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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.

ENROLL NOW

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.

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

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.”

VIEW BROCHURE

Learn more about the seminar.

“IAML puts on some of the best training I have ever attended!  You are a great resource.”

Matthew Petty

Labor Relations & Development Manager, Tillamook County Creamery Association

“I was very impressed with the content.  It was very comprehensive. Wayne Williams is an incredible presenter.  I am very pleased I attended.”

Don Beck

HR Engagement Manager, O'Reilly Automotive Stores, Inc.

“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!”

Sue Watt, PHR

Labor Relations & Development Manager, Faith Farm Ministries

“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.”

Robert K. Smith

Director, Philadelphia Gas Works

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 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 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

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
The Supreme Court of Arkansas Office of Professional Programs has approved this 4½ day seminar for 29.75 hours.
California
This 4½ day activity has been approved for Minimum Continuing Legal Education credits by the State Bar of California in the amount of 29.75 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of California governing minimum, continuing legal education.
Florida
Florida Bar members may claim credit for attendance at CLE programs offered in or from other jurisdictions if the program has been accredited by another MCLE jurisdiction (which includes California.) This program has been approved by the State Bar of California for 13 hours. Florida credits are based on a 50-minute hour; therefore, this 4½ day course is eligible for 36 MCLE credit hours.
Hawaii
Attorneys licensed in Hawaii who attend a course that has been approved for credit by a Hawaii State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. This 4½ day program has been approved by the State Bar of California for 29.75 hours.
Maine
Maine attorneys are eligible to receive 29.75 credit hours for this 4½ day program through Maine’s reciprocity provision that allows credit hours for courses or activities approved by another MCLE state (which includes California) and certified by that state’s CLE regulatory authority will be accepted for identical credit by the Board of Overseers of the Bar in Maine.
Mississippi
The Mississippi Commission on CLE has approved this 4½ day seminar for 18 MCLE credit hours.
Missouri
This 4½ day course has been approved by the Missouri State Bar for 36.3 hours.
New Hampshire
NHMCLE does not approve or accredit CLE activities for the New Hampshire MCLE requirement. IAML believes this course meets the requirements of New Hampshire Supreme Court Rule 53 and may qualify for 1785 minutes (29.75 hours) toward the annual NHMCLE requirement. New Hampshire attendees must self-determine whether a program is eligible for credit, and self-report their attendance.
New Jersey
Attorneys licensed in New Jersey who attend an out-of-state CLE course that has been approved for credit by a New Jersey State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. This 4½ day program has been approved by the State Bar of California for 29.75 hours.
New York
An attorney completing an eligible Approved Jurisdiction course (which includes California) may claim 36 hours of New York CLE credit in accordance with the requirements of the Program Rules, Regulations and Guidelines. This 4½ day program has been approved by the State Bar of California.
North Carolina
This 4½ day course has been submitted to the North Carolina State Bar Board of Continuing Legal Education for 29.75 hours.
Ohio
This 4½ day course has been approved by the Supreme Court of Ohio Commission on Continuing Legal Education for 29.75 hours.
Pennsylvania
This 4½ day activity has been approved for Minimum Continuing Legal Education credit by the State Bar of Pennsylvania in the amount of 29.75 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of Pennsylvania governing minimum continuing legal education.
Tennessee
This Tennessee Commission on Continuing Legal Education & Specialization has approved this 4½ day seminar for 29.75 credit hours.
Vermont
This 4½ day course has been submitted to the Vermont Supreme Court Board of Bar Examiners for 29.75 credit hours.
Wisconsin
This 4½ day course has been submitted to the Supreme Court of Wisconsin Board of Bar Examiners for 36.0 credit hours.

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 for the full  Certificate in Employee Relations Law Seminar is $2,375.

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.