When used consistently and fairly employment laws assist in creating and maintaining an environment that promotes cooperation and professionalism – and prevents costly penalties and lawsuits. Are you using the current employment laws correctly? Use this essential guide to obtain definitive advice on all the phases of employment law. If it's important to you to promote a positive employment environment – and comply with the law – this is for you! Order today!

1. New Hires – Getting it Right From the Start
2. If You're Prepared to be Sued, You're Less Likely to be Sued
3. Sensitive Issues: Substance Abuse and Leaves of Absence
4. Internal Investigations
5. Wage and Hour Issues
6. Separation of Employment

Continuing Education Credits:   

* denotes specialty credits

1. NEW HIRES – GETTING IT RIGHT FROM THE START
   8:30 - 9:45, Jan E. Maples
1. Job Applications: Getting the Data You Need
2. The Interview Process: How to Portray Your Message Throughout
3. Screen References Through a Filter of Reality
4. Job Offers, Terms and Conditions of Contracts
5. Orientation and Training: Keeping the “Keepers”
2. IF YOU'RE PREPARED TO BE SUED, YOU'RE LESS LIKELY TO BE SUED
   9:45 - 10:45, Barbara G. Stephenson
1. Take Inventory of Your Current Handbook and Explore New Ideas
2. Use "Employment At-Will" to Your Advantage
3. Don't be Recklessly Indifferent With Employee Training
4. Tracking of Handbook and Policy Updates Given to Employees
5. Strategies for Management Buy-In
3. SENSITIVE ISSUES: SUBSTANCE ABUSE AND LEAVES OF ABSENCE
   11:00 - 12:00, Barbara G. Stephenson
1. Drug and Alcohol Testing
1. Establish Control By Way of Written Policies
2. Suspicion vs. Random Testing
3. Advise, Establish and Train an Internal Medical Review Officer
4. Local Lab Options
5. Dealing With Test Results
2. Walk Softly When Dealing With "Leaves of Absence"
1. Establish Family/Medical, Victims, Disability, and Worker's Compensation Leave Policies
2. Build a Safety Net for Situations That May Arise
4. INTERNAL INVESTIGATIONS
   1:00 - 2:15, Lorna M. Wiggins
1. The New Trend of Outsourcing Investigation - Money Well Spent
2. Equal Employment Opportunity Guidelines
3. What to do With the Evidence to Resolve the Issue
5. WAGE AND HOUR ISSUES
   2:15 - 3:15, Lorna M. Wiggins
1. State-Specific Wage and Hour Laws
2. What Qualifies as Overtime
3. Differences to be Aware of: Salaried Exempt vs. Salaried Non-Exempt
4. Options for Employees Reporting Time Worked
5. Handling Deductions From Wages
6. Other
6. SEPARATION OF EMPLOYMENT
   3:30 - 4:40, Barbara G. Stephenson
1. Reviews, Warnings, Discipline and Suspensions
2. There is a Time for Termination
3. Is Your Paper Trail Ready for Possible Litigation?
4. Monetary Transactions to Discuss
5. Severance Packages
6. Separation Pay
7. The Exit Interview
8. Documents and Disclaimers

JAN E. MAPLES is the president of The Connecting Point, an Albuquerque, New Mexico-based company providing human resources (HR) consulting and training programs that enhance both individual and organizational expression. Ms. Maples earned her B.A. degree from the University of New Mexico and has more than 20 years of experience in human resources training. She provides consulting in the areas of employment, compensation, benefits, employee relations, performance appraisal systems and the employee handbooks. Internationally, Ms. Maples has taught project management and facilitated project teams for a Fortune 500 client. A trained mediator in both the court and corporate arenas, she also serves as a facilitator of board/management retreats, an executive coach and a successful public speaker. Ms. Maples also designs and instructs continuing education courses for the University of New Mexico.

BARBARA G. STEPHENSON is a shareholder with Sheehan & Sheehan, P.A. Her practice focuses on defending employers in employment litigation and administrative charges before such agencies as the Equal Employment Opportunity Commission, the New Mexico Human Rights Bureau and the Office of Federal Contract Compliance Programs. Ms. Stephenson also consults with personnel managers on preventative personnel practices and procedures. She is a member of the Albuquerque and American (Section on Labor and Employment Law) bar associations, and the State Bar of New Mexico, and is a New Mexico Board-recognized specialist in labor and employment law. Ms. Stephenson earned her J.D. degree from the University of New Mexico School of Law. She has been listed in Best Lawyers in America in labor and employment since 2001, and since 2003 as a leading employment defense attorney in Chambers USA Leading Business Lawyers. Ms. Stephenson makes frequent employment law presentations to employers and professional associations.

LORNA M. WIGGINS is a shareholder in the Albuquerque law firm of Wiggins, Williams & Wiggins, P.C. She has practiced primarily in the areas of labor and employment law. She started practicing law in New Mexico after completing a judicial clerkship. Much of Ms. Wiggins' practice includes advising management on various personnel issues, including hiring, discipline, termination and layoff issues; negotiating employment contracts; non-compete agreements; patent waiver agreements; and assisting management in developing and implementing personnel policies. She regularly assists management in certification and decertification elections, negotiating union contracts, arbitrations and unfair labor practice charges. Ms. Wiggins regularly defends employers before the New Mexico Human Right Commission, the EEOC, the OFCCP, the NLRB, and state and federal courts. She routinely provides training to employers in recognizing and eliminating discrimination and harassment in the workplace and is a frequent lecturer on labor and employment law. Ms. Wiggins attended Southern Methodist University; earned her B.S. degree, cum laude, from the University of North Dakota; and her J.D. degree from the University of North Dakota School of Law. She is a member of the Albuquerque and American bar associations, and the State Bar of New Mexico.

Please refer to Continuing Education Credit FAQ for general information about seeking credit for your participation in one of our continuing education programs.

Additionally, our team of credit specialists are here to answer your specific credit-related questions weekdays 7am - 5pm Central:

Phone: 866-240-1890

Email: credit@nbi-sems.com