Employment Law Master Class

A to Z legal training for HR professionals

The Supreme Court’s 2023 term has vastly altered the employment law landscape for human resource professionals. We’ve entered uncharted territory on affirmative action programs, religious accommodations, and worker freedom to exercise veto power over tasks assigned.

What’s more, we’re complying with sweeping changes at the federal level to overtime rules and exempt status, pregnancy accommodations, leave  and nursing break laws, I-9 documentation, and unionization. These new regulations are causing you to have to take some action. We recognize this action and are here to support you.

All the while you’ve still got to administer leave legally, fill vacancies, discipline employees, prevent harassment, and stay on top of trends like using AI in screening legally. 

You’re responsible for all this both ethically and legally. That’s why it’s essential that you keep yourself and your team in the know on employment law details and apprised of recent changes.

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The Employment Law Master Class is a half-day, attorney-led training session that will review the most important HR laws, explain changes, and prepare your department for 2024. You’ll have the opportunity to ask questions. At the end of this Master Class you’ll be ready and confident. This is an advanced session for HR practitioners. 

The gem of this training is the Employer’s Practical Legal Guide — a comprehensive legal manual crafted specifically for HR. Attorney and educator Anniken Davenport will highlight the newly updated manual, explaining changes so you can update your policies and ensure compliance.

Every attendee will receive a copy before the training begins. With more than 80 checklists and self-audit questionnaires, you’ll be able to target your company’s weak spots — & correct them before you end up in court.

Workshop Instructor

Direct Access to Your Instructor

Each session includes dedicated Q&A discussion time, plus you can contact Anniken throughout the program with your own specific questions.

Anniken Davenport is an attorney and a well-known author and speaker on employment law issues. She is the editor of the HR Specialist: Employment Law newsletter series and has authored several books, including The FMLA Compliance Guide, Bullet-Proof Your Employee Handbook and the Employer’s Practical Legal Guide. She is the co-author of Labor & Employment Law for the 21st Century by Prentice Hall. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College.

Conference Agenda

  • PART 1: Recruiting, screening, and hiring

    • Learn all about how and where to recruit the best candidates for open positions
    • Restrictions on what you can ask and when
    • Making reasonable accommodations during hiring
    • How to perform legal background and social media checks
    • To use or not to use AI in hiring and screening
    • Completing the I-9 process for on-site and remote workers
    • Making the offer, setting salary legally

  • PART 2: Federal anti-discrimination and leave laws

    • Title VII race, color, religion, national origin, and sex, including sexual orientation and gender identity
    • Sexual and other harassment based on protected status — how to prevent harassment and how to stop it before it’s too late
    • The Americans with Disabilities Act, (ADA) and making reasonable accommodations, including when you can turn down a request
    • The Age Discrimination in Employment Act (ADEA)
    • The Pregnancy Discrimination Act and the just-enacted Pregnant Workers Fairness Act
    • The Equal Pay Act and the Lilly Ledbetter Fair Pay Act and why decisions from decades ago can mean litigation today
    • Religious reasonable accommodations in light of the big Supreme Court decision and when you can safely turn down a request
    • Status of DEI programs in light of recent Supreme Court decisions
    • The Family and Medical Leave Act (FMLA), when you can turn down leave requests, and when you must approve
    • USERRA and discrimination based on military status
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  • PART 3: Discipline, discharge and RIFs

    • Handbooks and discipline, including must-have rules for discipline and behavior
    • Progressive discipline that’s fairly applied
    • Discharge decisions that are fair, legal, and defensible
    • Reorganizations that don’t discriminate or disparately impact protected workers
    • Reductions in force (RIF) decisions that stick
    • WARN Act and mass closing requirements

  • PART 4: The FLSA, exempt status, and overtime

    • Basic rules for minimum wage, hours worked, and overtime pay
    • Classifying workers as exempt from overtime based on solid job descriptions
    • Protecting exempt status with clear duties and proper salary payments
    • Properly classifying workers as independent contractors, not employees

  • PART 5: Unions, the NLRA, and workplace rules

    • The NLRA and who is covered
    • Unionization and what to do if your employees want an election — and what definitely not to do
    • How the NLRA applies to non-union workplaces, too
    • The NLRB and unfair labor practices — these include behavior you probably wouldn’t tolerate otherwise
    • The NLRB and handbook rules on behavior and social media
    • OSHA and workplace safety, including drug and alcohol use, heat and other hazards, and potential violence
    • Whistleblower protections for workers who report wrongdoing
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All attendees will receive:

Employer’s Practical Legal Guide

A comprehensive legal manual crafted specifically for HR so you can update your policies and ensure compliance. Every attendee will receive a copy before the training begins.

Satisfaction Guaranteed!

If the Employment Law Master Class fails to meet your needs, we will refund 100% of your tuition, no questions asked. All video recordings and course materials are yours to keep.

SHRM and HRCI credits

Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

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