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Employment Laws Made Simple  

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This one-day seminar is designed to transform employment laws into a valuable tool for human resource managers, payroll professionals, operations managers, presidents, vice presidents, supervisors, managers, controllers, accountants and attorneys who are interested in taking their company to higher safer ground!

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Seminar Summary:

Prevent Litigation by Adhering to Crucial Employment Laws (see full course description)

 

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Training Course Syllabus:


Prevent Litigation by Adhering to Crucial Employment Laws


  • Establish consistent rules and expectations right from the start to avoid possible problems down the line.

  • Proactively safeguard your company by implementing protective measures including handbooks and periodic training.

  • Keep everything legal – make sure you´re comfortable with existing laws and familiar with the new ones.

  • Establish prudent procedures for handling sensitive issues, and conducting investigations.

  • Ensure your company is in compliance with current wage and hour laws.

  • Proceed cautiously with terminations to minimize the risk of lawsuits.


Employment laws establish a framework of rules, rights and expectations that can be a solid basis for your company´s relationship with its employees. These laws were designed to protect all the parties involved. As long as you use them consistently and fairly, they can be an excellent tool for creating and maintaining an environment that promotes cooperation and professionalism – and prevents costly penalties and lawsuits. If it´s important to you to promote a positive employment environment – and comply with the law – this is the seminar for you.


By joining us, you´ll get definitive advice on all the phases of employment law that you´ll deal with. From hiring…to sensitive issues…to discharge, you´ll get practical, legally-sound solutions you can implement back at work right away. Knowledgeably use employment at-will to protect your company from problem employees. Establish proper procedures for drug and alcohol testing, and for employee investigations that leave no room for lawsuits. Avoid classification mistakes when differentiating between salaried exempt and salaried non-exempt employees. Follow logical disciplinary steps and keep a thorough paper trail when proceeding with an employee termination. Knowing and adhering to these laws is crucial – take this opportunity to find out how they apply to you!



  1. SET THE STAGE WITH NEW HIRES – CONSISTENCY FROM THE START


    Robert L. Rediger, 8:30 - 9:20

    1. Putting Legal Procedure for Hiring in Place

    2. Criteria You May and May Not Use to Make a Hiring Decision

    3. Pre-Employment Testing

    4. Offer Letters

    5. The Process of Orientation and Training



  2. PROACTIVE MEASURES EQUATE TO SAFEGUARDS


    Sue Ann Van Dermyden, 9:20 - 10:10

    1. Take Inventory of Your Current Handbook and Explore New Ideas

    2. Use “Employment At-Will” to Your Advantage

    3. Don´t be Recklessly Indifferent With Employee Training

    4. Provide Periodic Training to Keep Employees Up-to-Date

    5. Tracking of Handbook and Policy Updates Given to Employees

    6. Strategies for Management Buy-In



  3. THE LATEST EMPLOYMENT LAW NEWS

    Elizabeth R. Ison, 10:25 - 11:15

    1. New Laws

    2. New Legislation

    3. New Court Decisions

    4. What do They Mean for Your Company?

    5. This “News” Affects You: Keep Handbooks and Policies Current



  4. LEAVES OF ABSENCE: DOES ANYONE HAVE TO COME TO WORK?


    Sue Ann Van Dermyden, 11:15 - 12:15

    1. Negotiating the Requirements of CRFA and FMLA

    2. Reasonable Accommodation Under the ADA and the FEHA

    3. Pregnancy Disability

    4. Getting Up to Speed on the Interactive Process and Disability Issues

    5. Controlling Leaves of Absence

    6. Don´t Forget Paid Family Leave, Vacation, Sick, Paid Time Off, Workers´ Compensation...



    Beware of Premature Medical Examinations

  5. EMPLOYEE PRIVACY


    Bruce J. Sarchet, 1:15 - 2:00

    1. Drugs

    2. Searches

    3. E-Mail

    4. Computer Records

    5. Background Checks



  6. INVESTIGATIONS: SPIDER WEBS OF EVIDENCE


    Charles L. Post, 2:00 - 2:45

    1. The New Trend of Outsourcing Investigation – Money Well Spent

    2. Equal Employment Opportunity Guidelines

    3. Always be Aware of What Will be Discoverable From the Investigation

    4. What to do With the Evidence to Resolve the Issue



  7. THE $$BUCK$$ STOPS HERE

    Charles L. Post, 3:00 - 3:50

    1. State-Specific Wage and Hour Laws

    2. What Qualifies as Overtime

    3. Differences to be Aware of: Salaried Exempt vs. Salaried Non-Exempt

    4. Options for Employees Reporting Time Worked

    5. Handling Deductions From Wages

    6. Other



  8. AS THEY SAY ON BROADWAY– EXIT STAGE RIGHT


    Robert L. Rediger, 3:50 - 4:40

    1. Putting Legal Procedures for Discipline and Discharge in Place

    2. How to Discharge an Employee

    3. Safeguards to Take When Discharging an Employee

    4. The Logistics of Informing an Employee He or She is Terminated

    5. Post Discharge Matters That Every Employer Must Anticipate




Agendas and Speakers may differ slightly depending on the location. Please e-mail or call a representative to obtain an agenda for a particular location.

Seminar Summary:

Prevent Litigation by Adhering to Crucial Employment Laws (see full course description)

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