Holiday Inn Omaha Downtown-Airport
1420 Cuming Street
Omaha, NE 68102
Personnel/Human Resources: 7.00
Course book included with all formats
A Comprehensive Primer on Labor and Employment Law
As employment-related litigation rates continue to rise, employers must look for ways to proactively protect themselves in a legal manner. Human resource compliance can be one of the most costly and time-consuming aspects for a business; can you streamline the process and prevent unnecessary risk? This program will get you up to speed so you can return to work confident in your abilities. Know the fundamentals of human resources: from hiring to firing and everything in-between. Register today!
This basic level seminar examines the current issues in human resource law for:
NBI, Inc. is an accredited CLE sponsor in the state of Nebraska. This activity has been approved for 6.0 CLE credits, including 0.0 hour of professional responsibility credit.
including - 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, 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. Describe two employment law updates. 2. List what a handbook should and should not contain by exploring the advantages and pitfalls of various policies. 3. Describe the importance of thorough and accurate paperwork when hiring new employees. 4. State the wage and hour exemption requirements in gray areas such as outside salespeople and highly-paid computer professionals. 5. Describe the latest changes to the Americans with Disabilities Act. 6. Explain unemployment compensation guidelines and how to manage costs. 7. Identify techniques for controlling back pay during a National Labor Relations Board investigation. 8. State the latest developments regarding employee behavior and controversial social media policies. 9. List the key steps to investigating employee misconduct thoroughly and legally. 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 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.
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 0.60 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. Describe two employment law updates. 2. List what a handbook should and should not contain by exploring the advantages and pitfalls of various policies. 3. Describe the importance of thorough and accurate paperwork when hiring new employees. 4. State the wage and hour exemption requirements in gray areas such as outside salespeople and highly-paid computer professionals. 5. Describe the latest changes to the Americans with Disabilities Act. 6. Explain unemployment compensation guidelines and how to manage costs. 7. Identify techniques for controlling back pay during a National Labor Relations Board investigation. 8. State the latest developments regarding employee behavior and controversial social media policies. 9. List the key steps to investigating employee misconduct thoroughly and legally.
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 Self-Paced Professional Development Credits PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
RAYMOND R. ARANZA is a partner with Walentine O'Toole, LLP. Mr. Aranza began his practice in Fremont County, Iowa serving as an assistant county attorney. He conducted his first solo jury trial three weeks after he passed the Iowa Bar. Shortly thereafter, Mr. Aranza was appointed to the position of county attorney. He has considerable experience with ERISA litigation and is frequently asked to give presentations to other lawyers relating to the litigation of employee benefit issues and other various workplace issues. He recently served on a panel of experts at an annual ABA Tort and Trial Practices meeting to discuss the impact of the ADAAA on litigation strategy. Although Mr. Aranza’s civil litigation practice has covered many areas of law (from personal injury litigation to securities fraud litigation), the focus of his litigation practice involves government entity and employment-related issues. His experience in employment discrimination litigation, public employer/employee litigation, labor law work, workers' compensation litigation, and general commercial litigation has placed him in front of various tribunals across the country. Mr. Aranza earned his law degree from the University of Iowa College of Law. (Omaha location)
JOHN DUNN is an attorney at Koley Jessen P.C., L.L.O., where he resolves employment-related problems and develops practices to prevent problems in the future. He has experience assisting clients in a variety of employment contexts, including responding to governmental audits, charges of discrimination, as well as various stages of employment-based litigation. Mr. Dunn is admitted in Nebraska. He received his B.S.B.A. degree, magna cum laude, from the University of Nebraska at Omaha and his J.D. degree, summa cum laude, from Creighton University School of Law. (Omaha location)
RHIANNA A. KITTRELL is an attorney at Fraser Stryker PC LLO, where she focuses her practice on labor and employment law and also provides services to clients in litigation. Ms. Kittrell advises employers regarding numerous employment-related issues, including wage and hour compliance and disciplining employees. She assists employers in drafting and implementing practical, legally-compliant policies and procedures. Ms. Kittrell also represents employers defending charges of discrimination before federal and state agencies. She is a member of the Iowa State and Nebraska State bar associations and is admitted to practice in both of those states. Ms. Kittrell earned her Juris Doctor from the University of Nebraska-Lincoln, high distinction. (Grand Island and Omaha locations)
GLENN PELSTER is a solo practitioner in Ogallala, Nebraska. Although he operates a general practice law office serving clients in a variety of legal matters across western and central Nebraska, he specializes in counseling and litigating employment law issues for both employers and employees. Prior to returning to rural Nebraska, Mr. Pelster was an employment law attorney for Mountain States Employers Council, where he provided preventative employment law counseling and represented both public and private employers of all sizes. He has drafted employee handbooks and employment-related contracts of all types. Mr. Pelster has extensive experience training HR professionals and managers on employment law issues as well as conducting wage and hour, independent contractor and general HR audits. During law school, Mr. Pelster interned with the Equal Employment Opportunity Commission in Washington, D.C., where he investigated complaints of discrimination and rendered final agency decisions on federal sector employment discrimination claims. (Grand Island location)
ARI D. RIEKES is a member with Marks Clare & Richards LLC. His areas of practice include commercial litigation, employment law, mediation, personal injury and family law. Mr. Riekes is admitted to practice in Nebraska. He earned his B.A. degree from the University of Michigan; his M.S. degree from Northwestern University; and his J.D. degree, with honors, from Chicago-Kent College of Law, Illinois Institute of Technology. (Omaha location)
ERIN SCHROEDER is an associate in the law firm of Smith, Johnson, Baack, Placzek, Allen, Connick & Hansen of Grand Island, Nebraska, where she practices with an emphasis in civil litigation and employment law. Ms. Schroeder graduated with distinction from the University of Nebraska College of Law, where she focused her studies on civil litigation and labor, employment, and employee benefits. (Grand Island location)
$339 / Each Additional
$329 / New Professional