TRAINING OVERVIEW
Employment Law Basics 102 picks up where Employment Law Basics 101 ends. Participants will take a deeper drive into specific discrimination issues, including workplace harassment, disability discrimination, and pregnancy accommodations. This session will explore additional topics including FMLA and wage practices under the FLSA and state law. The session will conclude with an examination of numerous state law requirements that managers must follow including defamation, privacy, negligence, background checks and references. Using case scenarios, participants will learn to spot these legal concerns in everyday work situations.
LEADERSHIP COMPETENCIES:
- Job Knowledge
- Cultural Awareness
- Talent Management
LEARNING OBJECTIVES:
Managers will have a better understanding of:
-
Workplace harassment.
-
Accommodating disabilities and religious practices of employees.
-
Common wage and hour law violations.
-
The concept of negligent hiring and negligent retention.
-
Avoiding defamation claims when providing work references for former employees.
-
Understanding employee privacy issues in the workplace
TRAINING DETAILS
Length:
3 Hours
Offered:
In-Person / Online
Training Fee:
$195/per person
**Group pricing available for teamsExplore More HR & Legal Knowledge Trainings
- ADA for Human Resources Professionals: Level 1
- ADA for Human Resources Professionals: Level 2
- ADA for Human Resources Professionals: Beyond the Basics
- ADA: What Managers Need to Know
- ADA (Americans with Disabilities Act): What Managers Need to Know
- Employment Law Basics 101
- Employment Law Basics 102
- FMLA for Human Resources Professionals: Part 1
- FMLA for Human Resources Professionals: Part 2
- FMLA for Human Resources Professionals: Beyond the Basics
- FMLA: What Managers Need to Know
- Knock That Stuff Off: A Manager’s Guide to Harassment Prevention in the Workplace
- Performance Documentation for Increased Effectiveness and Compliance
- Unconscious Bias: What Is It, How to Recognize it in Ourselves, and is De-Biasing Possible?
