Certificate in Employee Relations LawSM Seminar
The Certificate in Employee Relations LawSM Seminar provides the most comprehensive, practical, up-to-date employment law training available. This is a 4½ day seminar 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 law issues.
This seminar has been presented hundreds of times to tens of thousands of professionals since 1979, undergoing continuous improvements, updating and refinement.
The seminar is presented by prominent employment law attorneys who are also excellent presenters. They 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.
Since 1979, the Certificate in Employee Relations LawSM Seminar has been widely regarded as the professional's choice for employment law training.
The Certificate in Employee Relations LawSM 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. Subjects include coping with federal and state regulatory agencies and their requirements, compliance reviews and agency injunctions, negotiating and settling complaints, and minimizing exposure to litigation by learning what steps and policies to implement in the workplace.
- Complete information regarding current and expected future regulations, enabling your organization to anticipate and plan for the future.
- 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.
- 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."
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
8:00 am - 4:00 pm
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.
Newport Beach Marriott Hotel & Spa
900 Newport Center Drive
Newport Beach, California 92660
Surround yourself in luxury and convenience at Newport Beach Marriott Hotel & Spa. Enjoy easy access to California's most pristine beaches, Upper Newport Bay Nature Preserve, Balboa Island, and premier shopping and dining just across the street from Fashion Island. Treat yourself to tranquility at Pure Blu full-service spa offering private cabanas, a saltwater lap pool and state-of-the-art fitness center. Dine at Sam & Harry's renowned steakhouse serving fresh seafood, prime filets and an extensive wine list. Indulge in a specialty beverage and fresh pastry from Starbucks. Experience the authentic SoCal lifestyle at Newport Beach Marriott Hotel & Spa.
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 contact Cara Adams at email@example.com or 949-760-1700.
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).
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.
International Foundation of Employee Benefit Plans (IFEBP)
Earn up to 36.0 Continuing Education Credits towards CEBS recertification through the International Foundation of Employee Benefit Plans (IFEBP) by attending this 4½ day seminar.
American Society for Healthcare Human Resources Administration (ASHHRA)
This 4½ day program is eligible for CHHR recertification credit.
State Boards of Accountancy
Individual State Boards of Accountancy may accept IAML courses for continuing education.
National Association of Legal Assistants
CP’s can receive credit for attending any IAML program that has been approved for Continuing Legal Education (see list below.)
National Federation of Paralegal Associations
PACE Registered Paralegals and CORE Registered Paralegals can receive credit for attending any IAML program that has been approved for Continuing Legal Education (see list below.)
American Alliance of Paralegals
AACP’s can receive credit for attending any IAML program that has been approved for Continuing Legal Education (see list below.)
Continuing Legal Education
(Additional fees for CLE application and/or reporting fees may apply.)
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.
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 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.
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 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.
This 4½ day course has been approved by the Missouri State Bar for 36.3 hours.
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.
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.
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.
This 4½ day course has been submitted to the North Carolina State Bar Board of Continuing Legal Education for 29.75 hours.
This 4½ day course has been approved by the Supreme Court of Ohio Commission on Continuing Legal Education for 29.75 hours.
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.
The fee for the full 4½ day Certificate in Employee Relations LawSM Seminar is $2,375.00.
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: $1,050.00 (2 days)
- Block II: $1,050.00 (2 days)
- Block III: $550.00 (½ day)
Once an organization has registered a representative for any of the full, 4½ day 2017 Certificate in Employee Relations LawSM Seminar, subsequent registrants from the same organization who attend a 2019 Certificate in Employee Relations LawSM Seminar are entitled to a discount. A $200.00 discount will be given for each subsequent 4½ day registrant. A $50.00 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.
A minimum of one half of the total fees due to IAML should accompany your registration, or a Purchase Order Number should be provided. The total fees payable should be received by IAML at least two weeks prior to the seminar. Arrangements such as deferred billing can be made to accommodate special circumstances by contacting us. IAML accepts payment by check, EFT or credit card (American Express, MasterCard, Discover, Visa.)
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.
Participants will receive a full refund 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.
Registrants are responsible for making their own hotel reservations. IAML has made arrangements for participants to receive a special group rate at the hotels where the seminars will be held. To ensure that you will receive a room at the special group rate, please make your hotel reservations at least four weeks in advance of the seminar and mention that you are participating in an Institute for Applied Management & Law seminar. Please note: If you experience any difficulty in making your hotel reservation, even within the four weeks prior to the seminar you wish to attend, please call IAML. Through IAML's contacts, there is a good possibility that we can help you secure a reservation at the seminar hotel.