HR Employment Law Training Courses

About HR Employment Law Training And Administration

The Key Components Of Administering Employment Law

• Worker Classification:
  While some employers classify incorrectly on purpose to save money, this is probably the biggest problem, and most penalized. Employers should properly classify workers as employees or independent contractors to ensure compliance with laws governing each classification, including tax withholding, benefits eligibility, and overtime pay.


• Wage and Hour Compliance:
  Ensuring compliance with laws related to minimum wage, overtime pay, and hours of work, such as the Fair Labor Standards Act (FLSA) in the United States.


• Anti-Discrimination Policies:
  Developing and enforcing policies that prohibit discrimination and harassment in the workplace based on protected characteristics such as race, gender, religion, disability, age, or sexual orientation. Employers also should have policies that address harassment, retaliation, and whistleblowing.


• Leave and Benefits Administration:
  Managing employee benefits such as vacation leave, sick leave, parental leave, and health insurance in accordance with legal requirements and company policies...and on a more complicated level, the tracking of Intermittent Leave, medical certification, the sending of various required notices, handling status changes under Cafeteria Plan rules, and more.


• Employee Relations:
  Establishing procedures for handling employee grievances, complaints, and disputes, including mediation, arbitration, or litigation when necessary, as well as handling workplace investigations, not only for theft or fraud, but for claims of harassment and retaliation.


• Recordkeeping and Reporting:
  Maintaining accurate records of employee information, hours worked, wages paid, and other relevant employment data, and complying with reporting requirements mandated by law.


• Training and Education:
  Laws change. Best Practices evolve. Court cases clarify procedures. Employers should be sure to keep their team members trained and updated.


• Compliance Monitoring and Auditing:
  Conducting regular audits and reviews to ensure ongoing compliance with employment laws and regulations, identifying areas of improvement, and implementing corrective actions as needed.

Common Errors Of Administering Employment Law

• Misclassification of Employees:
  Incorrectly classifying employees as independent contractors can lead to issues with wage and hour laws, benefits, and tax obligations. Misclassification can result in legal liabilities and penalties.


• Discrimination in Hiring and Promotion:
  Discriminating against employees or job applicants based on protected characteristics such as race, gender, age, religion, disability, or sexual orientation is illegal. Employers may inadvertently engage in discriminatory practices in hiring, promotions, or other employment decisions.


• Not Providing Reasonable Accommodations:
  Employers are required to provide reasonable accommodations for employees with disabilities unless doing so would cause undue hardship. Failure to do so can result in discrimination claims.


• Retaliation Against Employees:
  Taking adverse actions against employees who exercise their rights under employment laws, such as filing discrimination complaints or participating in investigations, is illegal. Employers should ensure they do not retaliate against employees for engaging in protected activities.


• Mistakes In Administering FMLA, ADA, COBRA, Payroll, And Other Laws:
  Employers sometimes fail to provide the required job protections during leave periods under FMLA and ADA laws, incorrectly handle their COBRA requirements, make payroll mistakes in either paying or reporting - and these are basic mistakes. Figure in the more difficult compliance requirements for handling Reasonable Accommodations, Intermittent Leave, Alternative Coverages, medical certifications and more, and it is easy to see the opportunity for errors.


• Poor Recordkeeping:
  Proper recordkeeping is essential for compliance with employment laws. Employers should maintain accurate records related to wages, hours worked, leave, and other employment-related matters. Failure to keep adequate records can result in legal and financial consequences.


• Not Keeping Up with Changes in Employment Laws:
  Employment laws are constantly evolving, with new legislation, regulations, and court decisions shaping the legal landscape. Employers must stay informed about changes in employment laws and update their policies and practices accordingly. Not doing so leads to...


• Failure to Train or Update Managers, Supervisors, And Administrators:
  While Managers and supervisors play a crucial role in ensuring compliance with employment laws, your HR, payroll, and other administrators need constant training and updates on laws and best practices. Failure to train them on relevant laws and company policies can lead to fines, penalties, legal disputes, and loss of the organization's reputation.

Benefits Of HR Employment Law Training For Managers, Supervisors, And HR Personnel:

• Hiring practices that will stand up under an EEOC undercover audit
• Documentation you must have if you're called to court
• Words you must never use in describing legalities in reporting incentive pay, benefits, and other perks
• How to successfully evaluate, discipline, and correct performance problems of employees
• How you must treat "special absences" such as religious holidays
• What are - and how to handle - Reasonable Accommodation - requests
• Essential steps to take when investigating employee allegations
• Employee rights laws
• State labor laws
• HR rules for working within wrongful termination laws

Recommended Employment Law Training Courses, Employment Law Seminars, And Employment Law Certification Programs

Common Areas Of HR Employment Law

Major U.S. employment laws include:

• Title VII of the Civil Rights Act
  Prohibits employers from discriminating against individuals on the basis of color, race, sex, religion, and national origin
• Fair Labor Standard ActSets the federal minimum wage
• COBRA
  Permits certain individuals to continue group health coverage
• FMLA
  Grants job-protected and unpaid leave for family and medical reasons to certain employees
• ADA
  Prevents discrimination against individuals with disabilities who are qualified during hiring, job application procedures, advancement, firing, job training, compensation, and other privileges, terms, and conditions of employment
• Occupational Safety and Health Act (OSHA)
  Governs occupational safety and health in the workplace
• Pregnancy Discrimination Act
  Prohibits employers from discriminating against employees who are pregnant or suffering from pregnancy-related conditions
• National Labor Relations Act
  Defines the rights of both employers and employees

Need HR Employment Law Training For All Of The HR Rules and Regulations? Then Learn About Human Resources Laws With Our Employment Law Training Courses For Managers, Supervisors, And HR Personnel!

Looking for Employment Law training courses for the numerous HR Labor Laws and HR rules and regulations? Then you've come to the right place.

There are numerous human resources laws, including both federal and state labor laws, workplace law, and employment laws for hiring, as well as laws for COBRA, HIPAA, FMLA, ADA, Retirement Plans, Payroll, and then even more laws for terminating people correctly! And if you make one mistake, your organization can be sued and fined!

Let's face it: keeping up with all of the required HR employment law is a daunting task, but our employment law seminars, webinars, and online training courses can help. We know that HR professionals have many duties, and are often overworked.

But regardless of how busy you are, HR and employee benefits professionals need to understand the myriad laws that impact their daily work. Failure to comply with labor and employment laws can lead to significant fines and penalties, as well as potential negative press and legal expenses.

Complicating matters further, employment laws are subject to change - making it challenging to stay on top of these important obligations. Our employment law seminars and workshops have been developed by recognized HR, labor law, and employment law leaders. This can provide peace of mind, knowing you and your staff are learning current and relevant information.

HR labor laws and regulations obviously play a huge role in the duties of HR professionals who must not only be familiar with the rules and regulations, but fully comply with them. This often sounds easier in theory than in practice, as HR personnel typically have to deal with questions such as how to deal with reasonable accommodation requrests (ADA), intermittent leave requests (FMLA), hiring practices (Title VII), wage, overtime, and employee v independent contractor questions (FLSA), among many other items.

All this is on top of the normal duties of HR personnel, including: spending time recruiting, hiring, training, onboarding, mentoring, disciplining, and terminating employees; developing job descriptions; keeping employee handbooks up to date, doing market analysis for pay scales; making sure payroll gets sent out on time, as well as handling customer questions and complaints!

Yes, HR employment law compliance is complicated. Luckily, the HR Training Center offers training on pretty much every HR-related labor law. To find your desired training, simply use the search box above.