2 days in person seminar : Human Resources and Employment Law Essentials
This two-day workshop will be led by Cathleen Hampton has more than 25 years of experience as a human resources professional providing subject matter expertise in areas such as human capital and work force planning. She has a unique ability to analyze operations for risk and help maneuver cultural practices and compliance enhancements that would increase organizational outcomes. Risk as defined as financial, operational, as well as from a more general workforce planning perspective. As a dyed in the wool HR professional, she continually looks for ways to capture the essence of strategic thought as it would relate to human capital and workforce planning. She is noted for launching new programs focused on talent acquisition and retention strategies that outpaced major completion through strong and decisive business leadership.
Early Bird Registration at $895 valid for only few attendees .Regular Price $1399 for 2 Day Pass
( Includes 14 HR (General) Recertification credit , 2 day workshop materials ,Certificate & Breakfast )
*Early bird seats are limited and based on first-come, first-serve.
We know that managing human resources is an issue for all employers regardless of the size or industry as well as controlling a broad range of critical business activities such as recruitment, payroll, benefits and employee engagement. It also requires an in-depth knowledge of employment law which is constantly evolving, causing particular challenges when working to meet the changing needs and demands of the workplace.
One of the most important pieces of HRM legislation, which affects all of the functional areas, is Title VII of the Civil Rights Act of 1964 and subsequent amendments, including the Civil Rights Act of 1991. These acts made illegal the discrimination against employees or potential recruits for reasons of race, color, religion, sex, and national origin. It forces employers to followand often documentfairness practices related to hiring, training, pay, benefits, and virtually all other activities and responsibilities related to HRM.
The net result of the all-encompassing civil rights acts is that businesses must carefully design and document numerous procedures to ensure compliance, or face potentially significant penalties. In this seminar we will focus on how to assess your organizations greatest risk areas by using the EEOCs Strategic Enforcement Plan and the six enforcement areas affecting employers the most.
Each attendee will receive 2 Day workshop materials by the speaker Seminar Also Includes Certificate, Complimentary Breakfast ,Lunch & High Tea/Coffee provided by WC
Why Should You Attend?
Every day managers make decisions that could expose their organizations to very expensive lawsuits. Unfortunately though, employment lawsuits are on the rise. EEOC has made a killing off investigating systemic issues, often leading to costly and burdensome investigations and litigation. Last year, the EEOC collected $392.6 million in monetary damages, settling just under 89,000 suits through both litigation and mediation.
The EEOC has communicated that it intends to vigorously pursue its stated big six agenda items enunciated in its Strategic Enforcement Plan. Meaning that we will continue to see a plethora of broad and burdensome requests for information that cover multiple years and locations and a wide range of personnel actions. Why? Because this is already happening and the foreseeable future looks ugly, very ugly. The governments message is clear: the EEOC has been and will continue to scrutinize employers actions for any hint of wrongdoing. Making the best winning move not to be on the EEOCs target list from the start.
Legal considerations are the primary constraint on human resource decisions and the primary force shaping personnel policy. Attendees in this seminar will address the legal consequences of human resource decision making, as well as, the managerial significance of federal regulations and applicable state laws. Additionally, awareness will be generated for the need to continually assess and improve human resource policies and practices in relation to ongoing developments in the law.
Employment law is an area that is constantly changing. Decisions are being rendered that redefine the parameters of selection, discrimination, privacy, and termination. Sexual harassment has become one of the most litigated areas of employment law with the number of cases involving disability discrimination growing rapidly. 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, you will learn how to deal with confusing human resource situations and how to apply employment laws correctly.
Course Line Description
AGENDA Day 1 Employment Law
Overview of legislative and regulatory employment law changes for the 2015/16 fiscal years
The lay-persons round-up of the 2016 Supreme Court Judicial session and beyond
EEOC Overview and Statistics, including Top Discrimination Charges Filed
Whats on the horizon and how to prepare for it
Know what makes your company tick review your policies and procedures
Hot Topics in Wage and Hour Compliance, including: Government Misclassification Crackdown, Exempt Versus Non-exempt and Independent Contractor Versus employee. Liability and Penalties for Wage and Hour Violations Employee.
What Employers Must Know about the Affordable Care Act or whatever its to be called moving forward.
Lets get some clarity on FMLA reasonable accommodation, same sex marriage and intermittent leavelet alone what to do about FLMA abuses
AGENDA Day 2 Human Resources
Legal aspects of recruitment and hiring what to look for and what to avoid
Affirmative Action what the regulations really say and why it matters to every employer
Secrets to effective performance reviews
How to delve into and solve those pesky people problems
Internal investigations the right way
Workplace confidentiality: frequently overlooked employee data categories
The absolute best preventative Strategy your own ability to audit
Group Role-Play and scenario discussions based on content presented.
Hilton Garden Inn Washington DC Downtown (View)
815 14th Street NW
washington D.C, DC 20005