HR Essentials: 5-In-1 HR Compliance with Susan Desmond

In this program, you’ll learn how to:

• Types of flexible working arrangements, including but not limited to job sharing, flex-time; compressed work weeks, etc.
• Benefits to utilizing flexible work arrangements.
• Problematic practical concerns when considering flexible work arrangements in your workplace. 
• Benefit issues for the "perma-temp" flexible working relationship
• Joint employer issues for the "perma-temp" flexible working relationship
• Telecommuting as a flexible work arrangement (one of the most controversial)
• Telecommuting as a reasonable accommodation under the ADA
• Why attendance may not be considered an essential job function
• Privacy and confidentiality concerns arising out of telecommuting arrangements
• What a good telecommuting policy should include

In this program, you’ll learn how to:

• Costs of bad hiring decisions.
• Conducting proper background checks.
• Understanding negligent hiring cases
• Using social media to conduct background checks
• Basic operation of the Fair Credit Reporting Act (FCRA) for employers.
• Impact of Federal Trade Commission (FTC) staff opinion letters.
• New cases and future trends.
• How to comply with the complex law known as FCRA

In this program, you’ll learn how to:

• The difference in interpretation of who is disabled under the “old” ADA and the “new” ADA. 
• Why pre-amendments resulted in cases rarely getting past the issue of whether an employee met the definition of “disability.”
• What do we mean about the “interactive process”?
• What does the ADA and the EEOC require an employer to do during the interactive process? 
• Steps to take during the interactive process.
• What happens when there is a breakdown during the interactive process?
• Do you always have to give the employee the accommodation s/he requests?
• What examples do the statute and EEO regulations give as possible reasonable accommodations?
• Why you must distinguish between essential and marginal functions of a position when making reasonable accommodation decisions. 
• How to make sure courts will give deference to your definition of the “essential” functions of a position.
• Is attendance always an essential function of a position?  Why are the courts and the EEOC not seeing eye to eye on this issue?

In this program, you’ll learn how to:

• Understanding the EEOC’s approach regarding employer liability for quid pro quo harassment and hostile working environments – who does the EEOC consider as a supervisor?
• Defining quid pro quo harassment
• Defining hostile working environment
• Employer obligations when the alleged harasser is a customer
• Defining when an employee has engaged in protected activity
• New EEOC approach to retaliation claims
• Tips in conducting a proper investigation
• What the EEOC wants to see in your policies and harassment training
• Proper documentation of an harassment investigation

In this program, you’ll learn how to:

• Keys to Solving Record Retention Issues: What’s Required By Law
• How to determine a record’s retention & storage period
• Tips For a Strong Electronic Record Retention Program
• Paper vs. paperless: How your retention obligations change
• Establish policies for electronic records: Email, IM, & Web content
• What records should be kept when an employee leaves?