Master the sophisticated labor relations, discrimination defense, and employment law strategies that prevent union campaigns, win EEOC charges, and position you to handle the complex matters that determine case outcomes.
Key shifts in elections, handbooks, and joint-employer liability.
Faster elections; higher risk of bargaining orders for ULPs; what “card‑check‑adjacent” and new GC guidance mean in practice.
Why neutral rules (civility, confidentiality, social media, devices) can still violate §7; how to rewrite with context‑specific justifications.
2023 rule invalidated; prior standard effectively back—implications for franchise/contracting models and vendor oversight.
Reduce organizing heat with lawful hiring, onboarding, and training.
Operate within accelerated timelines while preserving laboratory conditions.
Proposals that matter, documentation, and aligning handbooks with CBAs.
Protected vs unprotected actions, lawful responses, and contingency planning.
Grievance handling, settlements, records, and change management.
When buyers must recognize a union and how to diligence LR risks.
Transparency, privacy/monitoring, and cross‑law impacts to watch.
Trends, hybrid risks, LGBTQ+ protections, religion, and compliant DEI.
Higher filings; retaliation remains most prevalent—action items for intake, interim measures, and documentation.
Chats/DMs, meeting recordings, and third‑party/customer harassment—practical controls.
Document undue hardship for schedules/duties while ensuring equal treatment.
Run compliant DEI—widen access, use merit‑based selection, and lawful outreach—amid scrutiny.
Define essential functions, align performance, and coordinate overlapping laws.
Bias audits, notices, public postings, and vendor governance.
RIF documentation and privileged, action‑oriented pay audits.
Internal resolution, arbitration programs, and mediation tactics.
Administrative responses, ESI preservation, and summary‑judgment positioning.
EO/OFCCP landscape and DEI posture post‑SFFA.
Off‑the‑clock time, hybrid travel, and complex pay calculations.
Email/IM, rounding, device sync; travel time for split/hybrid days; audits for “player‑coach” roles.
Overtime calculations without tripping over spiffs and recoveries.
Documented timelines and protected‑activity analysis that defeat pretext.
Defamation, IIED, interference, and misrepresentation risks.
Design choices, opt‑outs, cost‑sharing, and remote hearings.
Cannabis, impairment testing, and prescription meds in hybrid contexts.
Employee data privacy and productivity monitoring in practice.
Post‑employment restrictions after the FTC rule’s vacatur.
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.
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.
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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.
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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.
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Counsel, Labor & Employment at Thompson Hine LLP
Rudi is counsel in the firm's Labor & Employment group, representing employers in a wide range of employment disputes in state and federal courts and before administrative agencies. She has deep experience defending claims of discrimination, harassment, retaliation, wrongful termination, and other labor code violations, as well as guiding clients through mediation, arbitration, and litigation.
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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.
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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.
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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 as well as before administrative agencies.
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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 any claims which may arise, including allegations of discrimination, wage and hour issues, and restrictive covenant disputes.
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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 →Strategic consultation prepares you. Expert instruction educates you. Ongoing updates and evolving resources keep you confident for years.
We've discovered that participants who come prepared get 3x more value from their training. That's why every registration includes a brief consultation with our program coordination team to:
What workplace challenges are you facing right now?
Which modules will have the biggest impact on your current situation?
What complex scenarios should we prioritize during Q&A time?
How will you measure the program's impact on your work?
Most programs throw you into content on day one, ready or not. You're left trying to apply generic examples to your specific situations.
Our pre-program consultation flips this model. By understanding your challenges first, your instructor can:
Result? You spend less time wondering "how does this apply to me?" and more time getting answers that matter.
Stop scrambling for credits every renewal cycle. Smart HR professionals get 12 months of required credits from one strategic investment - then keep building expertise quarterly as employment law evolves.
Here's what makes this different: You're learning from attorneys handling current cases, not outdated textbook theory. Get your required credits, then stay current with quarterly updates that keep you ahead of changes affecting your workplace.
Strategic credit allocation designed for busy HR professionals
Earn 1.5 continuing education credits with each quarterly employment law update session. That's 6 additional credits over 12 months - plus ongoing access to current legal developments that keep you ahead of workplace challenges.
Included with Your Program: $1,588 Value
Employment law changes constantly. New rulings, updated regulations, and shifting compliance requirements can catch even experienced HR professionals off guard. That's why every program participant gets FREE access to all four quarterly employment law update sessions for 12 months (a $1,588 value when purchased separately at $397/quarter).
Every session recorded and available within 24 hours - because employment law questions don't only happen during business hours.
Employment law doesn't stay current with textbooks. The regulations, court decisions, and compliance requirements that affect your daily work change constantly. Here's how we keep your resources as current as the law itself.
Traditional resources become outdated the moment they're published. Your living resource library stays current with the law.
Instead of static compliance checklists, you get dynamic tools that reflect the latest legal developments. Instead of theoretical guidance, you get practical frameworks from attorneys and HR professionals handling current cases.
Bottom line: You're equipped with current, practical tools that work in real workplace situations - because employment law problems don't wait for the next training session.
As a Certificate in Employee Relations Law graduate, continue building employment law expertise with exclusive pricing on all IAML programs. Smart professionals don't stop after one program - they build the comprehensive expertise that gets them noticed by leadership and opens doors to senior roles.
Build on your Employee Relations Law foundation with advanced skills that distinguish senior HR professionals:
Your professional growth discount applies immediately. Smart HR professionals complete both advanced programs within 18 months - building the comprehensive expertise that gets noticed by leadership and accelerates careers.
Real-world expertise. Guaranteed results. Trusted since 1979.
Build Employment Law Expertise That Protects and Advances
The Certificate in Employee Relations 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