With this live virtual
seminar, you train all of
your supervisors for one
low price, onsite!
Live OnLine: December 9, 2009
Tailor your supervisors’ learning experiences navigating Tricky
to address specific skill set needs!
employee Leave issues
Use a Hiring Process That SeSSion 3: 11:30 a.m.-12:15 p.m.
Doesn’t Trigger a Lawsuit Employee leave can easily become a major source of
frustration because leave laws can be difficult to administer.
SeSSion 1: 9:45 a.m.-10:30 a.m. (all TimeS CenTral) Plus, the many ways in which an employee can demand time
off can lead to conflict. In this session, we’ll review the major
Supervisors and HR staff have to uncover vital information laws that provide for employee leave.
about candidates, but asking inappropriate questions about
religious preference or workers’ comp history trigger an Learning Points:
expensive hiring headache. • Step-by-step response when an employee asks for leave
Learning Points: • How FMLA can impact pregnancy leave
• What to say, write, or do when involved in hiring • Federal leave laws covering employees serving in the
• Generating interest in a job opening without getting military
accused of race or sex discrimination • How to make sure your policies comply with the ADA
• Assessing job applications without legal risks • Workers’ compensation laws: Who’s eligible? How does it
• Using background checks to help in the hiring process intersect with other leave laws?
• Declining an applicant without sparking recriminations • What to do if you suspect an employee is giving a false
• Non-compete agreements, arbitration agreements and FMLA, ADA, or workers’ comp story
probationary periods • What’s next? Federal legislation that would require
mandatory paid leave
Break: 10:30 a.m.-10:45 a.m.
exTended ConferenCe Break: 12:15 p.m.-1:00 p.m.
How effective Documentation can
reduce the chances of Litigation Preventing Workplace
SeSSion 2: 10:45 a.m.-11:30 a.m. Discrimination and Harassment
“Not in writing? It never happened!” Without a paper trail, SeSSion 4: 1:00 p.m.-2:00 p.m.
your company can be exposed to an employee’s claim of In this session, participants learn crucial responsibilities
discrimination or harassment. In this session, learn why to avoid discrimination and harassment, and stop it when
documentation is more important than ever. detected in others. Plus, they’ll learn how to put an end to
Learning Points: inappropriate behavior or language before it snowballs.
• Why documentation is so important to the EEOC, U.S. Learning Points:
Department of Labor, employees, judges and juries • Discrimination laws addressing gender, race, sexual
• How good documentation proves you’ve treated employees orientation, religion and other characteristics
fairly • How recent changes to the ADA can trigger a discrimination
• The 10 Golden Rules of documentation every HR complaint
professional and supervisor must know • How to avoid ageism claims from older workers
• How to be consistent in documenting job performance • What constitutes sexual harassment— and how to use
• The role of documentation in employee disciplinary action EEOC guidelines for preventing it in the workplace
• What to do when an employee refuses to sign a disciplinary
notice or performance evaluation Continued...
This program has been approved for 5.25 recertification credit hours through the HR
Certification Institute. For more information about certification and recertification,
please visit the HR Certification Institute website at www.hrci.org.
The use of this seal is not an endorsement by HR Certification Institute of the quality
of the program. It means that this program has met HR Certification Institute’s
criteria to be pre-approved for recertification credit.
• Why banter or jokes based on race, sex, religion, national Learning Points:
origin, age, and disability can result in devastating lawsuits • How progressive discipline works and how it can protect
• What to do if a worker asks for accommodation because of employers
religious beliefs • What NOT TO DO during a disciplinary discussion with an
• New anti-discrimination laws, including the Genetic employee and the common communication errors that set the
Information Nondiscrimination Act and Lilly Ledbetter Fair Pay stage for a lawsuit
Act • How to demote or suspend an employee without raising the
How to identify, Address and • How to use the evaluation meeting to turn around the job
performance of a lackluster employee
Prevent Workplace retaliation
SeSSion 5: 2:00 p.m.-2:30 p.m.
conduct employee Terminations
Learn the specifics of retaliation, the laws against it, and precise Without Getting burned
actions one must never take when a discrimination claim is filed. SeSSion 7: 3:00 p.m.-3:30 p.m.
Learning Points: Firing someone for the wrong reason, or in the wrong way,
• What’s unlawful retaliation increases the risk that your organization will find itself facing
• Lessons to learn from the U.S. Supreme Court’s recent expensive legal conflict. Learn the critical steps one must take to
retaliation rulings reduce the chances of litigation and help make a tricky situation as
• Anti-retaliation strategies you can apply to all of your smooth as possible.
• The steps one must take when an employee registers a Learning Points:
complaint • Avoiding common mistakes supervisors make when
• Special rules for handling whistleblowers in the workplace terminating an employee
without incurring a retaliation claim • How to properly investigate all the facts surrounding the
decision to terminate
Legally Discipline employees • How to evaluate the risks of a lawsuit arising from the firing,
and prepare a response
and evaluate Their Performance • How to prepare and use a termination checklist, covering final
paycheck, vacation pay, COBRA notification, job references
SeSSion 6: 2:30 p.m.-3:00 p.m. and more
• The legally safe way to terminate workers who are protected
Discipline and evaluations are extremely critical, but they’re also by the FMLA, ADA, or workers’ comp laws
the least favorite things for HR and supervisors to do. Learn
how disciplinary actions and performance evaluations can get
poorly performing employees back on track, boosting morale and Q & A with Attendees
shielding your organization from possible lawsuits.
SeSSion 8: 3:30 p.m.-4:00 p.m.
About Your employmenT law VirTual CraSh CourSe for SuperViSorS FAcultY:
Attorney Susan G. Fentin is a partner with Attorney John b. Phillips is a partner with Miller linda D. Walton is an attorney with Perkins
Skoler, Abbott & Presser, P.C., and practices in & Martin PLLC and has served as Vice President Coie LLP where she defends employers in
the firm’s Springfield, Massachusetts office. and Deputy General Counsel for Labor & employment-related litigation matters. She also
Susan is experienced in both labor law and Employment with Coca-Cola Enterprises Inc. provides preventive counseling to employers
employment litigation, speaks frequently to He conducts numerous in-house seminars in a variety of contexts, including day-to-day
employer associations on employment law and training sessions for members of the advice on a wide range of compliance matters,
topics, and is a contributing author to Workplace C-Suite, HR, and supervisors at a wide variety and the design and presentation of employment
Privacy. She is listed in The Best Lawyers in of companies and organizations. His video- law training programs for managers,
America and has appeared on the “CBS Evening based training programs have been named supervisors and human resources.
News with Dan Rather” in a story on pregnancy Top Training Products by Human Resources
discrimination. Executive magazine.
Best Value: Participate in this live event and request your DVD recording for future reference and training!
reGIStratIOn FOrM – FOr aSSIStanCe, CaLL 800-274-6774. M. Lee Smith
o YeS! I want to train supervisors and HR staff members on essential employment law issues, in one day 5201 Virginia Way
P.O. Box 5094
and without anyone having to leave the office. Please register our organization for the online event, employment
Law Virtual Crash Course for Supervisors, to be held Wednesday, December 9. I understand that we can train ®
as many employees as we need to, for one flat rate, and that if I am in any way dissatisfied, we are entitled to a
complete refund. I can also get a DVD recording of this event for future training and reference. 100% Guarantee
If this is not the most informative and cost-
effective seminar that you have attended
o Registration only ($597) o Registration plus a DVD recording of this event ($897) in the last year, we will refund 100% of your
Offer code: PDF registration fee – no questions asked.
o Payment of $ enclosed o Bill us o o o
This program has been approved for 5.25
Card #: Exp. date: Signature:
recertification credit hours through the HR
Certification Institute. For more information
Name: Title: about certification and recertification, please
visit the HR Certification Institute website at
Address: City: State: Zip: The use of this seal is not an endorsement
by HR Certification Institute of the quality of
Phone: Fax: E-mail: the program. It means that this program has
met HR Certification Institute’s criteria to be
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