ON SITE TRAINING
Attorneys in the Employment, Labor, Benefits and Immigration Practice Group provide customized management training for individual clients as well as for industry groups. Designed to engage the participants, the training is interactive and, at the same time, business focused. The training can be geared toward a particular audience—for example, senior management, HR professionals or in-house counsel. The training can also be structured to apply to supervisors and managers.
Some of the topics on which we provide training include:
ADA: Disability determinations; reasonable accommodation process; undue hardship defense
Affirmative Action: Who is an applicant; tracking applicant flow data; good faith efforts in addressing underutilization issues
Attacking Attendance Problems: Various approaches for managing attendance problems; protected absences; EEO considerations
Background Checks: Reference checks; criminal and credit checks; educational verification
Benefit Plan Administration: Fiduciary duties; HIPPA considerations; common “administrative” mistakes
Business Ethics: Confidentiality; conflicts; compliance
Diversity / Glass Ceiling: Business benefits; conscious and unconscious bias; achieving greater diversity without unlawful discrimination
Documenting Discipline: Do's and don'ts of communicating performance deficiencies; common documentary mistakes uncovered in litigation
EEO Essentials: Overview of discrimination, harassment and retaliation prohibitions; application to employment decisions
Employee v. Independent Contractor: Overview of relevant factors; pros and cons of using independent contractors; developing independent contractor agreements
Ethical Issues for In-House Counsel: Dual capacity; conflicts; confidentiality and privilege
E-Verify: When it applies; how to administer; common traps
Fiduciary Duty for Benefits Administrators: Legal duties; best practices; common mistakes
FMLA: Covered absences; managing employee absences; medical documentation and other employer protections
Immigration: Permanent and temporary hiring of non-U.S. citizens; managing petitions; I-9 compliance
Leadership: Practical tips on developing supervisors and managers into effective leaders
Interviewing: Behavioral questions; subjective criteria and decision making; when cultural fit is not legit
Investigations: Practical road map from intake to resolution; legal and practical minefields
Managing Leaves of Absence: FMLA; ADA; USERRA; state leave laws
Performance Appraisals: Documenting performance; "proxy" adjectives and other EEO danger zones
Protecting Your Business: Confidentiality agreements; non-solicitation agreements; non-compete agreements
Record Retention / Preservation: Record retention guidelines; "litigation hold" process; preservation of electronically stored information
Sexual and Other Unlawful Harassment: Illegal/inappropriate behaviors; affirmative supervisory responsibilities; focus on workplace romance
Substance Abuse: Detection and referral; work rules; development of drug and alcohol testing policies; return-to-work agreements
Termination Event: What, when and where; severance and general release agreements; and other post-termination issues
Union Prevention: Early detection of union organizing efforts and rapid response; do’s and don’ts; taking away the union’s issues
Wage and Hour: Exempt Employees: Exempt responsibilities under federal and state law; salary basis and improper deductions; self-audits
Wage and Hour: Non-Exempt Employees: Determining what is “time worked”; permissible and impermissible deductions; calculating regular rate for overtime purposes; self-audits
Workplace Violence: Prevention in terms of policies and training; reaction in terms of crisis management protocols
For Additional Information
For additional information, please contact Jonathan A. Segal at 215.979.1869 or jsegal@duanemorris.com.
The description of the results of any specific case or transaction contained herein does not mean or suggest that similar results can or could be obtained in any other matter. Each legal matter should be considered to be unique and subject to varying results.