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3-hr Virtual Seminar: Roadmap to Legal and Compliance Essentials for Human Resource Professionals - Webinar

  • ID: 3721730
  • Webinar
  • Region: United States
  • 180 Minutes
  • Redstone Learning
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Course Description:

Employment lawsuits along with federal and state audit activity are on the rise. Last year, the EEOC enforcement collected $372.1 million in monetary damages, the highest recovery in agency history. Equally as noteworthy, since 2014 the EEOC reported a record number of claims filed by employees and certain employee friendly legislative, regulatory, and judicial actions over the last few years will most certainly keep that trend going.

When employers are not properly prepared for uncovering and dealing with workplace issues, companies are more likely face discrimination suits, litigation, settlements, legal fees, unplanned expenses, employee turnover, morale issues, and possible negative community image issues. This webinar provides a quick overview to assist professionals in maintaining employment law compliance as well as litigation avoidance tips.

Whether you are in a small company or a large corporation, possessing knowledge of employment laws and HR practices are essential to business success. The number of employment laws/issues you have to be aware of can be overwhelming. Join us as we discuss how to deal with confusing and, often difficult, to apply sea of legal and regulatory changes.

Course Objective:

Are you at risk for non-compliance? Is your company a lawsuit waiting to happen?
Let’s face it, much of what HR professionals do involves legal compliance, litigation avoidance and ensuring that employee rights are not violated. Yet, employment laws and regulations are not only confusing, they’re constantly changing. Still, ignorance is not a defense and it is important for everyone involved to have an understanding of these issues.

The attendees will learn about:

Common issues faced by HR Professionals
A review of recent laws, regulatory actions and judicial decisions affecting workforce management practices
Other HR-related legal issues to consider
General compliance practices

Target Audience:

- Business Owners
- Managers
- HR Representatives
- HR Generalists
- HR Assistants
- Consultants
- Managers
- Supervisors
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Course Outline:

1. Review of laws covering civil rights protections
2. 2015 in review for legislative, regulatory, and judicial actions
3. Who enforces civil rights law and what are the most common issues
4. Reviewing the difference between case law and statutory law
5. Understanding the difference between incivility and illegality
6. What is and what is not considered a protected class
7. Overview of the theories of employment discrimination
8. The most important issue for employers… sexual harassment and compensation
9. What is a Hostile Work Environment
10. Retaliation and protected activities
11. Employment at will vs. Due Process
12. Defenses against employment discrimination
13. The complexity of compliance
14. HR-related best practice tips and trends
15. Developing policies
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  • Cathleen M. Hampton Ms Cathleen M. Hampton,
    Consultant ,
    Human Resource Compliance & Risk Management Consultant


    Cathleen Hampton has more than 25 years of experience as a human resources professional providing subject matter expertise in areas such as human capital and work force planning. She serves as full service HR Leader responsible for the alignment of personnel with strategic mission and service level requirements. She is noted for her ability to understand the nuances of her client environments and designing solutions that optimize human capital that best meet the needs of the organization.

    Cathleen's greatest strengths lie in her ability to analyze operations for risk and help maneuver cultural practices and compliance enhancements that would increase organizational outcomes. Risk as defined as financial, operational, as well as from a more general workforce planning perspective. As a died in the wool HR professional, she continually looks for ways to capture the essence of strategic thought as it would relate to human capital and workforce planning. She is noted for launching new programs focused on talent acquisition and retention strategies that outpaced major completion through strong and decisive business leadership.

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