Employment Law Master Class

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Employment Law Master Class

November 13th, 2024 | 1:00-5:00 p.m. Eastern

A to Z legal training for HR professionals

The Supreme Court’s 2024 term has vastly altered the employment law landscape for human resources professionals. Rulings on what employees must prove to win jury awards, along with new standards making it easier for whistleblowers to prove retaliation, have even the best lawyers scrambling to keep up. And there’s new uncertainty about exactly which regulations, EEOC guidance and NLRB directives actually apply to employers now. Last term, we entered uncharted territory on affirmative action programs, religious accommodations and workers’ freedom to exercise veto power over assigned tasks. The repercussions are still hitting today.

It’s not just up to legal professionals to navigate these tricky employment issues. HR professionals need to comply with sweeping changes at the federal level to overtime rules and exempt status, pregnancy accommodations, leave and nursing break laws, I-9 documentation, unionization and handbook policies. Plus, your efforts to promote diversity, equity and inclusion are under attack.

EEOC charges rose 10%

EEOC charges rose sharply in fiscal year 2023, jumping 10% compared to 2022 and marking the second straight year of increases.

81,055 charges filed

Employees filed 81,055 discrimination and harassment charges in fiscal year 2023, compared to 73,485 the year before.

57% of all claims

Retaliation was again by far the most common complaint Retaliation was cited in 57% of all EEOC claims.

This storm of new regulations has sparked countless labor law challenges and legal issues for companies. And don’t forget, you still must administer leave, recruit to fill vacancies, discipline employees, prevent harassment and stay on top of trends like using AI legally. The difference between legal counsel and human resources management has never been murkier. That’s why it’s essential that you keep yourself and your team in the know on the fundamentals and apprised of recent changes.

You might wonder how HR managers can keep up without a law degree. That’s why we’re here to help. The Employment Law Master Class is a half-day, attorney-led training session that will review the most important HR laws, explain changes and prepare your department to comply with ever-changing rules. You’ll even have the opportunity to get your questions answered by an employment law expert. At the end of this advanced session for HR practitioners, you’ll be confident and ready to tackle the legal requirements and tricky issues before you.

Workshop Instructor

Anniken Davenport is an attorney and a well-known author and speaker on employment law issues. She is the editor of the HR Specialist: Employment Law newsletter series and has authored several books, including The FMLA Compliance Guide, Bullet-Proof Your Employee Handbook and the Employer’s Practical Legal Guide. She is the co-author of Labor & Employment Law for the 21st Century by Prentice Hall. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College.

Direct Access to Your Instructor

Each section includes dedicated Q&A discussion time, plus Anniken will answer questions after her presentation as well.

Conference Agenda

PART 1: Recruiting, screening, and hiring

Learn all about how and where to recruit the best candidates for open positions

Restrictions on hiring preferences and what you can ask in interviews

Making reasonable accommodations during hiring

How to perform legal background and social media checks

To use or not to use AI in hiring and screening

Completing the I-9 process for on-site and remote workers

Making the offer, setting salary legally

Why you need a strong EEO statement in all your recruiting materials

PART 2: Federal anti-discrimination and leave laws

Title VII employment discrimination based on race, color, religion, national origin and sex, including sexual orientation and gender identity

Sexual harassment and other harassment based on protected status — how to prevent harassment and stop it before it’s too late now that the EEOC has issued new guidance

The Americans with Disabilities Act (ADA) and making reasonable accommodations, including when you can turn down a request

The Age Discrimination in Employment Act (ADEA) The Pregnancy Discrimination Act and final regulations for the Pregnant Workers Fairness Act

The Equal Pay Act and the Lilly Ledbetter Fair Pay Act, and why decisions from decades ago can mean litigation today

Religious reasonable accommodations in light of the big Supreme Court decision, and when you can safely turn down a request

Adjusting your DEI program to achieve a better workplace without triggering lawsuits

The Family and Medical Leave Act (FMLA), when you can turn down leave requests and when you must approve them USERRA and discrimination based on military status

PART 3: Discipline, discharge and RIFs

Employee handbooks and discipline, including must-have rules for discipline and behavior

Progressive discipline that’s fairly applied

Discharge decisions that are fair, legal and defensible

Reorganizations that don’t discriminate or disparately impact protected workers

Reduction-in-force (RIF) decisions that stick WARN Act and mass closing requirements

New whistleblower protections for workers who report wrongdoing

PART 4: The Fair Labor Standards Act, exempt status and overtime

Basic rules for minimum wage, hours worked and overtime pay

Determining worker classification and overtime eligibility based on solid job descriptions

Protecting exempt status with clear duties and proper salary payments now that the DOL has raised the minimum salary

Properly classifying workers as independent contractors, not employees, under the brand-new DOL regulations

PART 5: Unions, the National Labor Relations Act and handbook rules

The NLRA and who is covered Unionization and what to do (and definitely not do) if your employees want an election

How the NLRA applies to non-union workplaces, too

The NLRB and unfair labor practices — these include behavior you probably wouldn’t tolerate otherwise

The NLRB and handbook rules on behavior and social media.

Warning: The rules just changed and your handbook is a minefield OSHA and workplace safety, including drug and alcohol use, new heat rules and violence prevention

All attendees will receive:

Bullet-Proof Your Employee Handbook

Newly revised! Ensure that your handbook is a tool that protects your organization from lawsuits, not a liability. This book will help you make sure your policies are clear, concise and legally sound.

PDFs of each session

We’ll send the presentation slide decks ahead of time so you can follow along and enhance your training.

Satisfaction Guaranteed!

If the Employment Law Master Class fails to meet your needs, we will refund 100% of your tuition, no questions asked. All video recordings and course materials are yours to keep.

Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.

HR Certification Institute’s® (www.HRCI.org) official seal confirms that Business Management Daily meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®. This program has been pre-approved for 3.50 HR-General recertification credit hours.

P.O. Box 9070, McLean, VA 22102-0070 (800) 543-2055

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