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Comprehensive Guide to Human Resource Management
The most comprehensive course for Human Resources managers helps you: Keep your organization out of hot water with new employment laws; Discover how new privacy rules could affect your company health insurance; Sidestep the recruiting hot spots that could cost your company a bundle; Understand your organization's liability in the event of violence in the workplace; Investigate sexual harassment claims tactfully and legally; Ensure that your organization's disciplinary process isn't discriminatory; Establish dismissal guidelines that will hold up in court; Discover more of the information you need every day on the job. More than anyone, you know how helpful this seminar could be. In this comprehensive training, we'll cover the many different aspects of your job and arm you with the skills you need to succeed in the demanding field of Human Resources. You'll come away with a wealth of practical tips, sensible guidelines and valuable techniques to meet the real-life challenges you face every day. Keywords: webinar, webinars, on demand, virtual learning, virtual classes, online learning. Live Online Seminars earn CEU course credit only. Fee per person: $399; $379 each for three or more.
Fred Pryor Seminars
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From legal hassles to interpersonal disputes, benefits to compensation issues, master the many diverse components of successful Human Resources management
The most comprehensive course for Human Resources managers helps you …
- Keep your organization out of hot water with new employment laws
- Discover how new privacy rules could affect your company health insurance
- Sidestep the recruiting hot spots that could cost your company a bundle
- Understand your organization's liability in the event of violence in the workplace
- Investigate sexual harassment claims tactfully and legally
- Ensure that your organization's disciplinary process isn't discriminatory
- Establish dismissal guidelines that will hold up in court
- Discover more of the information you need every day on the job
2 days of comprehensive training in the most difficult job of all — Human Resources.
As a Human Resources professional, you're on the front line of your organization every day — fighting to stay focused on a moving target. It seems like employment laws are continually being created or revised. Benefits administration is a confusing challenge with unending questions from employees and constant roadblocks by the insurance companies. Then there are the hassles of record keeping, hiring, disciplinary action, documentation — the list is endless and so are the pressures.
Each day, when you come in to work, you may wonder, "Will this be the day I make a mistake that lands my company in legal hot water? Will this be the day a misunderstanding costs us hundreds of thousands of dollars?" It's a lot of responsibility, and you feel the weight of every ounce.
More than anyone, you know how helpful this seminar could be. In this comprehensive training, we'll cover the many different aspects of your job and arm you with the skills you need to succeed in the demanding field of Human Resources. You'll come away with a wealth of practical tips, sensible guidelines and valuable techniques to meet the real-life challenges you face every day.
The Law and Employment
- Surprising information about who's eligible for overtime pay
- How to calculate overtime now — it has changed, and it's not simple
- The employee who doesn't want the transfer — can your company legally enforce it?
- Military service and active duty — can they be considered family leave?
- Is it ever illegal for an employee to hold a second job while on leave from your company?
- The key to replacing the aging workforce without breaking the law
- Is your employee handbook consistent with the latest changes in employment law?
Discrimination and Compliance
- The latest on the ADA Amendments Act and how reforms impact your company
- Danger areas for age discrimination — how to be sure your company is legally safe
- Why your website should be in compliance with the American with Disabilities Act
- Visible vs. perceived disabilities — the differences may affect the way you treat applicants and employees
- What you must do to accommodate hearingimpaired applicants
- Genetic testing: a question of legality
- The real meaning of "reasonable accommodation"
- Strategies for coordinating short- and long-term disability with ADA, FMLA and workers' comp
- Reverse discrimination — could your organization be found guilty?
Recruiting, Interviewing and Hiring
- When you must require medical certification, make inquiries and document your findings
- Changes to ensure your job application forms are discrimination-proof
- How to test applicants legally
- Social media as a recruitment tool
- Tips that turn a job description into your company's most powerful tool in the hiring process
- Dos and don'ts for the interview process — questions you must never ask
- Reference checking — how to legally get the information you want
- 2 recruitment enticements you can add without cost
- The legal landmine of employee contractual commitments
- Why non-compete agreements aren't holding up in court
- Guidelines for walking the legal tightrope of managing contract labor
Benefits Administration and Management
- New privacy rules regarding health insurance
- Situations in which medical authorization forms are not required
- What you're responsible for if a former employee is late with COBRA payments
- When an accident should be considered a worker's comp claim
- Workers' Comp: what to do if an employee is injured at a company social function
- Health insurance your company is required by law to provide
- How to handle COBRA benefits when an employee divorces
- What you should know about disabled employees seeking early social security qualification
- Changes in how the IRS sees cafeteria benefit plans
- he latest on domestic partner qualification — how it affects benefits eligibility
- When — and how — your company should provide bereavement support
Best Practices in Human Resource Management
- The No. 1 communication skill you need in Human Resources
- 3 things you can do to make your company one of the "top places to work"
- Human Resources functions you should consider outsourcing, and which ones absolutely must not be outsourced
- Workplace bullying and your organization's liability
- How your dress code may inadvertently discriminate
- Steps you can take to handle employee grief when coworkers are downsized
Handling Employment Hot Spots
- A closer look at companywide diversity training
- Proactive ways to protect your organization and employees from workplace violence
- Tips to reduce your company's liability in the event of workplace violence
- Depression in the workplace and how to deal with it
- OSHA and the General Duty clause — your company's responsibilities now
- When workplace violence is considered an OSHA violation
- Drug and alcohol testing — what's legal, what's not
- ADA protections of substance abusers and how not to put your company at risk
- Liability in drug testing — how to protect your company
- The best way to successfully and tactfully investigate sexual harassment claims
- How the EEOC defines a "hostile work environment" — it goes beyond sexual harassment
- Ways to limit your company's liability in the event customers or vendors harass your employees
- What the court says about victims of harassment and adverse employment actions
Discipline and Discharge
- The 360 degree feedback and performance appraisals — good or bad?
- The subtle way your organization might be guilty of discrimination in the disciplinary process
- How to document disciplinary actions to protect your company
- Termination guidelines that hold up in court
Observing the Letter of the Law
- The latest on arbitration agreements: how to avoid having a favorable decision thrown out
- Defamation of character — is your company liable for comments made by an employee?
- How the Worker Adjustment and Retraining Notification Act (WARN) affects your organization's responsibilities if you downsize
- What documentation you must provide, what to keep, what to destroy
- And much, much more that will clear up the gray areas and make you more valuable on the job
Since Fred Pryor pioneered the one-day seminar in 1970, Pryor has helped more than 11 million people reach their career goals by offering comprehensive, affordable and convenient business, compliance and safety training. What began with Fred's drive to make learning accessible, efficient and economical through the founding of Fred Pryor Seminars, expanded with the acquisition of CareerTrack and has continued to grow Pryor into an industry leader offering competitive training for every industry and sector through Pryor Learning Solutions.
Staying true to Fred's mission to deliver the best and most cost-efficient continuous learning experience across the U.S. and Canada continues with Pryor Learning Solutions' true blended learning approach that includes live and online learning options. With Pryor, attend seminars, schedule on-site training, or gain access to more than 40 years of curated content in a cloud-based learning environment that doesn't obligate special IT requirements, pricey budgets or complicated timelines. You're fully operational in as little as three days and only three clicks away from unlimited learning options for your entire team.
Begin with a single seminar, or seize the opportunity to expand training to your entire team through Pryor's customer-focused Corporate and Government learning programs. Depending upon the educational opportunities you select, learning partnerships with Pryor have the potential to include:
- Intuitive and complimentary cloud-based learning environment requiring no specialized IT install, cost or downtime included with all year-long learning plans. Guaranteed access to training in three days and three clicks. Or, if you already have an LMS platform, port our content to your existing LMS and receive live training opportunities as well.
- Access to more than 4,700 online courses, with new content added at no additional charge.
- Robust training categories and meticulously curated content ranging from accounting, communication, compliance and workplace safety to customer service, HR, IT, leadership, OSHA, project and time management and more.
- Blended training options for any learning preference with in-person seminars, online quizzes, videos, webinars, and e-books.
- Dedicated client support for all with corporate and government accounts receiving weekly progress reports, customized curriculum mapping and marketing collateral for employee roll-out and the launch of special learning initiatives.*
- Advanced administration features like single-click reporting, assignable training, employee tracking and real-time goal measurement.*
- The opportunity to schedule on-site training solutions for just-in-time learning needs, or to ensure compliance and safety reporting to minimize workplace liability.
- Continuing education credits for CEU, CPE, HRCI, PDC, PDU.
- Accessible learning across a multitude of supported mobile devices.
- Satisfaction guaranteed.
Cancellation Policy: You may cancel your registration up to 10 business days before the seminar. Your registration fee will be refunded less a cancellation fee. If you need to cancel less than 10 business days prior to the seminar you may (1) send a substitute from your organization or (2) transfer your registration fee within 12 months to another seminar or conference of your choice. Please note that if you don't cancel and don't attend, you are still responsible for payment. Substitutions may be made at any time.
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