Certificate Program For HR Generalists Agenda

Day 1

8:00 am: Registration

• Examining federal discrimination laws and key court decisions
• Preventing discrimination liability: Race, national origin, religion, sex, age and disability
• Responding to Equal Employment Opportunity Commission (EEOC) charges
• Minimizing the risks of workplace harassment: Tips for conducting prompt and thorough workplace investigations
• How courts are defining “hostile work environment” and what conduct results in liability
• Recognizing the red flags for retaliation claims before they occur
• Case Study: How to Avoid a Costly Discrimination Claim – Discover Critical Preventive Tactics

• Implementing employee screening devices without falling into a liability trap: Background checks and employment testing
• Understanding the legal issues related to internet recruiting and other hiring technologies
• Keeping your employment interview in compliance with the law: Determining which questions you may and may not ask
• Protecting your organization from liability for negligent hiring
• Case Study: Detecting Red Flags on an Employment Application and Resume – Find Out How Lawful Screening Strategies Can Minimize Hiring Mistakes

• Understanding the critical provisions of the Family and Medical Leave Act (FMLA) to manage your most difficult FMLA dilemmas
• Interpreting the law and court decisions to determine whether your employee is eligible for FMLA and if the problem constitutes a “serious health condition”
• Handling perplexing ADA and accommodations issues
• Determining whether an injury or illness falls under the FMLA, ADA or workers’ comp laws
• Case Study: How to Untangle Overlapping Leave Law Requirements Without Getting Caught in the Web – Get a Fantastic Flow Chart to Help You Get Sort Out the Issues!

• Ensuring you are in compliance with the Fair Labor Standards Act (FLSA)
• Using a checklist to assist you in auditing your wage and hour practices
• Clarifying employee classifications: Exempt or non-exempt – that is the question!
• Avoiding costly errors in pay calculations: Overtime, comp time, on-call time, meal time, sleep time, travel time and waiting time
• Case Study: How to Avoid Common Classification Mistakes and Expensive Employer Liability – Get Solutions to Your Most Confusing Classification Quandaries!

• Implementing airtight discipline policies that will protect your organization
• Getting management buy-in on policies and ensuring consistent documentation
• Using progressive discipline to take a proactive approach to solving performance problems
• Following the essential steps of lawful terminations to minimize the risks of a wrongful discharge claim
• Case Study: How Due Diligence in Documentation Can Prevent a Wrongful Discharge Dilemma – Tips for Ensuring Your Documents Support Your Disciplinary Decisions

• Detecting the red flags that indicate the potential for anger to result in workplace violence
• Responding to threats of workplace violence: Implementing a policy that complies with the law and protects your organization
• New issues your workplace should be considering in light of the recent terrorist attacks and other emerging threats of violence: Security concerns, emergency response, crisis management and more
• Case Study: HR’s Worst Nightmare – Responding to an Incident of Violence in the Workplace – Important Precautions to Take to Reduce the Risks

• Understanding the key provisions of the National Labor Relations Act and how they impact union and non-union employers
• Dispelling the myths about non-union employees’ rights: Engaging in concerted action, striking, etc.
• What are the non-union employer’s rights when responding to union organizing?
• What you need to know about the collective bargaining process
• Rights of union and non-union employees to representation at disciplinary meetings
• What you should know about mediation and Alternative Dispute Resolution (ADR)
• Case Study: Accommodating Problematical Employee Request for Representation at an Investigative Interview - How Far Do You Have to Go?

Day 2

8:00 am: Refreshments and networking

• Defining the changing role of the HR department and the increasing emphasis on accountability
• Understanding how every HR function impacts profitability: Staffing, retention, compensation, benefits, employee relations, performance management, training and development
• Using metrics to measure financial and non-financial performance

• Examining traditional and high-tech recruitment strategies: Determining which methods work best for particular positions and industries
• Understanding the advantages of internet recruiting and how online recruiting complements traditional methods
• Using competency-based interviewing techniques to gain vital information about applicants
• Making effective use of screening techniques: Employment testing, background checking and more
• Using metrics to calculate your cost per hire and the financial impact of hiring mistakes
• Case Study: Responding to a Staffing Emergency: Implementing the Most Effective Recruitment Strategies
• Case Study: Conducting Your Most Challenging Employee Interview: Using Competency-Based Interview Techniques to Select the Best Candidate for the Job

• What do the Department of Labor and EEOC look for in your record keeping practices
• Clarification on what should and should not be kept in personnel files: Record retention issues
• Conducting an audit of your personnel files to ensure that your record keeping practices are in compliance
• Avoiding common mistakes when processing I-9 forms
• Case Study: How to Revamp a Dysfunctional Filing System Following an EEOC Investigation
• Case Study: What to do When the HR Manager Discovers Processing Errors in the I-9 Forms

• Developing and implementing a successful orientation program to keep new employees on board
• Conducting a needs assessment: Discuss the problems of the organization and determine what training should be implemented
• Writing behavioral objectives and determining the best method of delivery for your audience
• Training evaluation: How to determine if your training was a success
• Case Study: Company’s New Hires Jump Ship: Design an Orientation Program to Keep New Hires On Board
• Case Study: New Managers Struggle to Achieve Goals: Discover the Best Instructional Methods for Delivering Management Training

• Designing a performance management system that supports organizational goals and suits your culture
• How to build in value in performance management
• Selling management on the value of executing effective performance appraisals
• The advantages and disadvantages of using 360% feedback
• Coaching and mentoring problem employees
• Case Study: The Case of the Chronic Problem Employee – Find Out How a Successful Performance Management Program Will Solve Your Most Challenging Performance Problems
• Case Study: Manager’s Performance Review Fiasco – Tips for Training Your Managers to Conduct Successful Performance Evaluations

Day 3

8:00 am: Refreshments and networking

• Using job descriptions, compensation surveys and other resources to ensure/establish internal and external pay equity
• Understanding the mechanics of salary structures
• Examining alternative pay programs: Variable pay programs, team pay, gain-sharing and performance-based pay
• Implementing incentive pay programs to increase productivity
• Case Study: Pay Inequities Cause Dissention in the Ranks and Defection of Key Employees: Discover How to Establish Pay Equity
• Case Study: Falling Productivity Levels Impacting the Company’s Bottom Line: Find Out How You Can Use a Bonus Program to Motivate High Productivity

• Complying with mandatory benefits laws – COBRA, ERISA and HIPAA
• Designing and implementing a Benefits Survey to find out what your employees really want
• Understanding the standard benefit options: Health benefits, cafeteria plans, retirement plans and more
• Balancing the need to minimize expenses with the to offer attractive benefits packages
• Writing a benefits statement to promote the value of your perks and benefits
• Employee wellness programs that promote health and welfare: EAPS, Eldercare, Childcare referrals, mental health referrals, legal referrals
• Current trends in employee benefits and rewards: Flexible schedule, work/life benefits and other perks
• Case Study: Changing Demographics of Workforce Result in Employee Dissatisfaction with Benefit Options: Conducting a Benefits Survey to Address the Needs of a Diverse Workforce
• Case Study: Falling Profits Require Cut in Benefit Dollars: Designing a Benefits Program that Reduces Costs Without Alienating Your Workforce

• Keeping workplace disruptions to a minimum: Resolving personality conflicts, annoyances and hostility between staff members
• Tips for dealing with a more diverse workforce: Meeting the needs of a multi-cultural and multi-generational workforce
• Identifying the root causes of turnover, and pin-pointing what motivates employees to stay at an organization
• Case Study: Downsizing Causes Major Morale Issues and High Turnover: Employing Retention Strategies to Address the Fall-Out
• Case Study: Employee Resignations Raise Questions: Using Exit Interview to Identify and Address Root Causes of Turnover

• Making sure that your voice is heard: Presenting your best business case to the management team
• Drafting a monthly HR Progress Report to identify key successes and key issues that need to be addressed
• Applying your knowledge and problem-solving skills to develop a plan of action
• Wind-up Activity: Developing Practical Solutions to “Real-life” HR Challenges – Discover How to Take a Strategic Approach to Your HR Issues