Course Description
Successful HR Management
You’ll learn …
- Avoid recruiting and hiring danger zones that can trip up even the most experienced HR professionals
- Understand the most important employment legislation and how it impacts your organization
- Minimize your liability in every step of the discipline and dismissal process
- Stop fearing those unexpected situations that put HR managers in the legal hot seat
- And much, much more!
In HR management, you can’t afford to NOT be at the top of your game. Not even for a day. It’s just too important. If you haven’t had an employee suddenly walk through your door to accuse you of a hostile work environment, complain about a bullying boss, demand reasonable accommodation or notify you that you’re being sued for overtime pay, remember it could happen. That’s where this intensive workshop comes in. It’s a rare opportunity to step back … polish your skills … and renew your energy and confidence in handling your very tough job confidently.
Day one: 9:00 – 4:00 p.m.
Stay informed of the latest twists in recruiting and interviewing employees
- Writing job descriptions: Why a template off the Web won’t cut it
- How to use social media to find your next hire
- 5 off-the-cuff interview questions that are legally off-limits
- Job application forms: Is yours a useful hiring tool—or a lawsuit waiting to happen?
- What you should know before choosing and using a pre-employment test
- How to get much more than job titles and employment dates out of reference checks
- Eliminating the negative impact of “perceived disabilities” from your employment decisions
- 6 organizational best practices that’ll have applicants begging to be hired
Discipline and termination basics: Cut your organization’s risk
- 360-degree feedback—what the big debate is all about
- How to spot problems with documentation you didn’t realize existed
- How to cover all the legal bases when terminating an employee
- Avoiding employment contracts that restrict your rights as an employer
- The huge problem with inconsistent discipline—could you be guilty?
Ridding your workplace of discriminatory thinking and practices
- 4 sound, legal reasons for firing an older worker
- Reverse discrimination: Clearing up one of the grayest areas of employment law
- How the ADA Amendments Act significantly changes the definition of “disability”
- Determining overtime eligibility—correctly, legally and fairly
- Diversity training: Does it really help employees overcome biases?
- 5 practices for protecting your company from age discrimination claims
- 4 ways to avoid misclassifying contract labor
- How you must respond when an employee asks for reasonable accommodation
- Making your Web site ADA-accessible—it’s the law, you know!
- The facts about genetic testing
Administering a full range of employee benefits—legally and fairly
- You hear an employee on leave is moonlighting—is this a problem?
- Defining the benefits eligibility of domestic partners
- You cancel an employee’s COBRA for late payment—do you have to reinstate it?
- 10 areas you should update in your employee handbook—today
- Types of injuries covered by Workers’ Comp
- The hidden legal complexities of offering health insurance
- Sorting through the confusing issues related to medical certification
Day two: 9:00 – 4:00 p.m.
What the lawyers wish every HR manager knew about today’s hottest issues
- How to conduct those delicate harassment investigations
- Getting clear on drug and alcohol testing issues that frequently trip up HR managers
- What you need to understand about employees and depression
- Recognizing the most common forms of sexual harassment in the workplace
- Not sure how to handle substance abusers? The ADA makes it crystal clear!
Diplomatically and legally handle tough situations
- An employee wants you to hire a relative: Should you?
- How to recognize the warning signs that an employee may become violent
- Helping layoff survivors cope—and stay productive
- Curbing funeral leave abuse
- Is it ever a good idea to do random drug tests?
Your role as policy enforcer
- Workplace bullying: Why having a clear policy isn’t enough
- The latest on FMLA leave and the military
- Minimizing your potential exposure when coordinating FMLA, ADA and Workers’ Comp
- How to create a non-compete agreement you can enforce
- The enormous benefits of clear and legally sound policies
- The pros and cons of arbitration agreements
- Planning a layoff or plant closing? What the Worker Adjustment and Retraining Notification Act may force you to do
Developing your role as a valued and trusted resource
- 5 essential skills of HR management—how many do you have?
- Is it really a function you can—and should—outsource? Find out here.
- Expert tips on how to quickly increase your on-the-job value
- Communicating HR-style: Tactful, clear and straightforward
Comments
Registrations for classes must originate from either the United States or Canada.
Cancellations and substitutions:Cancellations received up to five working days before the seminar is refundable, minus a ($10 for one-day event and $25 for two-day event) registration service charge. After that, cancellations are subject to the entire seminar fee, which you may apply toward a future seminar. Please note that if you don’t cancel and don’t attend, you are still responsible for payment. Substitutions may be made at any time.
Continuing Education Credit: Continuing Education Credits are based on program length and completion in accordance with the National Task Force for Continuing Education guidelines. Please contact your professional licensing board or organization to verify specific requirements.
Comments
Cancelation Policy: If you cannot attend an event, you may send someone else in your place. If that isn’t an option for you, cancellations received up to five working days before the event are refundable, minus a registration service charge ($10 for one-day events; $25 for multiple-day events). After that, cancellations are subject to the entire seminar fee, which you may apply toward a future seminar. Please note that if you don’t cancel and don’t attend, you are still responsible for payment.