Audio CD + Course Book

Guide to Human Resource Laws in the Workplace

Audio CD + Course Book

Copyright Date:

February, 2018

Product ID#:


Audio + Course Book

Credit Information

Continuing Legal Education

  • KY CLE - 6.00
From Event: Guide to Human Resource Laws in the Workplace, held February 2018.

Program Description

Get a handle on the complicated issues that arise in the day-to-day operations of any human resources department! Obtain information on 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 - order today!

Course Content


  1. Legal Issues in Recruiting and Hiring
  2. Imperative Information That Every Employee Handbook Should Contain
  3. Wage and Hour Issues
  4. FMLA and Other Leave Issues
  5. Controlling Unemployment Compensation Costs


  1. Workers' Compensation Basics
  2. Discrimination and Harassment
  3. Workplace Behavioral Issues: Appropriately Handling Thorny Situations
  4. Workplace Privacy and Employee Monitoring
  5. Disciplining and Firing Employees

Continuing Education Credit

Continuing Legal Education – CLE: 6.00 KY - Credit Approval Expiration 06/30/2018

* denotes specialty credits

Agenda / Content Covered


  1. Legal Issues in Recruiting and Hiring
    9:00 - 10:15, Matthew T. Lockaby
    1. Creating Legally Effective Job Descriptions
    2. Writing Job Offers and Rejection Letters that Repel Lawsuits
    3. Legal Aspects of Gaining Information Through Criminal Background Checks and Social Media Accounts
    4. Drafting Employment Contracts
  2. Imperative Information That Every Employee Handbook Should Contain
    10:30 - 11:45, Melanie Kilpatrick
    1. Necessary Disclaimers and Employee Classifications
    2. Laws and Policies to Include
    3. Parameters of Employment to Address
    4. Drafting Responsible Social Media Policies
  3. Wage and Hour Issues
    12:45 - 2:00, Ruby D. Fenton
    1. Navigating the Maze of FLSA Requirements
    2. Common Wage and Hour Traps
    3. Contingency Work Force, Part-Timers, Temps, Interns and Employer Obligations
  4. FMLA and Other Leave Issues
    2:15 - 3:30, Melanie Kilpatrick
    1. Applicable Laws: The FMLA, the ADA and their Interconnection
    2. Laws Governing Military Leave
    3. Creating Effective Leave Policies
    4. Solving Complex Leave Issues
  5. Controlling Unemployment Compensation Costs
    3:30 - 4:30, Barry Spurlock J.D., CSP
    1. General Rules on Who is Entitled to Unemployment Compensation
    2. Key Information to Present Regarding the Initial Claim
    3. When is it Important to Fight an Unemployment Compensation Claim
    4. What you Need to Know About the Hearing Process
    5. Traditional Ways to Manage Unemployment Compensation Costs


  1. Workers' Compensation Basics
    9:00 - 10:15, Steve Armstrong
    1. Essential Policies and Protocols to Have in Place
    2. Offering Modified Duty Work to Injured Workers
    3. Temporary Total Disability
    4. Preparing for Claims on the Front End
    5. Defenses You Need to Know About
  2. Discrimination and Harassment
    10:30 - 11:45, Toni Ahl
    1. Key Laws to Know
    2. Properly Managing Complaints
    3. Keeping Records of Incidences
    4. Discrimination and Harassment Prevention
  3. Workplace Behavioral Issues: Appropriately Handling Thorny Situations
    12:45 - 2:00, Jennifer L. Bame
    1. Psychological Issues
    2. Drug and Alcohol Use
    3. Off-Duty Behaviors and Activities
    4. Workplace Violence: Harassment, Bullying and More
  4. Workplace Privacy and Employee Monitoring
    2:15 - 3:30, Jennifer L. Bame
    1. Workplace Searches: From Desks to Smartphones
    2. Keeping Tabs on Workplace Communication and Computer Use
    3. Surveillance of Employees and Workplace Investigations
  5. Disciplining and Firing Employees
    3:30 - 4:30, Matthew T. Lockaby
    1. Proactive Discipline Policies and Comprehensive Approaches to Discipline
    2. Determining When Employee Discharge is Appropriate
    3. Using Employee Evaluations to Reduce Liability When Firing Problematic Workers
    4. Discharge Letters, Waivers and Releases

TONI AHL is the president of EEO Advantage LLC. Ms. Ahl formed this company to provide consulting, training and investigation services primarily related to the statutes enforced by the U.S. Equal Employment Opportunity Commission (EEOC). She retired in 2015 after working as an investigator with EEOC for more than 30 years. Ms. Ahl currently contracts with EEOC to provide federal sector training programs. Prior to working for EEOC, she was a tax auditor for the Internal Revenue Service and a claims representative for the Social Security Administration. Ms. Ahl serves on the boards of the Center for Accessible Living and the Network of Entrepreneurial Women. She is a member of the Society for Human Resource Management (SHRM), the Louisville SHRM chapter and a member of the Kentucky Industry Liaison Group. Ms. Ahl has a B.A. degree in psychology from the University of Louisville.

STEVEN ARMSTRONG is co-owner of Armstrong & Peake PLLC, where his areas of practice include workers’ compensation, subrogation, civil litigation, and creditor collections. He is admitted to practice before all Kentucky and Georgia state courts; and U.S. District Court for the Eastern and Western districts of Kentucky, and Northern District of Georgia. Mr. Armstrong is a member of the Jefferson County and Kentucky bar associations, and the State Bar of Georgia. He earned his B.A. and J.D. degrees from the University of Kentucky.

JENNIFER L. BAME is an attorney in the Labor and Employment Practice Group of Frost Brown Todd LLC. She received her B.A. degree from the University of Florida and her J.D. degree, cum laude, from Washington University School of Law. While in law school, Ms. Bame served as editor-in-chief of the Washington University Journal of Law and Policy and as vice president of the Women's Law Caucus. She was also a member of the Student Life Committee and a founding member of Future Advocates in Training, where she coached a local high school's mock trial team. Prior to joining the firm, Ms. Bame served as law clerk to the Honorable Thomas H. Fulton, Chief Judge of the U.S. Bankruptcy Court for the Western District of Kentucky. Before that, Ms. Bame worked as an assistant public defender in Miami-Dade County, where she represented indigent juveniles and adults through all stages of litigation.

RUBY D. FENTON is presently a partner in the firm of Tilford Dobbins & Schmidt, PLLC. Her areas of concentration include representation of management in the areas of traditional labor law and employment law. Ms. Fenton has represented management in a variety of aspects relating to the union/management relationship, including contract negotiation/interpretation, grievance hearings, mediation and arbitration and has also worked with management's response to organizational efforts. She is also certified as a Mediator by the Kentucky Administrative Offices of the Courts. Ms. Fenton also represents employers in defense of both individual and class action suits as well as administrative proceedings relating to employment discrimination, wage and hour law, unemployment laws. Ms. Fenton also works with management to both create and enforce employment agreements including those containing restrictive covenants such as covenants not to compete and trade secret/confidential information restrictions. In addition, she regularly assists businesses by developing policies and procedures for managing the workforce and advises and trains both management and non-management employees on all aspects of employment law. Ms. Fenton has authored and co-authored articles and seminar materials on various topics relating to all aspects of employment law. She received her B.S. degree from Purdue University and her J.D. degree from the University of Louisville. Ms. Fenton has taught and lectured at the University of Louisville on such topics as Title VII discrimination and sexual harassment.

MELANIE KILPATRICK is an attorney with Rajkovich Williams Kilpatrick & True, PLLC, where she practices in the areas of mineral and energy, employment law, and commercial litigation. Ms. Kilpatrick has authored articles and given presentations on topics of interest in the mineral and energy, employment and education law fields. She is experienced in arguing appellate cases before the United States Court of Appeals, the Kentucky Court of Appeals and the Federal Mine Safety and Health Review Commission. Ms. Kilpatrick has been admitted to practice before the Kentucky Supreme Court, the United States District Court for the Eastern and Western districts of Kentucky, and the United States Court of Appeals for the Fifth, Sixth and D.C. Circuits. She received her B.A. degree, magna cum laude, from the University of Virginia and her J.D. degree, summa cum laude, from the University of Kentucky College of Law.

MATTHEW T. LOCKABY is the founder and managing partner of Lockaby PLLC, a boutique law firm that represents employees and employers in nearly every aspect of workplace law, as well as consumers and victims in class action litigation. In addition to prosecuting and defending discrimination, retaliation, and harassment claims, Mr. Lockaby provides day-to-day HR advice and counsel on a wide range of issues, including recruiting, hiring, disciplinary action, termination, and state and federal compliance. He also prepares for employers, and reviews for employees, employment contracts, non-compete and non-solicitation agreements, and separation and severance agreements. Mr. Lockaby earned his B.A. degree from Centre College and his J.D. degree, cum laude, from the Chase College of Law at Northern Kentucky University, where he was the executive editor of the Northern Kentucky Law Review. He has been voted by his peers as a Kentucky Super Lawyers Rising Star since 2013 and he has been awarded an AV Preeminent rating by Martindale Hubbell. Mr. Lockaby is a member of the American Bar Association (Section of Litigation Labor & Employment Law Committee and Class Action and Derivative Suits Committee), the Kentucky Bar Association, and the Fayette County Bar Association.

BARRY SPURLOCK J.D., CSP is an assistant professor as Eastern Kentucky University, and has extensive experience working as a safety professional in manufacturing, insurance loss control and consulting. Mr. Spurlock is also a practicing attorney and has focused much of his practice on employment law and representing employers with OSHA matters. He holds a Bachelor's of Science in industrial safety and risk management, and a Master of Science in loss prevention and safety administration, both from Eastern Kentucky University. Mr. Spurlock also holds a J.D. degree from Northern Kentucky University's Salmon P. Chase College of Law. He is an active member of the American Society of Safety Engineers and currently serves as the EKU Student Section's faculty advisor, and the Louisville Chapter as a past president and as chair of the Government Affairs Committee. Mr. Spurlock is also a member of ASSE's National Government Affairs Committee. He is co-author of the book Chomp Comp; The Small Business Guide to Lower Worker’s Compensation Premiums. He is a frequent speaker at various national safety conferences on research interests in the field of safety performance measurement, hazard control efficacy, and legal issues affecting occupational safety and health.

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


Accreditation Details:

Continuing Legal Education

KY CLE: 6.00 Credit Approval Exp
This program has been approved as a technological CLE activity by the Kentucky Bar Association Continuing Legal Education Commission and may qualify for up to 6.0 credits, of which 0.0 hour relates to ethical considerations. No more than 6.0 hours of technological CLE credit may be earned during a reporting period.

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Mail: NBI
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