ON-DEMAND – 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 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 a wide 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.
Seminar Tuition: $2,375
The Certificate in Employee Relations Law Seminar is divided into two separate “blocks”. You can choose to attend a single block or both. Please remember, to earn a certificate you must complete both blocks within a two year period.
Block 1 - Labor Law in the Union & Non-Union Workplace
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.
- 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
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.”
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.
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 program has been approved for 29.75 PDCs.
HR Certification Institute (HRCI)
This 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):
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.
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.
If you do not see your state listed here, please contact us to ask about getting your state approved. An additional charge for CLE application and/or reporting fees may be required.
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 includes extensive, specially prepared seminar materials, program-specific discussion boards with direct access to your instructors and access to the recorded sessions for a full year. Registration fees for those wishing to enroll in only portions of the seminar are:
- Block I: $1,475
- Block II: $1,050
Are you eligible for a discount?
Once an organization has registered a representative for the full 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 full program registrant. A $50 discount will be given for each subsequent partial program registrant.
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 enroll 5 or more participants to IAML seminars in any 12 month period. Participants do not necessarily need to attend at the same time.