in communication style, ages, education, values, etc. With insight, understanding, and skill development, we can learn to value differences as opportunities and strengths. A culture of trust and respect enhances team efforts and goal attainment. This training covers:  

  • What is meant by workplace respect?
  • Barriers to understanding and respect
  • Strategies to create stronger respect
  • The importance of validation and appreciation
  • Personal action plan


What is DiSC?

  • DiSC is a personal assessment tool used to examine an individual’s behavioral tendencies within their environment.
  • The assessment will help you better understand your own strengths and challenges, and will help you recognize why you act the way that you do.

How can DiSC help me and my company?

  • DiSC can help you and your team improve productivity, teamwork, and communication.
  • It can help you better understand yourself and others in your surroundings, and can lead to greater professional and personal growth.
  • When hiring new team members, DiSC can help employers find the perfect candidate by providing a thorough examination of each applicant’s behavioral style.

The assessment takes only 15-20 minutes to complete, but that short amount of time will provide you and your company with a detailed, in-depth look into your behavioral tendencies!

In addition to the written report, you have the option of a having a DiSC specialist interpret the results and provide any additional clarification you may need.

For pricing, click here.

Why worry about drugs and alcohol in the workplace?

More than 70 percent of substance abusers hold jobs; one worker in four, ages 18 to 34, used drugs in the past year; and one worker in three knows of drug sales in the workplace.

Americans consume 60 percent of the world’s production of illegal drugs: 23 million use marijuana at least four times a week; 18 million abuse alcohol; 6 million regularly use cocaine; and 2 million use heroin.

In the workplace, the problems of these substance abusers become your problems. They increase risk of accident, lower productivity, raise insurance costs, and reduce profits.

Learning Objectives:

  • 6 Reasons to Conduct Drug Testing
  • Laws Governing Drug Testing
  • Allowable Drug Testing
  • Employee Rights Concerning Drug Testing
  • The Drug Free Workplace Program
  • Reasonable Suspicion Testing
  • Contracting with a Testing Facility

It’s important that supervisors and managers understand the different components of the Drug-Free Workplace Policy and more importantly understand their role in implementing the Drug-Free Workplace Policy!

In this workshop supervisors will learn how to:

  • Identify and investigate crisis situations
  • Recognize workplace problems that may be related to alcohol and other drugs
  • Intervene in problem situations
  • Refer employees who have problems with alcohol and other drugs
  • Protect employee confidentiality
  • Continue to supervise employees who have been referred to assistance
  • Avoid enabling and other common supervisor traps

These days, everyone worries about doing the legally correct thing. What we're going to say about appraisals is that if you do an effective one, the legal part will take care of itself.

This program will help your supervisors with:

  • The possible effects, legal and otherwise, of a poorly done appraisal.
  • How to hold an appraisal that benefits all parties involved.
  • What type of follow-up helps reinforce points made during appraisals.
  • How to make sure the whole process is fair and legal.

An employee handbook is one of the most important communication tools between your company and your employees.  Not only does it set forth your expectations for your employees, it also describes what they can expect from you and ensures your business complies with state and federal employment laws.

Learning Objectives:

  • Benefits and Risks of an Employee Handbook
  • Essential Provisions
  • Policies Required by State and Federal Law
  • Recommended Policies
  • What NOT to Put in an  Employee Handbook

One little survey can give companies a lot of bang for their buck! Employee Opinion surveys do so much more than gauge employee satisfaction, they also help businesses uncover reasons for absenteeism and turnover, diagnose an organizations strengths and weaknesses and measure management effectiveness.

Learning Objectives

  • To survey or not to survey
  • The greatest values in surveys
  • The greatest failings in surveys
  • The planning process behind surveys
  • Seven Survey Sins
  • Types of Surveys
  • Questionnaire Construction

If you would like CEA to design a custom Employee Opinion Survey for your company, give us a call 800-399-5331.

Harassment Prevention - Sex, Religion, and Beyond
Every employee deserves to be treated with dignity and respect.  Every employee has equal rights under Federal and State laws to Equal Employment Opportunity. In California, all employers with 50 or more employees must provide a 2-hour Harassment Awareness training to all supervisors and managers every two years. This training meets California’s requirements and is AB1825 compliant. We also have a one hour version of this new training program for employees only.
Training Objectives

  • A fresh look at harassment, discrimination and governing laws
  • Examine scenarios & incidents and discuss possible appropriate responses
  • Talk about your role in harassment prevention
  • Discuss practical measures to create a safe and respectful workplace

Duration: 2 hours
For more detailed information on AB1825 and AB2053, click here.

Respect and Professionalism in the Workplace

When we say someone is a business professional, we are talking about their ability to deliver on our expectation of service quality, detail, and efficiency that sets them apart from anyone else. We call these people “Pros”. Whether its sports or business, “Pros” are in a league of their own, when it comes to delivering value.

In the workplace, professionals bundle their expected behavior and value with respect, which extends well beyond tolerance and embraces inclusion. It is the professional’s respectful inclusion of diverse people and their work ways that continually pushes the envelope on product sales, service, and support quality: The essence of what keeps customers coming back, sharing positive service experiences, and driving customer loyalty through the roof.

Duration: 1 hour

In 1986 Congress reformed US Immigration laws.  The purpose of the reforms was to preserve the tradition of legal immigration while seeking to close the door to illegal entry.  Join us for an informative hour regarding the latest information about I-9 forms, Homeland Security and the E-Verify system. 

Topics to be covered:

  • Why employers Must Verify Employment Authorization and Identity
  • Completing Form I-9
  • Acceptable Documentation
  • Penalties for Prohibited Practices
  • E-Verify
  • Frequently asked questions  

The Federal Trade Commission requires certain business to have a written identity theft, which detects, prevents, and mitigates identity theft when opening an account or maintaining any existing account. The amendment refers to these accounts as covered accounts (covered by FACTA). These accounts use personal and sensitive financial/credit information that pose a foreseeable risk, to consumer, if stolen. Fraudulent activity against a covered account is called a Red Flag. By the FTC deadline, covered business must have a formal written program that identifies its covered accounts, how they will protect them, and how they will respond to identity theft activities. FACTA violators face penalties up to $3,500.00 per incident of non-compliance. This program also covers many State’s Data Security Breach Notification requirements mandated under many state’s laws. Join us and get an idea of your options meeting or managing your identity theft.

Learning Objectives

  • Introduce the Fair and Accurate Credit Transaction Act 2003
  • Introduce State Laws - Data Breach Notification
  • Introduce Self-Regulation
  • FACTA & HIPPA: Protecting Patients Beyond PHI (For Patient Care Practices)
  • Explore Identity Theft Policy and Procedure
  • Explain senior management oversight and role
  • Explore employee compliance and response training

California Labor Laws protect the rights of California employees.  CEA is here as the employers’ advocate.  The best way to protect your rights is to be informed of CA’s ever changing employment laws.

  • Wage-hour issues including travel time and meal period exemptions
  • Reasonable accommodations
  • Managing leaves of absence and the interactive process
  • Pending legislation on the horizon

Harvard University wrote a book titled Hiring and Keeping the Best People, which talks about the cost of poor hiring practices. The Business Essentials book stated that bad hiring brings down performance and can be painfully costly in the long run. Painfully costly is defined as 24 times the base compensation of the poorly hired person. Can you afford it? CEA’s hiring system will help businesses and HR professionals avoid costly hiring mistakes.

Learning Objectives

  • Know what you need to hire
  • Reduce time spent writing job ads and descriptions
  • Discover where applicants are and what to pay them
  • See the critical hiring steps between accepting an application to the 1st day of work
  • Unlock the recruiter’s toolkit for quality hires and fit
  • Develop legally defensible behavioral interview questions targeting proven performer’s skills
  • Uncover hidden tips, tools, and tricks for effectively managing on-the-job (OJT)

Critical thinking is thinking that assesses itself. In this course you will learn the critical dimensions of business-based decision making including practical tools to be used when defining problems, considering alternatives and coming to conclusions. (3.5 hr)

Learning Objectives

  • Gather and assess relevant information to analyze issues
  • Raise important questions in a constructive manner
  • Think open-mindedly while considering alternatives
  • Come to well-reasoned decisions and solutions that address the right problems and involve the right people
  • Create environments that foster feedback for continuous improvement of decision making

All documentation is designed to communicate how an employee must behave on the job. The documentation must communicate your organization’s process for dealing with business-defeating behaviors warranting action up to and including discharge from employment. This quick guide will help you confidently document, discipline, and discharge employees. It also provides your organization with the documentation necessary for defending against wrongful termination lawsuits and paying unemployment, which both drain money from your business.

Learning Objectives

  • Explore barriers to taking disciplinary action
  • See the purpose of disciplinary action
  • Identify reasons to take and document disciplinary action
  • Examine why one would coach and discipline an employee simultaneously
  • Define effective documentation
  • Review methods for investigating issues before creating documentation
  • See and explore safe practices for performing a CA employee discharge

After years and years of experience, one best pieces of advice we can give to an employer when it comes to employees is, “Hire Slow – Fire Fast”. In this seminar we will review how to hire right the first time to avoid the ugliness of workplace terminations and the expensive costs that come with high turnover. We’ll also discuss why it is so important to nip small problems in the bud before they negatively impact your company culture and your budget.     
Learning Objectives

  •     Six Simple Steps to help you Hire Right the First Time
  •     The benefits of a solid progressive discipline program
  •     Proper Steps to a Lawful Termination
  •     How to Coach Underperformers    
  •     The Value of Coaching Employees to Success

In the last decade, the Gallup organization conducted a study of great managers across all disciplines and discovered key performance traits. The research outcomes were overwhelmingly conclusive! A participatory leader not only engages their employees better, but also got better engagement between employee’s customers and other organizational members. Strategic HR professionals must change their role from managing things, to being business savvy, networked, and influential participatory leaders who embody the greatness of leadership.


  • Clarifying the role of participatory leader in the motivation process.
  • Define how to motivate strategic behavior in employees
  • Revisit key theories supporting internal and external employee motivation
  • Review groundbreaking evidence of motivation’s impact on the employee and the organization
  • Link employees’ goals to strategic organizational goals
  • Define key steps to setting strategic goals and outcomes for staff and employees

Strategic HR professionals must change their role from strictly managing all-things HR, to being business savvy, networked, and influential participatory leaders who embody the greatness of leadership. HR professionals will learn to embrace participatory leadership, build strategic know-how, and position themselves as business contributors, who understand how the business earns, saves, and spends its resources, for improved decision-making.

Learning Objectives

  • Managing versus Leading
  • Assessing your leadership style
  • Identifying key participatory leadership traits
  • Creating your leadership skills development plan
  • Managing Up: How to be there for your boss and employees
  • Learning how the business earns, saves, and spends its resources, for improved decision-making.

Breaking up is hard to do. Ending an employment relationship can be one of the most difficult tasks you face as a leader. There are several steps you must take before you decide to terminate an employee, and there are many things to consider. Should you offer a severance package? Should you offer a separation agreement? Ensuring you have proper documentation and practices in place will help you avoid legal challenges down the road.
Topics to be discussed include:

  • How coaching and disciplining work together.
  • Documenting behavior before acting decisively.
  • Avoiding legal problems when exiting employees.
  • California’s required paperwork when ending a work relationship.
  • Separation Agreements – do they hold up in court?

Three key words drive coaching on the job: Collaboration, Clarity, and Checkpoints. Collaboration is critical for employee self-worth, growth, and motivation. It is how employees buy into the idea that their contributions matter. Clarity is essential for understanding what went wrong or right on the job. Lastly, checkpoints provide leaders with planned opportunities for discussions about work flow and outcomes, before failure or underperformance occurs.

Learning Objectives

  • Define coaching
  • Name the key stages in conducting on-the-job training
  • State the key steps in every coaching conversation
  • Review, re-set, and document employee goals
  • Define when coaching stops and counseling begins

Coaching is critical for employee self worth, growth, and ongoing motivation. It is how we keep employees engaged with what’s important and on track for success. When documented, coaching supports recognition and disciplinary action, too.

Learning Objectives:

  • Understanding the importance of turnover
  • Proactive approach of inspiring instead of firing
  • To inspire you must Coach
  • Assess your coaching skills
  • Define coaching and address skills gaps
  • Recognizing key elements of a coaching conversation
  • How to coaching during on‐the‐job training

Coaching. Nobody had time to do it. But, as managers, we all have to. But what's the best way to handle difficult coaching decisions? This training program will provide participants with real-world skills to effectively coach employees to increase performance. At the end of this training session, your participants should be able to:

  • Describe the problem and the expectations
  • Get agreement on the problem
  • Develop solutions together
  • Agree on an action plan
  • Follow up to ensure the situation has improved

Power doesn't have to come with a title. You may not be a supervisor, but you always have Self Leadership! Personal power is drawn from influence over others, the source of which resides in the person instead of being vested by the position held. Are you being your best self at work and with your customers? Learn how to identify and take control over your own growth and success, personally and professionally! This dynamic session includes great exercises and group engagement.

  • What is Self Leadership?
  • Strategies to personal leadership success
  • Understaning your own power
  • Creating a Personal Action Plan

How many different leaves of absence might a California Employer have to grant? Depending on the number of employees a company has, they may have to grant up to 19 different leave laws! It’s important to know about pregnancy disability leave and family medical leave laws, but there are so many others that employers need to be understand. We’ll cover them all and provide you with a CA Leave Law Cheat Sheet to refer to in the future.

Learning Objectives

  • All of the leave and time off laws governing California employers (PDL, FMLA, CFRA, Military Leave, Jury Duty, Domestic Violence, Volunteer, School Suspension, Time off to Vote, WC, Kin Care, Drug and Alcohol and more...)
  • Who is eligible
  • Employee’s rights under the law
  • Notice requirements
  • Duration
  • Affects on PTO, vacation, sick, and wages

Human Resources professionals will be making significant and deeply emotional job cut decisions in the coming months. With families, customers, and the businesses’ future hanging in the balance, HR professionals must know and solidify their options, to prevent lawsuits, reduce job cuts, and remain competitive in today’s tough economy.

Learning Objectives

  • Reducing staff work hours
  • Getting unemployment dollars and keeping your employees
  • Performing an individual or mass layoff
  • Identifying who can and can’t be laid off
  • Notifying your employee of reduced work hours
  • Notifying an employee of a job cut
  • Exploring compensation and benefits cuts

How to Re-engage your employees and bring the fun back to work!
Burnout happens when people who have previously been highly committed to a job lose all interest and motivation.  It mainly strikes highly-committed, passionate, hard working and successful people – and it therefore holds a special fear for those who care passionately about their careers and about the work they do.

This session explains what burnout is. It then helps you to recognize the warning signs in yourself, shows you how to avoid it, and helps you re-engage your employees at work!

Do you have five or more employees? If so, your female employees are eligible for California Pregnancy Disability Leave (PDL) on their first day of employment and may be eligible for Family and Medical Leave Act (FMLA) leave as well as California Family Rights Act leave (CFRA) following PDL.  In this 1-1/2 hour session you'll learn how to completely comply with the PDL law. 

Learning Objectives

  • Eligibility for PDL
  • Notice requirements
  • Duration and timing of PDL
  • Leave period calculation
  • Timing of PDL
  • Effect ofPDL on pay and benefits
  • Reinstatement after PDLA
  • Accommodation or transfer
  • Integration of PDL with FMLA and CFRA
  • Penalties for discrimination

Prevailing wage is a mandatory component of many public works projects. Unfortunately, the law often raises more questions than it answers. What is the prevailing wage? What paperwork do I need? How can I avoid liability and complaints? What if I need help? We will help you with the practical guidance you need to avoid penalties and costly litigation. You'll learn the nuts and bolts of complying with prevailing wage law - minus the confusion and worries.

Learning Objectives

  • Overview of Federal and State Prevailing Wage Laws
  • How Are Prevailing Wages Determined?
  • What Construction Work Is Covered?
  • What Are the Prevailing Wage Standards?
  • Reading Federal and State Wage Determinations
  • How Are Prevailing Wages Paid?
  • Who Is Paid the Prevailing Wage?
  • Completing Certified Payroll Reports
  • Complying with Apprenticeship Requirements
  • Compliance and Enforcement

More and more people see violence as a way to settle disputes or get revenge for some perceived mistreatment. It's part of society, and so naturally it's part of the workplace.

Topics covered are:

  • How to settle problems before they erupt into violence
  • How far you can go, legally, to address a threat of violence
  • The essentials of an effective and legal anti-violence policy
  • What to do if someone commits a violent act
  • What types of violence-prevention measures the courts have approved.

Social Networking is all the buzz or tweets (as they say on twitter), but what’s in it for your business? CEA presents the benefits and pitfalls of using the power of many and social media when marketing your company.

  • What is social media and why it is important to business?
  • How traditional marketing differs from social media marketing
  • Social media elements and trends
  • Using the power of LinkedIn
  • Blogging and tweeting your way to customers
  • Setting policies and procedures for the workplace

Strategic planning is an organization’s process of defining its strategy or direction and making decisions on allocating its resources to pursue this direction.  It’s a process for determining where your business is going over the next year --- or more typically 3 to 5 years.  Does this sound complicated?  It doesn’t have to be.

Regardless of your company’s size in as little as one to two days, CEA can lead you and your team through a strategic planning session (okay, there is some homework to do before the session) that will result in a basic plan focusing on three to five “vital” goals.  You might be thinking:  “This is not the right time for us to be worrying about a strategic plan.”  The truth is, there may never be a better time!  As Yogi Berra said, "If you don't plan where you are going, you'll probably end up somewhere else."

We’ll demystify the process and show you how to:

  • Increase everyone’s understanding of your company’s goals and objectives.
  • Build shared values and beliefs among all levels of people.
  • Better communicate your company’s intentions to customers and employees.
  • Gain employees’ participation, insights, and commitment to quality and service.
  • Provide a clear and objective standard for individual decision-making with customers and employees.
  • Align individual employee goals with those of your company.

If you think it’s about time your company takes a new direction, give us a call and we’ll work with you to schedule a strategic planning session.

One way we know that the economy is improving is that more companies are interested in how to retain their best employees. Employees are now deciding whether to stay or leave your business! Recent Gallup surveys on employee engagement show that up to 50% of the workforce plan on quitting in the next year. Successful organizations understand that employee retention is critical to their growth and quality of services. Learn key strategies that increase job satisfaction and employee engagement to retain your best!

  • Strategies that reduce employee turnover
  • Develop Employee Strengths to increase productivity leading to higher job satisfaction
  • Motivate your staff to stay
  • Transform your organization into high employee retention culture.

CEA has developed a training program designed to quickly improve your organization’s performance and create a positive change in your culture. When leaders focus on individual strengths rather than their weaknesses, the results are profound. Encouraging your team to “Do what they do best” is a formula for success. Studies have shown that when an individual is coached to focus on their talents and strengths, they are more productive and feel as if their individual contribution matters to their team. Leaders can better delegate work to others when they have the ability to understand and manage a maximum performing team. Good leaders either have an innate sense of knowing what people are really good at and how to structure a high performing team, OR they find a tool that can help them make it happen.

CEA’s Building a Strengths Based Workforce training includes:
•    The StrengthsFinder 2.0 book
•    Gallup’s online assessment
•    An analysis of each participant’s top 5 strengths
•    Practical tools to achieve career goals and develop their leadership style

Participants will discuss their results in an interactive group session.  Each employee will learn how to utilize and capitalize on their individual strengths, as well as the combined strengths of the team, to benefit the workplace as a whole. Managers in the training will learn how to coach and develop highly productive teams, based on each member’s strengths.

Half day (4 hours) training. Class size minimum 10 attendees/maximum 20.
$199 person
For more information, This email address is being protected from spambots. You need JavaScript enabled to view it.   or call 800 399-5331 to build your Strengths Based Workforce!

This presentation is done in a fast paced David Letterman Top Ten List style.  The speaker describes various real life situations CEA has seen that have resulted in law suits for employers.  The presentation is geared around preventative measures business owners and managers can easily put into place to help them “Stay Out of Court”.  Complete with handouts and take-aways, this engaging and interactive session allows for a lot of audience participation and Q and A!

Topics to be covered include: 

  • Establishing hiring ground rules
  • Understanding CA Leave Laws
  • Ensuring exempt employees are really exempt
  • Breaks and Lunches
  • Protected Classes
  • Harassment Avoidance
  • Being a Coach

Effective time management is everything. However, leaders and followers waste time at an alarming rate. reported that businesses spent $759 Billion dollars for work employees never did! That’s right. Businesses are bleeding productivity and money daily, because of wasted time. Author John Skot said, “Time and tide waits for no man.”

Wasted time can be defined as “Our best and most productive work time NOT being focused on making money, serving customers, or improving the business”. It could also be defined as NOT planning personal, relaxation, and social events into our lives. Instead, poorly managed time silently drains away money and energy we need to run our businesses and our live better.

Avoid the time drain and enroll in T.I.M.E. (Task Importance Made Easy) training today. We’ll illustrate how you can quickly focus your energy, activity, and greatest effort on priority work and play that makes everyday and dollar well spent. Here’s what you’ll learn:

  • Determining what is important today
  • Planning for tomorrow or the future’s
  • Establishing the order of “To Doing” things

The purpose of this training is to shed some light on transgender issues and how they apply to the workplace.

Topics to be discussed:

  • Common concerns about coming out at work and what an employer can do to help support an employee in transition.
  • Clarifying needs and issues of the individual, co-workers and the company.
  • Understanding the rights of transgender employees.
  • What to include when implementing a general procedure for transition related changes in the workplace.

California’s Unemployment Insurance Agency is called the Employment Development Department (A.k.a. EDD) is a complex organization responsible for.

Learning Objectives

  • Paying Unemployment Insurance, Disability, and Paid Family Leave
  • Overseeing job training, retraining, and lay offs
  • Collecting payroll taxes and overseeing employer’s reserve accounts
  • Providing Labor Market Information
  • Providing agency forms and publications

Union avoidance is much more than hiding from the union.  There are some things an employer can and should do and some the employer must not do. 

In this session you will learn:

  • Strategies for maintaining a union-free workplace
  • How to recognize the signs of union organizing
  • The actions you may take during an organizing drive
  • The actions that are prohibited during organizing
  • What you CAN say and
  • What NOT to say during organizing

Both the Federal Government and the State of California have discovered a way to battle their budget woes… employer non-compliance!  Hilda Solis, the Secretary of Labor, has added 250 new field investigators in order to audit employers.  To ensure your company moves safely through the compliance jungle, join us.

Learning Objectives:

  • Latest opinion letters from the Labor Commissioner
  • Latest rulings from the CA Supreme Court
  • Exempt v. Non-exempt, Independent Contractor v. Employee, Meal & Rest Periods
  • Common and continuing mistakes employers make

* Member consulting hours may not be used for this training.

    CEA is an approved provider for Human Resources Certification Institute (HRCI). Many of CEA's webinars are HRCI approved for Certified Human Resources Professionals to re-certify their designation of PHR/SPHR/GPHR/CA PHR.

    California Employers Association is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM.