Live Seminar

Guide to Human Resource Laws in the Workplace

Seminar

Date:

2 Day Seminar
Tuesday, March 13, 2018 -
Wednesday, March 14, 2018

Time:

9:00 AM - 4:30 PM

Product ID#:

78328ER

Location:

Sunset Station Hotel & Casino

1301 West Sunset Road

Henderson, NV 89014

$575.00

$565 / Each Additional

Registration Includes Course Book

Credit Information

Continuing Legal Education

  • NV CLE - 12.00

CPE for Accountants

  • CPE for Accountants/NASBA - 14.00

Other

  • Certified Payroll Professional - 12.00
  • HRCI - 12.00
  • IACET - 1.20
  • PACE - 14.00
  • SHRM CP/SCP - 12.00

Program Description

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!

  • Learn the necessary disclaimers that every employee handbook must contain in order to avoid potential legal trouble.
  • Recognize the many intricacies of the Fair Labor Standards Act, so that employers can stop problems before they happen.
  • Understand how the Family Medical Leave Act and the Americans with Disabilities Act intertwine in issues with employee leave.
  • Know what accommodations are considered reasonable when an injured worker returns to the workplace.
  • Properly document and manage discrimination complaints to ensure that both employers and employees are properly protected in case of lawsuits.
  • Effectively monitor employee communications and internet use in an ethical and legally compliant manner.

Who Should Attend

This basic-to-intermediate level seminar examines the current issues in human resource law for:

  • Attorneys
  • HR Personnel
  • Accountants
  • Presidents and Vice Presidents

Course Content

DAY ONE

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

DAY TWO

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

Continuing Education Credit

Certified Payroll Professionals – Certified Payroll Professional: 12.00

Continuing Legal Education – CLE: 12.00

Human Resource Certification Institute – HRCI: 12.00

International Association for Continuing Education Training – IACET: 1.20

National Association of State Boards of Accountancy – CPE for Accountants/NASBA: 14.00 *

Professional Achievement in Continuing Education – PACE: 14.00

Society for Human Resource Management – SHRM CP/SCP: 12.00


* denotes specialty credits

Agenda / Content Covered

DAY ONE

  1. Employment Law Update
    9:00 - 10:00, Margaret G. Foley
    1. The Affordable Care Act: The Latest Developments
    2. Same-Sex Benefits Update
    3. Immigration Reform: What Businesses Need to Understand
    4. Other State and Federal Updates
  2. Legal Issues in Recruiting and Hiring
    10:15 - 11:15, James T. Tucker
    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
  3. Imperative Information That Every Employee Handbook Should Contain
    11:15 - 12:15, Kristina S. Holman
    1. Necessary Disclaimers and Employee Classifications
    2. Laws and Policies to Include
    3. Parameters of Employment to Address
    4. Drafting Responsible Social Media Policies
  4. Wage and Benefits Issues
    1:15 - 2:15, Margaret G. Foley
    1. Employee Benefits and the Laws That Govern Them
    2. Navigating the Maze of FLSA Requirements
    3. Common Wage and Hour Traps
    4. Part-Timers, Temps, Interns and Employer Obligations
  5. FMLA and Other Leave Issues
    2:15 - 3:15, Kristina S. Holman
    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
  6. Controlling Unemployment Compensation Costs
    3:30 - 4:30, Anthony L. Hall
    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

DAY TWO

  1. Current Issues in Human Resources
    9:00 - 10:00, Sabrina Orque
    1. Best Practices with Employee Wellness Programs
    2. Developing Workforce Plans That Benefit Businesses
    3. Effective Strategies for Reducing Health Benefit Costs
  2. Workers' Compensation Basics
    10:15 - 11:15, Kevin L. Johnson
    1. Essential Policies and Protocols to Have in Place
    2. Determining Reasonable Accommodations for Injured Workers
    3. Issues with Workers' Compensation Insurance
  3. Discrimination and Harassment
    11:15 - 12:15, Kristina S. Holman
    1. Key Laws to Know
    2. Properly Managing Complaints
    3. Keeping Records of Incidences
    4. Discrimination and Harassment Prevention
  4. Workplace Behavioral Issues: Appropriately Handling Thorny Situations
    1:15 - 2:15, Brian J. Pezzillo
    1. Psychological Issues
    2. Drug and Alcohol Use
    3. Off-Duty Behaviors and Activities
    4. Workplace Violence: Harassment, Bullying and More
  5. Workplace Privacy and Employee Monitoring
    2:15 - 3:15, Brian J. Pezzillo
    1. Workplace Searches: From Desks to Smartphones
    2. Keeping Tabs on Workplace Communication and Computer Use
    3. Surveillance of Employees and Workplace Investigations
  6. Disciplining and Firing Employees
    3:30 - 4:30, Brian J. Pezzillo
    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

MARGARET G. FOLEY is an attorney at Foley Law Center in Las Vegas. Ms. Foley focuses her litigation practice on commercial, labor and employment, and municipal liability matters. She is admitted to practice in California, Nevada and New York (inactive). Ms. Foley earned her B.A. degree in humanities from the University of California, Berkeley and her J.D. degree from Brooklyn Law School. She is a member of the Board of Directors of the U.S. Ninth Circuit's Judicial Historical Society.

ANTHONY L. HALL is a partner with Holland & Hart LLP, where he provides litigation defense and extensive preventative counseling to clients in all areas of labor and employment law. Mr. Hall regularly handles disputes involving trade secrets, wrongful termination, defamation, workplace violence and non-competition agreements. He frequently conducts training in virtually all areas of labor and employment law for the University of Nevada-Reno. Mr. Hall is a member of the American Bar Association and the Committee to Aid Abused Women. He also was the past president for the Federal Bar Association and a member of the American Bar Association. Mr. Hall received his J.D. degree from the University of the Pacific, McGeorge School of Law.

KRISTINA S. HOLMAN is the sole practitioner with Holman Law Office, where she practices in Las Vegas in the area of employment law. Ms. Holman generally represents employees, but also represents employers/corporations in employment law matters involving discrimination (sex, age, race, disability, religion, etc.), as well as related matters. She is also a former member of the Southern Nevada Disciplinary Panel. Ms. Holman has lectured and written articles on employment law issues. She is a member of the National Employment Lawyers Association (NELA), the State Bar of Nevada, the Clark County Bar Association, the Southern Nevada Association of Women Attorneys (former president), and the Nevada American Inn of Court (master). Ms. Holman earned her B.S. degree from Seattle University and J.D. degree from Seattle University School of Law.

KEVIN L. JOHNSON is a partner in the law firm of Lewis Brisbois Bisgaard & Smith LLP, where he focuses his practice in the defense of workers' compensation matters. He is a member of the State Bar of Nevada. Mr. Johnson earned his B.A. degree, cum laude, from Weber State College and his J.D. degree from Brigham Young University. He is admitted to practice in Nevada and Utah.

SABRINA ORQUE founded SOLV HR in 2013 in an effort to reimagine how human resources can work with businesses. Ms. Orque's experience includes working with James Beard award winning Chef Charlie Palmer as the Vice President of Human Resources. She opened two hotels in Las Vegas; Aladdin Resort and Casino (now Planet Hollywood) and Mandalay Bay Resort and Casino. She is experienced in operating in multiple states including; New York, Washington D.C., California, Texas, Colorado, Nevada, Connecticut, and Florida. With more than 20 years of management overseeing recruitment, benefits and compensation, traditional labor relations, organizational development, and employee relations, Ms. Orque recognizes what leaders are looking for in a strategic business partner. Her understanding of the relationship between business owners and their employees is a key attribute in helping businesses solve their human resources concerns. She approaches this by what she terms “Sustainable HR Development” which focuses on mobilizing employees; allowing businesses to grow and provide for their workforce organically. “With a diverse workforce spanning several generations; including now our millennials, we need to think about HR differently” - she states. She serves on the Bdvisory Board of the Healthcare Performance Management Institute; a research and education organization dedicated to promoting the use of business technology and management principles that deliver better and more cost-effective healthcare benefits for employers, employees and government entities. Ms. Orque collaborated on a white paper with HPM Institute which outlines a company’s discovery of approximately $1M in potential healthcare costs. She is a member of the national chapter of the Society of Human Resources Management (SHRM). She is a past panel speaker for the Media Finance Management “MFM” Conference discussing topics on human resources as a strategic partner in business and company culture effects on business. Ms. Orque belongs to Global Gaming Women and is the moderator for GGW Lean In Circles. She is also the president of Las Vegas Hospitality Service Providers; an organization dedicated to being advocates for hospitality operators in Las Vegas. On the philanthropic side, she serves on the board of Autism Community Trust and raises contributions to Families with Effective Autism, Discovery Museum, and Las Vegas Fashion Council. Ms. Orque has a B.S. degree in hotel administration with an emphasis in human resources from the William F. Harrah College at the University of Nevada, Las Vegas.

BRIAN J. PEZZILLO is a member of Howard & Howard Attorneys, PLLC, where he practices in the areas of construction law, administrative law, public works and contracting, commercial and business law, medical & recreational marijuana, contract negotiation, construction claims, mechanic's liens, alternative dispute resolution, and litigation and appeals. Mr. Pezzillo earned his B.B.A. degree from the University of New Mexico, Albuquerque and his J.D. degree from the University of New Mexico School of Law in Albuquerque, New Mexico. He is admitted to practice in New Mexico, Nevada, North Dakota, Arizona, Colorado and before the U.S. District Court, districts of Nevada and New Mexico; and U.S. Court of Appeals, 9th and 11th circuits. Mr. Pezzillo is a member of State Bar of Nevada (Construction Law Section), State Bar of New Mexico, and the American Bar Association (Construction Industry Forum, Alternative Dispute Resolution Group, and Business Law Section) and Clark County Bar Association. Mr. Pezzillo serves as an arbitrator and mediator with the American Arbitration Association and the State Bar of Nevada’s Fee Dispute Committee, as well as serving as a public arbitrator for the Financial Industry Regulatory Authority (FINRA) and as a member of the Southern Nevada Disciplinary Panel. He has also been named as a Mountain States Super Lawyers.

JAMES T. TUCKER is a member of the employment group at Wilson Elser LLP. Mr. Tucker focuses his practice in the areas of employment defense and voting rights law. With more than 20 years of employment law litigation experience, he emphasizes preventive law and counseling and advice as ways to reduce the risk that employers face. Mr. Tucker earned his B.A. degree from Arizona State University, his M.P.A. degree from the University of Oklahoma, his J.D. degree from the University of Florida, and his S.J.D. and LL.M. degrees from the University of Pennsylvania Law School. He serves as one of the members of the 32 member National Advisory Committee to the U.S. Census Bureau and as the Pro Bono Voting Rights Counsel to the Native American Rights Fund. Mr. Tucker is a member of the state bars of Arizona, Florida, and Nevada and his court admissions include the U.S. Supreme Court, U.S. Court of Appeals for the Ninth and Eleventh circuits, and the U.S. District Court for the districts of Arizona and Nevada, among many others. Mr. Tucker also is admitted to practice before a majority of the tribal courts in Arizona, where he is chair elect of the Indian Law Section of the State Bar of Arizona.

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

Accreditation Details:

Certified Payroll Professionals

N CPP: 12.00
This program may qualify for 12.0 RCHs for Certified Payroll Professionals.


Continuing Legal Education

NV CLE: 12.00
This course has been approved for 12.0 CLE credits by the Nevada Board of Continuing Legal Education, which includes 0.0 hour of ethical considerations.


Human Resource Certification Institute

N HR: 12.00
“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.


International Association for Continuing Education Training

N IACET: 1.20
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 1.2 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, attendee will 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. Describe who is entitled to unemployment compensation. 7. Recall two best practices for employee wellness programs. 8. Identify proper areas of workers' compensation training for supervisors. 9. Describe the key discrimination and harassment laws to know. 10. State one way to deal with an employee who uses drugs or alcohol in the workplace. 11. Describe two ways to monitor employee computer use. 12. Evaluate what the components of a proactive discipline policy are.

National Association of State Boards of Accountancy

N NAS: 14.00 Includes - 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 and refund, please contact our offices at (800) 930-6182.

This is a basic to intermediate level program presented in a group live setting. Accountants should have a basic understanding of the complicated issues that arise in the day-to-day operations of any human resources department. 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 best practices for employee wellness programs. 7. Identify proper areas of workers' compensation training for supervisors. 8. Describe the key discrimination and harassment laws to know. 9. State one way to deal with an employee who uses drugs or alcohol in the workplace. 10. Describe two ways to monitor employee computer use. 11. Evaluate what the components of a proactive discipline policy are. Field(s) of Study -- Personnel/Human Resources.

Professional Achievement in Continuing Education

N PACE: 14.00
This seminar qualifies for 14.0 PACE (Professional Achievement in Continuing Education) credit hours for REBC.


Society for Human Resource Management

N SHRM: 12.00
NBI, Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. 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.


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Web: Order Now
Call: 800.930.6182
Fax: 715.835.1405
Mail: NBI
P.O. Box 3067
Eau Claire, WI 54702