Live Seminar

Human Resource Law from A to Z

Seminar

Date:

2 Day Seminar
Monday, March 05, 2018 -
Tuesday, March 06, 2018

Time:

9:00 AM - 4:30 PM

Product ID#:

78327ER

Location:

Regency Lodge Omaha

909 S 107th Ave

Omaha, NE 68114

$575.00

$565 / Each Additional

Registration Includes Course Book

Credit Information

Continuing Legal Education

  • NE 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. FMLA and Other Leave Issues
  4. Imperative Information That Every Employee Handbook Should Contain
  5. Wage and Benefits 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, Angela Forss Schmit
    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
    10:00 - 11:00, Rhianna A. Kittrell
    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. FMLA and Other Leave Issues
    11:15 - 12:15, Rhianna A. Kittrell
    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
  4. Imperative Information That Every Employee Handbook Should Contain
    1:15 - 2:15, Jaydon McDonald and Tara Paulson
    1. Necessary Disclaimers and Employee Classifications
    2. Laws and Policies to Include
    3. Parameters of Employment to Address
    4. Drafting Responsible Social Media Policies
  5. Wage and Benefits Issues
    2:30 - 3:30, Jaydon McDonald and Tara Paulson
    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
  6. Controlling Unemployment Compensation Costs
    3:30 - 4:30, Jonathan V. Rehm
    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, Angela Forss Schmit
  2. Workers' Compensation Basics
    10:00 - 11:00, Caitlin Kilburg
    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, Ari D. Riekes
    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, Jonathan V. Rehm
    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
    2:30 - 3:30, Sarah McGill
    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, Sarah McGill
    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

ANGELA FORSS SCHMIT is founder and managing member of Schmit Law Firm, LLC. Her current practice focuses on labor relations and employment law, family law (domestic relations), adoptions and general civil litigation. She is admitted to practice in both Nebraska and Colorado. Ms. Schmit is a member of the Nebraska, Omaha, Nebraska Women's, Colorado, Denver, and Colorado Women's bar associations. She earned her B.S. degree from the University of Notre Dame Mendoza College of Business and her J.D. degree from the University of Denver Sturm College of Law. Ms. Schmit has been awarded to the Top 10 Under 40 Family Law Attorneys in the state of Nebraska by the National Academy of Family Law Attorneys.

CAITLIN KILBURG is an attorney with McAnany, VanCleave & Phillips, PA. She defends employers and insurance companies in workers' compensation, civil liability, and employment law claims. Ms. Kilburg helps employers and insurance companies navigate workers' compensation and other employment issues. She is licensed in Iowa and Nebraska. Ms. Kilburg is a member of the Defense Research Institute, the Nebraska State Bar Association, the Iowa State Bar Association, Workers Compensation Association of Nebraska, and the Nebraska Claims Association. She earned her B.A. degree from the University of Northern Iowa and her J.D. degree from Drake University Law School.

RHIANNA A. KITTRELL is an attorney with Fraser Stryker PC LLO. She focuses her practice on labor and employment law and also provides services to the firm's clients in business and corporate law, litigation, and nonprofit organizations. Ms. Kittrell advises clients regarding various issues arising in employment relationships, such as wage and hour compliance, conducting internal investigations, and developing workplace policies and procedures. 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 B.A. degree, with highest distinction, and her J.D. degree, with high distinction, from the University of Nebraska-Lincoln.

JAYDON McDONALD is an attorney with Rembolt Ludtke, LLP. She is a member of the Nebraska State Bar Association (Young Lawyers Section). Ms. McDonald was a law clerk for Honorable Justice Stephanie Stacy. She earned her B.A. degree, high distinction, from the University of Nebraska and her J.D. degree, highest distinction, from the University of Nebraska College of Law.

SARAH McGILL is an attorney with Fraser Stryker PC LLO, where her practice areas include labor and employment law, workers' compensation, and federal court litigation. She counsels employers on a range of labor and employment law issues, including hiring, discipline, terminations, wage and hour issues, and leave of absence issues. Ms. McGill also assists employers in drafting legally compliant documents, including workplace policies, employment agreements, and offer letters. She represents employers in state and federal court and assists employers in defending charges of discrimination, harassment, or retaliation before state and federal agencies. Ms. McGill was selected to Super Lawyers Rising Stars in 2015, 2016, and 2017. She is admitted to practice in Nebraska and Iowa. Ms. McGill earned her B.A. degree, summa cum laude, from Xavier University and her J.D. degree, summa cum laude, from Loyola University Chicago School of Law.

TARA PAULSON is a partner with Rembolt Ludtke, LLP. Her practice primarily focuses on employment and labor issues, civil litigation and transportation. She has experience in employment litigation, including matters involving federal, state, and local employment laws. In addition to her litigation practice, Ms. Paulson represents clients in responding to administrative charges before federal, state, and local agencies; counsels employers regarding various labor and employment law issues; negotiates and prepares employment and separation agreements; reviews and revises employee handbooks; and drafts personnel policies. She has developed a unique practice representing transportation clients before the Nebraska Public Service Commission. Ms. Paulson is admitted to practice law in Nebraska, the U.S. District Court (D. Neb.), and the U.S. Court of Appeals (8th Circuit). She is a member of the UNL College of Law Young Alumni Council, the Robert Van Pelt American Inn of Court, the Defense Research Institute (Employment Law Committee, The Voice Subcommittee chair and the Young Lawyers Committee), Nebraska State Bar Association (Labor Relations and Employment Law Section - Executive Committee, Women and the Law Section - Executive Committee and Young Lawyers Section), Lincoln Bar Association (board member), and Nebraska Defense Counsel Association. Ms. Paulson earned her B.S. degree, magna cum laude, from Augustana College in Sioux Falls, South Dakota and her J.D. degree, with distinction, from the University of Nebraska College of Law.

JONATHAN V. REHM is an attorney with Rehm, Bennett & Moore, P.C., L.L.O., practicing in the areas of workers' compensation, employment and personal injury. Mr. Rehm represents employees across the state of Nebraska in workers' compensation and wrongful termination cases. He also represents accident victims in their disputes with insurance companies. Mr. Rehm is a member of the Nebraska Association of Trial Lawyers and the American Association of Justice, Board of Governors for New Lawyers Division. He earned his B.S. degree from Northwestern University and his J.D. degree from the University of Nebraska College of Law.

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.

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

NE CLE: 12.00
NBI, Inc. is an accredited CLE sponsor in the state of Nebraska. This activity has been approved for 12.0 CLE credits, including 0.0 hour of professional responsibility credit.


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, 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 one area of overlap between the ADA and the FMLA. 4. State what employment parameters an employee handbook should address. 5. Identify two common wage and hour traps. 6. Describe who is entitled to unemployment compensation. 7. Recall two best practices in Human Resources. 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 Includes - Registered Employee Benefits Consultant: 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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How To Order

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