EMPLOYMENT LAW VIDEO COURSES

WHAT THE HECK HAPPENED IN THE LAST 10 YEARS? EMPLOYMENT LAW UPDATE?

Description

Are You REALLY Up To Date On All Of These Changes FROM THE LAST 10 YEARS!

  • Why is your Harassment Training OUTDATED, and how should you redesign your training to comply with the at do you have to comply with the NEW 2016 EEOC GUIDELINES?
  • Why is it now an unfair labor practice to have a “NO DISCUSSION OF INVESTIGATION” RULE?
  • What is the CAT’S PAW THEORY, and how will it INVALIDATE YOUR INVESTIGATIONS?
  • How can the “HONEST SUSPICION” rule save you from lawsuits?
  • Why does a supervisor’s “SILENCE” equal “APPROVAL”?
  • What NEW ACCIDENT REPORTING REQUIREMENTS did OSHA adopt in 2016?
  • What NEW POST-ACCIDENT DRUG TESTING REQUIREMENTS did OSHA adopt in 2016?
  • Why do your SAFETY INCENTIVE PROGRAMS VIOLATE OSHA’s new standards?
  • What NEW PENALTY SCHEDULE did OSHA adopt in 2016?
  • Why is your POST ACCIDENT SUBSTANCE ABUSE POLCIES ILLEGAL?
  • Do you have to keep granting ADDITIONAL EXTENSIONS FOR LEAVE OF ABSENCE under the ADA?
  • What EXACTLY does an employee have to say to request an ADA ACCOMMODATION?
  • What does an employer do when an employee is UNABLE to request an ADA accommodation?
  • Can employers FORCE employees to use their FMLA leave?
  • What does an employee have to prove to win damages for EMOTIONAL DISTRESS?
  • What clause should be included in EVERY contract to ensure employees won’t breach?
  • What did the Ohio Supreme Court say about OBSERVED URINE TESING?
  • When are employee’s Facebook posting PROTECTED SPEECH and when are THEY NOT?
  • What did the courts say about employees WALKING OFF THE JOB and their ADA RESTRICTIONS?
  • When does an employer have to let a disabled employee TELECOMMMUTE?
    …and MUCH, MUCH more…

Join Scott Warrick, one of Ohio’s most popular speakers, as he reviews the most recent and most important employment law changes and updates in his own unique, practical and entertaining style. Scott will not only inform you of these important changes, but he will use his 40 years of Employment Law and Human Resource Management experience to tell you how to use this information IMMEDIATELY!

IN THIS SESSION, ATTENDEES WILL LEARN:

  1. What important changes have occurred at the Department of Labor and NLRB,
  2. What important changes have occurred in case law,
  3. What important changes have occurred in the government regulations and
  4. What important legislative changes have occurred.

 

Understanding the New FMLA of 1993 – 5 Hours of Videos and Handouts

Description

Join one of Ohio’s most popular speakers as he reviews how the FMLA has COMPLETELY CHANGED under the new regulations. Learn how the FMLA has changed and why it is now one of the most dangerous laws out there for employers. Scott will show you how to how to use this information IMMEDIATELY with his own “rubber hits the road” approach as a 40 year human resource professional and employment attorney.

In this program, you will learn:

  • When is an employer “ON NOTICE” of an FMLA condition?
  • What is a “SERIOUS HEALTH CONDITION” under the FMLA?
  • How do you count MILITARY SERVICE towards FMLA eligibility?
  • How do you count the amount of FMLA time off an employee gets for leave…including mandatory overtime?
  • How should employers coordinate FMLA leave with other leaves, such as sick time, vacation time, holidays and so on?
  • Who qualifies as a “CHILD”?
  • How has the Department of Labor changed the definition of “PARENT”?
  • How should employers count HOLIDAY time off under the FMLA?
  • How are “SAME SEX MARRIAGES” viewed under the FMLA?
  • What does it mean to “CARE FOR A COVERED FAMILY MEMBER”?
  • What does it mean to provide “PSYCHOLOGICAL COMFORT” for a covered family member?
  • When can employers ask employees for a MEDICAL CERTIFICATION or a RETURN TO WORK SLIP…and when CAN THEY NOT?
  • What FMLA Notice requirements are placed upon EMPLOYEES…and which are placed on EMPLOYERS?
  • What is the difference between a “General Notice,” an “Eligibility Notice,” a “Rights and Responsibilities Notice” and a “Designation Notice”…and when do you use each one?

CREDITS

This program has been approved for 5 hours of SHRM and HRCI recertification credits.

FORMAT

The entire program is 5 hours in duration. It is also broken down into 17 video sessions. You can watch each INDIVIDUAL video session at a time or all 5 hours at once. A massive 60 page handout is also included.

You will also get 1.25 hour video specially designed for what supervisors, which comes with a 26 page handout.

CONTENTS

This session includes:

  • The entire 5 hour training program
  • This course broken down into 17 individual classes so you can watch specific topics.
  • A 60 page handout
  • A 1.25 hour Supervisor Training Video
  • A 26 page Supervisor Program handout
  • A Certificate of Completion

VIEW FMLA COMPLETE 5 HOUR COURSE OUTLINE

SAMPLE CLIPS

SUPERVISOR PROGRAM

This program has a Supervisor Program that is 1.25 hours long so you can train your supervisors in what they need to know about recognizing and complying with the FMLA. The Supervisor Program comes with a 26 page handout.

VIEW FMLA SUPERVISOR 1.25 Hour COURSE OUTLINE

 

Understanding the New ADA of 1990 – 5 Hours of Videos and Handouts

Description

Join one of Ohio’s most popular speakers as he reviews how the ADA has COMPLETELY CHANGED under the ADA Amendments Act of 2008 and its corresponding new regulations. Learn how the ADA has changed and why it is now one of the most dangerous laws out there for employers. Scott will show you how to how to use this information IMMEDIATELY with his own “rubber hits the road” approach as a 40 year human resource professional and employment attorney.

In this program, you will learn:

  • What do the NEW 2011 ADAAA REGULATIONS say and how they have changed the ADA?
  • What conditions are on the new ADA’s “VIRTUALLY ALWAYS” list…and why are so many of your employees now covered by the ADA?
  • What did the courts say about “ATTENDANCE” and “PUNCTUALITY” under the ADA?
  • How does the new ADA define “ESSENTIAL FUNCTIONS”?
  • Why is it ILLEGAL to require employees to sign LAST CHANCE AGREEMENTS when they voluntarily go into rehab?
  • Why are your “NO LIGHT DUTY RULE” and “100% RETURN TO WORK” policies illegal under the ADA?
  • How does the new ADA define “SUBSTANTIALLY LIMITED”?
  • How have the courts treated “TELECOMMUTING” and “FLEXTIME” under the ADA?
  • What are you required to do under the “INTERACTIVE PROCESS”?
  • Are “ANGER ISSUES” covered by the ADA?
  • When can you conduct “MEDICAL” and “DRUG” testing under the ADA…and when can you not?
  • What do you need to do to comply with the new ADA?

CREDITS

This program has been approved for 5 hours of SHRM and HRCI recertification credits.

FORMAT

The entire program is 5 hours in duration. It is also broken down into 13 video sessions. You can watch each INDIVIDUAL video session at a time or all 5 hours at once. A massive 77 page handout is also included.

You will also get 2 hour video specially designed for what supervisors, which comes with a 35 page handout.

CONTENTS

This session includes:

  • The entire 5 hour training program
  • This course broken down into 13 individual classes so you can watch specific topics.
  • 77 page handout
  • 2 hour Supervisor Training Video
  • 35 page Supervisor Program handout
  • Certificate of Completion

VIEW ADA COMPLETE 5 HOUR COURSE OUTLINE

SAMPLE CLIPS

SUPERVISOR PROGRAM

Again, this program has a Supervisor Program that is 2 hours long so you can train your supervisors in what they need to know about recognizing and complying with the ADA. The Supervisor Program comes with a 35 page handout.

VIEW ADA SUPERVISOR 2 HOUR COURSE OUTLINE

 

“You’re Doin’ It Wrong!” How To Comply With The New EEOC Harassment Training Guidelines

Description

Did you know the EEOC’s HARASSMENT TRAINING GUIDELINES includes these topics:

Bystander Intervention
Conflict Resolution
Define “Bullying”
Social Media
Tolerance

  • What is the DIFFERENCE between BULLYING and HARASSMENT?
  • How can you IMMEDIATELY identify a “BULLY”?
  • What is the PROPER WAY to address a bully?
  • Why did the EEOC say that LAWYER TRAINING has only made everything WORSE?
  • Why do “ZERO TOLERANCE” policies do more harm than good?
  • What is BYSTANDER INTERVENTION and why is it the most effective way to stop BULLYING?
  • Why is CONFLICT RESOLUTION now a vital part of your harassment training?
  • Why is ENABLING also now a vital part of your training?
  • What is ILLEGAL RETALATION?
  • Why is RETALATION the #1 charge filed with the EEOC … and what do you do about it?
  • Why are employers RESPONSIBLE for what their employees do OFF THE JOB … and what do you need to do about it?
  • How is it so important to address SOCIAL MEDIA in your training?
  • How should you incorporate SEXUAL ORIENTATION and GENDER IDENTITY as PROTECTED CLASSES under Title VII into your training?
  • What is the DIFFERENCE between a HOSTILE ENVIRONMENT and WHAT IS OFFENSIVE?
    …and MUCH, MUCH more…

Join Scott Warrick as he reviews with you what the EEOC now wants employers to include in their harassment training in order to prevent these problems from happening in the first place. Scott will not only inform you of what the law requires, but he will use his 40 years of Human Resource and Employment Law experience to tell you how to use this information IMMEDIATELY!

In this session, you will learn:

  1. How the EEOC’s new HARASSMENT TRAINING GUIDELINES have changed your training.
  2. Why the EEOC is now focused on creating CIVIL and “SAFE WORK ENVIRONMENTS.
  3. The difference between LEGAL BULLYING and ILLEGAL WORKPLACE HARASSMENT.
  4. What the EEOC says employers need to do to PREVENT HARASSMENT.

Oh No! It’s Wage and Hour! (Understanding the FLSA of 1938) – 4 Hours of Videos and Handouts

Description

The Fair Labor Standards Act is as confusing as Employment Law gets–learn everything you need to know about the FLSA. Scott will show you how to how to use this information IMMEDIATELY with his own “rubber hits the road” approach as a 40 year human resource professional and employment attorney.

In this program, you will learn:

  • What do the REGULATIONS say about who is EXEMPT and NON-EXEMPT from overtime pay…and what does that MEAN?
  • What are the DUTIES TESTS for the EXECUTIVE, ADMINISTRATIVE and PROFESSIONAL EXEMPTIONS?
  • Who is exempt under the OUTSIDE SALES exemption?
  • Who is an EMPLOYEE and who is an INDEPENDENT CONTRACTOR?
  • How is OVERTIME CALCULATED and paid?
  • What is “ROUNDING”…and how do I use it for “clocking in and clocking out”?
  • How must your TIME CARDS be filled out?
  • When can you put nonexempt employees on a FLUCTUATING WORK WEEK Pay Agreement?
  • Can I DEDUCT money owed to me from my employees’ wages without a signed agreement?
  • How long do LUNCHES have to be in order for them to be unpaid?
  • Do I have to give my employees BREAKS?
  • When are breaks UNPAID?
  • When do I have to pay for TRAVEL TIME?
  • When do I have to pay for time spent TRAINING my employees?
  • What is a BLENDED HOURLY RATE and how does it work?
  • What is COMPENSATORY TIME…and when can you use it?
  • What is the SALARY TEST and how does it work today?
  • What DAMAGES are allowed under the FLSA?

CREDITS

This program has been approved for 4 hours of SHRM and HRCI recertification credits.

FORMAT

You can download and watch this video on any digital device. This program is broken down into 18 video sessions. You can watch each INDIVIDUAL video session at a time or all 4 hours at once. A massive 67 page handout is included.

CONTENTS

This session includes:

  • This course broken down into 18 individual classes so you can watch specific topics.
  • The entire 4 hour video program
  • 67 page handout
  • Certificate of Completion

VIEW FLSA SESSIONS OUTLINE

SAMPLE CLIPS

EXECUTIVE EXEMPTION

EXEMPT v NONEXEMPT

TIME CARDS AND ROUNDING

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