CERTIFICATE IN EMPLOYEE RELATIONS LAW SEMINAR
The Certificate in Employee Relations Law Seminar provides the most comprehensive, practical, up-to-date employment law training available. This is a 4½ day seminar is geared to the real-world needs of human resource professionals, attorneys, and managers. The seminar provides “best practices” insights and information on the full range of employee relations and labor law issues.
The seminar is presented by prominent employment law attorneys who are also excellent presenters. The focus is on the practical implications of the law and what steps participants can take on the job to cope with the complex requirements of the various laws and regulations.
The Certificate in Employee Relations Law Seminar is designed to provide participants with a broad base of practical knowledge in all facets of employment law. The seminar provides participants with:
- A comprehensive understanding of all of today’s significant employment laws and regulations, and the ability to know what to do about them in their own workplace.
- The skills to recognize and deal with problem situations and to minimize exposure to litigation by learning what steps and policies to implement in the workplace.
- Complete information regarding current and expected future laws and regulations, enabling your organization to anticipate and plan for the future.
ENROLL NOW
Seminar Tuition: $2,375
All IAML programs are presented at attractive destination locations nationwide. They are also available in-house for you and your team. Learn more.
The Certificate in Employee Relations Law Seminar is divided into three separate “blocks”. You can choose to attend a single block or all three. Please remember, to earn a certificate you must complete all three blocks within a two year period.
Block 1 - Labor Law in the Union & Non-Union Workplace (Monday - Tuesday)
Overview of Laws Governing the Employer-Union Relationship
- Analysis of the provisions of the Labor Management Relations Act and other applicable laws.
- Practical guide to understanding and successfully dealing with the National Labor Relations Board.
Practical Guidance for Managing Non-Unionized Employees
- How to minimize legal risk through good hiring practices
- Identification of the most important employment policies
- How to use performance evaluations effectively
- The keys to avoiding an employment-related lawsuit
- How to conduct effective internal investigations
- Managing leaves of absence effectively
- Why employees unionize-recurring problems in the non-union workplace.
- Preventive measures to avoid union organizing efforts.
Changes in the Law and How they Affect You — The Election Process
- Examination of election procedures-statutory provisions and NLRB processes.
- How to conduct a legal and effective campaign against unionization.
Collective Bargaining
- What should management want in a collective bargaining agreement?
- How to get what you want out of the collective bargaining process.
- Extent of responsibility to bargain in good faith.
- The correlation between collective bargaining agreements and employee handbooks.
Strikes and Picketing Activity
- Legal limits on strikes, picketing, and employer responses.
- Legal remedies and best strategies for dealing with actual or threatened strikes, picketing, and boycotts.
Operating Under a Collective Bargaining Agreement
- Living with a collective bargaining agreement.
- Making effective use of the grievance procedure.
- Preparing for and winning arbitration cases.
Successorship and the Law
- Buying a business whose employees are unionized.
- Understanding your rights and liabilities in mergers and acquisitions.
Ending the Union Relationship
- The decertification process.
- Other non-election means through which to legally end the relationship.
Block 2 - Employment Discrimination Law (Wednesday - Thursday)
A survey course that examines legal theories under Title VII and other Civil Rights Acts, including discrimination and harassment based upon race, sex, religion, national origin, age, and disability.
- Analyzes race, color and national origin discrimination claims under Title VII and the Post-Civil War Civil Rights Acts.
- Examines the various theories of sex discrimination, including such issues as pregnancy discrimination, employee benefits design and equal pay.
- Discusses sexual and other types of harassment, investigations and policies employers need to mitigate their risk of liability.
- Reviews trends in protecting the rights of persons based on sexual orientation.
- Updates religious discrimination issues, including employer obligations to accommodate employees’ religious practices.
Strategies and Practical Advice for Dealing with Issues Under the Americans with Disabilities Act and the Family and Medical Leave Act
- A thorough examination of the Americans with Disabilities Act and the effective handling of the disabled employee, including a discussion of the changed 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.
- An examination of the Family and Medical Leave Act, its regulations, and recent cases dealing with leave issues.
An Update on Developments in the Law Under the Age Discrimination in Employment Act
- An examination of developing legal issues, including disparate impact claims and defenses.
- A review of issues associated with employee benefits designs, especially severance benefits.
Resolving Discrimination Claims Without Litigation
- Resolving complaints internally and encouraging employees to use your procedures.
- Avoiding litigation through binding arbitration.
- A discussion of recent court decisions concerning the enforceability of agreements to arbitrate employment claims and class claims.
Litigating Discrimination Claims
- A review of the case handling process under EEOC regulations.
- How to win your case at the administrative level.
- An examination of effective litigation strategies.
- Avoidance of retaliation claims.
- Settlement strategies, including pre-charge settlements as well as settlements in conjunction with agencies.
An Examination of Affirmative Action
- A detailed discussion of voluntary affirmative action trends.
- An examination of the requirements of Executive Order 11246 for government contractors.
- How to prepare affirmative action plans.
- Dealing with the OFCCP effectively.
- Update on judicial opinions regarding affirmative action and “reverse discrimination.”
Block 3 - Special Issues in Employee Relations Law (Friday)
This block will address specific employment law/labor law issues of interest to participants not covered in Blocks I and II plus up-to-the-minute laws, regulations and court decisions. Topics may include:
Wage and Hour Issues
An examination of the Fair Labor Standards Act and regulations affecting the categorization of employees as exempt from minimum wage and/or overtime premium pay and calculating overtime premium pay under various pay arrangements.
Wrongful Discharge Litigation
An examination of the various theories of recovery arising from employee discipline and discharge. An examination of litigation prevention techniques including practical suggestions regarding employment policies, internal review procedures, and discipline/termination decision making and implementation.
- Assessments of effective litigation strategies in response to these developments.
- A discussion of post-employment inquiries and the use of separation agreements as a litigation avoidance tool.
Employment-Related Tort Litigation
- Defamation claims arising from communications to employees, other employers, customers and others.
- Intentional infliction of emotional distress.
- Intentional interference with contract or prospective business advantage.
- Fraudulent or negligent misrepresentation.
- Negligent hiring, supervision entrustment and supervision.
Alternative Dispute Resolution
- Pros and cons.
- Utilization of arbitration agreements.
- Features of an effective ADR System.
Substance Abuse in the Workplace
- Legal restrictions and considerations in developing and implementing effective policies and programs.
Workplace Privacy Claims
- Workplace searches and related issues.
- Employee monitoring and pending legislation.
- Emerging types of claims.
Protecting Confidential Information
- What is protectable.
- How to protect it
VIEW BROCHURE
Learn more about the seminar.
IAML’s faculty is a veritable “who’s who” of leading attorneys and consultants with excellent academic credentials and extensive real world experience. Each member has enjoyed high ratings for their presentation skills and is an industry thought leader who inspires and shares our focus of ensuring the highest quality training programs available.
“IAML puts on some of the best training I have ever attended! You are a great resource.”
“I was very impressed with the content. It was very comprehensive. Wayne Williams is an incredible presenter. I am very pleased I attended.”
“Being a seasoned HR professional I choose my resources for education and CEU’s to maintain my certification carefully. IAML always exceeds my expectations and the professionals working with your organization are TOP notch!!! Thank you for consistently exceeding our expectations and building the confidence required to survive in this ever changing HR environment!”
“I found the seminar to be very informative and relevant. You certainly have two gems in Gavin [Appleby] and Wayne [Williams]. Their knowledge of the subject matter and the ease in which they interact with the attendees made the seminar a true success. I have stated as much to the powers that be here in a formal memo, and have recommended the seminar to other managers.”
SHRM has pre-approved this seminar for Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.
IAML is a recognized provider of recertification credits. HR Certification Institute® has pre-approved these programs towards aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification.
IAML certifies that this activity conforms to the standards for approved education activities prescribed by the minimum continuing legal education rules and regulations of the states listed below.
Credit hours are based on attendance in the full 4½ day seminar. For credit information for partial program attendance or if you don’t see what you’re looking for, please email us or call 949-760-1700.
Society of Human Resource Management (SHRM)
The Institute for Applied Management & Law, Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This 4½ day program has been approved for 29.75 PDCs.
HR Certification Institute (HRCI)
This 4½ day program has been approved for 29.75 HR recertification credit hours toward PHR and SPHR recertification through the HR Certification Institute (HRCI).
Continuing legal education (additional fees for CLE application and/or reporting fees may apply):
*The states listed below have been approved for 2022. We will be submitting 2023 programs for approval from these states.
Alaska
Alaska Bar members may claim credit for attendance at CLE programs offered in or from other jurisdictions if the program has been accredited by another CLE jurisdiction (which includes California.) The State Bar of California has approved this program for 29.75 hours.
Arizona
The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 29.75 hours toward your annual CLE requirement for the State Bar of Arizona.
Arkansas
California
Florida
Hawaii
Maine
Mississippi
Missouri
New Hampshire
New Jersey
New York
North Carolina
Ohio
Pennsylvania
Tennessee
Vermont
Wisconsin
YOUR SATISFACTION IS GUARANTEED
We're confident you're going to find this program to be highly beneficial and a fantastic use of your training budget! If, for any reason, you aren't completely satisfied, we will reimburse your tuition costs.
The fee for the full 4½ day Certificate in Employee Relations Law Seminar is $2,375.
The fee includes extensive, specially prepared seminar materials, coffee breaks, and a reception the first day. (Breakfast/lunch/dinner are on your own.) Registration fees for those wishing to enroll in only portions of the seminar are:
- Block I: $1,050 (2 days)
- Block II: $1,050 (2 days)
- Block III: $550 (½ day)
While registrations may be accepted within the two weeks prior to the beginning of the seminar, we suggest that you call IAML to confirm space availability.
Are you eligible for a discount?
Once an organization has registered a representative for any of the full, 4½ day Certificate in Employee Relations Law Seminar, subsequent registrants from the same organization who attend any IAML seminar or conference are entitled to a discount. A $200 discount will be given for each subsequent 4½ day registrant. A $50 discount will be given for each subsequent partial program registrant.
To receive the discount, participants need not attend the same location or date. Discounts must be requested at the time of registration and are not combinable with other discount offers.
Very attractive discounts are available to organizations which send 5 or more participants to IAML seminars in any 12 month period. Participants do not necessarily need to attend the seminar at the same location or time.
Your policy requires payment two weeks in advance. Can I register for a program that is taking place in less than two weeks?
Yes, based on space availability. You will be asked for a credit card number at the time of registration, or you may be asked to send a check via overnight mail. Because IAML’s cancellation policy requires written notification at least two weeks in advance, by registering for a program less than two weeks in advance you are liable for the entire fee, even if you do not attend.
What is your cancellation/transfer policy?
Participants will receive a full refund of any fees paid if IAML receives written notification that they will be unable to attend at least two weeks prior to their program’s starting date. Otherwise, participants are liable for the entire fee. Registrants requesting a transfer to another program within this two week period will be charged an additional fee of $150.00. You may substitute an associate at any time at no additional fee.
Is the hotel included in my enrollment fee?
You are responsible for making your own hotel reservation. IAML has made arrangements for participants to receive discounted room rates at the hotels where the seminars will be held. To reserve a room at our special rate you must make your reservation at least 35 days in advance of the seminar. If you experience any difficulty in making your hotel reservation, even if it’s less than 35 days in advance please call IAML, we may be able to assist you in securing a room at the seminar hotel.
WHICH LOCATION WORKS BEST WITH YOUR SCHEDULE?
Scottsdale, Arizona
March 10 - 14, 2025
Seminar Schedule & Faculty
8:00 am – 4:00 pm
8:00 am – 4:00 pm
8:00 am – 12:00 pm
*We reserve the right to change instructors when such changes are advisable for academic reasons or when circumstances are beyond our control.
Location Information
We will update hotel information when we confirm a location.
Atlanta, Georgia
April 21 - 25, 2025
Seminar Schedule & Faculty
8:00 am – 4:00 pm
8:00 am – 4:00 pm
8:00 am – 12:00 pm
*We reserve the right to change instructors when such changes are advisable for academic reasons or when circumstances are beyond our control.
Location Information
We will update hotel information when we confirm a location.
Chicago, Illinois
June 16 - 20, 2025
Seminar Schedule & Faculty
8:00 am – 4:00 pm
8:00 am – 4:00 pm
8:00 am – 12:00 pm
*We reserve the right to change instructors when such changes are advisable for academic reasons or when circumstances are beyond our control.
Location Information
We will update hotel information when we confirm a location.
Orlando, Florida
July 14 - 18, 2025
Seminar Schedule & Faculty
8:00 am – 4:00 pm
8:00 am – 4:00 pm
8:00 am – 12:00 pm
*We reserve the right to change instructors when such changes are advisable for academic reasons or when circumstances are beyond our control.
Location Information
We will update hotel information when we confirm a location.
Newport Beach, California
August 18 - 22, 2025
Seminar Schedule & Faculty
8:00 am – 4:00 pm
8:00 am – 4:00 pm
8:00 am – 12:00 pm
*We reserve the right to change instructors when such changes are advisable for academic reasons or when circumstances are beyond our control.
Location Information
We will update hotel information when we confirm a location.
Las Vegas, Nevada
October 6 - 10, 2025
Seminar Schedule & Faculty
8:00 am – 4:00 pm
8:00 am – 4:00 pm
8:00 am – 12:00 pm
*We reserve the right to change instructors when such changes are advisable for academic reasons or when circumstances are beyond our control.
Location Information
We will update hotel information when we confirm a location.
