4 Day United States Employee Relations Law School (Orlando United States)

Dublin, January 17, 2023 — (GLOBE NEWSWIRE). “Certificate in Employee Relations Law?Seminar” Conference has been added ResearchAndMarkets.com’s offering.

Participants will receive a certificate in employee relations law seminar that is intended to give them a broad base in practical knowledge in all aspects of employment law.

The Certificate in Employment Relations Law Seminar is the best and most practical training in employment law. This seminar, which lasts 4 days, is designed to meet the needs of managers, lawyers, and human resource professionals. The seminar will provide “best practices” insights as well as information on all aspects of labor law and employee relations.

This seminar will be presented by prominent employment lawyers who are also great presenters. The seminar focuses on practical aspects of the law and the steps participants can take to deal with the complex requirements of various laws and regulations.

Participants receive the following:

• An in-depth understanding of all the important employment laws and regulations of today, as well as the ability to apply them to your workplace.

• You will be able to recognize and solve problems.

• You will find all information about current and future laws and regulations that can help your company plan for the future.

Society for Human Resource Management (SHRM).

SHRM has approved the host to provide Professional Development Credits (PDCs), for the SHRM -CP or SHRM -SCP. This program is approved by SHRM for 29.75 PDCs.

HR Certification Institute (HRCI).

This program, which lasts 4 days, has been approved by HRCI for 29.75 HR recertification credits towards SPHR and PHR recertification.

Agenda:

Block 1 – Labor Law in the Union & Non-Union Workplace (Monday – Tuesday)

Overview of laws that govern the relationship between an employer and a union

Practical guidance for managing non-unionized employees

• Good hiring practices are a great way to reduce legal risk

• Identification of the most significant employment policies

• How to use performance assessments effectively

• How to avoid an employment-related lawsuit

• How to conduct efficient internal investigations

• How to manage leaves of absence effectively

• Why employees are unionized-recurring problems in non-union workplaces.

• Preventive measures to prevent union organizing efforts.

Election Process: Law Amendments and How they Affect you

Collective Bargaining

• What should management expect from a collective bargaining deal?

• How to get the most out of collective bargaining.

• Limit of responsibility to negotiate in good faith

• The relationship between employee handbooks and collective bargaining agreements.

Strikes and Picketing

• Limitations on strikes and picketing as well as employer responses to these situations are legally binding.

• The best strategies and legal remedies for dealing with strikes, picketing and boycotts, whether they are real or imminent.

Operating under a Collective Barbarage Agreement

• Living in accordance with a collective bargaining arrangement

• Making the most of the grievance procedure.

• How to prepare for and win arbitration cases

Successorship and the Law

Stopping the Union Relationship

Block 2: Employment Discrimination Law (Wednesday through Thursday).

This course covers the legal theories of Title VII and other Civil Rights Acts. It also includes discrimination and harassment based on race, sex and religion.

• Analyzes claims of discrimination based on race and color under Title VII or the Post-Civil War Civil Rights Acts.

• This article examines the different theories of sex discrimination. It also includes issues such as pregnancy discrimination and employee benefits design.

• Discusses sexual harassment and other forms of harassment. Employers need to implement policies and investigations that reduce their liability.

• Examines trends in protecting rights of persons based sexual orientation.

• Updates religious discrimination issues, including employer obligations to accommodate employees’ religious practices.

Practical advice and strategies to help you deal with issues under the Americans with Disabilities Act and Family and Medical Leave Act

• Examine the Americans with Disabilities Act, the effective handling of disabled employees, and a discussion on the amended standards under the Americans with Disabilities Act Amendment Act.

• An analysis of current decisions interpreting an employer’s rights and responsibilities under the Americans with Disabilities Act.

• A review of the Family and Medical Leave Act and its Regulations, and recent cases dealing in leave issues.

An update on developments in the law under the Age Discrimination in Employment Act

• Examining emerging legal issues, including defenses and disparate impact claims.

• Examining issues associated with employee benefit designs, including severance and other benefits.

Discrimination Claims Can Be Resolved Without Litigation

• Internally resolving complaints and encouraging employees use your procedures.

• Arbitration binding can be used to avoid litigation

• This article will discuss recent court decisions regarding the enforceability and validity of arbitration agreements for employment claims and group claims.

Discrimination Claims – Litigating

• An examination of the case handling procedure under EEOC regulations.

• How to win at the administrative level.

• A review of successful litigation strategies.

• Avoidance of retaliation claims

• Settlement strategies, which include pre-charge settlements and those made in conjunction with agencies.

An Examination of Affirmative action

• An in-depth discussion of the voluntary affirmative action trends.

• Examining the requirements of Executive Order 11246 regarding government contractors.

• How to make affirmative action programs

• How to effectively deal with the OFCCP

• Update on judicial opinions regarding affirmative action and “reverse discrimination.”

Block 3 – Friday Special Issues in Employee Relations Law

This block will focus on specific employment/labor law topics that participants are not covered in Blocks I/ II. You might be interested in:

Wage and hour issues
A review of the Fair Labor Standards Act (and the regulations affecting employees being exempted from overtime premium and minimum wage pay) and how to calculate overtime premium under different pay arrangements.

Wrongful Discharge Litigation
A discussion of the theories of recovery from employee discipline or discharge. An examination of litigation prevention techniques including practical suggestions regarding employment policies, internal review procedures, and discipline/termination decision making and implementation.

• These developments call for the evaluation of strategies that are effective in litigation.

• An overview of post-employment queries and the use, as a means of avoiding litigation, of separation agreements.

Employment-Related Tort Litigation

• Defamation claims that arise from communications to employees or customers.

• Intentional infliction and/or aggravation of emotional distress.

• Intentional interference with contract, or potential business advantage.

• Fraudulent or negligent misrepresentation.

• Negligent hiring and supervision entrustment.

Alternative Dispute Resolution

Substance Abuse at Work

Claim to Privacy in the Workplace

• Searches for work and other related issues.

• Employee monitoring and pending legislation

• Emerging types and claims

Protecting Confidential Data

• What is safe?

• How to protect it

More information on this conference is available at https://www.researchandmarkets.com/r/9hrpn4

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