Advanced Certificate in Strategic Employment Law

While other leaders scramble to understand new court decisions and regulatory changes, you'll walk away knowing exactly how they affect your strategic business operations and what to do about it.

Delivery Options:
In Person
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46+ YEARS
Employment Law Training
|
80,000+
Certificates Earned
|
PRACTICING ATTORNEYS
Not Academics

Build Advanced Employment Law Expertise That Drives Strategic Business Decisions

The Advanced Certificate in Strategic Employment Law is 4.5 intensive days where you'll build practical employment law expertise with experienced attorneys - working through real workplace scenarios, not theoretical lectures.

What Sets This Program Apart

  • Advanced employment law strategies – Complex discrimination litigation, high-risk terminations, retaliation defense, union campaigns, executive departures, and whistleblower investigations
  • Real-world application – Work actual cases and scenarios you'll face Monday morning
  • Expert attorney-led instruction – Learn from practicing employment law specialists
  • Professional certification – Earn your certificate plus 13 SHRM/HRCI continuing education credits
  • Benefits beyond the classroom – Your investment includes quarterly legal updates, faculty access, and alumni resources that keep you current year-round. View participant benefits →
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What You'll Master in 2 Days

A comprehensive advanced curriculum covering the most pressing employment law challenges facing HR leaders and in-house counsel today.

New Administration Agenda

Prepare for What's Coming - Understand DOL enforcement priorities, NLRB policy shifts, and EEOC initiatives

Foundation

DOL enforcement priorities

Understand the new administration's wage and hour focus areas

Foundation

EEOC initiatives

Prepare for scrutiny of algorithmic bias and pay transparency

Advanced

NLRB policy shifts

Navigate changes to joint-employer tests, micro-units, and protected activity

Advanced

Non-compete crackdown

Know how CFPB and FTC actions affect worker mobility restrictions

Expert

Contractor classification

Anticipate rule changes on gig worker status

Expert

Immigration changes

Adapt hiring practices to new work authorization requirements

Foundation

Title VII rulings

Learn how pending cases will affect discrimination claims

Advanced

DEI challenges

Prepare for legal shifts in diversity program defensibility

Advanced

Religious accommodation

Navigate conflicts between religious freedom and anti-discrimination laws

Expert

Agency authority

Understand post-Chevron effects on regulatory deference

Expert

Practical implications

Translate court decisions into policy changes

Foundation

EEOC enforcement

Understand agency position on algorithmic hiring and proxy discrimination

Advanced

State requirements

Comply with AI notice and audit laws in NY, CA, and CO

Advanced

Vendor liability

Know when you're responsible for third-party AI tools

Expert

Testing obligations

Validate AI systems for adverse impact

Expert

Documentation standards

Prove your AI decisions are defensible

Foundation

Off-duty social media

Know what employee speech you can discipline

Foundation

First Amendment limits

Understand what doesn't apply in private employment

Advanced

Workplace ideology conflicts

Handle debates about Israel/Palestine, abortion, and elections

Expert

Policy drafting

Create conduct rules that reduce conflict without violating rights

Expert

Investigation techniques

Address complaints about political speech fairly

Foundation

Claim surge

Understand the wave of "reverse discrimination" allegations

Advanced

Harvard spillover

Apply lessons from 2023 Supreme Court case to private employment

Advanced

Documentation standards

Defend decisions with evidence of legitimate business reasons

Expert

Legally durable DEI

Build programs that survive challenges in 2026

Expert

Risk assessment

Identify which programs face highest legal exposure

Foundation

LGBTQ+ protections

Know what actually changed and what courts are deciding now

Foundation

Policy updates

Write policies that reflect current legal requirements

Advanced

Religion intersections

Handle conflicts over pronouns, bathrooms, and dress codes

Advanced

Discipline consistency

Apply rules fairly across protected characteristics

Expert

Onboarding practices

Create inclusive processes that withstand scrutiny

Foundation

Return-to-office mandates

Implement without triggering discrimination claims

Advanced

Telework accommodations

Know when remote work is required under ADA

Advanced

Time tracking requirements

Comply with wage-hour rules for remote employees

Expert

Surveillance tools

Use monitoring technology without violating privacy or NLRA

Expert

Disparate impact risks

Identify when hybrid policies create legal exposure

Foundation

FTC rule status

Know whether federal ban is enforced or enjoined

Foundation

State-level bans

Comply with California, Colorado, and other restrictive jurisdictions

Advanced

Non-solicit survival

Use customer and employee non-solicitation agreements that still work

Expert

Carve-out exceptions

Protect legitimate business interests within legal limits

Expert

Enforcement strategies

Pursue departing employees without overreaching

Foundation

Digital harassment

Handle liability for Slack, Teams, texts, and DMs

Foundation

Remote workplace issues

Manage harassment you can't see happening

Advanced

Third-party liability

Protect employees from customer, vendor, and patient harassment

Advanced

Post-Dobbs conflicts

Address harassment based on reproductive healthcare beliefs

Expert

Investigation techniques

Gather evidence in virtual environments

Foundation

Why retaliation claims succeed

Understand what makes these cases easy for plaintiffs

Foundation

Protected activity scope

Know what conduct triggers retaliation protection

Advanced

Timing documentation

Create records that defeat retaliation allegations

Expert

Lookback periods

Apply the broader timeframes courts are now using

Expert

Discipline strategies

Take action without appearing retaliatory

Foundation

Intermittent leave

Know what courts will tolerate and what they won't

Foundation

Mental health surge

Handle accommodation requests for anxiety, depression, and PTSD

Advanced

Performance vs. disability

Win cases with proper documentation

Expert

Essential functions

Define what's required in remote and hybrid roles

Expert

Medical documentation

Request information that actually helps you decide

Foundation

PUMP Act enforcement

Provide lactation accommodations that satisfy federal requirements

Foundation

PWFA case law

Apply Pregnant Workers Fairness Act based on early court decisions

Advanced

State law variations

Navigate the post-Dobbs patchwork of reproductive health laws

Expert

Travel benefits

Offer reproductive healthcare travel without retaliation exposure

Expert

Privacy obligations

Protect employee information about sensitive healthcare

Foundation

Safety-sensitive positions

Maintain drug-free workplace policies where it matters

Advanced

Testing limitations

Understand when you can and can't test in legal states

Advanced

State law variations

Comply with different rules across your locations

Expert

Accommodation battles

Navigate disability claims for medical marijuana use

Expert

Policy updates

Write drug testing policies that reflect current legal landscape

Foundation

Salary threshold changes

Prepare for DOL overtime rule litigation and potential rollbacks

Advanced

Gig worker classification

Avoid misclassifying contractors and independent workers

Advanced

Off-the-clock claims

Manage remote work time that employees aren't reporting

Expert

Pay transparency

Comply with state-level wage scale posting requirements

Expert

Class action trends

Understand what's driving collective litigation in 2025-2026

Foundation

Remote workforce challenges

Investigate across jurisdictions and time zones

Advanced

AI-assisted investigations

Use technology tools without compromising evidentiary value

Advanced

Escalation decisions

Know when to bring in outside counsel

Expert

Privilege protection

Avoid mistakes that waive attorney-client privilege

Expert

Report writing

Document findings that withstand legal scrutiny

Foundation

Remote/hybrid workplace misconduct

Investigate misconduct in distributed work environments

Foundation

Digital harassment & text-based abuse

Handle harassment through digital channels

Advanced

Social media & off-duty conduct

Investigate employee behavior outside work hours

Advanced

Union, DEI, and reverse discrimination complaints

Navigate politically sensitive investigations

Expert

Psychological safety as part of process fairness

Ensure investigations don't cause additional harm

Expert

AI bias allegations in hiring or discipline decisions

Investigate claims of algorithmic discrimination

Foundation

When an employer must investigate

Understand legal obligations to investigate complaints

Foundation

Anonymous, digital, and third-party complaints

Handle complaints from various sources

Advanced

Internal vs. external investigator selection

Choose the right investigator for each situation

Advanced

Planning scope & sequencing of interviews

Structure investigations for maximum effectiveness

Expert

Timeliness

Complete investigations within defensible timeframes

Foundation

Developing an investigation roadmap

Create a structured approach to each investigation

Foundation

Neutrality and bias safeguards

Ensure objective fact-finding processes

Advanced

Confidentiality boundaries

Protect information while gathering evidence

Advanced

Role of HR vs. legal vs. management

Define responsibilities in complex investigations

Expert

Avoiding pre-judgment or confirmation bias

Maintain objectivity throughout the process

Foundation

Contemporaneous notes vs. formal summaries

Document investigations properly

Advanced

Digital evidence

Collect and preserve electronic evidence

Advanced

Authenticity & chain of custody

Maintain evidence integrity

Expert

Privilege considerations

Protect attorney-client and work product privileges

Expert

Handling sensitive personal data

Comply with privacy requirements during investigations

Foundation

Interview approach for complainant, respondent, and witnesses

Tailor techniques to each interview type

Advanced

Trauma-informed interviewing

Handle sensitive situations appropriately

Advanced

Cultural and neurodivergent communication considerations

Adapt to diverse communication styles

Expert

Dealing with reluctant or fearful witnesses

Overcome barriers to obtaining information

Expert

Interview sequencing to prevent contamination

Order interviews strategically

Foundation

Corroboration vs. inconsistency

Weigh supporting and contradicting evidence

Advanced

Demeanor caution

Avoid over-reliance on demeanor assessments

Advanced

Contextual credibility

Consider circumstances affecting witness reliability

Expert

Multiple-sourced vs. single-sourced allegations

Evaluate strength of evidence

Expert

Evaluating partial or fragmented recall

Assess incomplete memories fairly

Foundation

What goes in findings vs. recommendations

Separate facts from conclusions

Advanced

Drafting a defensible report

Write reports that withstand legal scrutiny

Advanced

Communicating outcome without over-disclosure

Share appropriate information with stakeholders

Expert

Protecting the process from retaliation

Prevent adverse actions against participants

Expert

Monitoring the workplace after resolution

Ensure lasting resolution of issues

Advanced

Sexual harassment (in-person & digital)

Apply investigation principles to harassment cases

Advanced

Discrimination & hostile work environment

Investigate discrimination complaints

Advanced

Retaliation by peers or indirect actors

Handle complex retaliation scenarios

Expert

ADA / medical accommodation disputes

Investigate accommodation-related complaints

Expert

Safety complaints & whistleblower claims

Handle protected activity investigations

Expert

Ethical refusals to participate or fear-based silence

Navigate difficult witness situations

Expert

Conflicting witness accounts with no smoking gun

Resolve he-said/she-said situations

Expert

Remote-work misconduct without physical witnesses

Investigate virtual workplace issues

Ready to Transform Your Workplace?

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Choose Your Format. Not Your Quality.

This program is offered in-person, featuring face-to-face instruction with practicing attorneys and networking opportunities with senior HR professionals and in-house counsel.

Hotel Details

Practicing Attorneys, Not Academics

Learn from employment law attorneys who practice what they teach. Your instructors actively handle union campaigns, defend discrimination charges, and win employment law cases - then share exactly what works in real courtrooms and workplaces.

Ray Deeny, Esq.

Ray Deeny, Esq.

Partner at Taft Stettinius & Hollister LLP

Ray is widely regarded as a dean of labor and employment law, known for his encyclopedic knowledge and unmatched command of workplace regulations. For over 40 years, he has represented management nationwide, blending a powerhouse advisory practice with a formidable litigation record.

Read Ray's full bio →
John F. Wymer, III, Esq.

John F. Wymer, III, Esq.

Partner, Labor & Employment at Thompson Hine LLP

John F. Wymer is a nationally recognized labor and employment attorney and partner in Thompson Hine LLP's Labor & Employment group. With decades of experience, he represents public and private sector employers nationwide in employment discrimination, wage-and-hour, labor negotiations, union matters, ERISA claims, and more.

Read John's full bio →
Wayne W. Williams, Esq.

Wayne W. Williams, Esq.

Founder, Law Offices of Wayne W. Williams

Wayne Williams is a distinguished employment and labor law attorney based in Colorado Springs. As the founder of his own firm, he advises and represents employers on a wide range of issues including employment discrimination, harassment, wrongful discharge, wage and hour compliance, and traditional labor law.

Read Wayne's full bio →
Dawn R. Kubik, Esq.

Dawn R. Kubik, Esq.

Of Counsel, Kubik Workplace & Investigative Services

Dawn Kubik is an employment attorney and founder of Kubik Workplace and Investigative Services and Dawn R. Kubik, P.C. With a legal career spanning since 1997, she has represented both plaintiffs and defendants in employment, personal injury, contract, and insurance disputes, earning a reputation as a strategic, well-prepared, and highly communicative advocate.

Read Dawn's full bio →
Patrick Scully

Patrick Scully, Esq.

Partner at Foley Hoag

Patrick Scully primarily focuses on labor law issues and helps clients successfully navigate complex and persistent claims from international and local labor unions. Patrick's work includes unfair labor practice charges and representation cases as well as federal and state court litigation. He frequently advises employers in collective bargaining negotiations and handles labor arbitration.

Read Patrick's full bio →
Rudi S. Turner, Esq.

Rudi S. Turner, Esq.

Senior Corporate Counsel, White Cap

Rudi is Senior In-House Counsel at White Cap, where she counsels and defends the organization as it responds to administrative agency complaints, potential litigation, and employee lawsuits. Drawing on extensive experience in labor and employment law, she supports leaders and HR professionals in navigating complex workplace issues.

Read Rudi's full bio →
Jacqueline E. Kalk, Esq.

Jacqueline E. Kalk, Esq.

Shareholder at Littler Mendelson P.C.

Jacqueline E. Kalk represents and advises management across industries including manufacturing, construction, crowd-sourcing, and virtual companies. She focuses on independent contractor classification, wage-and-hour compliance, equal pay, and employment litigation, defending clients in state and federal courts.

Read Jacqueline's full bio →
Grant S. Gibeau

Grant S. Gibeau

Partner at Taft Stettinius & Hollister LLP

Grant Gibeau is a partner in Taft's Minneapolis Employment and Labor Relations practice group. Grant's practice primarily focuses on helping employers navigate all aspects of the employment relationship, from identifying workplace best practices and policies, drafting employee handbooks, and vigorously defending against claims.

Read Grant's full bio →
Amy J. Zdravecky, Esq.

Amy J. Zdravecky, Esq.

Partner at Barnes & Thornburg LLP

Amy represents employers across industries including retail, hospitality, manufacturing, transportation, and healthcare. She advises on employee relations, union avoidance, collective bargaining, harassment prevention, and compliance with key employment laws like Title VII, ADA, ADEA, FMLA, and FCRA.

Read Amy's full bio →

✨ Exclusive Attendee Benefits

  • Pre-Program Consultation

    Identify your priorities and customize your learning focus before day one.

  • Professional Credits

    Earn 13.75 SHRM/HRCI/CLE credits—more than most HR professionals earn in two years.

  • Ongoing Development

    12 months of quarterly employment law updates keep you current as regulations change.

  • Alumni Advantages

    $300 off all future programs—for you and every colleague you refer.

Pre-Program Consultation

Identify your priorities and customize your learning focus before day one.

Quick Answers

We know you're busy. Here's what you actually need to know.

Within minutes, you'll receive an invoice email. Once payment is processed, you can schedule your complimentary pre-program consultation (10-15 minutes) to discuss the complex employment law challenges you're currently navigating and identify which advanced topics will have the biggest impact for your organization. Pre-program materials arrive one week before your session starts.
All three formats feature the same practicing attorney instructors, current legal analysis, and professional credits. In-person provides face-to-face networking with other senior HR professionals and in-house counsel. Virtual delivers the same live instruction via Zoom with full Q&A capability. On-demand lets you learn at your own pace over 90 days. Choose the format that fits your schedule. The quality and content remain identical.
The 2-day program provides 13.75 SHRM/HRCI/CLE credits. Plus, your enrollment includes 12 months of quarterly employment law updates (4 sessions × 1.5 credits each = 6 additional credits), bringing your total to 19.75 credits. That's more than most professionals earn in a year.
No, but it helps. This program assumes you have working knowledge of employment law fundamentals: Title VII, ADA, FMLA, wage and hour basics. If you're an experienced HR professional, in-house counsel, or have been handling employment matters for a few years, you'll be ready for the advanced content. If you're newer to employment law, consider starting with the foundational Certificate in Employee Relations Law.
The foundational program teaches you how employment law works. This advanced program focuses on what's changing right now and what's coming next: new administration priorities, recent Supreme Court decisions, AI in employment, reverse discrimination claims, and the strategies experienced practitioners use to navigate complex situations. Think of it as the difference between learning the rules and learning how to win.
Very. The 2026 curriculum covers the new administration's enforcement priorities, pending Supreme Court cases, post-Bostock developments five years in, AI hiring compliance, reverse discrimination in the post-DEI landscape, cannabis and psychedelics legalization issues, and non-compete rule changes. Our instructors update content based on cases they're currently handling and regulatory shifts they're tracking.
Both. Senior HR leaders gain the legal sophistication to partner effectively with counsel and make confident decisions on complex matters. In-house attorneys get practical strategies from peers handling the same high-stakes employment issues. Many organizations send HR directors and employment counsel together. They report better alignment on risk assessment and litigation strategy afterward.
Yes. Your enrollment includes all live instruction from practicing attorneys who handle complex employment litigation, complete program materials, 13.75 continuing education credits, pre-program consultation, 12 months of quarterly employment law updates (4 sessions, $1,588 value), permanent access to updated resources, and alumni benefits for all future programs. The only additional cost would be travel and lodging if you choose in-person format.
Many alumni return on a regular cycle, annually or every other year, because employment law changes that fast. Court decisions create new precedents. Regulations shift with administrations. Workplace challenges evolve. Your alumni pricing ($300 off) makes it practical to maintain cutting-edge expertise throughout your career. The content is updated each cycle, so you're never repeating the same program.
Yes. The program is designed for immediate application to sophisticated situations: high-risk terminations, retaliation defense, DEI program challenges, AI compliance, executive departures, and whistleblower investigations. You'll leave with current legal frameworks, strategic decision-making tools, and the confidence to advise leadership on the complex employment matters that keep organizations out of litigation.

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