Hilton Garden Inn Buffalo Downtown
10 Lafayette Square
Buffalo, NY 14203
including -
Areas of Professional Practice: 14.00
including -
Advisory Services: 14.00
including -
Personnel/Human Resources: 14.00
including -
Registered Employee Benefits Consultant: 14.00
Course book included with all formats
A Comprehensive Overview of the Issues Affecting HR Departments
Get a handle on the complicated issues that arise in the day-to-day operations of any human resources department! This extensive two-day course covers all of the hot-button issues that every HR professional should know, not only to avoid lawsuits, but to ensure that all employees are happy and productive. Experienced faculty will show you how to handle such issues as employee leaves, problem behaviors in the workplace, and what essential information should be included in employee handbooks. Don't miss out on this crucial human resource information - enroll today!
This basic level seminar examines the current issues in human resource law for:
DAY ONE
DAY TWO
DAY ONE
DAY TWO
Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. It is the opinion of NBI, Inc. that this activity qualifies for up to 12.0 hours toward your annual CLE requirement in Connecticut, including 0.0 hour(s) of ethics/professionalism.
This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 14.40 hours of total CLE credit. Of these, 0.0 qualify as hours of credit for ethics/professionalism.
including - Areas of Professional Practice: 14.00
This course has been approved in accordance with the requirements of the New York State Continuing Legal Education Board for a maximum of 14.0 credit hours. 14 hours can be applied to the Areas of Professional Practice requirement. This live format program is appropriate for newly admitted and experienced attorneys.
This program has been approved by the Pennsylvania Continuing Legal Education Board for a total of 12.0 hours, including 12.0 hours of substantive law, practice and procedure CLE credit and 0.0 hour of ethics, professionalism or substance abuse CLE credit.
including - Advisory Services: 14.00
National Business Institute is an approved sponsor with the New York State Board of Public Accountancy. This program is designed to qualify for 14.0 hours of CPE credit for accountants (Sponsor License # 000232).
This is a Basic level program presented in a group live setting. No advanced preparation or prerequisites are required. Upon completion of this course, attendees should be able to: 1. Identify two of the latest developments with the Affordable Care Act. 2. Describe two elements that a legally effective job description must contain. 3. State what employment parameters an employee handbook should address. 4. Identify two common wage and hour traps. 5. State one area of overlap between the ADA and the FMLA. 6. Recall two current issues in human resources. 7. Describe two ways to monitor employee computer use. 8. Identify proper areas of workers' compensation training for supervisors. 9. Describe the key discrimination and harassment laws to know. 10. Describe who is entitled to unemployment compensation. 11. State one way to deal with an employee who uses drugs or alcohol in the workplace. 12. Evaluate what the components of a proactive discipline policy are. Field(s) of Study -- Advisory Services.
including - Personnel/Human Resources: 14.00
NBI, Inc. is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org. This program is designed to qualify for 14.0 hours (based on 50 minute credit hour) of continuing professional education credit for accountants. For more information regarding administrative policies such as complaint, refund and program cancellation, please contact our offices at (800) 930-6182.
This is a Basic level program presented in a group live setting. No advanced preparation or prerequisites are required. Upon completion of this course, attendees should be able to: 1. Identify two of the latest developments with the Affordable Care Act. 2. Describe two elements that a legally effective job description must contain. 3. State what employment parameters an employee handbook should address. 4. Identify two common wage and hour traps. 5. State one area of overlap between the ADA and the FMLA. 6. Recall two current issues in human resources. 7. Describe two ways to monitor employee computer use. 8. Identify proper areas of workers' compensation training for supervisors. 9. Describe the key discrimination and harassment laws to know. 10. Describe who is entitled to unemployment compensation. 11. State one way to deal with an employee who uses drugs or alcohol in the workplace. 12. Evaluate what the components of a proactive discipline policy are. Field(s) of Study -- Personnel/Human Resources.
“The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit.” This program has been approved for 12.0 recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
NBI, Inc. is accredited by the International Association for Continuing Education and Training (IACET) and is authorized to issue the IACET CEU. NBI, Inc. is authorized by IACET to offer 1.20 CEUs for this program. At the end of the program, participants must complete a self-assessment in order to receive credit. 100% attendance is required. (Provider #1004558)
Upon completion of this course, attendees should be able to: 1. Identify two of the latest developments with the Affordable Care Act. 2. Describe two elements that a legally effective job description must contain. 3. State what employment parameters an employee handbook should address. 4. Identify two common wage and hour traps. 5. State one area of overlap between the ADA and the FMLA. 6. Recall two current issues in human resources. 7. Describe two ways to monitor employee computer use. 8. Identify proper areas of workers' compensation training for supervisors. 9. Describe the key discrimination and harassment laws to know. 10. Describe who is entitled to unemployment compensation. 11. State one way to deal with an employee who uses drugs or alcohol in the workplace. 12. Evaluate what the components of a proactive discipline policy are.
including - Registered Employee Benefits Consultant: 14.00
This seminar qualifies for 14.0 PACE (Professional Achievement in Continuing Education) credit hours for REBC.
NBI, Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 12.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
STEPHANIE A. COLE ADAMS is the founder of the Law Office of Stephanie Adams, PLLC, a firm focused on the representation of creative, cultural, and construction professionals, employment law and businesses. She regularly works with intellectual property, corporate/business law, higher education and municipal law. Ms. Adams earned her B.A. degree from Hampshire College and her J.D. degree from University of Buffalo Law School - The State University of New York. She is the chair of the Erie County (chair, Intellectual Property Committee) Bar Association. Ms. Adams is admitted to practice in New York and before the Western and Northern districts of New York.
R. SCOTT DeLUCA is an attorney at Kavinoky Cook LLP. He handles commercial litigation matters with a focus on employment law and employment related litigation, wage and hour matters, commercial contract disputes, non-compete agreements and restrictive covenants, as well as labor relations issues. Mr. DeLuca has over 20 years of experience handling matters related to the employer-employee relationship, including employment discrimination; wage payment requirements under federal and state law; employee benefits issues and the requirements of ERISA and COBRA; issues under the Family & Medical Leave Act; matters regarding disability accommodation under the Americans with Disabilities Act and the New York State Human Rights Law; as well as representing both public and private sector employers with regard to labor relations and arbitrations matters, and both public and private sector employers during collective bargaining negotiations. He has practiced in proceedings before federal and state courts, the U.S. Equal Employment Opportunity Commission, U.S. Department of Labor, the U.S. Occupational Safety and Health Administration, the N.Y.S. Division of Human Rights, the N.Y.S. Department of Labor, the National Labor Relations Board, and the N.Y. Public Employee Relations Board. Mr. DeLuca received his B.A. degree from Binghamton University and he received his J.D. degree, cum laude, from New York Law School.
SCOTT P. HORTON is the founding attorney of Horton Law PLLC. He has more than a decade of experience advising over 350 employers, dealing with a wide range of employee-related situations. Mr. Horton has dealt with many employee problems. He has also developed numerous efficient and effective solutions to routine employment matters. Mr. Horton's main areas of practice are hiring issues and terminations, including reductions in force; discrimination claims; union grievances; negotiations and elections; overtime classification and calculation; disability accommodations; employee leaves; handbook and policy review; supervisor training; and sexual harassment allegations. He is admitted in New York, and before the U.S. District Court for the Western District of New York, U.S. District Court for the Northern District of New York, and U.S. Court of Appeals for Second Circuit. Mr. Horton received his B.A. degree from University of Virginia and his J.D. degree from the University of Virginia School of Law.
ANDRÉ LINDSAY is an attorney with Pullano & Farrow PLLC. He serves as legal counsel to public and private sector employers, advising on a wide range of labor and employment matters, including alleged discrimination, retaliation and harassment, wage-and-hour class and collective actions, among other types of claims. His litigation experience includes defending employers against claims arising under various federal and state labor and employment laws and regulations. In addition to courtroom litigation, he litigates matters before various administrative tribunals. Additionally, Mr. Lindsay represents businesses in a wide variety of commercial matters, including litigation. He is experienced in drafting workplace policies, conducting anti-discrimination and harassment trainings, and counseling employers on workplace investigations and litigation prevention. Mr. Lindsay is co-chair of the Monroe County Bar Association Disability, Labor & Employment Committee; Steering Committee member, University at Buffalo Law School Alumni Association, Rochester Chapter; mentor, Monroe County Bar Association Lawyers for Learning Program; and member of the American Bar Association, Labor & Employment Section. He earned his B.A. degree, magna cum laude and his M.A. degree, magna cum laude, from John Jay College of Criminal Justice. He earned his J.D. degree from University at Buffalo Law School.
ELIZABETH D. McPHAIL is a partner at Hodgson Russ LLP, where she represents both public and private sector employers regarding the full range of labor and employment-related issues. Ms. McPhail counsels management clients in a wide range of industries, including manufacturing, health care, nonprofit and social services, long-term/nursing care, and food preparation, regarding their rights and obligations under various labor and employment statutes, including counseling them regarding wage and hour issues, the Family Medical Leave Act (FMLA), the National Labor Relations Act, and state and federal anti-discrimination laws. She provides employment services to union and non-unionized clients regarding disciplinary action and terminations, defending discrimination claims, attending unemployment hearings, assisting with mass layoffs or reductions in force, drafting employment agreements and separation/severance agreements, and counseling clients about the application of various state and federal employment laws. Ms. McPhail provides a wide range of labor services to union employers, including advice about negotiations, defending labor arbitrations, processing grievances, and general advice about navigating the union environment. She is admitted in New York and before the U.S District Court for the Western District of New York. Ms. McPhail received her B.A. degree, cum laude, from Clemson University and her J.D. degree from the University at Buffalo School of Law.
JOSHUA I. RAMOS is an attorney at Ramos & Ramos, where he practices in personal injury practice and has gained key experiences in prosecuting claims for the injured. He also practices in the area of workers' compensation. Mr. Ramos is currently a member of The Florida Bar, New York State Bar Association, New York State Defender's Association, the Erie County Bar Association, and the Trial Lawyer's Association. He spent time in the public defender's office defending indigent clients. Mr. Ramos received his B.A. degree from the University of Buffalo and his J.D. degree, magna cum laude, from Florida A&M University.
National Business Institute
PO Box 3067
Eau Claire, WI 54702
