Live Seminar

Human Resource Law Boot Camp

Seminar

Date:

Wednesday, April 25, 2018

Time:

9:00 AM - 4:30 PM

Product ID#:

78797ER

Location:

Holiday Inn Rushmore Plaza

505 North 5th Street

Rapid City, SD 57701

$349.00

$339 / Each Additional

Registration Includes Course Book

Credit Information

CPE for Accountants

  • CPE for Accountants/NASBA - 7.00

Other

  • Certified Payroll Professional - 6.00
  • HRCI - 6.00
  • IACET - 0.60
  • SHRM CP/SCP - 6.00

Program Description

A Full Day Brimming With Employment Law Best Practices

The rapid pace of change in the employment law arena requires constant vigilance on the part of HR professionals. It's all too easy to miss a seemingly minor detail and have your employer face a financially debilitating lawsuit as a result. Don't let your company's employment policies and procedures fall into legal obsolescence and fail to provide safeguards. Let our experienced attorney faculty provide you with up-to-date information on the FLSA and more. Take away indispensable legal information you can use to reinforce your company's HR practices - register today!

  • Get the latest FLSA perspective and ensure your wage and hour practices are up to speed.
  • Determine if the language of your organization's handbook contains potential legal landmines.
  • Handle hiring and firing issues with confidence - know which practices will land you in hot water.
  • Ensure your company's social media policy provides maximum legal protections.
  • Confidently investigate misconduct, create performance improvement plans and more.

Who Should Attend

This basic-to-intermediate level seminar on HR legal issues is of benefit to:

  • Human Resource Professionals
  • Attorneys
  • Corporate Executives
  • Accountants
  • Payroll Professionals
  • Paralegals

Course Content

  1. FLSA Essentials: Practically Applying the Most Recent Legal Perspectives
  2. Using Handbooks to Protect Against Legal Liabilities: With Example Policies
  3. Hiring and Firing: Legal Do's and Don'ts for Crucial HR Functions
  4. Social Media Policies: Balancing Employer Needs and Employee Rights
  5. Drugs and Alcohol in the Workplace: Marijuana and Other Considerations
  6. Employee Relations: Legal Solutions for Sensitive Workplace Issues

Continuing Education Credit

Certified Payroll Professionals – Certified Payroll Professional: 6.00

Human Resource Certification Institute – HRCI: 6.00

International Association for Continuing Education Training – IACET: 0.60

National Association of State Boards of Accountancy – CPE for Accountants/NASBA: 7.00 *

Society for Human Resource Management – SHRM CP/SCP: 6.00


* denotes specialty credits

Agenda / Content Covered

  1. FLSA Essentials: Practically Applying the Most Recent Legal Perspectives
    9:00 - 10:00, Richard J. Rylance II
    1. Primary Duties Test: Recognizing the Top Pitfalls
    2. Salary Test Legal Essentials
    3. Independent Contractor Issues
    4. Off-The-Clock Work and Unauthorized Overtime
    5. Addressing Employer Errors: Essential Safe Harbor Policies to Have
  2. Using Handbooks to Protect Against Legal Liabilities: With Example Policies
    10:15 - 11:15, Richard J. Rylance II
    1. Handbook Scope: How Much is Too Much?
    2. What Topics You Must Include: With Example Language
    3. Key Disclaimers You Can't Forget
    4. Avoiding Implied Contractual Relationships
    5. Essential Updates: NLRB and Other Concerns
    6. Updating Handbooks: With Checklists
  3. Hiring and Firing: Legal Do's and Don'ts for Crucial HR Functions
    11:15 - 12:15, Kelsey Parker
    1. Crafting Legally Compliant Job Descriptions
    2. What Employers Can and Can't Ask About Criminal Backgrounds, Credit Histories, etc.
    3. How Enforceable are Non-Compete, Non-Solicit and Confidentiality Agreements?
    4. Verifying Immigration Status - E-Verify and Other Considerations
    5. Legally Defensible Termination Documentation
    6. Terminating Employees on Leave
    7. Separation Agreements and Releases: With Examples
  4. Social Media Policies: Balancing Employer Needs and Employee Rights
    1:15 - 2:15, Kelsey Parker
    1. Social Media and NLRA Violations for Non-Union Employers
    2. To What Extent May Employers Limit Social Media Use?
    3. Using Private Social Media Accounts for Business Purposes
    4. Using Social Media in Hiring Decisions
    5. Best Practices for Creating and Updating Social Media Policies
  5. Drugs and Alcohol in the Workplace: Marijuana and Other Considerations
    2:15 - 3:15, Sarah E. Baron Houy
    1. Accommodating Medical Marijuana Users: Do Employers Have To?
    2. Drug Testing Considerations for Current and Prospective Employees
    3. Firing and Disciplining Medical Marijuana Users: Current Legal Perspectives
    4. Creating Drug and Alcohol Policies That Leave No Room for Interpretation
  6. Employee Relations: Legal Solutions for Sensitive Workplace Issues
    3:30 - 4:30, Sarah E. Baron Houy
    1. Granting Employee Leave: FMLA, ADA and Other Considerations
    2. Return-to-Work Policies After Leave
    3. Disciplinary Actions
    4. Investigating Misconduct
    5. Answering Discrimination and Harassment Complaints
    6. Workplace Safety and Security Issues: Firearms, Disgruntled Employees, Domestic Violence, etc.
    7. Creating Performance Improvement Plans
    8. Employee Evaluations: Best Practices

SARAH E. BARON HOUY is a partner with the Bangs McCullen Law Firm. Her practice focuses primarily on litigation, including employment matters, construction law, and civil rights litigation. Ms. Baron Houy’s employment law experience includes discrimination litigation; wage and hour disputes; negotiating contracts; handling disputes regarding non-compete and other restrictive covenants; and drafting policies, procedures, and handbooks. She provides counsel to both employers and employees. Ms. Baron Houy graduated with her B.S. degree from the University of South Dakota and she earned her J.D. degree from the University of Missouri-Columbia. She is licensed to practice in South Dakota and Missouri, and is admitted in the District Court for the District of South Dakota, the Eighth Circuit Court of Appeals and the United States Supreme Court.

KELSEY PARKER is an attorney with Bangs McCullen Law Firm in their Rapid City, South Dakota office. Ms. Parker focuses her practice on matters involving civil litigation, civil rights, employment law, and workers’ compensation and administrative law. Upon finishing law school, she served as a law clerk for the Seventh Judicial Circuit Court. Ms. Parker graduated with her B.S. degree from the University of Nevada – Las Vegas and she earned her J.D. degree from the University of South Dakota School of Law. She is a member of the State Bar of South Dakota and the American Bar Association.

RICHARD J. RYLANCE II is an attorney at Morgan Theeler LLP, located in Mitchell, South Dakota. Mr. Rylance focuses his practice on the areas of juvenile law, criminal law, personal injury, employment law, construction law and general civil litigation. He graduated with his B.S. degree from Augustana College and he earned his J.D. degree from the University of South Dakota. Mr. Rylance is a member of the South Dakota State Bar and has been admitted to practice in the U.S. District Court for the District of South Dakota. He is also a member of the Applied Leadership Network through the Annie E. Casey Foundation’s Juvenile Justice Strategy Group.

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: 6.00
This program may qualify for 6.0 RCHs for Certified Payroll Professionals.


Human Resource Certification Institute

N HR: 6.00
“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 6.0 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: 0.60
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 0.6 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. Describe the top pitfalls in the primary duties test. 2. Identify key disclaimers every handbook should have. 3. Give an example of a legally compliant job description. 4. State best practices for using social media in hiring decisions. 5. State whether employers have to accommodate medical marijuana users. 6. Describe how to investigate a misconduct claim.

National Association of State Boards of Accountancy

N NAS: 7.00 Includes - Personnel/Human Resources: 7.00
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 7.0 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 up-to-date information on the FLSA, HIPAA. Upon completion of this course, attendee will be able to: 1. Describe the top pitfalls in the primary duties test. 2. Identify key disclaimers every handbook should have. 3. Describe when HIPAA applies to employers. 4. Give an example of a legally compliant job description. 5. State best practices for using social media in hiring decisions. 6. State whether employers have to accommodate medical marijuana users. 7. Describe how to investigate a misconduct claim. Field(s) of Study -- Personnel/Human Resources.

Society for Human Resource Management

N SHRM: 6.00
NBI, Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 6.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.


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Questions


How To Order

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