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AMA's Employment Law Course: Avoiding the Legal Pitfalls of EEO, FMLA and ADA

This interactive and case-study-centered employment law seminar combines a comprehensive overview of employee discrimination/EEO, the Family Medical Leave Act and the Americans with Disabilities Act.

Learn how to implement and apply legally defensible best practices in your organization. This two-day, interactive, case-study-centered seminar helps you gain confidence and expertise in dealing with complex employment law and employee relations issues. You'll gain a comprehensive overview of employee discrimination/EEO, the Family and Medical Leave Act and the Americans with Disabilities Act.

Seminar Number: 08502

4.6
(52 reviews)
  • Live Online
  • At Your Company Location

Course Scheduling & Pricing

Home>Course Topic>Human Resource Management>AMA's Employment Law Course: Avoiding the Legal Pitfalls of EEO, FMLA and ADA

Who Should Attend

HR managers and professionals as well as corporate attorneys.

  •   Live Online2 Day(s)
    12 CAE, 1.2 CEU, 12 CLP, 14 CPE, 12 PDCs, 12 PHR, 12 SPHR
 
 

Learn how to implement and apply legally defensible best practices in your organization. This two-day, interactive, case-study-centered seminar helps you gain confidence and expertise in dealing with complex employment law and employee relations issues. You'll gain a comprehensive overview of employee discrimination/EEO, the Family and Medical Leave Act and the Americans with Disabilities Act.

  • Avoid costly litigation and outrageous judgments/settlements
  • Recruit, hire, discipline and terminate employees in a legal manner
  • Confidently deal with complex employment law and employee relations issues
  • Develop HR policies and procedures that comply with employment law and do not violate federal statutes
  • Know what constitutes "reasonable accommodations" and how to implement them without creating unique hardship
  • Protect yourself and your organization from the damaging effects of ill-advised employment decisions
  • Identify resources to review court rulings in the jurisdiction where your organization operates
  • Title VII: major provisions...who is covered...the role of the EEOC...the BFOQ concept...types of discrimination...what Title VII does not cover
  • Wrongful termination and at-will employment: definitions...contracts...public policy...negotiated resignations and discharge for cause
  • Americans with Disabilities Act: defining "disability" pre- and post-employment inquiries...reasonable accommodations...disability and benefits
  • Family Medical Leave Act: major provisions...employee eligibility...FMLA leave and benefits...litigation

Learning Objectives

  • Consult with HR and Legal Professionals Before Making Employment Decisions
  • Make Effective Management Decisions That Take into Considerations Major Employment Law Issues
  • Explain How to Develop and Administer Employee Policies and Procedures That Consider the General Decision-Making Principles from Federal Laws and Major Court Cases
  • Create a Respectful Workplace Environment That Is Reasonably Free of Unlawful Discrimination, Harassment, and Sexual Harassment
  • Explain the Employment At-Will Relationship

Understanding the Basics of Workplace Law

  • Explain the General Impact of Employment Laws on the Workplace
  • Identify Key Laws That Impact Employers and Employees
  • List Basic Legal Requirements and Obligations for Employers

Employment At-Will

  • Explain the Concept of Employment At-Will
  • Discuss Exceptions to the Employment At-Will Doctrine
  • Make Effective Corrective Action Decisions

Equal Employment, Discrimination, and Harassment

  • Make Job-Related Hiring and Employment Decisions
  • Create a Workplace Environment That Is Free of Discrimination and Harassment
  • Help Other Workplace Leaders to Prevent Discrimination and Harassment Claims

Sexual Harassment

  • Discuss Two Types of Sexual Harassment That Are Often Found in the Workplace
  • Create a Workplace Where People Are Able to Work Together as Professionals Without Unnecessary Sexual or Gender Tension
  • Identify Potential Issues at an Earlier Stage and Take Steps to Stop Actions That Might Lead to Formal Sexual Harassment Complaints

Americans with Disabilities Act (ADA), as Amended

  • Discuss the Requirements Placed on Management to Give Equal Employment Opportunities to Qualified Individuals with Disabilities
  • Plan Pre-Employment Inquiries That Are Permitted by ADA
  • Manage ADA Issues as a Workplace Leader
  • Seek Help from Qualified Professionals When Dealing with a Disability Accommodation Issue

Family and Medical Leave Act of 1993 (FMLA), as Amended

  • Explain Employer Responsibilities and Employer Rights Under the Family and Medical Leave Act of 1993, as Amended
  • Make Decisions About Employee Leave Requests for Personal and Family Illnesses
  • Coordinate Leave Requests Between Line Managers and Human Resources

Retaliation

  • Prevent Retaliation Claims
  • Help Others to Respect the Rights of Individuals to Bring Complaints Forward
  • Recognize and Address Behaviors That May Be Seen as Retaliation

Managing Within the Law

  • Evaluate the Current Practices of Your Employer to Comply with the Law
  • Work with HR Professionals and Legal Advisors to Review Actual Employment Situations
  • Make Management Decisions That Are Consistent with Basic Legal Concepts

Download Extended Seminar Outline PDF

View a Sample of Our Reviews

4.6

52 reviews

 
The instructor was engaging - she had numerous examples which made the class more interesting. She was also very knowledgeable of the older cases, proving background information that was not in the course material.
5
JERNEE J.
 
HR TEAM LEADER
 
Industry: Finance
Instructor did a good job of covering a large amount of topics/material in just 2 days. Very enthusiastic and engaging.
4
Agustin G.
 
Plant HR Manager
 
Industry: Manufacturing
Good, engaging facilitator with good examples
5
Jon W.
 
HR Business Partner
 
Industry: Retail
Good examples used during talk by speaker
4
Samir P.
 
Inside Sales Engineer
 
Industry: Manufacturing
Very knowledgable and engaging. I felt like I was learning every moment of the two-day course while also having a good time.
5
Cody B.
 
People Operations Specialist
 
Industry: Education

As a CAE Approved Provider educational program related to the CAE exam content outline, this program may be applied for 12 credits toward your CAE application or renewal professional development requirements.

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

 

American Management Association is accredited by the International Association for Continuing Education and Training (IACET) and is accredited to issue the IACET CEU.

AMA is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM.

 

AMA is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org. For additional information or for more information regarding administrative policies such as complaints and refunds, please contact Martha Leon at 212-903-8173.

Recommended CPE Credit: 14 hours/Basic

Prerequisites: None

Advance Preparation: Familiarity with HR job functions and responsibilities

Delivery Method: Group Live

Field of Study: Technical - Business Law

Live Online Schedule

3 Sessions Available

The instructor was engaging - she had numerous examples which made the class more interesting. She was also very knowledgeable of the older cases, proving background information that was not in the course material.
5
JERNEE J.
 
HR TEAM LEADER
 
Industry: Finance
Instructor did a good job of covering a large amount of topics/material in just 2 days. Very enthusiastic and engaging.
4
Agustin G.
 
Plant HR Manager
 
Industry: Manufacturing
Good, engaging facilitator with good examples
5
Jon W.
 
HR Business Partner
 
Industry: Retail
Good examples used during talk by speaker
4
Samir P.
 
Inside Sales Engineer
 
Industry: Manufacturing
Very knowledgable and engaging. I felt like I was learning every moment of the two-day course while also having a good time.
5
Cody B.
 
People Operations Specialist
 
Industry: Education
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