Training Course
Syllabus:
Employment Law 101 for Managers and Supervisors
Employment law is not just HR’s business …
it’s YOUR business!
If your responsibilities include managing and
supervising people, you’re making decisions and carrying out your personnel
duties in what can be a legal minefield. With a rapidly growing body of
government regulations to keep track of and more workers who are concerned about
their job rights—and more inclined than ever to enforce them in the
courtroom—expensive legal consequences are possible at every step, whether
you’re hiring, firing, disciplining, promoting, considering requests for leave
or dealing with any of dozens of other employee issues.
The verdict is in ...
Employment law simply isn’t a place where you can afford to take a
trial-and-error, learn-as-you-go approach. The risks are just too high. And the
risk isn’t only to your organization. Increasingly, managers and supervisors are
being personally named in employee lawsuits—and being found liable.
That’s why we created this intensive one-day seminar—to show you where the
potential for costly mistakes exists and to provide you with practical
guidelines for treating employees fairly and staying out of court. You’ll get
plain English explanations of key employment laws and valuable tips, guidelines
and suggestions to keep you in legally safe territory when you’re making
personnel decisions and interacting with workers.
Six reasons you’ll benefit from this course:
1. You’ll understand just how much the work
world has changed. The working environment is changing almost daily as new
legislation and regulations come into effect. Learn about these changes to
remain current with today’s employment law challenges.
2. You’ll discover the latest up-to-the-minute information on workplace
legislation and regulations. Workplace safety ... discipline and discharge
... employee privacy rights ... fair hiring laws and practices ...
discrimination and sexual harassment ... wages, hours and leave. You’ll learn
the latest on these topics and so much more.
3. You’ll learn from training experts who know the issues but who cut through
the legalese to get you the knowledge you need right now. Our training team
has done the footwork for you, and they use their own management and supervisory
experience to make sure you get the information you need in a form that’s fast,
effective and thorough.
4. You’ll learn how—and why—managers can be PERSONALLY sued by employees.
Few managers realize that they can held responsible for violating the law. There
are many reasons an employee would choose to take a manager or supervisor to
court instead of targeting the entire company. We’ll give you the information
you need to protect yourself.
5. You’ll come away with more confidence in your managerial and supervisory
abilities. No one likes to work with a constant guard up against legal
problems and concerns. This seminar will put you at ease by highlighting
important issues, showing you what to be on the lookout for and explaining how
to stay within established legal and legislative boundaries.
6. You’ll reap the benefits of knowing you’re treating your employees fairly
when faced with any employment law challenge. Confidently carry out your
daily responsibilities with maximum effectiveness and minimal legal risk—to
yourself or your organization.
Seminar
Agenda:
Management Legal Zone:
Laws and Regulations Governing Against Discrimination and Unlawful Employer
Activities
•The impact that federal employment laws have on every single managerial
decision you make
•Avoid the most common mistakes managers make that land their organization—and
themselves—in court
•Identify which workers fall into protected classes
•Questions every manager must answer before dealing with any legal issue
Avoid Wage and Hour Legal Land Mines
•Correctly identify and
classify exempt and nonexempt employees
•Correctly determine the difference between an employee and an independent
contractor
•Understand the new FLSA overtime rules and exceptions and how they impact the
way you manage employees
•Avoid wage and hour headaches: What you must know about overtime “comp” time,
minimum wage and on-call time
Recruiting, Interviewing and Hiring Within the Legal Limits of the Law
•Tips for avoiding
discrimination suits stemming from unfair recruitment and selection practices
•How to develop legally safe interview questions
•How to avoid making legally binding promises and implied oral contracts
•What to do when a candidate offers inappropriate information during the
interview
•Ban the Box: Can you legally ask about an applicant’s past convictions?
The Legal Aspects of Workplace Management and Employee Performance
•Guidelines for conducting
legally defensible performance evaluations
•Language you must use—and must avoid—when talking to an employee about a
performance issue
•How to deal with poor performance and misconduct using legally safe coaching,
counseling and performance improvement plans
•Documentation you must make and keep when handling disciplinary problems
Lawfully Administer and Manage Accommodation and Leave Requests
•The provisions of the Family
and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA)
regarding employees with disabilities
•Understand your legal options when dealing with employees who abuse sick leave
•When you have to honor the request of an employee based on religious beliefs
•Medical marijuana in the workplace: Do you have to accommodate this—or not?
Maintain a Safe, Healthy and Discrimination-free Workplace
•Learn the EEOC guidelines for
preventing sexual and workplace harassment
•How to lawfully handle transgender and sexual orientation issues in the
workplace—and how the EEOC now treats complaints related to these
•Understand federal workplace safety and health protections employers are
required to provide and enforce
•Actions you can take as a supervisor or manager to prevent lawsuits stemming
from a workplace crisis, violent incident or traumatic event
Employee Privacy: Stay Within the Limits of the Law
•After-hours activities—can you
monitor and influence off-duty conduct?
•What the EEOC says about drug and alcohol testing and how to do it without
invading privacy rights
•The ins and outs of enforcing confidentiality and noncompete agreements
•What you can—and can’t—do when monitoring employee email, computer files,
telephone calls and social media accounts
Legally Terminate Workers and Avoid Wrongful Discharge or Retaliation Charges
•The most common ways managers
and supervisors bungle the firing process
•“Employment-at-will” limitations you must consider
•How to legally terminate an employee so all parties maintain dignity and
respect
•What to do before, during and after terminations to avoid wrongful discharge
claims
Documentation and Record-keeping Requirements
•How to accurately, legally and
objectively document employee performance and disciplinary actions
•Key information every employee file should contain to safeguard you and your
organization against wrongful discharge, discrimination and negligent hiring
suits
•Understand federal and state statutes regarding employees’ rights to access
personnel files
•Determine how long you must keep personnel records and forms
SEMINAR TIME:
Seminar Check-In: 8:30 AM Seminar Program: 9:00 AM
- 4:00 PM
CREDITS:
Our training seminars offer Continuing Education
Credits (based on contact hours) upon completion. Credits are issued by The
Continuing Education Center, Inc. according to the guidelines set forth by IACET.
Please note that Continuing Education Credit approval is at the discretion of
your licensing board; not all seminar topics are approved by all boards. Contact
your licensing board or agency for specific information relating to your
profession.
Our program levels range from basic to
intermediate and the delivery method is Group-Live. There are no prerequisites
or advance preparation required. The Continuing Education Center, Inc. will
offer continuing education credit that may be recognized by the customer’s
professional board. Credits awarded vary depending on the length of the class,
measured by fifty (50) minute contact hours. Introductions, breaks and viewing
exhibits are not included in the calculation of contact hours. | 
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