From Class Action lawsuits and hints of sexual harassment to regulations for
interviewing and hiring, there's no end to the legal pitfalls HR professionals face every day. If you're unfamiliar
with even the newest rules and regulations, you and your organization could face costly fines and extensive
litigation. Do you have the knowledge and know-how to confidently and legally handle the challenges and gray areas
you face in HR law?
As an HR professional, you must not only successfully
handle the day-to-day duties of your HR department; you must also have a working knowledge of employment law, new
hiring trends, and benefits management. With all of the legal changes, case law, and provisional updates to these
extensive rules and regulations, it's quite the challenge to keep up with it all. In order to stay on top of legal
changes, you must be proactive and should attend this information-packed one hour audio conference!
Read the scenarios below to test your knowledge of just a few of the
most recent HR law disputes. Are you confident that you can resolve similar situations and keep your company out of
legal hot water?
- An employee in your publicly traded company posts on a social networking site that "something
really big is going to happen tomorrow" at work and "it's going to be a profitable New Year." Is this actionable by
the employer or simply an act of free speech made during an employee's free time?
- A prospective employee voluntarily discloses he has cancer during his interview and states that
he can still meet the attendance requirements of the job. He mentions he is in chemotherapy. In light of the
expanded ADAAA, what can you say? What can't you say? What could be written in the job description that would keep
you on track and legally compliant in your search for the most qualified applicant?
- You have two employees who perform the same job function. One employee is a man; the other is a woman. The direct supervisor feels the male employee "has gone above and beyond" and has "exceeded expectations" in
his job performance this year. The supervisor wants to give the male a raise next year. What documentation should be
in place to reward employees, support compensation decisions, and protect employers from wage-based discrimination
under the Ledbetter Act of 2009?
If you answered "I'm not sure" or "I don't know" to even
one question, then you need to attend this program to keep yourself and your organization out of legal trouble. This
powerful 1-hour audio conference will help you carefully examine your HR policies and procedures to ensure
consistency with the comprehensive list of rules and regulations. You'll gain a better understanding of recent
updates and changes to the ADAAA, FMLA, social media legalities, and much more. This worthwhile investment could end
up saving you thousands of dollars in the long run.
Don't just assume that what you've learned in the past
will keep you compliant in the future. Simply "knowing enough to get by" can be a recipe for disaster. Get a true
understanding of HR law and be confident that your organization and its policies are fair, compliant, and
With the information learned in this informative
training, you'll be able to navigate complex and potentially costly human resources issues with confidence. Learn
what to do (and what not to do) to avoid mistakes and oversights, understand the ever-changing rules and regulations
of HR, and confront HR problems legally and effectively. Register today to reserve your spot!
What You'll Learn
- New policies for the New Year! Learn what language should remain and what needs to change in your employee handbooks based on changes in federal law and EEOC litigation spikes in specific types of claims
- Recruiting tips, policy recommendations, and hidden liabilities/risk exposure from employee use of social networking — What conduct is actionable by employers? What types of communication should be added to employer policies in the social media age? Are you protecting you company’s brand and intellectual property accordingly?
- The Ledbetter Act of 2009: Records retention and best practices for avoiding gender-based wage discrimination claims
- Strategies for responding to the ADAAA, as well as new EEOC regulations and tips for writing ADA-compliant job descriptions for improved hiring practices that are legally sound
- Proposed leave laws and a review of the key changes to the FMLA, including the courts' interpretation of these changes and how they directly impact your organization
- An update on the COBRA subsidy extension
- 5 key risk-management tips for managers and supervisors covering documentation, HIPAA, FMLA individual liability, and performance evaluations — Learn to protect yourself and your organization, and make better decisions in light of recent legal changes
Who Will Benefit
HR professionals, those with newly assigned HR responsibilities, managers and supervisors, business owners, risk management personnel, and anyone who needs a current working knowledge of the law as it applies to human resources will benefit from this program!