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					                      Human Resources and
Human Resource
                           Employment Law
Management              Certificate Programs
Essentials
                      Make your workforce competitive in a
                           dynamic business environment


Strategic Human
Resource
Management




                                                    2009
Employment Law




www.cmd.rutgers.edu
                                       Program Overview
                                       This series of workshops covers the different functional areas that comprise
Human                                  the field of human resource management, including talent recruitment,

Resource                               effective interviewing, performance management, training, and HR law.
                                       Presented by experts at the forefront of the latest developments in their
Management                             field, each workshop focuses on the skills necessary for the job and offers
                                       practical suggestions for applying these skills in real-world situations.
Essentials
                                       Who Should Attend?
Format:                                Newly-appointed human resource professionals, HR specialists moving from one
Certificate option: 9 workshops
                                       functional area of the field to another, line managers with HR responsibilities,
within a 3-year period
                                       or someone exploring HR as a career change, will all benefit from the Human
Non-certificate option: any            Resource Management Essentials Certificate Program.
number of workshops

Each workshop is offered once          Skills You Will Acquire
in the Fall and once in the
                                       Participants in the Human Resource Management Essentials Certificate
Spring. Contact Judy Granelli
at 732/445-5526 if you wish to
                                       Program will network and interact with peer professionals from a wide variety of
pursue several certificates either     organizations. During the course of this program, you will discover how leading-
concurrently or consecutively.         edge HR programs are developed and acquire the skills to enhance your personal
                                       effectiveness and to achieve your professional career goals. After completing
Participant Profile:                   this program, participants should have the necessary knowledge and background
Newly appointed HR professionals,      to work effectively in the field of Human Resources.
an HR specialist moving from one
functional area to another, a line
manager with HR responsibility
or someone exploring HR as a
career change.
                                       1    Overview of Human Resource
                                            Management (HRM)                              2     Recruitment: Talent
                                                                                                Acquisition and Retention
                                       How the HRM function helps your                    How to find, attract and retain
                                       organization and its people work                   talented employees
Credit Available:                      more effectively                                   Helping an organization “win the war for
For those interested in academic
                                       The HRM function has developed into a highly       talent” is the most significant value-added
graduate credit, a 3-credit course
                                       complex operation involving a variety of           contribution that HR can make. Defining
waiver is available for an             related functions including human resource         critical job requirements and developing labor
MHRM degree. Please contact            planning, staffing, performance management         market strategies that result in a qualified pool
RutgersCMD for further information.    and compensation, benefits, policy formation,      of applicants is a key issue for recruitment
                                       and training and development. This workshop        specialists. Building on job requirements and
0.6 CEUs / 1-day workshop
                                       describes the functional areas that comprise       labor market strategies, this workshop covers
6 CPEs / 1-day workshop                the HRM department, illustrates how they are       the latest recruitment techniques and strategies,
6 PHR / SPHR recertification           related to each other, and explains how they       legal issues, and the art of “selling” your
credits / 1-day workshop               help the organization achieve its strategic        organization to prospective recruits in a tight
                                       goals and work more effectively. In essence,       labor market. Discussion will focus on innovative
                                       it provides a general overview for new HR          and best practices in recruitment, including use
                                       professionals and an update of the latest trends   of the internet.
                                       for more experienced participants. As such, we
                                       recommend that you take this program first.        2009 – February 26, September 22

Cost:                                  2009 – February 4, September 9
$475 per workshop

Faculty:
Includes executives, Rutgers                   Having taken numerous HR courses around the country,
faculty, practitioners, consultants,
and attorneys with years of real
                                       I give this program high marks for professionalism
world, practical experience.           and quality.
                                                                                                 Senior Vice President and HR
                                                                                                 Director, Peapack Gladstone Bank
3     Selection: Principles and                      appraisals affect other administrative functions     a significant impact on corporate financial
                                                     such as promotion, salary increases, and layoff      performance. This impact is equivalent to
      Best Practices
                                                     decisions. Attention is also given to how to         a positive effect of all other areas of human
How to select the right person                       conduct an effective review as well as legal and     resources combined. This workshop will cover
for your organization                                administrative considerations.                       the principles and practices of compensation
Selection procedures provide the very essence        2009 – March 17, November 12                         systems proven to have this effect. Philosophy
of organizations – their human resources.                                                                 and policy, strategy alignment, pay prominence,


                                                     6
                                                                                                          mix vs. level and benchmarking and competitive
Selection is the process of gathering information          Training and Development
that is an appropriate basis for deciding which                                                           pay levels will be discussed. Critical linkages with
                                                                                                          other systems, job information, job evaluation,
job applicants should be hired. This program will
look at the history of employee selection and will
                                                     How to develop a training program                    salary planning and administration, performance
examine selection models, selection devices,
                                                     that will help keep your organization                management, global remuneration programs and

types of criterion measures, testing fairness and    competitive                                          sales compensation will also be discussed.

utility and validation models. These matters will    In today’s competitive economy, organizations        2009 – March 24, October 29
be discussed in the context of legal obligations     must use their human resources strategically
                                                     in order to keep productivity at a high level.

                                                                                                          9
to provide equal employment opportunities.
                                                     Using training dollars to help your organization           Employee Benefits
2009 – March 11, September 30
                                                     implement change and retain and reassign
                                                     employees is one of the key responsibilities and     The critical role of benefit plans in

4     Effective Interviewing                         function of the human resource department.
                                                                                                          attracting and retaining employees
                                                     This workshop will focus on the responsibilities
                                                     and function of the training and development         Benefit plans greatly impact a company’s ability
How to ask the best questions to hire and            professional. Determining training needs,            to attract, motivate, and retain employees.
interact with your candidates/employees              developing specialized training programs, and        However, cost pressures have increased the
                                                     evaluating the cost effectiveness of training        importance to design plans that meet employee
This workshop examines the types of questions                                                             safety-net needs and help the company be
                                                     programs are discussed in detail. Attention
that are most effective in communicating in                                                               competitive. This workshop explains how to
                                                     is also given to management-development
a variety of situations with an emphasis on                                                               achieve this essential balance. Information
                                                     techniques and procedures.
selection interviewing. Using a blend of lecture,                                                         about basic benefit structures and latest trends
discussion, and role-play, you will learn to         2009 – June 4, December 3
                                                                                                          in employee benefit designs are provided
develop interview questions based on job-                                                                 and company examples are presented.
related information and to avoid asking illegal
questions. This workshop will cover the anatomy
of an interview, job analysis, job requirements
                                                     7     Human Resource
                                                           Management and the Law
                                                                                                          2009 – May 27, October 21




                                                                                                          10
and specifications, developing a structured          What you should know to comply with                             Employee and Labor
interview, legal implications, developing a          federal and state law                                           Relations
structured scoring procedure, situational/
                                                     Virtually all aspects of the employment
behavioral interviews, and the types of error                                                             Learn the fundamentals of
                                                     relationship are affected by legal considerations.
and bias in interviewing.                                                                                 employee relations
                                                     This workshop covers the areas of the law, on
2009 – April 28, October 14                          both the federal and state levels, that impact       Understanding the legal ramifications involved
                                                     your workforce and will provide you with             both with and without a union is a necessity
                                                     the knowledge needed to have an effective            for all human resource professionals. This


5     Performance Management
      Systems
                                                     workplace, free of lengthy litigation. Key
                                                     subjects include: employment-at-will, EEO laws,
                                                     medical screening, harassment, Americans with
                                                                                                          workshop addresses the differences and
                                                                                                          similarities in employee relations approaches
                                                                                                          in both types of environments. In addition
How to increase employee productivity                                                                     to reviewing key aspects of labor relations
                                                     Disabilities Act (ADA), Occupational Health and
by implementing an effective                                                                              law and the collective bargaining process,
                                                     Safety (OSHA), and workers’ compensation. A
performance appraisal program                        discussion of the implications of recent federal
                                                                                                          attendees will get a better understanding of
                                                                                                          employee rights and management’s obligations
“How am I doing?” Managers and researchers           and state court decisions will give you practical
                                                                                                          in both union and non union environments.
agree that providing employees with timely           information about how the law is applied.
                                                                                                          Approaches to employee and labor relations will
and accurate feedback concerning their job           2009 – April 29, October 15                          be undertaken through case study analysis.
performance increases productivity. This
                                                                                                          2009 – June 17, December 16

                                                     8
program will discuss how to use the elements of
a performance appraisal to motivate employees
                                                           Compensation Systems and
and ensure a high level of productivity. Topics            Firm Performance
covered include the basics of performance
measurement, and how to set work standards,
                                                     Managing pay to impact the bottom line
record behavior, and rate performance. The           When designed and implemented effectively,
workshop will also discuss how performance           an organization’s compensation system has
                                       Program Overview
                                       The series of workshops in the Strategic Human Resource Management
Strategic                              Certificate Program will better position Human Resource professionals

Human                                  as vital business partners by establishing links between the HR function
                                       and the organization’s other strategic business units. These modules
Resource                               cover advanced topics in the area of HR management, including: business
                                       strategy, financial analysis, global employment issues, internal consulting
Management                             skills, discipline and discharge, handling employee disputes, and trends and
                                       issues in human resource management. Presented by experts in their field,
                                       each workshop focuses in-depth on the necessary job skills and offers
Format:
Certificate option: 9 workshops        practical suggestions for applying these skills in real-world situations.
within a 3-year period
                                       Who Should Attend?
Non-certificate option: any
number of workshops                    HR is not a function; it’s a management philosophy. Seasoned HR
                                       generalists and other managers seeking updates and professional
Each workshop is offered once in       development in advanced areas of HR will benefit from the Strategic
the Fall and once in the Spring        Human Resource Management Certificate Program.

Participant Profile:
Experienced HR generalists and
                                       Skills You Will Acquire
line managers seeking updates          The Strategic Human Resource Management Certificate Program offers
and professional development           participants advanced knowledge, the most recent updates, and increased
in strategic areas of HR               professional development. These workshops focus on the skills you will need
                                       and offer practical suggestions for applying the techniques in the workplace.
Credit Available:                      After completing this program, participants should have the necessary
For those interested in                knowledge and background to work more effectively in the field of HR.
academic graduate credit,
a 3-credit course waiver is
available for an MHRM degree.

                                       1   Business Strategy                               and threats) analysis. Designing the right
Please contact RutgersCMD
                                                                                           organizational structure, exploring leadership
for further information.                                                                   challenges and identifying the right models of
                                       The role of business strategy for                   organizational control will be discussed.
0.6 CEUs / 1-day workshop              competitive advantage
6 CPEs / 1-day workshop                                                                    2009 – February 5, September 15
                                       Companies cannot succeed without a winning
6 PHR / SPHR recertification

                                                                                           2     Strategic Human Resource
                                       business strategy. To accomplish this, managers
credits / 1-day workshop
                                       must devise ways to outperform their competitors
                                       to retain current and gain future customers. This
                                                                                                 Planning
                                       session will review the key considerations that     How you can plan for future personnel
                                       go into building a successful business strategy,    needs to ensure that your organization
                                       how the external environment creates threats and
                                                                                           will continue to operate effectively
                                       opportunities that business must address and
                                       explore which resources and capabilities are most   The key to an effective human resource
                                       likely to serve as the company’s weaknesses         department centers on the quality of its planning
Cost:                                  and strengths. This workshop will consider          for the future. This workshop will help you
$475 per workshop                      decisions regarding strategic expansion, the        project future human resource requirements
                                       introduction of new products or services as well    and prepare you to develop plans to meet these
Faculty:                               as diversification into complimentary industries.   future needs. It will cover projecting future labor
Includes executives, Rutgers           Focus will be placed on understanding the overall   force availability both within and outside the
faculty, practitioners, consultants,   business model, evaluating strategic capabilities   organization, as well as succession planning.
and attorneys with years of real       and implementation issues to execute strategy.      Key subjects include competitive advantage and
world, practical experience.           Key topics will be understanding your customer,
                                                                                           HR objectives, strategies, critical variables and
                                       building a cost leadership strategy, sources
                                                                                           objectives in HR planning, organization analysis
                                       of competitive differentiation, understanding
                                                                                           and productivity, and elements of HRIS systems.
                                       industry trends and how to conduct a SWOT
                                       (strengths, weaknesses, opportunities               2009 – February 18, October 6
3     Building an Ethical
      Organization (New)                               6     Preparing the Company’s
                                                             Defense in Employee
                                                             Disputes
                                                                                                            9    Dealing with the Troubled
                                                                                                                 Employee
How to improve the ethical behavior of                                                                      How to effectively deal with drug and
your organization                                      How to prevent employee disputes and                 alcohol abuse as well as other worker
The importance of ethics in organizations              how to respond if they occur                         disabilities, while staying within the
continues to gain importance in today’s business                                                            framework of the law
                                                       This practical workshop will review potential
environment. This workshop will explore the                                                                 In this workshop you will learn how to identify
                                                       areas of employee disputes and alternate routes
consequences of ethical and unethical behavior                                                              and handle employees with substance abuse
                                                       to resolution. Through hands on analysis of
as factors that influence how individuals and                                                               and/or psychological issues. The workshop
                                                       real case studies, participants will develop skill
organizations act. Various perspectives will be                                                             will highlight relevant federal and state laws
                                                       sets to identify risk areas, policy applications,
adopted that highlight the complexity of what                                                               as well as instructive cases from the courts.
                                                       communication techniques, documentation, the
it means to be ethical. You will also explore                                                               Various approaches in dealing with the troubled
                                                       importance of record keeping and privacy as
what you can do to build an ethical organization                                                            employee will be explored, including the use of
                                                       well as actual defense preparedness.
through human resource management practices.                                                                testing, discipline, and the company EAP. You
                                                       2009 – April 22, October 29                          will learn how to interact with company policy
2009 – March 3, October 13
                                                                                                            and design effective policies and strategies.


4     Improving Motivation and Job
      Satisfaction (New)                               7     Legal Framework for
                                                             Employee Discipline
                                                                                                            2009 – April 16, December 10



                                                                                                            10
                                                             and Discharge                                            Trends and Issues in
How to improve employee motivation
                                                       The current status of at-will employment                       Human Resource
and satisfaction
                                                       and where it limits management                                 Management
A company’s success is dependent on the efforts
of its employees. In this program, we will explore     prerogatives on counseling, discipline               How to manage people in an era
the factors that are responsible for producing         and termination                                      of change
employee motivation and job satisfaction. This         This program will help you to understand the         A critical component of an effective human
workshop will also consider how companies can          importance of positive employee relations for        resource management department is helping
improve employee motivation and satisfaction           retention purposes and when all else fails,          companies leverage the value-creating potential
with special emphasis on the role of human             the equal importance of following company            of their workforce. The challenge in realizing
resource management practices. Finally, the            policy, state statutes, and case law as they         this goal is that it requires knowledge of human
personal and organizational consequences of            relate to contracts, employee handbooks,             resource management practices as well as a firm
employee motivation and job satisfaction will          whistle blowers, documentation and support for       understanding of emerging trends and issues
be examined.                                           management’s action.                                 facing companies. Increased globalization,
2009 – March 12, November 3                            2009 – May 14, November 10                           advances in information technology, the use of
                                                                                                            off-shoring, the aging workforce and increasing


5                                                      8
                                                                                                            workforce diversity are a few of the trends that
       Diversity Initiatives for HR                          Internal Consulting Skills                     impact how companies manage employees now
       Professionals (New)                                   for HR Professionals                           and in the future. You will explore how HRM
How to Maximize the Benefits of                        How to become a value-added                          practices may be used proactively to prepare
Diversity on Organizational Effectiveness                                                                   for these emerging trends in the external
                                                       internal consultant
                                                                                                            environment. You will also examine how HRM
A broad definition of diversity will form the basis    Profound business changes have created the           practices may prove a valuable resource for
of this workshop (e.g., race-ethnicity, gender, age,   need for a fundamental shift in the purpose,         designing and implementing different business
religion, sexual orientation, etc.) and will provide   role and operational methodology of HR               strategies.
an in-depth exposure to various techniques for         departments. Many large American corporations
establishing a work climate that will be supportive                                                         2009 – June 3, December 17
                                                       responded by downsizing their HR staff or
of employee diversity.                                 even outsourcing the entire department. HR
Discussion will include individual and group           must change from a reactive administrative,
processes, aspects of supportive diversity             audit-minded staff function to a strategically
climates, and information on establishing diversity    driven, service oriented consulting operation
climate effects on employee and organizational         to survive. Topics to be covered will include:
outcomes. This course will also consist of             why consulting efforts fail, the role and
awareness exercises designed to help participants      responsibilities of an internal consultant,
confront potential barriers to diversity.              establishing credibility as a strategic business
                                                       partner, aligning consulting objectives with
2009 – April 2, December 4
                                                       business strategy, unethical consulting
                                                       practices and principles of ethical consulting.
                                                       2009 – May 5, November 19
                                       Program Overview
                                       The workshops in the Employment Law Certificate Program offer an overview
Employment                             of the complicated legal issues associated with day-to-day employment related

Law                                    decisions and actions. These sessions provide updates on recent legislation and
                                       court cases defining employer/employee rights and obligations and techniques
                                       used to identify and prevent legal problems. The Employment Law Certificate
Format:                                Program provides participants with an overview of employment law and covers
Certificate option: 9 workshops        important topics such as: HR management and the law, equal employment
within a 3-year period                 opportunity law, employee and labor relations, and harassment in the workplace.
Non-certificate option: any
number of workshops                    Who Should Attend?
                                       Human Resource professionals and others looking to build and maintain
Each workshop is offered once in
                                       competency and currency in employment law practices will benefit from the
the Fall and once in the Spring
                                       Employment Law Certificate Program.
Participant Profile:
HR Professionals and others
                                       Skills You Will Acquire
looking to build and maintain          The Employment Law Certificate Program workshops focus on the up-to-date
competency and currency in             information and techniques you will need and offer practical suggestions
employment law practices               for applying what you’ve learned in the workplace. After completing
                                       this program, participants should have the necessary knowledge and
Credit Available:                      background to work more effectively in the field of HR Employment Law.
For those interested in
academic graduate credit,

                                       1    Human Resource                                  of the Civil Rights Act of 1964 and Sections
a 3-credit course waiver is
                                                                                            1981-83 of the Civil Rights Act, the Equal
available for an MHRM degree.               Management and the Law
                                                                                            Pay Act, Age Discrimination in Employment
Please contact RutgersCMD              What you should know to comply                       Act, the ADA and the NJ Law Against
for further information.               with federal and state law                           Discrimination. Within this context, recruitment,
                                                                                            hiring criteria, pre-employment screening
                                       Virtually all aspects of the employment
0.6 CEUs / 1-day workshop                                                                   and testing, job placement and work safety,
                                       relationship are affected by legal considerations.
6 CPEs / 1-day workshop                                                                     promotion and transfer, performance reviews,
                                       This workshop covers the areas of the law, on
6 PHR / SPHR recertification                                                                discipline, deterring harassment, seniority and
                                       both the federal and state levels, that impact
credits / 1-day workshop                                                                    documentation requirements along with other
                                       your workforce and will provide you with
                                                                                            conditions of employment will be addressed.
                                       the knowledge needed to have an effective
                                       workplace, free of lengthy litigation. Key           2009 – January 29, September 10


                                                                                            3
                                       subjects include: employment-at-will, EEO laws,
                                       harassment, Americans with Disabilities Act
                                                                                                  Employee and Labor
                                       (ADA), Occupational Health and Safety (OSHA),              Relations
                                       and workers’ compensation. A discussion of the       Learn the fundamentals of
                                       implications of recent federal and state court
Cost:                                                                                       employee and labor relations
                                       decisions will give you practical information
$475 per workshop                      about how the law is applied.                        Understanding the legal ramifications involved
                                                                                            both with and without a union is a necessity
                                       2009 – April 29, October 15
Faculty:                                                                                    for all human resource professionals.


                                       2      Equal Employment                              This workshop addresses the differences
Includes executives, Rutgers
                                                                                            and similarities in employee relations
faculty, practitioners, consultants,          Opportunity Law and
                                                                                            approaches in both types of environments.
and attorneys with years of real              Lawful Employment
world, practical experience.                                                                In addition to reviewing key aspects of
                                              Programs
                                                                                            labor relations law and the collective
                                       The fundamentals of EEO law                          bargaining process, attendees will get a
                                       are explored                                         better understanding of employee rights
                                                                                            and management’s obligations in both union
                                       This workshop will review the statutes, executive
                                                                                            and non union environments. Approaches
                                       orders, and regulations regarding equal
                                                                                            to employee and labor relations will be
                                       employment opportunity that affect both the
                                                                                            undertaken through case study analysis.
                                       public and private sectors including: Title VII
                                                                                            2009 – June 17, December 16
4     Legal Framework
      for Employee Discipline
      and Discharge
                                                     7     Harassment in
                                                           the Workplace                                      9     Dealing with the
                                                                                                                    Troubled Employee
                                                     The legal and personnel issues                           How to effectively deal with drug
The current status of at-will employment             involved in preventing harassment                        and alcohol abuse as well as other
and where it limits management                       in your organization                                     worker disabilities, while staying
prerogatives on counseling, discipline               This workshop will provide an understanding              within the framework of the law
and termination                                      of the EEOC guidelines on harassment and                 In this workshop you will learn how to identify
                                                     review the legal and personnel considerations            and handle employees with substance abuse
This program will help you to understand the
                                                     that must be addressed. The definition of                and/or psychological issues. The course will
importance of positive employee relations
                                                     sexual harassment and other forms of illegal             highlight relevant federal and state laws as
for retention purposes and when all else
                                                     harassment in the workplace will be discussed.           well as instructive cases from the courts.
fails, the equal importance of following
                                                     Judicial interpretations of the EEOC guidelines,         Various approaches in dealing with the troubled
company policy, state statutes, and case
                                                     potential problems for employers, employee               employee will be explored, including the use of
law as they relate to contracts, employee
                                                     responsibilities and how to minimize the risk of         testing, discipline, and the company EAP. You
handbooks, whistle blowers, documentation
                                                     liability, along with related problems will              will learn how to interact with company policy
and support for management’s action.
                                                     be addressed.                                            and design effective policies and strategies.
2009 – May 14, November 10
                                                     2009 – April 7, October 28                               2009 – April 16, December 10


5     Realities of the Americans
      with Disabilities Act                          8     EEO Compliance: Practical
                                                           Strategies and Techniques
                                                                                                              10        Building an Ethical
                                                                                                                        Organization (New)
How to prepare your organization to                  How to prepare for and respond
better utilize the skills of disabled persons        to reviews and investigations                            How to improve the ethical
This program will focus primarily on the             by EEO related agencies                                  behavior of your organization
Americans with Disabilities Act (ADA) and            This workshop will review the structure and              The importance of ethics in organizations
its implementation, with particular emphasis         function of the EEOC, the OFCCP, and other               continues to gain importance in today’s business
on the employment areas of the legislation.          government agencies responsible for compliance           environment. This workshop will explore the
You will review key aspects in hiring, firing,       with and enforcement of equal employment                 consequences of ethical, and unethical, behavior
and better utilization of disabled workers, as       opportunity laws. It will review the role of corporate
well as understanding the key provisions of                                                                   as factors that influence how individuals and
                                                     staff in preparing for and successfully responding       organizations act. Various perspectives will be
the ADA. You will also focus on other federal
                                                     to compliance reviews and charge investigations. It      adopted that highlight the complexity of what
and state laws to assist you with regard to
                                                     will also provide a forum for exchanging information     it means to be ethical. You will also explore
the employment of disabled persons in the
                                                     on strategies and techniques that have worked for        what you can do to build an ethical organization
workplace. We will also discuss in detail the
key phrases in the statute including “qualified      employers undergoing scrutiny by EEO authorities.        through human resource management practices.
individual with a disability,” “otherwise            An overview of key EEO laws and liabilities theories,
                                                     EEO agencies, and DCR charges and affirmative            2009 – March 3, October 13
qualified,” “undue hardship,” “reasonable
accommodation” and review recent U.S.                compliance reviews will be presented. Reducing
Supreme Court and local court decisions              employer risk and the role of the HR staff, the
for application to ADA. We will discuss              importance of the self-audit, the proper use of
extensively case examples and problems               training, and assessing the cost and benefits of
in the workplace on an interactive basis.            prevention will be discussed.
2009 – February 24, September 23                     2009 – March 4, October 1


6     Preparing the Company’s
      Defense in Employee Disputes
How to prevent employee disputes
and how to respond if they occur
This practical workshop will review potential
areas of employee disputes and alternate routes            The instructors are outstanding and speak to the
to resolution. Through hands on analysis of
                                                     practical ‘everyday situations’ we encounter in our work. Highly
real case studies, participants will develop skill
sets to identify risk areas, policy applications,    recommended for those who are just starting a career in HR as
communication techniques, documentation,
the importance of record keeping and privacy
                                                     well as seasoned professionals who are looking to ‘get current’
as well as actual defense preparedness.              on changes in HR law.
2009 – April 22, October 29


                                                     HR Manager, Organizational Development, International Transportation Company
                                  Credit Option                                  Convenient Dates
Offer These                       Participants who complete an HR,               and Locations
                                  Employment Law or EEO Certificate
and Other CMD                     and write a research paper are eligible
                                                                                 These series have been planned to
                                                                                 provide you with options for attending
Programs at Your                  to receive 3 graduate credits in the
                                                                                 the workshops you select. Each program
Location!                         Rutgers Masters in Human Resource
                                                                                 will be presented at least twice during
                                  Management (MHRM) Program. Please
                                                                                 the year in the New Brunswick area.
                                  contact us for additional information.
Bring the expertise of Rutgers’                                                  Take the time now to plan your calendar
nationally recognized faculty     CEU, CPE, and PHR/SPHR recertification         so that you’ll be able to attend on the
directly to your workforce.       credits are awarded for participation in CMD   dates of your choice. We suggest that
                                  programs upon request. If you are interested   you register early since enrollment is
                                  in pursuing 2 or more certificates, please     limited. Please advise us in advance if
Benefits include:
                                  contact Judy Granelli at 732/445-5526.         ADA accommodations are required.
•	 Sessions tailored to
   your business
•	 Delivered at times
   convenient for your staff
•	 Group learning and
   networking                            The courses I have taken have provided me with a
•	 Ideal forum for                 greater insight into…the most recent regulations and court
   management participation        rulings, so that I could keep my organization updated on how to
   in program delivery             properly manage the significant number of employment issues
•	 Co-branded certificates         arising on a daily basis.
Organizations that have            Director of Law,
taken advantage of this            New Jersey Turnpike Authority
on-site development
opportunity in New Jersey,
New York and Texas include:
                                          The program provides critical knowledge and current
Educational Testing Service
(ETS), Prudential Financial,       case material for the Human Resource professional. Practical
Chemetall Oakite, International    solutions and approaches are presented by superior faculty
Securities Exchange (ISE),
                                   members demonstrating how to survive amid the abundance
DRS Technologies, Stryker,
Ocean County Board of Social       of state and federal regulations. The ability to gain such
Services, New Jersey Turnpike,     understanding and to have it all incorporated into one program
Elizabeth Public Schools,          is invaluable!
and the College Board.

Contact Rutgers Center for         Independent Human Resource Consultant
Management Development
at 732/445-5526 or email


                                      www.cmd.rutgers.edu
info@cmd.rutgers.edu for
information on bringing these
programs to your location.


                                          Center For Management Development | 94 Rockafeller Road, Suite 215
                                      Piscataway, NJ 08854-8098 | Tel: 732/445-5526 | Email: info@cmd.rutgers.edu
Workshop Schedule                           Counseling                                     Cancellation Policy
All workshops run for one day from          For additional information about               Cancellations and rescheduling requests
9:00 A.M.– 4:00 P.M. with lunch provided    the content of these programs,                 must be made in writing at least
from Noon–1:00 P.M. Registration is from    please contact Dr. Claudia Meer,               five working days in advance of the
8:30–9:00 A.M. and includes coffee and      Program Director, at 732/445-5590,             program for a full refund. We require
refreshments. Please advise us in advance   or email at hr@cmd.rutgers.edu.                confirmation in writing before the request
if you have special dietary requirements.                                                  can be processed. Any later cancellations
The dress code is business/casual.          Special Discount Offers                        or reschedulings are subject to a $100
                                                                                           nonrefundable processing fee. If you do not
                                            The Center for Management Development
Registration Fee                            is pleased to continue its discount program!
                                                                                           attend the workshop and do not inform us
                                                                                           of your cancellation prior to the date of the
The fee for each workshop includes          Team discounts: $25 will be deducted           program, you will be subject to the full fee.
lunch and workshop materials. Payment       from the workshop fee when two or
is requested prior to the program           more registrations are received at the         Substitution of registrants may be made
date. We will charge your credit card       same time for the same workshop                at any time. CMD reserves the right to
or bill your company, whichever is          from the same organization. Please             substitute an equally qualified instructor
more convenient. Make payment or            call for RU alumni discount.                   for any course, should unforeseen
purchase order payable to Rutgers,                                                         circumstances so require. CMD further
The State University of New Jersey.                                                        reserves the right to cancel workshops
                                                                                           if enrollment criteria are not met or when
                                                                                           conditions beyond its control prevail. If
                                                                                           a reschedule date is not convenient for
                                                                                           a participant, a refund will be issued.
CMD Faculty                                             Barbara A. Lee, Ph.D., J.D. is Professor of
                                                        Human Resource Management and the former Dean
                                                                                                               Patrick F. McKay, Ph.D is an Associate Professor
                                                                                                               of Human Resource Management in the School
William A. Faris, Director of Compensation              of the School of Management and Labor Relations,       of Management and Labor Relations at Rutgers
for Princeton University, earned a BBA and MS           Rutgers University. Dr. Lee has taught employment      University. His primary research interests are
in Industrial Relations from Pace University            law and higher education law at Rutgers since 1982,    the interactive effects of race-ethnicity and
and an MS in Management Engineering                     and has served as department chair, center director,   organizations’ diversity climates on recruitment
from Rensselaer Polytechnic Institute.                  associate dean, and associate provost prior to         outcomes, employee job performance, work
David A. Ferio is Director for the MHRM program         assuming the deanship. She also teaches courses        attitudes, and retention, as well as organizational-
and Professor of Human Resource Management for          in corporate governance and ethics for the School’s    level performance. Related interests include racial-
                                                        Executive Master’s in Human Resource Leadership.       ethnic differences in performance on personnel
the School of Management and Labor Relations,
                                                        She is the author of numerous books and articles on    selection devices and the influence of location
Rutgers University. Mr. Ferio has over 26 years of
                                                        employment law, higher education law, employment       characteristics on job choice and turnover decisions.
corporate experience including key human resource
                                                        discrimination, and academic employment practices.     Prior to embarking on an academic career, Professor
leadership roles with RCA/GE, Manufacturers
                                                        She serves on the Executive Committee of the New       McKay worked as a human resource consultant
Hanover Trust and Schering-Plough. His key
                                                        Jersey Bar Association’s Labor and Employment          responsible for test development and validation,
research and teaching interests include leadership
                                                        Law Section, and is a former member of the board       test administration, performance appraisal system
and organization development, new product
                                                        of directors of the National Association of College    development, training program implementation,
development, team effectiveness, business strategy,
                                                        and University Attorneys. She also serves as an        job applicant rating, and litigation support.
talent acquisition and retention, succession planning
                                                        expert witness for litigation involving employment
and learning. In addition, he has broad business                                                               Claudia Gaillard Meer, Ed.D. is an Associate
                                                        discrimination and sexual harassment. Since
skills as an HR generalist encompassing the areas                                                              Extension Specialist and member of the faculty
                                                        2005, she has been a part-time counsel for the law
of labor relations and organization effectiveness.                                                             in the HRM department at Rutgers School of
                                                        firm of Edwards Angell Palmer & Dodge, LLP.
Roger B. Jacobs, Esq. is a prominent attorney                                                                  Management and Labor Relations. She is the
                                                        David Lepak, Ph.D is Professor and Chair of the        program director of seven certificate programs
in the field of labor and employment law with
                                                        Human Resource Management Department in the            offered by the Rutgers CMD: Human Resource
the firm of Jacobs & Rosenberg in Newark, New
                                                        School of Management and Labor Relations at            Management Essentials, Strategic Human Resource
Jersey. He is the author of many publications
                                                        Rutgers University. His research interests focus       Management, Equal Employment Opportunity,
in the field of labor law including Labor and
                                                        on the Strategic Management of Human Capital as        Employment Law, Mini MBA™ Business Essentials,
Employment in New Jersey, which deals with all
                                                        well as Managing Contingent Labor for Competitive      Mini MBA™: Finance Essentials, and the Mini
aspects of employment law in New Jersey.
                                                        Advantage. He has published numerous articles          MBA™: BioPharma Innovation. Dr. Meer has
M. Elaine Jacoby, Esq. is of counsel at the             on these topics in academic journals such as           designed training and educational programs to
Princeton office of Duane, Morris & Heckscher,          Academy of Management Journal, Academy of              address the diverse learning needs of practitioners
LLP and past co-chair of the Employment and             Management Review, Journal of Management,              within these disciplines and advises and works
Labor Relations committee of the American               Human Resource Management Review, and                  closely with a wide variety of organizations
Bar Association’s section of litigation. Her            Research in Personnel and Human Resource               in both the private and public sectors.
publications include Designing an Effective Equal       Management and has made numerous presentations
Employment Opportunity Compliance Program                                                                      Pamela S. Poff, Esq. has over 30 years of
                                                        to domestic and international audiences
and she regularly consults with employers on                                                                   experience as a Senior Employment Lawyer in
                                                        Anthony Lucas, Ed.D. has led domestic                  the governmental arena, as a partner in a major
prevention of harassment in the workplace.
                                                        and international projects that have focused on        law firm and in senior level corporate positions.
                                                        organization assessment and redesign, change           Prior to creating her own business, Ms. Poff
                                                        and transition initiatives, strategic and scenario     served as Deputy General Counsel/Senior Vice
                                                        planning, high performance team development,           President at UBS Financial Services Inc. Ms. Poff
                                                        talent management systems, emotional intelligence      was also a partner with the national law firm of
                                                        performance models, opinion and climate surveys,       Jackson Lewis, which represents management
                                                        executive assessment and coaching, leadership          in all areas of labor law, employee relations and
                                                        development programs, and issues of globalization.     benefits. Ms. Poff was formerly the Director of
                                                        M. Michael Markowich, D.P.A. is a nationally           the New Jersey Division on Civil Rights with direct
                                                        known HR consultant, author and speaker                reporting responsibility to the Attorney General.
                                                        specializing in use of HR initiatives to achieve       Olivia W. Sala, Esq. is a consultant specializing
                                                        company objectives. He has published over 100          in Human Resources Management and legal
                                                        articles on HR management issues. Markowich
                                                                                                               issues concerning employment. She was the
                                                        is an adjunct faculty member of Cornell
                                                                                                               Director of Employment Relations at MBL Life
                                                        University’s School of Industrial and Labor
                                                                                                               Assurance Corporation for fourteen years.
                                                        Relations and on the faculty of WorldatWork.
                                                                                                               John L. Thurman, Esq. is a partner with
                                                        Joseph McCune, Ph.D. is President of McCune
                                                                                                               Farrell & Thurman in Princeton, New
                                                        Developmental Associates, a consulting
                                                                                                               Jersey. He is experienced in all phases of
                                                        firm specializing in organizational change
                                                                                                               employment litigation and regularly consults
                                                        through custom-designed training, appraisal,
                                                                                                               with employers on compliance issues.
                                                        development, and reward systems. He serves
                                                        as a consultant to many corporations and
                                                        government agencies and teaches graduate
                                                        courses at the Rutgers University School
                                                        of Management and Labor Relations.
                                                           REGISTRATION FORM
                          Human Resources and Employment Law (please duplicate as needed)
Mail or Fax to:                                                                 Attn: Judith Granelli
Center for Management Development                                               Phone: 732/445-5526/5563
Rutgers, The State University of New Jersey                                     Fax: 732/445-5665
Janice H. Levin Building, 94 Rockafeller Road, Suite 215                        Email: hr@cmd.rutgers.edu
Piscataway, NJ 08854-8098


Full Name                                                                       Office Phone

Title                                                                           Home Phone

Organization                                                                    Fax

Address                                                                         Email

City                                       State           Zip                  Authorizing Manager Name

   Check enclosed payable to Rutgers, The State University of NJ                Authorizing Manager Signature

                                                                                Authorizing Manager Phone
   Bill my organization           Purchase order enclosed

   Please bill my credit card                                                       American Express        MasterCard        Visa

   Name as appears on card                                                      Card Number

   Billing Address                                                              Exp. date (MM/YY)

                                                                                Signature (required)

                                              1. Overview of Human Resource Management
                                              1. Overview of Human Resource Management                       Fee: $4752/04/09      2/04/09    9/09/09
                                                                                                                                               9/09/09
                                              2. Recruitment: Talent Acquisition and Retention
                                              2. Recruitment: Talent Acquisition and Retention               Fee: $4752/26/09      2/26/09    9/22/09
                                                                                                                                               9/22/09
                                              3. Selection: Principles and Best Practices
                                              3. Selection: Principles and Best Practices                    Fee: $4753/11/09      3/11/09    9/30/09
                                                                                                                                               9/30/09
                                              4. Effective Interviewing
                                              4. Effective Interviewing                                      Fee: $4754/28/09                 10/14/09
                                                                                                                                   4/28/09     10/14/09
    Human Resource
    Human Resource                            5. Performance Management Systems
                                              5. Performance Management Systems                              Fee: $4753/17/09      3/17/09    11/12/09
                                                                                                                                               11/12/09
    Management Essentials
    Management Essentials                     6. Training and Development
                                              6. Training and Development                                    Fee: $4756/04/09      6/04/09    12/03/09
                                                                                                                                               12/03/09
                                              7. Human Resource Management and the Law
                                              7. Human Resource Management and the Law                       Fee: $4754/29/09                 10/15/09
                                                                                                                                   4/29/09     10/15/09
                                              8. Compensation Systems and Firm Performance
                                              8. Compensation Systems and Firm Performance                   Fee: $4753/24/09      3/24/09
                                                                                                                                              10/29/09
                                                                                                                                               10/29/09
                                              9. Employee Benefits
                                              9. Employee Benefits                                           Fee: $4755/27/0 9     5/27/0 9
                                                                                                                                              10/21/09
                                                                                                                                               11/18/09
                                              10. Employee and Labor Relations
                                              10. Employee and Labor Relations                               Fee: $4756/17/09      6/17/09
                                                                                                                                              12/16/09
                                                                                                                                               12/16/09
                                              1. Business Strategy                                                       2/05/09              9/15/09
                                              1. Business Strategy                                           Fee: $475             2/05/09     9/15/09
                                              2. Strategic Human Resource Planning                                       2/18/09              10/06/09
                                              2. Strategic Human Resource Planning                           Fee: $475             2/18/09     10/06/09
                                              3. Buiding Ethical Organizations (New)                                     3/03/09              10/13/09
                                              3. Buiding Ethical Organizations (New)                         Fee: $475             3/03/09     10/13/09
                                              4. Improving Motivation and Job Satisfaction (New)                         3/12/09              11/03/09
                                              4. Improving Motivation and Job Satisfaction (New)             Fee: $475             3/12/09     11/03/09
    Strategic Human
    Strategic Human
                                              5. Diversity Initiatives for HR Professionals (New)
                                              5. Diversity Initiatives for HR Professionals (New)            Fee: $475
                                                                                                                         4/02/09
                                                                                                                                   4/02/09
                                                                                                                                              12/04/09
                                                                                                                                               12/04/09
                                              6. Preparing the Company’s Defense in Employee Disputes                    4/22/09              10/29/09
    Resource Management
    Resource Management                       6. Preparing the Company’s Defense in Employee Disputes        Fee: $475             4/22/09     10/29/09
                                              7. Legal Framework for Employee Discipline and Discharge                   5/14/09              11/10/09
                                              7. Legal Framework for Employee Discipline and Discharge       Fee: $475             5/14/09     11/10/09
                                              8. Internal Consulting Skills for HR Professionals                         5/05/09              11/19/09
                                              8. Internal Consulting Skills for HR Professionals             Fee: $475             5/05/09     11/19/09
                                              9. Dealing with the Troubled Employee                                      4/16/09              12/10/09
                                              9. Dealing with the Troubled Employee                          Fee: $475             4/16/09     12/10/09
                                              10. Trends and Issues in Human Resource Management                         6/03/09              12/17/09
                                              10. Trends and Issues in Human Resource Management             Fee: $475             6/03/09     12/17/09
                                              1. Human Resource Management and the Law                                   4/29/09              10/15/09
                                              1. Human Resource Management and the Law                       Fee: $475             4/29/09     10/05/09
                                              2. EEO Law and Lawful Employment Programs                                  1/29/09              9/10/09
                                              2. EEO Law and Lawful Employment Programs                      Fee: $450             1/29/09     9/10/09
                                              3. Employee and Labor Relations                                            6/17/09              12/16/09
                                              3. Employee and Labor Relations                                Fee: $475             6/17/09     12/16/09
                                              4. Legal Framework for Employee Discipline and Discharge                   5/14/09              11/10/09
                                              4. Legal Framework for Employee Discipline and Discharge       Fee: $475             5/14/09     11/10/09
                                              5. Realities of the Americans with Disabilities Act
    Employment Law                            5. Realities of the Americans with Disabilities Act            Fee: $450
                                                                                                                         2/24/09              9/23/09
    Employment Law                            6. Preparing the Company’s Defense in Employee Disputes                    4/22/09
                                                                                                                                   2/24/09     9/23/09
                                                                                                                                              10/29/09
                                              6. Preparing the Company’s Defense in Employee Disputes        Fee: $475             4/22/09     10/29/09
                                              7. Harassment in the Workplace                                             4/07/09              10/28/09
                                              7. Harassment in the Workplace                                 Fee: $450             4/07/09     10/28/09
                                              8. EEO Compliance: Practical Strategies and Techniques                     3/04/09              10/01/09
                                              8. EEO Compliance: Practical Strategies and Techniques         Fee: $450             3/04/09     10/01/09
                                              9. Dealing with the Troubled Employee                                      4/16/09              12/10/09
                                              9. Dealing with the Troubled Employee                          Fee: $475             4/16/09     12/10/09
                                              10. Building Ethical Organizations (New)                                   3/3/09               10/13/09
                                              10. Building Ethical Organizations (New)                       Fee: $475             3/3/09      10/13/09
                                               Program fee of $475 includes lunch and workshop materials.
              The program has been extremely beneficial. The instructors
        are able to combine real world examples within the course material.
        The networking and sharing of experiences with the other students
        is invaluable.




       Human Resources and Employment Law




Center for Management Development
Rutgers, The State University of New Jersey
94 Rockafeller Road, Suite 215
Piscataway, NJ 08854-8098
Tel: 732/445-5526
info@cmd.rutgers.edu




www.cmd.rutgers.edu

				
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