Roadmap to Human Resources and Employment Law Essentials: 3-Day In-person Seminar
Every day managers make decisions that could expose their organizations to very expensive lawsuits. Unfortunately though, employment lawsuits are on the rise. EEOC has made a killing off investigating systemic issues, often leading to costly and burdensome investigations and litigation. Last year, the EEOC collected $392.6 million in monetary damages, settling just under 89,000 suits through both litigation and mediation.
The EEOC has communicated that it intends to vigorously pursue its stated "big six" agenda items enunciated in its Strategic Enforcement Plan. Meaning that we will continue to see a plethora of broad and burdensome requests for information that cover multiple years and locations and a wide range of personnel actions. Why? Because this is already happening and the foreseeable future looks ugly, very ugly. The government´s message is clear: the EEOC has been and will continue to scrutinize employers´ actions for any hint of wrongdoing. Making the best winning move not to be on the EEOC´s target list from the start.
Legal considerations are the primary constraint on human resource decisions and the primary force shaping personnel policy. Attendees in this seminar will address the legal consequences of human resource decision making, as well as, the managerial significance of federal regulations and applicable state laws. Additionally, awareness will be generated for the need to continually assess and improve human resource policies and practices in relation to ongoing developments in the law.
Employment law is an area that is constantly changing. Decisions are being rendered that redefine the parameters of selection, discrimination, privacy, and termination. Sexual harassment has become one of the most litigated areas of employment law with the number of cases involving disability discrimination growing rapidly. Whether you are in a small company or a large corporation, possessing knowledge of employment laws and HR practices are essential to business success. The number of employment laws/issues you have to be aware of can be overwhelming. In this seminar, you will learn how to deal with confusing human resource situations and how to apply employment laws correctly.
We know that managing human resources is an issue for all employers regardless of the size or industry as well as controlling a broad range of critical business activities such as recruitment, payroll, benefits and employee engagement. It also requires an in-depth knowledge of employment law which is constantly evolving, causing particular challenges when working to meet the changing needs and demands of the workplace.
One of the most important pieces of HRM legislation, which affects all of the functional areas, is Title VII of the Civil Rights Act of 1964 and subsequent amendments, including the Civil Rights Act of 1991. These acts made illegal the discrimination against employees or potential recruits for reasons of race, color, religion, sex, and national origin. It forces employers to follow—and often document—fairness practices.
Related to hiring, training, pay, benefits, and virtually all other activities and responsibilities related to HRM.
The net result of the all-encompassing civil rights acts is that businesses must carefully design and document numerous procedures to ensure compliance, or face potentially significant penalties. In this seminar we will focus on how to assess your organization’s greatest risk areas by using the EEOCs Strategic Enforcement Plan and the six enforcement areas affecting employers the most.
Day 1 (8:30 AM – 4:30 PM)
AGENDA Day 1 – Employment Law
8:30 AM - Introductions
9:00 AM - The lay-person’s round-up of the 2015 Supreme Court Judicial session and a snapshot of what the 2016 docket has in store for HR
9:45 AM - Key district court decisions you should be aware of
10:15 AM - Overview of legislative changes for the 2014/15 fiscal years
11:00 AM - The regulators have the final say… becoming savvy with the regulatory process and its impact on employment law and your management practices
12:00 PM - Lunch
1:00 PM – EEOC Overview and Statistics, including Top Discrimination Charges Filed
2:00 PM - Auditing trends you can’t afford to ignore
2:30 PM – In light of everything, what really keeps HR up at night?
3:30 PM – Moving from tactical to strategic approaches to the challenges for HR as a function starts with being more informed
4:30 PM – End
Day 2 (8:30 AM – 4:30 PM)
AGENDA Day 2 – Human Resources
8:30 AM - Let’s get some clarity on FMLA… reasonable accommodation, same sex marriage and intermittent leave…and what to do about FLMA abuses
9:45 AM - What HR professionals need to know about the Affordable Care Act
11:00 AM - Hot Topics in Wage and Hour Compliance, including: Government Misclassification Crackdown, Exempt Versus Non-exempt and Independent Contractor Versus employee. Liability and Penalties for Wage and Hour Violations Employee.
12:00 PM - Lunch
1:00 PM – From huge to manageable… let’s talk real solutions you can begin using right away
1:30 PM - Know what makes your company tick… review your policies and procedures
2:00 PM – Is your employee handbook ready for prime time?
2:30 PM – Do you really know your workforce? Workforce management and the multigenerational landscape
3:30 PM - Managing Challenging Employment Situations with Emphasis on Management Excellence and Competent Investigations
4:30 PM – End
Day 3 (8:30 AM – 4:30 PM)
AGENDA Day 3 – Human Resources
8:30 AM - Affirmative Action… what the regulations really say and why it matters to even the private sector employer
9:30 AM - Legal aspects of recruitment and hiring what to look for and what to avoid
10:00 AM - Secrets to effective performance reviews
10:30 AM - Termination and discipline the legal way
11:00 AM - Other employment issues that you may not have thought of.
12:00 PM - Lunch
1:00 PM – Workplace confidentiality: frequently overlooked employee data categories
1:30 PM - The absolute best preventative Strategy… the ability to audit yourself before someone else does it for you
2:30 PM – Communication is key to a restful night’s sleep
3:45 PM – Group Role-Play and discussion exercises
4:30 PM – End