Human Resources and Employment Law Essentials

Course Description:

When employers are not properly prepared for workplace issues, companies could face discrimination suits, litigation, settlements, lawyer fees, unplanned expenses, employee turnover, morale issues, and possible negative community image. This human resources and employment law seminar will assist companies in maintaining employment law compliance as well as litigation avoidance.

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, participants will learn how to deal with confusing human resource situations and how to apply employment laws precisely. They will learn:

The #1 and #2 top discrimination suits filed and how to avoid them in your workplace.
Affordable Care Act – What every employer needs to do now.
Ebola – Overview and how to prepare your workplace.
Sexual Harassment – How to know the difference between harassment/discrimination and obnoxious behavior.
ADA – Is your hiring process legal?
Pregnancy Discrimination Act – Are you required to give pregnant employees light duty?
Fair Labor Standards Act (FLSA) – Overtime regulation changes, meal and break times, pre/post shift work.
Family Medical Leave Act (FMLA) – New definition of spouse and how to deal with abuse.
Social Media – How social media can harm your company’s reputation and hurt your bottom line.
Highlights of recent employment law lawsuits and settlements.
Table Content:

Find out if your company is at risk for non-compliance. Can you answer these questions?

A pregnant employee requests and is approved for five weeks of FMLA/parenting leave following the birth of her child. After the employee returns to work, can she then request additional time off (FMLA) to again bond with her baby?
An employee works as the non-exempt office assistant in a company. She also chooses to work in another capacity as an exempt coordinator for the same employer. Is she exempt or non-exempt?
A department store had to layoff employees five months ago due to a decrease in customers and lack of sales. Since the layoff, the company has experienced spikes and downward spirals in sales. The owner determines that he needs more help due to an increase in sales; however, he believes the increase won’t last. The owner decides to bring back a few of his former employees as independent contractors. Can the owner do this?
An employee approaches you, her manager, and states that a colleague has been giving her sexual notes every day and keeps asking her out. She states she asked him to stop on several occasions; however, he continues to do so. What do you do?
The owner of a mid-size company needs to change two policies in his handbook. Therefore, he decides to email the changes to his employees. Are the emails sufficient?
Learn the answers to these questions and more. This information packed workshop can help you avoid non-compliance fees, legal disputes, and penalties. Sign up today.

Who Will Benefit:

Business Owners
Managers
HR Representatives
HR Generalists
HR Assistants
Consultants
Managers
Supervisors
Topic Background:

Employment laws and regulations are not only confusing; they are constantly changing. Trying to keep up with the laws can be extremely frustrating for business owners, executives, managers, supervisors, and those who are responsible for applying the laws in the workplace. It is essential to maintain compliance, especially when you consider the increasingly litigious nature of our society as well as government fines and penalties.

Employment lawsuits are on the rise too. Last year, Equal Employment Opportunity Commission (EEOC) enforcement collected $372.1 million in monetary damages, the highest recovery in agency history. Also, for the last three years, the EEOC reported a record high number of claims filed by employees. Employment litigation has increased 2000% since 1995. The average lawsuit settlement is $165,000 (not including lawyer fees) and could cost more than $1,000,000 if the case goes to trial.

The Affordable Care Act is now law. The President will soon be issuing mandates to revise federal overtime regulations. Employers are paying excessive fines for ADA violations. Family and Medical Leave Act abuse is through the roof. Don’t miss this information packed session to help protect your company.

For Registration - http://www.complianceonline.com/employment-law-essentials-hr-audit-emp-lawsuits-eeoc-fmla-cobra-seminar-training-80240SEM-prdsm?channel=worldconferencecalendar

Note: Use coupon code and get 10% off on registration, Valid till Dec 31st 2015