HR News Break

qualification certification experience
Mike Penn
Congratulations to our most recent participants who passed their Certification Exams!

Robert Parker Jr., MPS, SPHR

Elga’s knowledge and guidance throughout the SPHR preparation process was invaluable. Her understanding of the body of knowledge and her instructional skills enable her clients to learn the material and more importantly, apply the concepts to human resource situations. I would recommend Elga to anyone who is preparing for the PHR or SPHR certification.

Melinda Tipton, SPHR

I would recommend attending Elga’s 1-week PHR/SPHR prep course. It was the perfect way for me to prepare for the test. I was able to escape my normally hectic life and focus my attention on my career goals for five days. Elga was very knowledgeable as well as entertaining. I scheduled my test date for shortly after the class and I PASSED the test!

Blake Brown, FPC, PHR

I took Elga’s week long PHR/SPHR certification prep class and a week later passed my test!!! She is very high energy and gives you a great foundation. Definitely recommend her class to strengthen your knowledge before the test.

Gina Lopez PHR, FPC

I attended Elga’s class in Los Angeles at the end of January 2018. So excited to say I passed the PHR test! Her class provided all the essential tools needed to pass the exam. Elga’s tips and materials prepare you fully to take the test. Her course is easy to follow and entertaining! I found the test not to be as difficult as I thought it was going to be. Due to Elga’s teachings you have all the resources needed to be successful. Thank you Elga!

Shari (Kroningold) Hahn, PHR

I recently attended Elga’s PHR/SPHR exam and recently passed the exam. I would without a doubt recommend her class to anyone looking to take one of these exams. She is a wealth of knowledge and genuinely cares about you understanding the material, doing well and passing. She is very patient and brings a lot of enthusiasm to her class which I really appreciated. While the course was an intense 5 days, she made it enjoyable and was extremely engaging. The classes are small which made for a positive learning environment. I would recommend Elga – she knows her stuff!

Amber Evaro, PHR

I took my PHR Exam just 4 short days after I attended Elga’s Exam Prep Workshop and passed! Elga is an amazing instructor and all around great human being. It is EXTREMELY important to her that others succeed in really anything that they do. I was amazed that she took such a huge body of knowledge and was able to cover and help actually retain the information she was teaching. When I felt overwhelmed, she reassured me with confidence that we would cover all the material needed and she kept her promise! As soon as I began the exam, I smiled, answers were coming to me with confidence and ease. I think the most unique thing about her course is that not only does she teach you the knowledge and concepts, she really helps you understand how to take the exam. I would recommend this workshop to anyone including someone who has very little HR Experience or knowledge. Thank you Elga!! next stop, SPHR!

Nicola White, PHR

Elga, I just took the PHR exam and passed!!! I attended your workshop in Nashville at the end of August and finally felt confident enough to take the exam. The resources you gave to me really helped prepare me for the exam. The process was intimidating, but the exam was not as difficult as I thought it would be, because I was thoroughly prepared! I’m now going to start preparing for the SPHR certification. I hope to make it to your next Nashville workshop! You’re awesome!

Lauren Ryerson, SPHR

I took Elga’s PHR/SPHR course in October 2017 and it was incredible! Not only did I learn a ton, but I felt really confident in taking the SPHR exam after the course. I am usually not a good test taker, but Elga is a wonderful instructor and so knowledgeable in the HR world that she really helped calm my nerves. She will help you in any way that she can and can answer any question. She gives you great tips on what to watch for in the exam, what material will most likely be on the exam that you should focus on, and a TON of study materials to use and review after the course. I had a wonderful experience and I really and truly think anyone who is going for their PHR or SPHR should spend the time and money and take Elga’s course. You will not regret it! I am also happy to say that I passed the SPHR exam in November 2017! THANK YOU ELGA!!!

Veronica Reveron, PHR

Elga is the best on what she does. I participated in one of her 5 days workshop to get ready for my PHR Exam. She not only gave us all the materials and and all the practice exams but she also shared with us all her knowledge and experiences in all the subjects. I’ll definitely recommend her to anyone looking to have the best and more complete PHR/SPHR workshop possible. I passed my PHR test on the first try. Thanks Elga!

Audra Augustin, PHR

I’m happy to say after attending Elga’s PHR/SPHR 5-day workshop, and receiving the training materials to study for my PHR exam, I passed on my first attempt! I would definitely recommend her workshop for those wanting to obtain their certification. She is extremely thorough and knowledgeable because she has real world experience. Elga is also very encouraging and makes the learning experience fun. Thank you Elga!

David Lilly

I have just about completed Elga’s training on employment law. I must say this may be the best training I’ve ever attended. Elga is such a good communicator and she has wonderful presentation skills. She makes the training very interesting. When I was told I needed to attend this training my first thought was I don’t have time for more boring training on employment law. It didn’t take long the first day for Elga to have my complete attention. This lady is amazing, she knows what she’s talking about because she’s lived it. I would highly recommend any training that she is offering. Thanks Elga.

Melissa Evans, PHR

Elga creates a learning experience that is for all types of learners. Her positive upbeat energy is contagious and you will remember information she presents. I had the opportunity to attend Elga’s PHR/SPHR Exam Prep Workshop in October of 2017, and have bragged about Elga’s extensive knowledge of Human Resources to all of my peers practicing HR since leaving her class. I am truly confident in stating I am a Human Resources Professional because of the knowledge and tools Elga shared with me. Most of all I appreciate the passion Elga has for everything she does, she followed up with me after her class to make sure I was studying and keeping a positive attitude. Elga was the first one to call and congratulate me after I received my preliminary PASS results a week after her Workshop. Elga genuinely wants others to succeed and follow their passion in life. I would recommend getting to know Elga, she is an amazing person!

Crystal L.B. (Bagnardi) McBride, SPHR

I highly recommend Elga’s PHR/SPHR course to all HR professionals aspiring to achieve their certifications. Elga’s passion for HR and her ability to relate study material topics to real world HR situations was instrumental in my preparation for the SPHR exam. She has helpful and mindful tips and learning tricks to help students grasp and retain the information presented in her seminar. Because of Elga’s effective teaching methods I was able to pass the SPHR exam (my first attempt) 3 days after completing her course. Thank you, Elga!

Dr. David W. Guess, CDS, SPHR

Rarely would one find a formal written endorsement from me regarding testimonials. I try and only do this when I feel the person is clearly above and beyond in their professionalism and ability to influence others through their leadership.

One such person, Elga Lejarza of Lejarza HR Consulting is a person of influence in the field of human resources. In May of 2017, I attended the SPHR preparatory course led by Elga. I routinely refer to this course as a “Total Emersion Course.”

The course is designed with one primary goal: to successfully navigate and pass the rigorous SPHR exam. You will not have a single wasted moment with Elga, every minute of her workshops is spent with you, the client, and your success. Upon completion of this “emersion experience,” I sat for the SPHR exam in Lexington, KY. one week later. Result: PASS! It is with great pleasure and deserved distinction that I personally recommend Lejarza HR Consulting.

In my opinion, Elga has no competition at her level; there are just other people teaching PHR/SPHR courses.

Thank you, Elga. You represent our profession in a mighty way.
Dr. David W. Guess, SPHR.

Coleen Stelter, SHRM-CP

I took Elga’s 5 day SHPR/PHR Certification prep class in March 2016. Elga is extremely knowledgeable and communicates very well – her method of teaching isn’t just reading she give examples from her vast experience which makes learning so much easier if you can apply to a real life situation. Her passion for the field of HR is addicting. I would highly recommend this class to anyone pursuing their SPHR/PHR Certificate. Everything you need to pass is in this class – and with such a great teacher you can’t fail! I took the test May 16, 2016 and passed! THANK YOU ELGA!

Join us in Washington, DC for a 5 Day in-Person or via Live Webinar PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp starting 4/22/2019

Join us in Washington, DC for a 5 Day in-Person or via Live Webinar SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp starting 4/22/2019 and led by Elga lejarza-Penn! We are a Certified Exam Preparation Provider with HRCI and our instructor-led SHRM-CP, SHRM-SCP, PHR, SPHR exam preparation courses are designed to help Human Resource Professionals pass their SHRM-CP, SHRM-SCP, PHR, SPHR certification exam on the first try!

Why You Should Attend This Workshop

Don’t just take our word for it, take a look at what our participants have to say!  Testimonials and Success Stories  Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP or SHRM-SCP Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Holding a PHR, SPHR, SHRM-CP or SHRM-SCP will not only help improve your work performance, but it provides a powerful boost to career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP or SHRM-SCP certification generally tend to make more money than peers who do not. So what are you waiting for? Enroll today to start earning your HR certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with, and are designed to help you pass, the exam. The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Materials:

We also give you instructions for applying and registering for the SHRM-CP, SHRM-SCP, PHR, SPHR exam!

Bonus Re-Sit Policy: Any participant is welcome to attend a future PHR, SPHR, SHRM-CP or SHRM-SCP Exam Prep Workshop program free of charge within 12 months of the original program date. Training materials not included.

Agenda  (We Meet Each Day from 8am to 5pm Local Time)

DAY 1 and Day 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Health and Security
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

DAY 3

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • OSHA
  • Homework – Practice Exam and Reading Assignment

DAY 4

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

Day 5

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing / selecting, implementing / administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

Join us in Charlotte, NC for a 5 Day in-Person or via Live Webinar PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp starting 6/10/2019

Join us in Charlotte, NC for a 5 Day in-Person or via Live Webinar SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp starting 6/10/2019 and led by Elga lejarza-Penn! We are a Certified Exam Preparation Provider with HRCI and our instructor-led SHRM-CP, SHRM-SCP, PHR, SPHR exam preparation courses are designed to help Human Resource Professionals pass their SHRM-CP, SHRM-SCP, PHR, SPHR certification exam on the first try!

Why You Should Attend This Workshop

Don’t just take our word for it, take a look at what our participants have to say!  Testimonials and Success Stories  Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP or SHRM-SCP Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Holding a PHR, SPHR, SHRM-CP or SHRM-SCP will not only help improve your work performance, but it provides a powerful boost to career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP or SHRM-SCP certification generally tend to make more money than peers who do not. So what are you waiting for? Enroll today to start earning your HR certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with, and are designed to help you pass, the exam. The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Materials:

The 2019 Complete HRCP Program: Print Edition which includes:

  • 900+ pages of content covering the five functional areas tested on the exam in print format
  • 600+ HR QuikStudy Flash Cards
  • 800+ practice questions with answers, feedback, and page references

We also give you instructions for applying and registering for the SHRM-CP, SHRM-SCP, PHR, SPHR exam!

Bonus Re-Sit Policy: Any participant is welcome to attend a future PHR, SPHR, SHRM-CP or SHRM-SCP Exam Prep Workshop program free of charge within 12 months of the original program date. Training materials not included.

Agenda  (We Meet Each Day from 8am to 5pm Local Time)

DAY 1 and Day 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Health and Security
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

DAY 3

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • OSHA
  • Homework – Practice Exam and Reading Assignment

DAY 4

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

Day 5

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing / selecting, implementing / administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

Patricia Jacobson, PHR

Thank you Elga for hosting the 5 day PHR/SPHR prep class. The training and materials you supply were so helpful in passing my exam. You are so passionate about helping people advance their knowledge. If anyone is struggling with studying please check out all the options Elga and Mike offer. They have a program that could fit your schedule like week long class or evening 8 week webinar and more. Again thank you so much.
Patricia Jacobson, PHR (look at those lovely letters after my name😀)

Ray Brewster, SPHR

I recently completed the SPHR certification process, and truly believe the training Elga gave me was the primary reason I was able to pass the test. I would recommend her training program to anyone who is seeking their HR certification as the lecture, training material and practice tests will prepare you to meet the challenge. Thank you Elga. I could not have done it without your help.

Tamara Lawrence, SPHR

Elga, Great news! I am so excited… I passed the SPHR exam on Friday! Your webinars were very instrumental! Your dedication to preparing others for this exam, as well as having a keen interest in our professional development, is outstanding! I will be sure to recommend my colleagues! Thanks again!

Christina Reising, PHR, SPHR, SHRM-CP

If you have attempted the PHR and/or SPHR and did not pass, you know that painful feeling—the one that knocks you down and basically paralyzes you with fear of failing again—I experienced that in 2015. I finally decided to try again so I attended Elga’s 5-day workshop in Nashville in March 2018. I could tell very quickly that Elga knew the material, was invested in seeing all participants pass and was committed to boosting our confidence. Elga achieved this by explaining the concepts behind the material and by providing great test taking tips. After the workshop, I submitted my SPHR application. However, I waited until September 2018 to test because I was still scared. A week before my test date, I reviewed all the materials that Elga provided during class and it was as though I could hear Elga right there reviewing the material, giving the tips and cheering me on. Not only did I pass, but I received very high marks on each area. I remember thinking during my test, “this is easy,” and “this wasn’t like the last time.” I believe that Elga’s training and support played a huge role in what I was feeling and why I passed. So, if you’ve taken either test and did not pass—connect with Elga. If you haven’t taken either test and want to pass–connect with Elga. Thanks, Elga!

Laura (Whittaker) Didonna, SPHR

Elga is a top notch instructor! She not only teaches the material but she has no problem pausing her lecture and answering specific questions to make sure you are comprehending what she is teaching. She is a great source of encouragement and support prior to your test and one of the first to Congratulate you when you pass.

Katherine Rinaldi, PHR

I took Elga’s PHR/SPHR training class at the end of July 2018 and sat for my exam two weeks later. Thanks to Elga’s teachings and the materials she provided, I was able to pass my exam on the first try! Thank you, Elga!

Mike Penn, aPHR

How fortunate am I to be married to the best HR Instructor in the industry?!?!  I’m just an ‘IT Guy’ but after sitting through some of the PHR and SPHR Workshops I’ve become an expert in HR!  I took the aPHR Exam and passed with ease and high scores.  I can tell you that everything that Elga teaches and the way that she teaches it is way more effective and far above and beyond ANYTHING I’ve seen from the competition.  Not only that, the care and attention that she gives each and every participant to make sure they have the knowledge and skills to pass their exam(s) is far above and beyond any instructor in any industry that I’ve ever seen!  Thank you Elga for being such a great instructor, mentor and role model not only for the HR Professionals but for all people.

Anabel Saunders, PHR

I have so much to say about Elga. Saying how knowledgeable she is in her field and how wonderful she is might be repetitive (which by the way she really is!) I want to share something more about her. Elga is a real mentor. The type of mentor that we read about in the books but if we are lucky enough we might find in real life. She not only helped me be more successful in all different areas of HR but she always was really there for me. She made sure that I stayed strong in this challenging journey to get my PHR certification. Her classes are the perfect balance of in depth learning and fun.
Elga, thank you truly

Shawn Marie Irula, PHR

I took Elga’s prep class the beginning of August. I took what I learned and the study materials she provided and studied for the next three months. I took my book and flashcards everywhere with me. It all paid off! November 1 I took my certification test and passed on my first try. I credit that to Elga! Thank you so much for your passion for HR and your dedication to helping HR professionals, like me, earn their Certification. Please excuse me while I go change my name and add my PHR credentials!!! 🙌🏼🙌🏼

Jill Alarcon, SPHR

I attended Elga’s PHR/SPHR workshop in DC this past August 2018. She is not only extremely thorough in helping her students prepare for this certification exam, but she goes above and beyond to ensure you are prepared. She was personally invested in my success, providing me with video recordings, practice exams and even taking time out of her busy day to prep me by phone. I would recommend Elga 1000 times over to ANYONE interested in obtaining their HR certification or attending any of her other training offerings in the field. Outside of the course and preparation for my exam, I have found Elga to be an incredible mentor in the HR industry. Aside from her insane expertise, she is a captivating story-teller. Her path to success one I’ll take with me and I plan to stay in touch with Elga on her journey, both professionally and personally.

Thank you, Elga, for being my instructor, cheerleader, supporter and (hopefully) forever mentor!

Marybeth (Wittekind) Sharpe, PhD

There is no better teacher and coach of the HR Body of Knowledge than Elga. Elga has an unbelievable understanding of HR and how to apply it and teach it (she uses real life scenarios and provides the “why” behind laws and policies so that you comprehend and remember them). She is committed to ensuring that her clients and students truly understand this body of knowledge and have what it takes to pass their HR exams (PHR, SPHR) with flying colors. When you take a course from Elga, you are not just signing up for a course – you are signing up for a coach/mentor who will coach you outside of course hours and well after the course. With Elga, you will have a HR coach and mentor for life! Thank you so much Elga for coaching me and enabling me to pass my PHR with confidence!!!

Rachel Cantrell, SPHR

Today I passed the SPHR certification exam on the FIRST time to take the exam. I could not have done this without Elga’s workshop, instructions, and continual care that she gives each one of her students.

Thank you so much Elga!!!! You are the best!

Michelle Vidal, SHRM-SCP

Today I passed my SHRM-SCP certification on my first try. I have been taking Elga’s on-line courses for the last 10 weeks and she did an amazing job of preparing me for the exam. Her classes have been engaging and filled in all the blanks I needed to know to pass the exam. I highly recommend her courses for anyone seeking a professional certification in HR!

Michelle Vidal SPHR, SHRM-SCP

Just a few days after wrapping up Elga’s on-line course, I passed my SHRM-SCP on the first try and 5 days later, I also passed my SPHR on the first try! I cannot thank Elga enough for her support and guidance. I learned so much from her on-line classes but in addition, she also spent several hours on one-on-one sessions with me in order to ensure my success. I’m very grateful for her dedication and again would highly recommend her courses for anyone seeking a professional certification in HR!

Diana Darty, SHRM-CP

Elga, I want to thank you once again for the fantastic preparatory course that assisted me with successfully passing the SHRM-CP examination today. Your workshop materials, coursework, one-on-one sessions, skills, knowledge and expertise were noteworthy contributions to my success! Kudos to you and your entire team! Diana Darty, Director of Support Services, UTLA

Dan Perkins, SPHR

I took Elga’s 5 day prep course for the SHRM exam in mid December 2018. I felt it was especially helpful to drill down in the specifics of union regulations and laws that were unfamiliar to me while also revisiting general employment law as a refresher among other topics. I also appreciated her insight into how the exam was structured and some tips on how to successfully anticipate the exam’s approach to evaluating knowledge. Elga’s training style also helps a participant remember the material because she interlaces humorous stories from her HR experience and provides memory cues, that combined with repetition, was helpful to me. She has an amazing energy level and she exhibits care for participant learning and mastery. I give her credit for helping me thoroughly prepare for (and helping me pass) my exam utilizing her study materials and classroom instruction. I highly recommend her to you if this is your objective.

Tawnya Hall, PHR

If you are looking for a comprehensive, knowledgeable, in depth trainer with a personal touch, look no more, Elga & HRTrainingClasses.com is for you. Elga and her team want you to succeed and the effort they put forth proves that true. I took Elga’s 8 week PHR/SPHR Exam Prep Webinar. After the initial webinar, I was thrilled whenever Elga offered for us to join another webinar if we felt the need to. I wholeheartedly appreciated this and took full advantage of it. Elga provided me with her wealth of Human Resources knowledge along with online resources, a manual, flashcards and personal one-on-one sessions leading up to my exam which fully prepared me to pass my PHR Exam on the first attempt. I cannot express my gratitude enough to Elga and her team. Thank you so much Elga & Team! Tawnya Hall, PHR

Diana Darty, SHRM-CP, SPHR

Elga, I cannot thank you and your team enough for the magnanimous manner in which you supported my success on both the SPHR and the SHRM-CP. The materials were delivered quite proficiently. I was impressed with the registration process, materials, and follow-up from start to finish. I would also like to reiterate the importance of the one-on-one sessions. The personalized coaching is unheard of in most industries. Your passion, knowledge and follow through were greatly appreciated. Although, I am a veteran HR professional, your “associations” and the manner in which you presented the materials resonated with me throughout the testing process. Appreciatively, Diana Darty, Director of Support Services, UTLA

Live 10 Week Evening Online SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep training Course (Starting 6-4-2019)

***Online Edition of Training Materials/eBooks will be provided***

Presenter: Elga Lejarza-Penn

Duration:  10 Weeks (50 Hours)

Start Date:  June 4th, 2019

The Live 10 Week Evening Online Webinar Led by Elga Lejarza-Penn – SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep training course consists of a total of 20 2-1/2 hour sessions. Classes are Tuesdays and Thursdays from 8:00PM to 10:30PM EDT. Each sessions Recorded Link will be available within 48 hrs after completion of each evening session and will remain available to participants for 60 days after the course ends.  The Webinar registration link will be emailed to you and the training materials will be shipped to you after you purchase the program so that you have them ahead of the start date. We are a Certified Exam Preparation Provider with HRCI and our instructor-led aPHR / PHR / SPHR exam preparation workshops are designed to help Human Resource Professionals pass the aPHR, PHR, SPHR, SHRM-CP or SHRM-SCP certification exam on the first try!

Schedule

  • Tue, Jun 4, 2019 8:00 PM – 10:30 PM EDT
  • Thu, Jun 6, 2019 8:00 PM – 10:30 PM EDT
  • Tue, Jun 11, 2019 8:00 PM – 10:30 PM EDT
  • Thu, Jun 13, 2019 8:00 PM – 10:30 PM EDT
  • Tue, Jun 18, 2019 8:00 PM – 10:30 PM EDT
  • Thu, Jun 20, 2019 8:00 PM – 10:30 PM EDT
  • Tue, Jun 25, 2019 8:00 PM – 10:30 PM EDT
  • Thu, Jun 27, 2019 8:00 PM – 10:30 PM EDT
  • Tue, Jul 9, 2019 8:00 PM – 10:30 PM EDT
  • Thu, Jul 11, 2019 8:00 PM – 10:30 PM EDT
  • Tue, Jul 16, 2019 8:00 PM – 10:30 PM EDT
  • Thu, Jul 18, 2019 8:00 PM – 10:30 PM EDT
  • Tue, Jul 23, 2019 8:00 PM – 10:30 PM EDT
  • Thu, Jul 25, 2019 8:00 PM – 10:30 PM EDT
  • Tue, Jul 30, 2019 8:00 PM – 10:30 PM EDT
  • Thu, Aug 1, 2019 8:00 PM – 10:30 PM EDT
  • Tue, Aug 6, 2019 8:00 PM – 10:30 PM EDT
  • Thu, Aug 8, 2019 8:00 PM – 10:30 PM EDT
  • Tue, Aug 13, 2019 8:00 PM – 10:30 PM EDT
  • Thu, Aug 15, 2019 8:00 PM – 10:30 PM EDT

What’s Covered

Your Exam Prep Workshop includes modules that align with, and are designed to help you pass, the exam. The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Materials:

The 2019 Complete HRCP Program: Print Edition which includes:

  • 900+ pages of content covering the five functional areas tested on the exam in print format
  • 600+ HR QuikStudy Flash Cards
  • 800+ practice questions with answers, feedback, and page references

We also give you instructions for applying and registering for the SHRM-CP, SHRM-SCP, PHR, SPHR exam!

Bonus Re-Sit Policy: Any participant is welcome to attend a future PHR, SPHR, SHRM-CP or SHRM-SCP Exam Prep Workshop program free of charge within 6 months of the original program date. Training materials not included.

Our 10 Week Online PHR, SPHR, SHRM-CP or SHRM-SCP Exam Prep Training runs every 10 weeks.

Agenda

Sessions #1, 2, 3, 4 & 5

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Health and Security
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

Sessions #6, 7, 8 & 9

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • OSHA
  • Homework – Practice Exam and Reading Assignment

Sessions #10, 11, 12 & 13

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

Sessions #14, 15 & 16

Total Rewards: Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program
  • Compensation Laws and Regulations
  • Module 4 Post Test

Sessions #17, 18 & 19

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing / selecting, implementing / administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program
  • Compensation Laws and Regulations

Session #20

Final Practice Exam and Review

Jordan Phillips, SHRM-CP

Elga took the time on a Friday evening to call me right before my SHRM-CP exam. Several of the items that we discussed at a high level were on my exam. I can only imagine had I reached out sooner how much more prepared I would have been. Not only did we cover material, but she gave me a confidence boost that I needed to hear. Would recommend reaching out to Elga to discuss your future plans for certifications. Thank you Elga.

Franki Coulter, SPHR

Elga is an amazing trainer. She is passionate about learning and ensuring that her clients have everything they need to be successful. She sincerely cares about each of her clients and is proud of their achievements. I took Elga’s 5-day course to prepare for the SPHR Exam. As someone with a demanding job, I appreciated the compact days and the study tools to utilize after the course. I had everything I needed to be successful, and most importantly I passed on the first try! Thank you. Elga!

Lydia Cruz, PHR

I can not find enough words to express my gratitude to Elga and her team for preparing me take and pass the PHR exam. Elga is very knowledgeable in the Human Resources field and provides top notch training. I highly recommend HRTrainingClasses.com for any HR training needs. #investinyourself

Brandy Lee, PHR

Elga, thank you again for all of your support in accomplishing myPHR. You went above and beyond to ensure I had all of the resources to pass! I look forward in watching your business grow. XoXo Blee

Sandra Medina, PHR

Today, I passed my PHR Test. It would not have been possible without the help and dedication of Elga Lejarza of HR Training Classes.com. Sometimes things in our life get in the way of us succeeding. I did not pass my first time around due to life getting in the way but Elga worked with me the next time around to make sure I passed. Without paying additional monies, I was able to sit in on the eight week webinars and she met with me and drilled me for the last six weeks before I took my test. I am indebted to Elga, Mike, Carmen and Annabel for their hard work and making learning fun. Elga’s stories of the different ideas she gave us to remember something were very helpful. Thank you, Sandy

Romaine Scott, SPHR

Elga is a true subject matter expert! With her unique gift of personality and presentation, one is sure to leave her session elevated in knowledge as well as confidence to not just pass the exam, but be a better HR practitioner!!

Mike Penn, aPHR, PHR, SPHR, SHRM-CP

Update:  As of May 14th I’ve also passed my SHRM-CP!

Update:  As of March 21st I’ve passed my SPHR too!

Wow!!! We always joke around that I’m ‘Just an IT Guy’ but today I’ve become a ‘PHR® Certified IT Guy’! There is no doubt in my mind that you ARE the best HR instructor especially when it comes to preparing people for their HR Certification Exams! I’ve listened to many other speakers, both in the HR field and in many other fields and without a doubt, you will not find a more dynamic, charismatic, engaging, intelligent, effective and passionate speaker as you Elga! Thank you for all that you do and thank you for all of the knowledge that you have imparted on me that has enabled me to pass this ‘monster exam’ called PHR!!!

Shane Sixsmith, PHR

I was told while working in the HR Department that it was time to go out and get my PHR certification. At first I was lost, not knowing where to look or where to go. Then I met Elga and HRTrainingClasses,com. Elga is a one stop shop for anything that you or your company needs for HR training and/or getting prepared for HR certifications. I joined Elga in a PHR training seminar in Nashville and was shocked at the little content that I actually knew. However, Elga was there with all the answers and support that I needed to pass the test. I cannot recommend the seminars enough, Elga has a way of making the content easy to relate to, and provides real life examples so that you actually comprehend the content. Now I have passed my PHR exam and owe a lot of it to Elga and her team.

HR Certification Exam Prep Classes like the one Shane took

Celita Boursiquot, PHR

Elga, You told me that you want to make people the best version of themselves by passing the exam. I’m happy to say I passed my exam 😁thanks to you. Your energy is contagious; weird to say this but I listen to your lessons so much I can hear your voice all the time. The materials you provided are on point, so I didn’t have to look elsewhere for details. I’m so happy to have taken investigation as well as the PHR classes with you. Thank you so much, Celita Boursiquot

Brandy Jinks, PHR

I attended Elga’s 5 day PHR certification class in Miami and her expertise and knowledge is top notch! She makes learning fun and I remembered specific examples of her training when I was taking my PHR exam, which I passed in February 2019. Thank you for being so passionate about what you teach!!

Nancy Zapata, PHR

Hello everyone just wanted to highly recommend Elga for her amazing services and expertise on Human Resources. I have attended several of her training’s and workshops to prepare myself to pass the PHR exam and with her help and experience everything has been so much easier. Today, I finally took my exam and I’m happy to announce that I passed my PHR exam. Thank you Elga for all your help and support.

Taren Hall, PHR

The PHR exam seemed incredibly intimidating, but Elga’s training made it easily attainable. The training Elga provided was spot-on to the questions and subjects of the exam. And the one-on-one sessions were tailored to my specific needs, which proved again how much Elga wanted me to succeed. If you decide to take any HR certification exam, you MUST seek out Elga to help you prepare. That was one of the best decisions I’ve made in my career! Thank you, Elga and Mike, for your tremendous support. I wouldn’t have been able to do it without you!

4 Week Live Evening Online aPHR Exam Prep Boot Camp Webinar (Starts May 29 2019)

Join us 5/29/19 online via Webinar for the best 4 week aPHR Instructor Led Online exam prep “Boot Camp” course! This course covers everything you will need to pass the aPHR exam including 2 free hours of one-on-one training before you take the aPHR exam to ensure you are ready for the exam!  We meet from 8pm to 10pm ET every Monday and Wednesday Evening starting May 29th.  Once you register for the class the training materials will be shipped to you and you will receive an email with the information you need to login to the Live Webinar.

Schedule

  • Wed, May 29, 2019 8:00 PM – 10:00 PM EDT
  • Mon, June 3, 2019 8:00 PM – 10:00 PM EDT
  • Wed, June 5, 2019 8:00 PM – 10:00 PM EDT
  • Mon, June 10, 2019 8:00 PM – 10:00 PM EDT
  • Wed, June 12, 2019 8:00 PM – 10:00 PM EDT
  • Mon, June 17, 2019 8:00 PM – 10:00 PM EDT
  • Wed, June 19, 2019 8:00 PM – 10:00 PM EDT
  • Mon, June 24, 2019 8:00 PM – 10:00 PM EDT

Why You Should Attend This Course

This course covers everything you will need to pass the aPHR exam including 2 free hours of one-on-one training before you take the aPHR exam to ensure you are ready to pass the exam!  Not only that, it will give you the knowledge and confidence to become the best HR Professional or Manager one can be!

Do you know what you are expected to do to maintain compliance with all the employment laws such as FMLA, ADA, PDA, USERRA, ERISA, COBRA, HIPAA, FLSA,  EPA, ADEA, IRCA, NLRA, DFWA, GINA  how to deal with cases of sexual harassment, discrimination, FMLA requests, ADA and Religious accommodation requests? Are you familiar with the Older Workers Benefit Protection Act, with the Lilly Ledbetter Fair Pay Act, do you know who Peggy Young is? Do you know how long you retain I-9 forms for inactive employees, how long you retain personnel records after employees leave the company, what steps to take during an employee’s termination process to avoid a wrongful discharge lawsuit, how to properly handle suicidal comments in the workplace, how to address hygiene issues with employees or how to manage an inclusive workplace with employees with physical and cognitive disabilities? What about how to maintain an engaged team, how to reduce turnover to retain talent, how to conduct thorough investigations? If you answered “no” to any of these questions, don’t you worry. you have found the right training course that will provide with all the tools necessary to not only pass the aPHR exam but to be the best HR Professional or Manager one can be!

In this course we will be focusing on the same 6 functional areas that the aPHR Exam is based on:

  • Functional Area 1 – HR Operations (38%)
  • Functional Area 2 – Recruitment and Selection (15%)
  • Functional Area 3 – Compensation and Benefits (14%)
  • Functional Area 4 – Human Resource Development and Retention (12%)
  • Functional Area 5 – Employee Relations (16%)
  • Functional Area 6 – Health, Safety and Security (5%)

You Receive the Following Training Materials:

  • The 2019 aPHR Certification Preparation Program: Print Edition includes:
    • 400+ pages of content covering the six functional areas tested on the exam in print format
    • 300+ HR QuikStudy Flash Cards
    • 14 online practice exams with answers, feedback, and page references
    • the Online Guide for Successful Exam Preparation, includes study and test taking tips
    • Index and Key Terms
    • sample study schedules available on HRCP’s website

Learning Objectives:

  • Learn what HR’s role is today
  • Learn the “Alphabet Soup” of Compliance (Employment Laws)
  • Understand the FMLA Process from A-Z
  • Learn about The Americans with Disability Act compliance, the interactive process and reasonable accommodation
  • Learn how to manage an inclusive workplace with individuals with different physical and cognitive disabilities
  • Learn the legal way to confront an employee you suspect is abusing drugs, alcohol or other substances
  • Learn about Religious reasonable accommodations
  • Learn about compliance with the recruiting process
  • Understand compliance obligations under IRCA
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid being personally liable for unlawful work practice
  • Learn how to avoid age discrimination charges or claims when managing older workers
  • Understand what exactly wage discrimination means
  • Learn about the Lilly Ledbetter Law
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions
  • Understand compliance obligations under the NLRA
  • Learn about Social Media Employment Policies and the NLRA’s opinion
  • Learn about Employer’s obligations with Employee Relations complaints/investigations
  • Planning your career’s next steps in HR

Topics covered include:

  • The HR Profession today
  • Title VII of the Civil Rights Act of 1964
  • Title VII of the Civil Rights Act of 1991
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Lilly Ledbetter Fair Pay Act
  • Pregnancy Discrimination Act (PDA)
  • Peggy Young vs UPS
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Employee Retirement Income Security Act (ERISA)
  • Consolidated Omnibus Benefits Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)
  • Older Workers Benefit Protection Act (OWBPA
  • Immigration Reform and Control Act (IRCA)
  • Drug-Free Workplace Act (DFWA)
  • Recruiting, Interviewing and Hiring
  • Employee Relations/ Handling Special Issues and Situations
  • Investigations/Confidentiality
  • Employee Turnover
  • Employee Engagement
  • Records Retention
  • Your Next Steps in HR

Who will Benefit:

  • Recent College Graduates seeking a career in Human Resources
  • Armed Service Men and Women making the transition to civilian life seeking a transition into Human Resources
  • Professionals Seeking a Career Transition into the Human Resources Field
  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Complimentary (Free) 90 Minute aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Webinar (4/19/2019)

Join Elga and Mike for a Complimentary (Free) 90 Minute SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Webinar on Friday April 19th 2019 from 2pm to 3:30pm EDT!

15 years ago having an HR Certification was hot and it seems that this fever is not going away! Today more than ever before, the letters “aPHR, SHRM-CP, SHRM-SCP, PHR, SPHR” after your last name are held in high regard. We just need to browse the HR job postings to know that this is true. Most of the HR Management, HR Director and HR Generalist Positions list under “Preferred Qualifications” PHR / SPHR or SHRM-CP / SHRM-SCP Preferred and in some cases it’s required!

We live in a very competitive market and we know that for every one of these positions recruiters receive hundreds and hundreds of applications. HR Professionals with no HR Certifications are in at a disadvantage but that can be easily corrected by getting your HR Certification which will give you the credibility that will move your resume to the top!

According to a survey done by Payscale.com, HR professionals who are certified make substantially more than their non-certified counterparts.  According to Payscale’s survey, the pay difference for a certified HR professionals compared with those without certification is nearly $20,000 difference.  Let’s say an average of 30 years that an HR Professional will work during his or her life, that is a total of $600,000. Yes, it is true that numbers vary across different industries and parts of the country, but on average undoubtedly, the certification pays off big!

Supervisors of HR Teams, recognize that HR Certifications are a powerful maker of an HR Professional’s potential value to an organization. Two out of three supervisors prefer hiring certified HR Professionals. Some of the reasons are:

  1. We tend to think that certification sends a signal that the individual is committed to the profession and competent in the field, after all, you have proven you have mastered the body of knowledge in Human Resources.
  2. Supervisors report certified HR Professionals have greater potential for higher level positions
  3. Supervisors report certified HR Professionals are more effective at carrying out strategic HR tasks and have more expertise.
  4. When you have a certification, people will respect you more, your recommendations and your decisions. Additionally, your certification increases your professional confidence, sets you apart from your peers and you gain new skills from the prep process.
  5. Higher career satisfaction is observed in HR Professionals who hold Certifications which result in higher HR employee engagement which creates a domino effect resulting also in higher overall employees’ engagement.

Key Topics to be addressed include:

  • Identify the key reason why you should move forward to obtain your professional HR certification
  • The differences between aPHR / PHR / SPHR and SHRM-CP / SHRM-SCP
  • The history of HR Certifications
  • New changes with the certification Test Period
  • The bodies of knowledge in the different certifications
  • The steps you need to take to earn a certification
  • The qualification requirements according to the type of HR Certification
  • Exam fees according to the type of certification
  • The skills & confidence needed to pass the aPHR, SHRM-CP, SHRM-SCP, PHR, SPHR Exams
  • The Re-certifying Process
  • Tips/Secrets to pass the aPHR, SHRM-CP, SHRM-SCP, PHR, SPHR
  • Available Resources to help you pass the HR Certification Exam

Areas Covered in the Session:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards
  • Exam Preparation Resources:**
    • 10 Week aPHR, SHRM-CP, SHRM-SCP, PHR, SPHR Evening Online Preparation Course (50 Hours of Live Instruction)
    • 5 Day Live Exam Preparation “Boot Camps”
    • 4 Week aPHR Evening Online Preparation Course
    • 2 Day aPHR Exam Preparation Webinar
    • 8 hour Webinar
    • Recorded Sessions

Who Will Beneift:

  • HR Professionals
  • HR Generalists
  • HR Managers
  • HR Directors
  • HR Consultants
  • Employee Relations Professionals
  • All Managers
  • Those looking to transition into an HR Career

2-Day FMLA, ADA and PDA Certificate Program (Starts 8-26-2019)

HRCI and SHRM Approved Provider SM

HRCI – 12 HR(General) Credits

SHRM – 12 PDC’s

Join us In-Person in Greenville, SC or Online via Live Stream / Webinar for our Instructor-Led 2-Day In-Person FMLA, ADA and PDA Certificate Program.  This is a thorough Certificate Program Training which will provide you with the tools and resources you need to maintain compliance with these three important laws and regulations and to serve as your organization internal consultant to minimize organizational risk.

Schedule

  • Mon, August 26, 2019 10:00 AM – 6:00 PM EDT
  • Tues, August 27, 2019 10:00 AM – 6:00 PM EDT

Why You Should Attend This Workshop

  • Would you like to know the American with Disability Act and the Family Medical Leave Act?
  • Do you feel you can master activities such as engaging in the Interactive Process, review, select and provide Reasonable Accommodations?
  • Can you say that you are complying with all the Family Leave Act’s obligations and responsibilities especially with constant and latest changes?
  • Do you want to have the peace of mind that you are protecting not just your organization but also yourself?

Recent Equal Employment Opportunity Commission and Wage and Hour Division-U.S. Department of Labor’s lawsuits highlight importance of adopting comprehensive procedure for managing ADA and FMLA.

No, I am not saying that you need to go to Law School and get a Doctor of Juridical Science degree on Employment Law in order to survive the tsunami of litigations and astonishing well-publicized lawsuits and settlements we read about every week. All you need is to sharpen your skills and enrich your career by attending this 2 Day Certificate Program on FMLA & ADA. This is a thorough Certificate Program which will provide you with the tools and resources you need to maintain compliance with these two important laws and regulations and to serve as an internal consultant to minimize organizational risk. Always remember, it is better to deal with the issues “in-house”, rather than in the “Court-house”.

Seminar Fee Includes:

Free consulting service on questions related to Certificate Program for 3 months starting the day of the seminar. Participant will be provided with an email address and they will get a response within 48 hours.

  • Seminar Material
  • Hard copy of presentation
  • Interactive Process Package
  • Certificate

Learning Objectives:

  • Review the History of the FMLA
  • Understand who are “Covered Employers” under the FMLA
  • Identify who are “Eligible Employee” under the FMLA
  • Assess FMLA qualifying events
  • Learn what is considered “Serious Health Conditions” under the FMLA
  • Review who is a Family Member under the FMLA
  • Define “Locus Parentis”
  • Learn about special case when using FMLA with Spouses employed by the same Employer
  • Learn about the different types of FMLA Leave
  • Review who is a “Health Care Provider” under the FMLA
  • Evaluate the “Certification of Health Care Provider” for employee’s own serious health condition and for family member
  • Learn how to handle Incomplete Certifications
  • Clarify when a “Recertification” is needed
  • Understand the different way to Determine the “12 month period” under the FMLA
  • Discuss employee’s Intent to return to work or intent not to return to work
  • Evaluate employer’s request for Fitness for Duty Certification/Return to Work Note
  • Discuss how critical is a “Timely return to work” under the FMLA
  • Gain a strong understanding that 12 weeks is not always equivalent to 480 hours
  • Review the protection to “Maintain Group Health Benefits” under the FMLA
  • Clarify who has Job Restoration and who does not
  • Define the term “Key or Highly Compensated Employee”
  • Determine what is an “Equivalent Position” under the FMLA
  • Learn about the Military Caregiver Leave
  • Learn about the Qualifying Exigency Leave
  • Discuss Substitution of Paid Leave
  • Review Recordkeeping requirements
  • Gain a basic understanding of the importance on Investigating FMLA fraudulent cases
  • Clarify FMLA Interference
  • Review FMLA Discrimination and Retaliation
  • Gain a strong understanding on the lesson we can learn from Maria Escriba’s case
  • Review the History of ADA
  • Learn what is ADA and what employment practices are unlawful under ADA
  • Review a list of the most common disabilities under ADA
  • Clarify protection difference under ADA between Alcoholism and drug addiction
  • Identify “Major Life Activities”
  • Understand compliance with the Voluntary Self Identification Form
  • Learn the definition of disability under ADA
  • Clarify the differences between ADA and ADAA
  • Review the definition of “Impairment” under ADA
  • Assess the term “Substantial Limitation”
  • Review “Major Bodily Functions” under ADA
  • Clarify the term “Mitigating Measures”
  • Review exceptions to the term Disability
  • Define who is a “Qualified Individual” under ADA
  • Gain a strong understanding of the Interactive Process
  • Review the tool provided to document the Interactive Process
  • Discuss examples of Reasonable Accommodations
  • Identify Essential Functions vs. Marginal function under ADA
  • Clarify the term “Undue Hardship”
  • Review the Recruitment Process involving applicants with Disabilities
  • Review some Reasonable Accommodations provided to potential candidates with disabilities
  • Review JAN – Job Accommodation Network
  • Review important ADA cases

Topics covered include:

  • ADA History
  • 7% Utilization Rate and the Voluntary Self-Identification of Disability Form
  • Americans with Disabilities Amendment Act (ADAAA)
  • Definition of Disability under ADA
  • “Being regarded” prong under ADA
  • Major life activities
  • Definition of “Substantial Limitation” under ADA
  • Compliance obligations under ADA
  • Protected Classes under ADA
  • The Interactive Process
  • Reasonable Accommodation Process
  • Examples of Reasonable Accommodations
  • Most common disabilities under ADA
  • Protection for alcoholism vs. drug use under ADA
  • The ADA and Persons with HIV/AIDS
  • Definition of Mitigating Measures under ADA
  • Direct Threat Defense
  • Hardship Defense
  • Definition of “Qualified Individual” under ADA
  • Posting Notices
  • Confidentiality and ADA
  • FMLA History
  • Covered Employers/Eligible Employees
  • “Loco Parentis” under the FMLA
  • Coverage of adult children under the FMLA
  • FMLA Qualifying Events
  • Notice Requirements
  • Certification of Serious Health Condition under the FMLA
  • Authentication and clarification of Certification
  • Employee Protections under the FMLA
  • Substitution of Paid Leave
  • Limitations to FMLA Protections
  • Employer Notification Requirements under the FMLA
  • Methods to establish the 13-month period under the FMLA
  • Calculation of Leave under the FMLA
  • Leave under the FMLA for spouses working for the same employer
  • Military Caregiver Leve
  • Qualifying Exigency Leave
  • Next of Kin
  • Employers’ prohibited actions under the FMLA
  • Exercises/Activities on ADA and FMLA

Who will Benefit:

  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Day 01(10:00 AM – 6:00 PM)

  • FMLA & ADA Compliance Update Certification Program
  • 10:00 – 11:15 – FMLA History
    • 1984 First written draft in FMLA
    • 1993 FMLA was passed signed by President Clinton
  • 11:15 – 12:30 – Family Medical Leave (FMLA) Basics
    • Employer/Employee Eligibility
    • FMLA qualifying events
    • Types of FMLA: Continuous/Intermittent/Reduced schedule
    • Who is a family member under FMLA
    • Loco Parentis
    • Coverage of Adult Children under the FMLA
    • FMLA and Common Law Marriages
    • Type of documentation needed for Baby Bonding
    • Leave under the FMLA for Spouses working for the same Employer
    • FMLA and PTO
    • FMLA Activities
    • Military Family Leave Provisions
    • Qualifying Exigency
    • Serious Health Condition under FMLA
    • 12-Month Period under FMLA
    • Protections under FMLA
  • 12:30 – 1:30 – Employer Notification Requirements
    • General Notice for all employees
    • Notice in Employee’s handbook
    • Eligibility Notice
    • Rights and Responsibilities Notice
    • Designation Notice
    • Certification of Health Care Provider
    • When is Recertification Needed?
    • 7 days to “cure the deficiency” period
    • Authentication and Clarification
    • Second and third opinions
  • 1:30 – 2:00 – Health Care Providers and Tracking and Method for taking FMLA
    • Who is a Health Care Provider
    • Certifications from other countries/other language
    • Methods for tracking the 12 month period
    • Changing to a different Method
    • Calculating amount of Intermittent hours
    • Special Rule for Airline Flight Crew Employees
    • Educational Agencies and The FMLA
  • 2:00 – 3:00 – Lunch
  • 3:00 – 4:00 – Protection and Maintenance of Group Health Benefits
    • Reinstatement to an Equivalent Position
    • Exemption for Key or Highly Compensated Employees
    • Intent to Return to Work
    • Fitness for Duty Certification
    • Requesting Re-Certifications
    • Timing Reinstatement returning from FMLA
    • Group Health Plan Coverage
    • Employee payment of Health Premiums
    • Premium recovery when an employee quits
  • 4:00 – 4:30 – Military Caregiver Leave and Qualifying Exigency
    • Leave Entitlements
    • Next of Kin
    • Single 12 Month period
    • Certification Requirements for Military Caregiver Leave
    • Qualifying Exigency Categories
    • Certification Requirements for Qualifying Exigency Leave
    • Recordkeeping Requirement
  • 4:30 – 5:00 – FMLA and Other Laws
    • The FMLA and the Pregnancy Discrimination Act of 1978 (PDA)
    • Leave as “Reasonable Accommodation” under ADA
    • The FMLA and the Genetic Information Nondiscrimination Act
    • The FMLA and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
    • The FMLA and Workers’ Compensation Laws
  • 5:00 – 6:00 – FMLA Retaliation/Interference/Retaliation/Discrimination Cases
    • FMLA Personal Liability
    • Duty to Investigate Fraudulent cases
    • Maria Escriba Case
    • Las Vegas’ FMLA Case

Day 02(10:00 AM – 6:00 PM)

  • 10:00 – 10:15 – ADA History
  • 10:15 – 11:30 – ADA Basics
    • Compliance obligations under ADA
    • 7% Utilization Rate
    • Titles of ADA
    • Americans with Disability Amendment Act (ADAAA)
    • Disability Definition
    • Impairment Definition
    • Substantial Limitation Definition
    • List of Major Life Activities
    • Physical Impairment
    • Mental Impairment
    • Major Bodily Functions
    • Mitigating Measures
    • Examples of “Being Regarded as”
  • 11:30 – 12:30 – ADA Basics continuation
    • Most Common Disabilities
    • Title VII of the Civil Rights Act of 1964
    • Pregnancy Discrimination Act of 1978 (PDA)
    • Family & Medical Leave Act (FMLA)
    • The Pregnant Workers Fairness Act
    • The ADA and Person with HIV/AIDS
    • Protection for alcoholism vs drug users under ADA
    • Disorders not considered Disabilities under ADA
    • Direct Threat Defense
    • Qualified Individual under ADA
    • Essential Functions vs. Marginal Functions
    • Undue Hardship Defense
  • 12:30-1:00 – The Recruitment Process and ADA
    • Examples of Reasonable Accommodations during the Recruitment Process
    • Identifying if candidate is a “qualified Individual”
    • Obligations even with candidates
    • Hearing Impaired Candidate Example
  • 1:00 – 2:00 – Lunch
  • 2:00 – 4:00 – The Interactive Process/Reasonable Accommodations
    • Initiation of the Interactive Process
    • Who is involved in the process
    • Confidentiality
    • Selection of Reasonable Accommodation
    • Reasonable Accommodation = Effective Accommodation
  • 4:00 – 5:00 – The Interactive Process/Reasonable Accommodations
    • Timing Requirement and follow up
    • Examples of Reasonable Accommodations
    • askjan.org
    • Diabetic Employee Case
  • 5:00 – 6:00 – Interactive Process Exercise
  • 6:00 – 6:30 – Graduation: Certificates and Pictures

2 Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors

HRCI and SHRM Approved Provider SM

HRCI – 12.75 HR(General) Credits

SHRM – 13 PDC’s

Join us In-Person in Greenville, SC or Online via Live Stream / Webinar for our Instructor-Led 2 Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors.  If you supervise at least one employee you need to be knowledgeable with Employment Laws to avoid costly lawsuits, judgments, settlements and to reduce employee complaints and claims. The amount of discrimination, harassment, retaliation and other claims filed with the EEOC and the Department of Labor continue to rise every year. Now more than ever, HR Professionals, managers and supervisors need to understand and be familiar with employment laws because they share responsibility with HR to ensure their interactions and relations with employees are compliant with federal and state employment laws. One single lawsuit can have damaging and costly effects to the organization. Violating an employment law is a very high-ticket price to pay. The check that the company will have to write would include a lot of zeros on it. To help our HR Professionals, Managers and Supervisors succeed and to protect our organizations from legal entanglements, we need to train them on essential Employment Laws.

This training contains everything our Managers and Supervisors need to know to succeed and to protect our organizations by complying with Employment Laws by doing the right thing from a moral, ethical and legal way. Always remember that it is better to deal with issues internally rather than in the courthouse.

Bonus Material:

  • Employment Retirement Income Security Act (ERISA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)

Learning Objectives:

  • Learn about significant changes in Labor and Employment Laws since the 1990s.
  • Understand the foundation of all Employment Laws.
  • Learn about prohibitions under Title VII of the Civil Rights Act.
  • Learn about Religious reasonable accommodations.
  • Learn how to avoid EEOC claims and litigation.
  • Learn how to maintain a harassment free workplace.
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about the different FLSA Exemptions.
  • Learn about FLSA records retention.
  • Familiarize with Youth Employment Standards.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid wage and hour headaches.
  • Learn how to comply with the Family Medical Leave Act: Eligibility and timing requirement.
  • Master the headache of FMLA tracking.
  • Learn to identify what is a serious health condition and what is not.
  • Learn how to handle special situations such as spouses working for the same company.
  • Learn that “480” hours are not set in stone.
  • Learn about job restoration rights under FMLA.
  • Learn how to avoid being personally liable for unlawful work practice.
  • Learn about The Americans with Disability Act compliance and reasonable accommodation.
  • Learn to distinguish what is a Disability under ADA and what is not.
  • Learn about different types of reasonable accommodation.
  • Learn where to find resources and assistance with reasonable accommodation.
  • Learn about “Major Life Activities”.
  • Learn about the confusing “Mitigating Measures” concept.
  • Understand the “Undue Hardship” defense.
  • Understand the “Direct Threat” defense.
  • Learn the legally safe way to confront an employee you suspect is abusing drugs, alcohol or other substances.
  • Learn about the importance of “Job Descriptions” with ADA.
  • Learn how to avoid age discrimination charges or claims when managing older workers.
  • Familiarize with the Older Workers Benefit Protection Act of 1990 (OWBPA).
  • Learn about “Mandatory Retirement” for certain positions.
  • Understand what exactly wage discrimination means.
  • Learn about the Lilly Ledbetter Law.
  • Learn about OSHA Law and regulations.
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions.
  • Learn about concerted activities.
  • Learn about Social Media Employment Policies and the NLRA’s opinion.
  • Meet “GINA” and learn when we are violating “GINA” and when we are not.
  • Learn about the Employment Retirement Income Security Act of 1974 (ERISA)
  • Familiarize with the Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • Learn to comply with the Health Insurance Portability and Accountability Act (HIPAA)
  • Learn about the Uniformed Services Employment and Reemployment Rights Act (USERRA)

Areas Covered:

  • Title VII of the Civil Rights Act
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The American with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Occupational Safety and Health Act (OSHA)
  • Pregnancy Discrimination Act (PDA)
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)

Who will Benefit:

  •     Managers
  •     Supervisors
  •     Executives
  •     HR professional
  •     HR Generalist
  •     Employee Relations Persons
  •     Consultants
  •     Small Business Owners

Agenda

 Day 01(10:00 AM – 6:00 PM)

10:00-11:00 Significant Changes in Labor and Employment Laws since 1990

  •         New Laws and Amendments in the 1990’s
  •         Rise of Employment claims
  •         Training a vital business investment

11:00-12:00 Title VII of The Civil Rights Act of 1964

  •         Prohibitions under Title VII of the Civil Rights Act of 1964
  •         Recruiting, Hiring and Advancement
  •         Quid pro quo vs Hostile work environment harassment
  •         Religious Accommodations
  •         1991 Amendment

12:00-1:00 Fair Labor Standard Act (FLSA)

  •         The need to create the FLSA
  •         Obligations under the FLSA
  •         Overtime Rules
  •         Child labor
  •         Recordkeeping
  •         “White Collar” exemptions
  •         Break time for nursing mothers
  •         Safe Harbor Policy

1:00-2:00 Family Medical Leave Act (FMLA)

  •         Employer/Employee Eligibility
  •         FMLA qualifying events
  •         Continuous/Intermittent/Reduced schedule
  •         Who is a “family member” under FMLA
  •     12:00-1:00 Lunch

2:00-3:00  Lunch

3:00-4:30 Family Medical Leave Act (FMLA) Continuation

  •         Serious Health Conditions
  •         Protections under FMLA
  •         “Equivalent Position”
  •         Timing requirements
  •         Requesting Re-certification

4:30-6:00 The American with Disabilities Act (ADA)

  •         Compliance obligations under ADA
  •         Definition of Disability
  •         ADA vs. ADAAA
  •         Most common disabilities
  •         Drugs and alcohol under ADA
  •         Undue hardship defense
  •         Direct threat defense
  •         Reasonable Accommodation Process

Day 02(10:00 AM – 6:30 PM)

10:00-11:00 Age Discrimination in Employment Act (ADEA)

  •         Prohibition of age discrimination
  •         The Older Workers Benefit Protection Act of 1990
  •         Waivers of ADEA Rights

11:00-12:00 Equal Pay Act

  •         Obligations under the Equal Pay ACT
  •         Wage gaps 50 years after EPA
  •         Lilly Ledbetter Act
  •         Exceptions to Equal Pay

12:00-1:00 Occupational Safety Health Act (OSHA)

  •         OSHA Compliance – Must know basics/Newest regulations
  •         Preventing common workplace hazards
  •         Record-keeping
  •         Preparation for OSHA Site Visit
  •         Reducing workplace violence

1:00-2:00 Pregnancy Discrimination Act (PDA)

  •         Fundamental PDA Requirements
  •         Extent of PDA coverage
  •         Medical conditions related to pregnancy or childbirth
  •         Reasonable accommodations
  •         Unlawful discharge during pregnancy or parental leave
  •         States with greater PDA obligations

2:00-3:00 Lunch

3:00-5:00 National Labor Relations Act (NLRA)

  •         Protections under the NLRA
  •         Right-to-work states
  •         Reasons why employees organize
  •         Union organizing campaign
  •         NLRA “Concerted Activities”
  •         Social Media and the NLRA

5:00-6:00 Genetic Non-Discrimination Act (GINA)

  •         Reasons for GINA
  •         Definition of Genetic Information
  •         Prohibitions under GINA
  •         Tests not considered genetic tests
  •         Exceptions to the acquisition of Genetic Information
  •         GINA’s rules on confidentiality
  •         GINA and EEOC charges

Bonus:

  •         Employee Retirement Income Security Act (ERISA)
  •         The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
  •         Consolidated Omnibus Budget Reconciliation Act (COBRA)
  •         Health Insurance Portability and Accountability Act (HIPAA)

6:00-6:30 Graduation: Certificates and Pictures

Tanuka Mustafi, PHR

I met Elga on Linkedin when I was anticipating taking HR certification. I was particularly impressed by some of the very genuine recommendations she had on Linkedin.  Being a recruiter I had very limited HR Domain knowledge. Elga helped me to master the concepts. She has a brilliant way to make her students understand the concepts, whether they are laws , benefits administration or business strategy principles. Her breadth of experience in HR and teaching them for so long, gave me the edge on what to expect in the exam and master the more important topics. Anyone who is seriously considering to take up any HR Certifications should get in touch with her and won’t be disappointed.

Khoi Evans Luevano, PHR

I’m excited to announce that I passed the PHR today and it would not have been possible without HRtrainingclasses.com! Elga has a wealth of practical HR knowledge, is supportive, funny and truly an amazing facilitator. If you are looking for boost in your career or perhaps a brush up on your HR knowledge, then HRtrainingclasses.com offers boot camps, webinars as well as one-on-ones! Highly recommend it.

Toni Garrett, BA, PHR

If you are seeking your HR certification, I would highly recommend Elga and her team. Elga is very very knowledgeable in all aspects of Human Resources. Not only will she provide you with enough tools needed to prepare for the exam, she will provide personal support until you take your test. She and Mike are amazing and I couldn’t have done this without them!! Thank you Elga and Mike!

Char Spring, MBA, PHR

I cannot say enough good things about Elga and her Team. I found HRTraining classes and attended a free seminar on preparing for my HR Certification. I knew before the seminar finished I needed to join her online course, best decision I made. Elga is knowledgeable and has been supportive through my journey. Thank you Elga for giving me the tools to prepare for my exam.

Complimentary 90 minute PHR SPHR SHRM-CP SHRM-SCP Exam Prep Webinar

Join Elga and Mike for a Free 90 Minute SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Webinar on Wednesday May 15th 2019 from 2pm to 3:30pm EDT!

You are invited to a Zoom webinar.
When: May 15, 2019 2:00 PM Eastern Time (US and Canada)
Topic: Complimentary (Free – Open Registration) 90 Minute SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Webinar (5/15/2019)

Please click the link below to join the webinar:
https://zoom.us/j/398784235

Or iPhone one-tap :
US: +19292056099,,398784235# or +16699006833,,398784235#
Or Telephone:
Dial(for higher quality, dial a number based on your current location):
US: +1 929 205 6099 or +1 669 900 6833
Webinar ID: 398 784 235
International numbers available: https://zoom.us/u/a22aSYeiu

15 years ago having an HR Certification was hot and it seems that this fever is not going away! Today more than ever before, the letters “aPHR, SHRM-CP, SHRM-SCP, PHR, SPHR” after your last name are held in high regard. We just need to browse the HR job postings to know that this is true. Most of the HR Management, HR Director and HR Generalist Positions list under “Preferred Qualifications” PHR / SPHR or SHRM-CP / SHRM-SCP Preferred and in some cases it’s required!

We live in a very competitive market and we know that for every one of these positions recruiters receive hundreds and hundreds of applications. HR Professionals with no HR Certifications are in at a disadvantage but that can be easily corrected by getting your HR Certification which will give you the credibility that will move your resume to the top!

According to a survey done by Payscale.com, HR professionals who are certified make substantially more than their non-certified counterparts.  According to Payscale’s survey, the pay difference for a certified HR professionals compared with those without certification is nearly $20,000 difference.  Let’s say an average of 30 years that an HR Professional will work during his or her life, that is a total of $600,000. Yes, it is true that numbers vary across different industries and parts of the country, but on average undoubtedly, the certification pays off big!

Supervisors of HR Teams, recognize that HR Certifications are a powerful maker of an HR Professional’s potential value to an organization. Two out of three supervisors prefer hiring certified HR Professionals. Some of the reasons are:

  1. We tend to think that certification sends a signal that the individual is committed to the profession and competent in the field, after all, you have proven you have mastered the body of knowledge in Human Resources.
  2. Supervisors report certified HR Professionals have greater potential for higher level positions
  3. Supervisors report certified HR Professionals are more effective at carrying out strategic HR tasks and have more expertise.
  4. When you have a certification, people will respect you more, your recommendations and your decisions. Additionally, your certification increases your professional confidence, sets you apart from your peers and you gain new skills from the prep process.
  5. Higher career satisfaction is observed in HR Professionals who hold Certifications which result in higher HR employee engagement which creates a domino effect resulting also in higher overall employees’ engagement.

Key Topics to be addressed include:

  • Identify the key reason why you should move forward to obtain your professional HR certification
  • The differences between aPHR / PHR / SPHR and SHRM-CP / SHRM-SCP
  • The history of HR Certifications
  • New changes with the certification Test Period
  • The bodies of knowledge in the different certifications
  • The steps you need to take to earn a certification
  • The qualification requirements according to the type of HR Certification
  • Exam fees according to the type of certification
  • The skills & confidence needed to pass the aPHR, SHRM-CP, SHRM-SCP, PHR, SPHR Exams
  • The Re-certifying Process
  • Tips/Secrets to pass the aPHR, SHRM-CP, SHRM-SCP, PHR, SPHR
  • Available Resources to help you pass the HR Certification Exam

Areas Covered in the Session:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards
  • Exam Preparation Resources:**
    • 10 Week aPHR, SHRM-CP, SHRM-SCP, PHR, SPHR Evening Online Preparation Course (50 Hours of Live Instruction)
    • 5 Day Live Exam Preparation “Boot Camps”
    • 4 Week aPHR Evening Online Preparation Course
    • 2 Day aPHR Exam Preparation Webinar
    • On Demand Sessions

5 Week Live Evening Online aPHR Exam Prep “Boot Camp” Webinar (Starts Aug 5th 2019)

aPHR Exam Prep Sample Video – Questions and Answer Session

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Join us starting 8/5/19 online via Webinar for the best 5 week aPHR Instructor Led Online exam prep “Boot Camp” course! This course covers everything you will need to pass the aPHR exam including 1 free hour of one-on-one training before you take the aPHR exam to ensure you are ready for the exam!  We meet from 8pm to 10pm ET every Monday and Wednesday Evening starting August 5th.  Once you register for the class the training materials will be shipped to you and you will receive an email with the information you need to login to the Live Webinar.

Schedule

  • Mon, August 5, 2019 8:00 PM – 10:00 PM EDT
  • Wed, August 7, 2019 8:00 PM – 10:00 PM EDT
  • Mon, August 12, 2019 8:00 PM – 10:00 PM EDT
  • Wed, August 14, 2019 8:00 PM – 10:00 PM EDT
  • Mon, August 19, 2019 8:00 PM – 10:00 PM EDT
  • Wed, August 21, 2019 8:00 PM – 10:00 PM EDT
  • Mon, August 26, 2019 8:00 PM – 10:00 PM EDT
  • Wed, August 28, 2019 8:00 PM – 10:00 PM EDT
  • No Class Labor Day (Sept 2nd)
  • Wed, September 4, 2019 8:00 PM – 10:00 PM EDT
  • Mon, September 9, 2019 8:00 PM – 10:00 PM EDT

Why You Should Attend This Course

This course covers everything you will need to pass the aPHR exam including 2 free hours of one-on-one training before you take the aPHR exam to ensure you are ready to pass the exam!  Not only that, it will give you the knowledge and confidence to become the best HR Professional or Manager one can be!

Do you know what you are expected to do to maintain compliance with all the employment laws such as FMLA, ADA, PDA, USERRA, ERISA, COBRA, HIPAA, FLSA,  EPA, ADEA, IRCA, NLRA, DFWA, GINA  how to deal with cases of sexual harassment, discrimination, FMLA requests, ADA and Religious accommodation requests? Are you familiar with the Older Workers Benefit Protection Act, with the Lilly Ledbetter Fair Pay Act, do you know who Peggy Young is? Do you know how long you retain I-9 forms for inactive employees, how long you retain personnel records after employees leave the company, what steps to take during an employee’s termination process to avoid a wrongful discharge lawsuit, how to properly handle suicidal comments in the workplace, how to address hygiene issues with employees or how to manage an inclusive workplace with employees with physical and cognitive disabilities? What about how to maintain an engaged team, how to reduce turnover to retain talent, how to conduct thorough investigations? If you answered “no” to any of these questions, don’t you worry. you have found the right training course that will provide with all the tools necessary to not only pass the aPHR exam but to be the best HR Professional or Manager one can be!

In this course we will be focusing on the same 6 functional areas that the aPHR Exam is based on:

  • Functional Area 1 – HR Operations (38%)
  • Functional Area 2 – Recruitment and Selection (15%)
  • Functional Area 3 – Compensation and Benefits (14%)
  • Functional Area 4 – Human Resource Development and Retention (12%)
  • Functional Area 5 – Employee Relations (16%)
  • Functional Area 6 – Health, Safety and Security (5%)

You Receive the Following Training Materials:

  • The 2019 aPHR Certification Preparation Program: Print Edition includes:
    • 400+ pages of content covering the six functional areas tested on the exam in print format
    • 300+ HR QuikStudy Flash Cards
    • 14 online practice exams with answers, feedback, and page references
    • the Online Guide for Successful Exam Preparation, includes study and test taking tips
    • Index and Key Terms
    • sample study schedules available on HRCP’s website

Learning Objectives:

  • Learn what HR’s role is today
  • Learn the “Alphabet Soup” of Compliance (Employment Laws)
  • Understand the FMLA Process from A-Z
  • Learn about The Americans with Disability Act compliance, the interactive process and reasonable accommodation
  • Learn how to manage an inclusive workplace with individuals with different physical and cognitive disabilities
  • Learn the legal way to confront an employee you suspect is abusing drugs, alcohol or other substances
  • Learn about Religious reasonable accommodations
  • Learn about compliance with the recruiting process
  • Understand compliance obligations under IRCA
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid being personally liable for unlawful work practice
  • Learn how to avoid age discrimination charges or claims when managing older workers
  • Understand what exactly wage discrimination means
  • Learn about the Lilly Ledbetter Law
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions
  • Understand compliance obligations under the NLRA
  • Learn about Social Media Employment Policies and the NLRA’s opinion
  • Learn about Employer’s obligations with Employee Relations complaints/investigations
  • Planning your career’s next steps in HR

Topics covered include:

  • The HR Profession today
  • Title VII of the Civil Rights Act of 1964
  • Title VII of the Civil Rights Act of 1991
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Lilly Ledbetter Fair Pay Act
  • Pregnancy Discrimination Act (PDA)
  • Peggy Young vs UPS
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Employee Retirement Income Security Act (ERISA)
  • Consolidated Omnibus Benefits Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)
  • Older Workers Benefit Protection Act (OWBPA
  • Immigration Reform and Control Act (IRCA)
  • Drug-Free Workplace Act (DFWA)
  • Recruiting, Interviewing and Hiring
  • Employee Relations/ Handling Special Issues and Situations
  • Investigations/Confidentiality
  • Employee Turnover
  • Employee Engagement
  • Records Retention
  • Your Next Steps in HR

Who will Benefit:

  • Recent College Graduates seeking a career in Human Resources
  • Armed Service Men and Women making the transition to civilian life seeking a transition into Human Resources
  • Professionals Seeking a Career Transition into the Human Resources Field
  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Stephanie Kohler, PHR, SHRM-CP

Elga’s dedication and commitment to her student’s success is beyond measure! The entire team at HRTrainingClasses.com was always available and helpful. The classes were thorough and training materials were perfect for all learning styles. I passed on my first attempt, thanks Elga!

Matthew Kong, PHR

I had the privilege of enrolling in Elga’s five day PHR exam prep course in Washington DC. Elga went over all of the important topics that are relevant to the HR world. After her class, I studied her materials for one week and passed the PHR exam with ease. I highly recommend visiting her website and enrolling in one of her classes.

Daniel Duckworth, SPHR, M.A.

Elga is AMAZING! I truly cannot say enough good things about her, and her unique approach to teaching human resource professionals. I took Elga’s 10-week Online Exam Prep to prepare for the SPHR certification, and I passed it on the first time! Beyond receiving the meat and potatoes, Elga provided me with scores of helpful hints to retain information, and more importantly, synthesize it. I cannot thank her enough, and I offer up my highest endorsement.

Delaney Hedrick, SPHR

I cannot say enough positive things about the expertise of Elga as my mentor!! For the last few months she has helped me prepare for the SPHR exam. I passed my exam today and am ecstatic!! I’ve been in human resources over 15 years, but without the tools and resources provided by her and her team I really do not believe this would’ve been the reality. Her vast knowledge, supportive style, and motivation to succeed and help others to succeed are priceless! Thank you so much Elga!! I will never forget it!!

Kassy Franz (Buccilla), PHR

I recently was lucky enough to attend Elga’s PHR/SPHR Training Class in Columbus, OH. I went into the class not really knowing what to expect but knowing that my main objective was to leave the class with enough information and tools to successfully pass my PHR Certification Exam. Elga seriously blew any expectations I might have had out of the water. Her class was enjoyable, very informative and was one of the main reasons I was able to successfully pass my PHR certification exam yesterday. The PHR exam was no joke, one of the hardest things I have ever taken and I will be forever grateful to Elga for setting me up for success! Thank you for everything – I highly recommend Elga’s training courses to anyone!

Tiffani Japec, PHR

Great training program! This class covered everything needed to pass the PHR. The classes were perfect, efficient and affordable.  Elga made the classes entertaining and informative!  Thank you Elga!

5 Week Live Evening Online aPHR Exam Prep “Boot Camp” Webinar (Starts 9-23-2019)

Join us starting 9/23/2019 online via 2-Way Interactive Live Stream Webinar for the best 5 week aPHR Instructor Led Online exam prep “Boot Camp” course! This course covers everything you will need to pass the aPHR exam including 1 free hours of one-on-one training before you take the aPHR exam to ensure you are ready for the exam!  We meet from 8pm to 10pm ET every Monday and Wednesday Evening starting Sept 23rd.  Once you register for the class the training materials will be shipped to you and you will receive an email with the information you need to login to the Live Webinar.

Schedule

  • Mon, September 23, 2019 8:00 PM – 10:00 PM EDT
  • Wed, September 25, 2019 8:00 PM – 10:00 PM EDT
  • Mon, September 30, 2019 8:00 PM – 10:00 PM EDT
  • Wed, October 2, 2019 8:00 PM – 10:00 PM EDT
  • Mon, October 7, 2019 8:00 PM – 10:00 PM EDT
  • Wed, October 9, 2019 8:00 PM – 10:00 PM EDT
  • Mon, October 14, 2019 8:00 PM – 10:00 PM EDT
  • Wed, October 16, 2019 8:00 PM – 10:00 PM EDT
  • Mon, October 21, 2019 8:00 PM – 10:00 PM EDT
  • Wed, October 23, 2019 8:00 PM – 10:00 PM EDT

Why You Should Attend This Course

This course covers everything you will need to pass the aPHR exam including 2 free hours of one-on-one training before you take the aPHR exam to ensure you are ready to pass the exam!  Not only that, it will give you the knowledge and confidence to become the best HR Professional or Manager one can be!

Do you know what you are expected to do to maintain compliance with all the employment laws such as FMLA, ADA, PDA, USERRA, ERISA, COBRA, HIPAA, FLSA,  EPA, ADEA, IRCA, NLRA, DFWA, GINA  how to deal with cases of sexual harassment, discrimination, FMLA requests, ADA and Religious accommodation requests? Are you familiar with the Older Workers Benefit Protection Act, with the Lilly Ledbetter Fair Pay Act, do you know who Peggy Young is? Do you know how long you retain I-9 forms for inactive employees, how long you retain personnel records after employees leave the company, what steps to take during an employee’s termination process to avoid a wrongful discharge lawsuit, how to properly handle suicidal comments in the workplace, how to address hygiene issues with employees or how to manage an inclusive workplace with employees with physical and cognitive disabilities? What about how to maintain an engaged team, how to reduce turnover to retain talent, how to conduct thorough investigations? If you answered “no” to any of these questions, don’t you worry. you have found the right training course that will provide with all the tools necessary to not only pass the aPHR exam but to be the best HR Professional or Manager one can be!

In this course we will be focusing on the same 6 functional areas that the aPHR Exam is based on:

  • Functional Area 1 – HR Operations (38%)
  • Functional Area 2 – Recruitment and Selection (15%)
  • Functional Area 3 – Compensation and Benefits (14%)
  • Functional Area 4 – Human Resource Development and Retention (12%)
  • Functional Area 5 – Employee Relations (16%)
  • Functional Area 6 – Health, Safety and Security (5%)

You Receive the Following Training Materials:

  • The 2019 aPHR Certification Preparation Program: Print Edition includes:
    • 400+ pages of content covering the six functional areas tested on the exam in print format
    • 300+ HR QuikStudy Flash Cards
    • 14 online practice exams with answers, feedback, and page references
    • the Online Guide for Successful Exam Preparation, includes study and test taking tips
    • Index and Key Terms
    • sample study schedules available on HRCP’s website

Learning Objectives:

  • Learn what HR’s role is today
  • Learn the “Alphabet Soup” of Compliance (Employment Laws)
  • Understand the FMLA Process from A-Z
  • Learn about The Americans with Disability Act compliance, the interactive process and reasonable accommodation
  • Learn how to manage an inclusive workplace with individuals with different physical and cognitive disabilities
  • Learn the legal way to confront an employee you suspect is abusing drugs, alcohol or other substances
  • Learn about Religious reasonable accommodations
  • Learn about compliance with the recruiting process
  • Understand compliance obligations under IRCA
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid being personally liable for unlawful work practice
  • Learn how to avoid age discrimination charges or claims when managing older workers
  • Understand what exactly wage discrimination means
  • Learn about the Lilly Ledbetter Law
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions
  • Understand compliance obligations under the NLRA
  • Learn about Social Media Employment Policies and the NLRA’s opinion
  • Learn about Employer’s obligations with Employee Relations complaints/investigations
  • Planning your career’s next steps in HR

Topics covered include:

  • The HR Profession today
  • Title VII of the Civil Rights Act of 1964
  • Title VII of the Civil Rights Act of 1991
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Lilly Ledbetter Fair Pay Act
  • Pregnancy Discrimination Act (PDA)
  • Peggy Young vs UPS
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Employee Retirement Income Security Act (ERISA)
  • Consolidated Omnibus Benefits Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)
  • Older Workers Benefit Protection Act (OWBPA
  • Immigration Reform and Control Act (IRCA)
  • Drug-Free Workplace Act (DFWA)
  • Recruiting, Interviewing and Hiring
  • Employee Relations/ Handling Special Issues and Situations
  • Investigations/Confidentiality
  • Employee Turnover
  • Employee Engagement
  • Records Retention
  • Your Next Steps in HR

Who will Benefit:

  • Recent College Graduates seeking a career in Human Resources
  • Armed Service Men and Women making the transition to civilian life seeking a transition into Human Resources
  • Professionals Seeking a Career Transition into the Human Resources Field
  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp (Starts 4/20/2020)

Course:  5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp (Starts 4/20/2020)

Instructor:  Elga Lejarza-Penn

Location:  Join online via 2-Way Interactive Live Stream

Dates:  Monday April 20th thru Friday April 24th, 2020

Time:  We meet from 8:00 am to 5:00 pm ET with a 15-minute break mid-morning, 1-hour lunch at noon and another 15-minute break mid-afternoon.

Join us online via 2-Way Interactive Live Stream from your home or office for a 5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp starting 04/20/2020 and led by the Premier Exam Prep Instructor, Elga lejarza-Penn! Elga has over 20 years experience in HR and is a Certified Exam Preparation Provider with HRCI and our instructor-led SHRM-CP, SHRM-SCP, PHR, SPHR exam preparation courses are designed to help you pass your PHR, SPHR, SHRM-CP or SHRM-SCP certification exam on the first try!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP or SHRM-SCP Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR, SPHR, SHRM-CP or SHRM-SCP Certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them.  Our proven system for preparing you for the exam provides you with what you need to pass them.  Don’t just take our word for it, see what our participants have to say:  Testimonials and Success Stories  It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed to help you pass the exam. The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Materials

The 2020 Complete HRCP Program: Print Edition which includes:

    • 900+ pages of content covering the five functional areas tested on the exam in print format
    • 600+ HR QuikStudy Flash Cards
    • 800+ practice questions with answers, feedback, and page references
    • 1,700+ slide presentation

In addition to the 5-Day Training we also provide the following:

  • Complimentary access to our weekly 1.5 hour study group sessions as needed
  • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
  • The emotional support needed, literally, up to the last minute before the exam because we are committed to do whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the SHRM-CP, SHRM-SCP, PHR, SPHR exam.

Bonus Re-Sit Policy: Any participant is welcome to attend a future PHR, SPHR, SHRM-CP or SHRM-SCP Exam Prep Workshop program free of charge within 12 months of the original program date. Training materials not included.

Agenda  (We Meet Each Day from 8am to 5pm Local Time)

DAY 1 and Day 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Health and Security
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

DAY 3

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • OSHA
  • Homework – Practice Exam and Reading Assignment

DAY 4

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

Day 5

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing / selecting, implementing / administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp

Course:  5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp

Instructor:  Elga Lejarza-Penn

Location:  Online via 2-Way Interactive Live Stream

Dates:  Monday May 11th thru Friday May 15th, 2020

Time:  We meet from 8:00 am to 5:00 pm Central Time of the Event with a 15 minute break mid-morning, 1 hour lunch at noon and another 15 minute break mid-afternoon.

Join online via 2-Way Interactive Live Stream from your home or office for a 5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp starting 05/11/2020 and led by the Premier Exam Prep Instructor, Elga lejarza-Penn! Elga has over 20 years experience in HR and is a Certified Exam Preparation Provider with HRCI and our instructor-led SHRM-CP, SHRM-SCP, PHR, SPHR exam preparation courses are designed to help you pass your PHR, SPHR, SHRM-CP or SHRM-SCP certification exam on the first try!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP or SHRM-SCP Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR, SPHR, SHRM-CP or SHRM-SCP Certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them.  Our proven system for preparing you for the exam provides you with what you need to pass them.  Don’t just take our word for it, see what our participants have to say:  Testimonials and Success Stories  It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed to help you pass the exam. The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Materials

The 2020 Complete HRCP Program: Print Edition which includes:

    • 900+ pages of content covering the five functional areas tested on the exam in print format
    • 600+ HR QuikStudy Flash Cards
    • 800+ practice questions with answers, feedback, and page references
    • 1,700+ slide presentation

In addition to the 5-Day Training we also provide the following:

  • Complimentary access to our weekly 1.5 hour study group sessions as needed
  • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
  • The emotional support needed, literally, up to the last minute before the exam because we are committed to do whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the SHRM-CP, SHRM-SCP, PHR, SPHR exam.

Bonus Re-Sit Policy: Any participant is welcome to attend a future PHR, SPHR, SHRM-CP or SHRM-SCP Exam Prep Workshop program free of charge within 12 months of the original program date. Training materials not included.

Agenda  (We Meet Each Day from 8am to 5pm Local Time)

DAY 1 and Day 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Health and Security
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

DAY 3

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • OSHA
  • Homework – Practice Exam and Reading Assignment

DAY 4

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

Day 5

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing / selecting, implementing / administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

5 Day SHRM-CP, SHRM-SCP, PHR & SPHR Exam Prep Boot Camp in St Louis (Starting 6-15-2020)

Course:  5 Day SHRM-CP, SHRM-SCP, PHR & SPHR Exam Prep Boot Camp in St Louis, MO (Starts 6/15/2020)

Instructor:  Elga Lejarza-Penn, SHRM-CP, SHRM-SCP, aPHR, PHR, SPHR

Location:  St Louis, MO or you can join online via 2-Way Interactive Live Stream

Dates:  Monday June 15th thru Friday June 19th, 2020

Time:  We meet from 8:00 am to 5:00 pm Local Time of the Event with a 15 minute break mid-morning, 1 hour lunch at noon and another 15 minute break mid-afternoon.

Join us live and in-person in St Louis, MO or you can join us online via 2-Way Interactive Live Stream from your home or office for a 5 Day SHRM-CP, SHRM-SCP, PHR & SPHR Exam Prep Boot Camp starting 06/15/2020 and led by the Premier Exam Prep Instructor, Elga lejarza-Penn! Elga has over 20 years experience in HR and is a Certified Exam Preparation Provider with HRCI and our instructor-led SHRM-CP, SHRM-SCP, PHR, SPHR exam preparation courses are designed to help you pass your SHRM-CP, SHRM-SCP, PHR & SPHR certification exam on the first try!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a SHRM-CP, SHRM-SCP, PHR & SPHR Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your SHRM-CP, SHRM-SCP, PHR & SPHR Certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PSHRM-CP, SHRM-SCP, PHR & SPHR certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them.  Our proven system for preparing you for the exam provides you with what you need to pass them.  Don’t just take our word for it, see what our participants have to say:  Testimonials and Success Stories  It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed to help you pass the exam. The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Materials

The 2019 Complete HRCP Program: Print Edition which includes:

    • 900+ pages of content covering the five functional areas tested on the exam in print format
    • 600+ HR QuikStudy Flash Cards
    • 800+ practice questions with answers, feedback, and page references
    • 1,700+ slide presentation
HRCP PHR SPHR Study Materials, Practice Exams and BooksHRCP PHR SPHR FlashCards

 

In addition to the 5-Day Training we also provide the following:

  • Complimentary access to our weekly 1.5 hour study group sessions as needed
  • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
  • The emotional support needed, literally, up to the last minute before the exam because we are committed to do whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the SHRM-CP, SHRM-SCP, PHR & SPHR exam.

Bonus Re-Sit Policy: Any participant is welcome to attend a future SHRM-CP, SHRM-SCP, PHR & SPHR Exam Prep Workshop program free of charge within 12 months of the original program date. Training materials not included.

Agenda  (We Meet Each Day from 8am to 5pm Local Time)

DAY 1 and Day 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam: SHRM-CP, SHRM-SCP, PHR & SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Health and Security
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

DAY 3

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • OSHA
  • Homework – Practice Exam and Reading Assignment

DAY 4

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

Day 5

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing / selecting, implementing / administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

5-Day SHRM-CP® / SHRM-SCP® Exam Prep Boot Camp (Starting 9-14-2020)

Course: 5-Day SHRM-CP® / SHRM-SCP® Exam Prep Boot Camp (Starting 9-14-2020)

Instructor:  Elga Lejarza-Penn, SHRM-CP, SHRM-SCP, aPHR, PHR, SPHR

Location:  Join online via 2-Way Interactive Live Stream

Dates:  Monday September 14th thru Friday September 18th, 2020

Time:  We meet from 8:00 am to 5:00 pm Central Time with a 15-minute break mid-morning, 1-hour lunch at noon and another 15-minute break mid-afternoon.

Join us online via 2-Way Interactive Live Stream from your home or office for a 5 Day SHRM-CP / SHRM-SCP Exam Prep Boot Camp starting 09/14/2020 and led by the Premier Exam Prep Instructor, Elga Lejarza-Penn! Elga has over 25 years experience in HR and our instructor-led SHRM-CP/SHRM-SCP exam preparation courses are designed to help you pass your SHRM-CP and SHRM-SCP certification exam on the first try!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR and/or SPHR Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR & SPHR Certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PSHRM-CP, SHRM-SCP, PHR & SPHR certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them.  Our proven system for preparing you for the exam provides you with what you need to pass them.  Don’t just take our word for it, see what our participants have to say:  Testimonials and Success Stories  It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Course includes modules that align with, and are designed to help you pass the exam. The course includes the following:

  • Behavioral Competencies
    • Leadership and Navigation
    • Ethical Practice
    • Relationship Management
    • Communication
    • Global and Cultural Effectiveness
    • Business Acumen
    • Consultation
    • Critical Evaluation
  • Domain 1: People
    • Function Area #1: HR Strategic Planning
    • Functional Area #2: Talent Acquisition
    • Functional Area #3: Employee Engagement and Retention
    • Functional Area #4: Learning and Development
    • Functional Area #5: Total Rewards
  • Domain 2: Organization
    • Functional Area #6: Structure of the HR Function
    • Functional Area #7: Organizational Effectiveness and Development
    • Functional Area #8: Workforce Management
    • Functional Area #9: Employee and Labor Relations
    • Functional Area #10: Technology Management
  • Domain 3: Workplace
    • Functional Area #11: HR in the Global Context
    • Functional Area #12: Diversity and Inclusion
    • Functional Area #13: Risk Management
    • Functional Area #14: Corporate Social Responsibility
    • Functional Area #15: U.S. Employment Law and Regulations
  • Coaching Sessions/Review/Discussion

You Receive the Following Training Materials:

The NEW 2020 SHRM Learning System – This program delivers an effective experience to help streamline studies while accelerating learning. Real-life situations are infused into the study process for better understanding, application and engagement with HR competencies.

  • A Personalized Learning Experience – A custom learning experience that identifies HR topics students have already mastered and those they haven’t, to help guide them with suggested next steps throughout their studies.
  • Focused. Topic-level Learning – HR knowledge and competencies are broken down into consumable topic areas and related resources to help students better understand and master the concepts in the SHRM BoCK that are tested on the SHRM-CP/SHRM-SCP exams.
  • Resources to Boost Exam Confidence – Students can take advantage of flashcards, real-world HR knowledge examples, competencies in action, practice test questions and more to make sure they are ready for the SHRM-CP or SHRM-SCP exam.
  • Real-Time Knowledge Gap Analysis – Students have access to real-time results and detailed feedback from learning progress and quiz scores to identify study priorities and reach goals more efficiently.

5-Day PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp (Starting 11-16-2020)

Course:   5-Day PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp (Starting 11-16-2020)

Instructor:  Elga Lejarza-Penn, SHRM-CP, SHRM-SCP, aPHR, PHR, SPHR

Location:  Online via 2-Way Interactive Live Stream

Dates:  Monday, Nov 16th thru Friday, Nov 20th, 2020

Time:  We meet from 9:00 am to 6:00 pm Central Time with a 15-minute break mid-morning, 1-hour lunch at noon and another 15-minute break mid-afternoon.

Join us online via 2-Way Interactive Live Stream from your home or office for a 5 Day PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp starting 11/16 and led by Elga Lejarza-Penn! Elga has over 25 years experience in HR and is a Certified Exam Preparation Provider with HRCI and our instructor-led PHR, SPHR, SHRM-CP, SHRM-SCP exam preparation courses are designed to help you pass your PHR, SPHR, SHRM-CP and/or SHRM-SCP certification exams on the first try!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP and/or SHRM-SCP Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR, SPHR, SHRM-CP and/or SHRM-SCP Certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the SHRM-CP, SHRM-SCP, PHR & SPHR certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them.  Our proven system for preparing you for the exam provides you with what you need to pass them.  Don’t just take our word for it, see what our participants have to say:  Testimonials and Success Stories  It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed and cover everything you need to help you pass both the HRCI and SHRM Certification Exams (PHR, SPHR, SHRM-CP and SHRM-SCP).

You Receive the Following Training Resources and Materials

    • 2020 Version – PHR, SPHR, SHRM-CP, SHRM-SCP Study Guide by Distinctive HR
    • Access to all of the Live Session Recordings the morning after the session that you will have access to for 6 months after the class ends
    • Access to dozens of 1-on-1 session recordings from past successful students that have allowed us to record and share
    • Complimentary access to our weekly 1.5-hour study group sessions 
    • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
    • The emotional support needed, literally, up to the last minute before the exam because we are committed to doing whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the PHR, SPHR, SHRM-CP and SHRM-SCP exams.


Bonus Re-Sit Policy

Any participant who does not pass their certification exam after taking this workshop is welcome to attend a future class free of charge within 12 months of the original program date.


Cancellation Policy

Cancel up to 30 days in advance for a full refund. Thereafter, refund is 75% of the registration fee. Registrations may be transferred to another person at no cost. Transfers to alternate dates/locations are generally available at no cost. Call for information if you wish to change dates/locations.


Agenda  (We Meet Each Day from 8 am to 5 pm Central Time)

DAY 1 and Day 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam: SHRM-CP, SHRM-SCP, PHR & SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Health and Security
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

DAY 3

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • OSHA
  • Homework – Practice Exam and Reading Assignment

DAY 4

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

Day 5

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing/selecting, implementing / administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

Maribel Manos, SPHR

I can’t say enough great things about Elga and her team at Lejarza HR Consulting. Elga is so much more then just a facilitator of an HR certification training class. She is a coach who will give it to you straight when you need it and will push you to do your best. Elga’s training is especially fun to experience because her passion for HR shines through in every subject matter that she discusses. Elga and her team at HR Consulting are an amazing champion to have by your side if you are looking to get your certification in HR. Everyone on her team goes above and beyond to make sure that participants have the tools needed to pass the exam on their first try. Thank you Elga! -Maribel Manos, SPHR

Emily Linch, SPHR

Elga did an excellent job providing a comprehensive overview ofeverything HR in 5 days. This is a knowledge base that I will nowhave for the rest of my career and I couldn’t be more grateful. Elgais an inspirational leader and helped prepare me for the SPHRexam- which I passed on the first try.

Yes, We are Different! Diversity and Inclusion Training Webinar (90 Minutes)

HRCI and SHRM Approved Provider SM

HRCI – 1.5 HR(General) Credits

SHRM – 1.5 PDC’s

Diversity and inclusion have become one the hottest topics in 2019 and it is on the top 3 most critical topics in organizations for 2020. But what exactly is Diversity and Inclusion and why it is so important?

Diversity and Inclusion are not just another HR program, not just another legal or moral requirement, but a business strategy. Real breakthroughs come from teams that think big and respect each other’s differences – different ideas, different perspectives, and different experiences. Diversity helps us uncover more powerful customer insights and ultimately creates a competitive advantage in the markets we serve.

Why should attend this training?

Moving an organization toward diversity and inclusion requires HR professionals to use several of their Behavioral Competencies. As strategic business partners in our organizations we all have a major role embracing diversity, inclusion and cultivating Equality. Why? Because it is not just the right thing to do, but also the smart thing. Yes, it is true that the that this initiative is mostly driven by HR, it needs to be a collaborative effort by the entire organization to be a successful program. A diverse and inclusive workforce helps businesses avoid employee turnover costs. Diversity fosters a more creative and innovative workforce.  Businesses need to adapt to our changing nation to be competitive in the economic market.

Companies that embrace diversity and inclusion in all aspects of their business
statistically outperform their peers.
– Josh Bersin

Topics covered in this training

  • Exploring what is meant by diversity and inclusion
  • The societal and business value of having a diverse workforce.
  • Approaches to developing an inclusive workplace
  • Approaches to managing a multi-generational/aging workforce
  • Demographic barriers to success
  • Exploring equity in the context of diversity and inclusion
  • Layers and dimensions of diversity
  • Issues related to acceptance of diversity, including international differences
  • Benefits and costs of diversity and inclusion
  • Ensuring that HR staff members have up-to-date knowledge of current
    trends and best practices in diversity and inclusion-related HR
  • Incorporating diversity and inclusion goals into all HR programs, practices,
    and policies
  • Identifying and implementing workplace accommodations
  • Training for Diversity and Inclusion
  • Measurement and evaluation for Diversity and Inclusion Initiatives
  • Policies and procedures to promote Diversity and Inclusion

Who will benefit from this webinar

  • HR Professionals
  • Senior Leadership
  • Managers & Supervisors
  • Team Leaders
  • Compliance Professionals
  • Employee Relations Professionals
  • Operational Professionals

Creating a Corporate Social Responsibility Strategy, Why? Because it is our Responsibility and it Makes Sense!

HRCI and SHRM Approved Provider SM

HRCI – 1.5 HR(General) Credits

SHRM – 1.5 PDC’s

Title:  Creating a Corporate Social Responsibility Strategy, Why? Because it is our Responsibility and it Makes Sense!

Presenter:  Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Length:  90 Minutes

Format:  Live Webinar and On Demand

Overview
Corporate Social Responsibility (CSR) has become increasingly important to companies over the last several years. Whether it’s donating clothing to the less fortunate, providing clean water to people in poverty-stricken countries, empowering women, helping the environment, or trying to end poverty, more and more companies are incorporating social responsibility into their overall business strategy.

Why should attend this training?
Consumers want to do business with organizations that are socially responsible and in order for an organization to find success in its CSR efforts, a unified strategy must be in place.  Implementing a CSR program requires considerable input from HR professionals.  To execute these strategies, Human Resources Professionals and Key Executive Personnel must understand the principles that drive an organization’s CSR strategies.

In this 90 minute webinar participants will acquire an in-depth knowledge and understanding of what a CSR strategy is and how it can be linked to the organization’s strategic plan. Participants will be able to align the organization’s values, and goals into action, thereby making CSR a part of the organization’s structure, its processes and its culture.

Topics covered in this training

  • Defining CSR in the 21st century
  • Identifying and promoting opportunities for HR and the entire organization to engage in CSR activities
  • Aligning CSR programs to the strategic plan of the organization
  • Exploring the Triple Bottom Line: Economic, Social and Environmental
  • Building trust by maintaining the transparency of HR programs, practices and policies
  • Reviewing the principles of corporate citizenship and governance
  • Developing CSR-related volunteer programs
  • Exploring organizational philosophies and policies
  • Defining “Sustainability”
  • Exploring ISO 26000 – Guidance on Social Responsibility
  • Defining Social Responsibility Reporting and the Four keys to effective CSR communication
  • Developing steps for corporate philanthropy and charitable giving
  • Examples of companies with the best CSR strategies

Who will benefit from this webinar

  • HR Professionals
  • Senior Leadership
  • Managers & Supervisors
  • Team Leaders
  • Compliance Professionals
  • Employee Relations Professionals
  • Operational Professionals

Gianna Haughton, PHR

Took my PHR and passed! Highly recommend the entire training process with Elga, very comprehensive and exceeded all expectations. Wonderful and well rounded teaching style, explaining concepts with realistic applicability. Outstanding customer experience. Thank you, Elga!

Maribel Manos, SPHR, SHRM-SCP

If you have been in HR for a while and would like to get your SPHR or your SHRM-SCP Certification, and pass it on your first try, I recommend taking the exam prep course through HRTrainingClasses.com.  Elga and her team do a top-notch job in providing you with everything you need to pass the course including, comprehensive materials, fun training sessions and personalized one-on-one sessions. I couldn’t be more pleased with the training provided. Thank you Elga and everyone at HRTrainingClasses.com!

Dominique Fruchtman, SPHR, DTM, Lean Six Sigma Black Belt

With only three years experience in HR, I knew I needed a sure fire way to pass my SPHR exam on the first try. I was so fortunate to discover Elga at HRTrainingClasses.com. I took the 5-day boot camp in person. Now in July 2019, I have my certification and I’m elated! Elga takes a personal interest in all of her students. She boosted me up when I got discouraged, gave me the tools I needed to succeed and told me the exact steps to make it easy to succeed in one of the biggest challenges of my life. If you really want to pass, don’t wait – take the leap now and join Elga’s family of successful graduates.

Bettye J Hill, SHRM-SCP

Elga thank you for all the study information you provide for taking the HR certification tests. It is extremely helpful. I got so much great information from your 5 day boot camp. Thank you for everything! Bettye

Manica Jain, PHR, MBA(HR)

Elga is a very passionate HR professional. I took her training course for the HR certification and no surprise she effective training skills helped me clear my exam. Her training delivery skills are her niche and this makes her stand out as best from the others. She gives multiple yet simple examples from common situations, and the way she explains, gets registered in minds for a long long time. She is dedicated and committed to her profession and her trainees and I am glad I made the right choice. She never left me in my journey through my certification and kept motivating all throughout. Elga is a true professional and a very nice human being. Thank you for all your help Elga. Wish you good luck in all your ventures. Stay in touch!

Thanks, Manica

Jeremy Tyler, PHR

I could not have achieved the PHR without Elga’s help. My background is in Talent Acquisition/Recruiting so I had a steep learning curve for several areas of the exam that are outside of my expertise and experience. The one week training session, study material, and the 24/7 access to webinars made a huge difference. I listened to the webinars over and over again. Elga makes it her personal mission to help you prepare and pass your exam. Her commitment to your success is second to none. Thank you again. You are the absolute best at what you do!

Amy Mikan, SPHR

Elga’s 5-day Training In-Person class was incredibly comprehensive, informative and fun! We had the perfect class size and were able to bounce questions off of each other. I wouldn’t have been able to pass the SPHR for the first time without Elga! Thank you, Elga! You’re truly an inspiration and I would highly recommend taking the course to anyone that is thinking about taking any of the HR certifications.

Cornelius Bryant

I would highly recommend taking the 5 Day Boot Camp coursewith Elga! It was an intense, fully packed 5 days but wascompletely worth it! The material Elga provides, along with her training abilities, fully prepared me for taking the aPHR exam.

Renee McDaniel, SHRM-SCP

With the guidance and limitless support from Elga during her 5 day workshop I was able to pass the SHRM-SCP on the first try. However, this is not the main reason I want to recommend taking her class. As an experience HR professional, the amount of relevant information she delivers during the class is priceless. She not only helps you pass the test but provides you with valuable knowledge needed to continue your growth within the HR profession.

Gabriel Bolinsky, aPHR

Elga is a true professional and expert in her field. I would highlyencourage anyone interested in HR certifications to attend one of her many available courses.

2 Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors (Starts 8/29/2019)

HRCI and SHRM Approved Provider SM

HRCI – 12.75 HR(General) Credits

SHRM – 13 PDC’s

Live Stream HRTrainingClasses

Join us In-Person in St Louis, MO or Online via 2 Way Interactive Live Stream / Webinar for our Instructor-Led 2 Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors.  If you supervise at least one employee you need to be knowledgeable with Employment Laws to avoid costly lawsuits, judgments, settlements and to reduce employee complaints and claims. The amount of discrimination, harassment, retaliation and other claims filed with the EEOC and the Department of Labor continue to rise every year. Now more than ever, HR Professionals, managers and supervisors need to understand and be familiar with employment laws because they share responsibility with HR to ensure their interactions and relations with employees are compliant with federal and state employment laws. One single lawsuit can have damaging and costly effects to the organization. Violating an employment law is a very high-ticket price to pay. The check that the company will have to write would include a lot of zeros on it. To help our HR Professionals, Managers and Supervisors succeed and to protect our organizations from legal entanglements, we need to train them on essential Employment Laws.

This training contains everything our Managers and Supervisors need to know to succeed and to protect our organizations by complying with Employment Laws by doing the right thing from a moral, ethical and legal way. Always remember that it is better to deal with issues internally rather than in the courthouse.

Bonus Material:

  • Employment Retirement Income Security Act (ERISA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)

Learning Objectives:

  • Learn about significant changes in Labor and Employment Laws since the 1990s.
  • Understand the foundation of all Employment Laws.
  • Learn about prohibitions under Title VII of the Civil Rights Act.
  • Learn about Religious reasonable accommodations.
  • Learn how to avoid EEOC claims and litigation.
  • Learn how to maintain a harassment free workplace.
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about the different FLSA Exemptions.
  • Learn about FLSA records retention.
  • Familiarize with Youth Employment Standards.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid wage and hour headaches.
  • Learn how to comply with the Family Medical Leave Act: Eligibility and timing requirement.
  • Master the headache of FMLA tracking.
  • Learn to identify what is a serious health condition and what is not.
  • Learn how to handle special situations such as spouses working for the same company.
  • Learn that “480” hours are not set in stone.
  • Learn about job restoration rights under FMLA.
  • Learn how to avoid being personally liable for unlawful work practice.
  • Learn about The Americans with Disability Act compliance and reasonable accommodation.
  • Learn to distinguish what is a Disability under ADA and what is not.
  • Learn about different types of reasonable accommodation.
  • Learn where to find resources and assistance with reasonable accommodation.
  • Learn about “Major Life Activities”.
  • Learn about the confusing “Mitigating Measures” concept.
  • Understand the “Undue Hardship” defense.
  • Understand the “Direct Threat” defense.
  • Learn the legally safe way to confront an employee you suspect is abusing drugs, alcohol or other substances.
  • Learn about the importance of “Job Descriptions” with ADA.
  • Learn how to avoid age discrimination charges or claims when managing older workers.
  • Familiarize with the Older Workers Benefit Protection Act of 1990 (OWBPA).
  • Learn about “Mandatory Retirement” for certain positions.
  • Understand what exactly wage discrimination means.
  • Learn about the Lilly Ledbetter Law.
  • Learn about OSHA Law and regulations.
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions.
  • Learn about concerted activities.
  • Learn about Social Media Employment Policies and the NLRA’s opinion.
  • Meet “GINA” and learn when we are violating “GINA” and when we are not.
  • Learn about the Employment Retirement Income Security Act of 1974 (ERISA)
  • Familiarize with the Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • Learn to comply with the Health Insurance Portability and Accountability Act (HIPAA)
  • Learn about the Uniformed Services Employment and Reemployment Rights Act (USERRA)

Areas Covered:

  • Title VII of the Civil Rights Act
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The American with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Occupational Safety and Health Act (OSHA)
  • Pregnancy Discrimination Act (PDA)
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)

Who will Benefit:

  •     Managers
  •     Supervisors
  •     Executives
  •     HR professional
  •     HR Generalist
  •     Employee Relations Persons
  •     Consultants
  •     Small Business Owners

Agenda

Day 01(9:00 AM – 5:00 PM)

9:00-10:00 Significant Changes in Labor and Employment Laws since 1990

  •         New Laws and Amendments in the 1990’s
  •         Rise of Employment claims
  •         Training a vital business investment

10:00-11:00 Title VII of The Civil Rights Act of 1964

  •         Prohibitions under Title VII of the Civil Rights Act of 1964
  •         Recruiting, Hiring and Advancement
  •         Quid pro quo vs Hostile work environment harassment
  •         Religious Accommodations
  •         1991 Amendment

11:00-12:00 Fair Labor Standard Act (FLSA)

  •         The need to create the FLSA
  •         Obligations under the FLSA
  •         Overtime Rules
  •         Child labor
  •         Recordkeeping
  •         “White Collar” exemptions
  •         Break time for nursing mothers
  •         Safe Harbor Policy

12:00-1:00 Family Medical Leave Act (FMLA)

  •         Employer/Employee Eligibility
  •         FMLA qualifying events
  •         Continuous/Intermittent/Reduced schedule
  •         Who is a “family member” under FMLA

1:00-2:00  Lunch

2:00-3:30 Family Medical Leave Act (FMLA) Continuation

  •         Serious Health Conditions
  •         Protections under FMLA
  •         “Equivalent Position”
  •         Timing requirements
  •         Requesting Re-certification

3:30-5:00 The American with Disabilities Act (ADA)

  •         Compliance obligations under ADA
  •         Definition of Disability
  •         ADA vs. ADAAA
  •         Most common disabilities
  •         Drugs and alcohol under ADA
  •         Undue hardship defense
  •         Direct threat defense
  •         Reasonable Accommodation Process

Day 02(9:00 AM – 5:30 PM)

9:00-10:00 Age Discrimination in Employment Act (ADEA)

  •         Prohibition of age discrimination
  •         The Older Workers Benefit Protection Act of 1990
  •         Waivers of ADEA Rights

10:00-11:00 Equal Pay Act

  •         Obligations under the Equal Pay ACT
  •         Wage gaps 50 years after EPA
  •         Lilly Ledbetter Act
  •         Exceptions to Equal Pay

11:00-12:00 Occupational Safety Health Act (OSHA)

  •         OSHA Compliance – Must know basics/Newest regulations
  •         Preventing common workplace hazards
  •         Record-keeping
  •         Preparation for OSHA Site Visit
  •         Reducing workplace violence

12:00-1:00 Pregnancy Discrimination Act (PDA)

  •         Fundamental PDA Requirements
  •         Extent of PDA coverage
  •         Medical conditions related to pregnancy or childbirth
  •         Reasonable accommodations
  •         Unlawful discharge during pregnancy or parental leave
  •         States with greater PDA obligations

1:00-2:00 Lunch

2:00-4:00 National Labor Relations Act (NLRA)

  •         Protections under the NLRA
  •         Right-to-work states
  •         Reasons why employees organize
  •         Union organizing campaign
  •         NLRA “Concerted Activities”
  •         Social Media and the NLRA

4:00-5:00 Genetic Non-Discrimination Act (GINA)

  •         Reasons for GINA
  •         Definition of Genetic Information
  •         Prohibitions under GINA
  •         Tests not considered genetic tests
  •         Exceptions to the acquisition of Genetic Information
  •         GINA’s rules on confidentiality
  •         GINA and EEOC charges

Bonus:

  •         Employee Retirement Income Security Act (ERISA)
  •         The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
  •         Consolidated Omnibus Budget Reconciliation Act (COBRA)
  •         Health Insurance Portability and Accountability Act (HIPAA)

5:00-5:30 Graduation: Certificates and Pictures

Bettye J Hill, SPHR, SHRM-SCP, CCEP

Elga, thank you for the excellent certification training. The 5 day boot camp was extremely helpful and all the other extensive tools you provided. I successfully passed on my first attempt both the SPHR and SHRM-SCP.

Thank you!

Catherine Chapmin, SPHR

Thank you Elga so much for your support and guidance in preparing me for my SPHR exam. I could not have done it without you! If you are looking for preparation for any of your HR certification exams, I highly recommend Elga at HR Training Classes. She is an expert in her field and helps you understand concepts that you cannot get from studying alone. She is so invested in seeing everyone in her class succeed, I never felt like I was alone on this journey. Both Elga and Mike are responsive, gave me the tools I needed, answered all my questions and gave me the encouragement & knowledge I needed to pass this exam. It is true, if you want to pass, take this class! Thank you Elga!

2-Day FMLA, ADA and PDA Certificate Program (Starts 11-7-2019)

HRCI and SHRM Approved Provider SM

HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Join us In-Person in St Louis, MO or Online via Live Stream / Webinar for our Instructor-Led 2-Day In-Person FMLA, ADA and PDA Certificate Program.  This is a thorough Certificate Program Training which will provide you with the tools and resources you need to maintain compliance with these three important laws and regulations and to serve as your organization internal consultant to minimize organizational risk.

Schedule

  • Thursday, November 7, 2019  9:00 AM – 5:00 PM Central Time
  • Tues, November 8, 2019  9:00 AM – 5:00 PM Central Time

Why You Should Attend This Workshop

  • Would you like to know the American with Disability Act and the Family Medical Leave Act?
  • Do you feel you can master activities such as engaging in the Interactive Process, review, select and provide Reasonable Accommodations?
  • Can you say that you are complying with all the Family Leave Act’s obligations and responsibilities especially with constant and latest changes?
  • Do you want to have the peace of mind that you are protecting not just your organization but also yourself?

Recent Equal Employment Opportunity Commission and Wage and Hour Division-U.S. Department of Labor’s lawsuits highlight importance of adopting comprehensive procedure for managing ADA and FMLA.

No, I am not saying that you need to go to Law School and get a Doctor of Juridical Science degree in Employment Law in order to survive the tsunami of litigations and astonishing well-publicized lawsuits and settlements we read about every week. All you need is to sharpen your skills and enrich your career by attending this 2 Day Certificate Program on FMLA & ADA. This is a thorough Certificate Program which will provide you with the tools and resources you need to maintain compliance with these two important laws and regulations and to serve as an internal consultant to minimize organizational risk. Always remember, it is better to deal with the issues “in-house”, rather than in the “Court-house”.

Seminar Fee Includes:

Free consulting service on questions related to Certificate Program for 3 months starting the day of the seminar. Participant will be provided with an email address and they will get a response within 48 hours.

  • Seminar Material
  • Hard copy of presentation
  • Interactive Process Package
  • Certificate

Learning Objectives:

  • Review the History of the FMLA
  • Understand who are “Covered Employers” under the FMLA
  • Identify who are “Eligible Employee” under the FMLA
  • Assess FMLA qualifying events
  • Learn what is considered “Serious Health Conditions” under the FMLA
  • Review who is a Family Member under the FMLA
  • Define “Locus Parentis”
  • Learn about special case when using FMLA with Spouses employed by the same Employer
  • Learn about the different types of FMLA Leave
  • Review who is a “Health Care Provider” under the FMLA
  • Evaluate the “Certification of Health Care Provider” for employee’s own serious health condition and for family member
  • Learn how to handle Incomplete Certifications
  • Clarify when a “Recertification” is needed
  • Understand the different way to Determine the “12 month period” under the FMLA
  • Discuss employee’s Intent to return to work or intent not to return to work
  • Evaluate employer’s request for Fitness for Duty Certification/Return to Work Note
  • Discuss how critical is a “Timely return to work” under the FMLA
  • Gain a strong understanding that 12 weeks is not always equivalent to 480 hours
  • Review the protection to “Maintain Group Health Benefits” under the FMLA
  • Clarify who has Job Restoration and who does not
  • Define the term “Key or Highly Compensated Employee”
  • Determine what is an “Equivalent Position” under the FMLA
  • Learn about the Military Caregiver Leave
  • Learn about the Qualifying Exigency Leave
  • Discuss Substitution of Paid Leave
  • Review Recordkeeping requirements
  • Gain a basic understanding of the importance on Investigating FMLA fraudulent cases
  • Clarify FMLA Interference
  • Review FMLA Discrimination and Retaliation
  • Gain a strong understanding on the lesson we can learn from Maria Escriba’s case
  • Review the History of ADA
  • Learn what is ADA and what employment practices are unlawful under ADA
  • Review a list of the most common disabilities under ADA
  • Clarify protection difference under ADA between Alcoholism and drug addiction
  • Identify “Major Life Activities”
  • Understand compliance with the Voluntary Self Identification Form
  • Learn the definition of disability under ADA
  • Clarify the differences between ADA and ADAA
  • Review the definition of “Impairment” under ADA
  • Assess the term “Substantial Limitation”
  • Review “Major Bodily Functions” under ADA
  • Clarify the term “Mitigating Measures”
  • Review exceptions to the term Disability
  • Define who is a “Qualified Individual” under ADA
  • Gain a strong understanding of the Interactive Process
  • Review the tool provided to document the Interactive Process
  • Discuss examples of Reasonable Accommodations
  • Identify Essential Functions vs. Marginal function under ADA
  • Clarify the term “Undue Hardship”
  • Review the Recruitment Process involving applicants with Disabilities
  • Review some Reasonable Accommodations provided to potential candidates with disabilities
  • Review JAN – Job Accommodation Network
  • Review important ADA cases

Topics covered include:

  • ADA History
  • 7% Utilization Rate and the Voluntary Self-Identification of Disability Form
  • Americans with Disabilities Amendment Act (ADAAA)
  • Definition of Disability under ADA
  • “Being regarded” prong under ADA
  • Major life activities
  • Definition of “Substantial Limitation” under ADA
  • Compliance obligations under ADA
  • Protected Classes under ADA
  • The Interactive Process
  • Reasonable Accommodation Process
  • Examples of Reasonable Accommodations
  • Most common disabilities under ADA
  • Protection for alcoholism vs. drug use under ADA
  • The ADA and Persons with HIV/AIDS
  • Definition of Mitigating Measures under ADA
  • Direct Threat Defense
  • Hardship Defense
  • Definition of “Qualified Individual” under ADA
  • Posting Notices
  • Confidentiality and ADA
  • FMLA History
  • Covered Employers/Eligible Employees
  • “Loco Parentis” under the FMLA
  • Coverage of adult children under the FMLA
  • FMLA Qualifying Events
  • Notice Requirements
  • Certification of Serious Health Condition under the FMLA
  • Authentication and clarification of Certification
  • Employee Protections under the FMLA
  • Substitution of Paid Leave
  • Limitations to FMLA Protections
  • Employer Notification Requirements under the FMLA
  • Methods to establish the 13-month period under the FMLA
  • Calculation of Leave under the FMLA
  • Leave under the FMLA for spouses working for the same employer
  • Military Caregiver Leve
  • Qualifying Exigency Leave
  • Next of Kin
  • Employers’ prohibited actions under the FMLA
  • Exercises/Activities on ADA and FMLA

Who will Benefit:

  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Day 01(9:00 AM – 5:00 PM)

  • FMLA & ADA Compliance Update Certification Program
  • 9:00 – 10:15 – FMLA History
    • 1984 First written draft in FMLA
    • 1993 FMLA was passed signed by President Clinton
  • 10:15 – 11:30 – Family Medical Leave (FMLA) Basics
    • Employer/Employee Eligibility
    • FMLA qualifying events
    • Types of FMLA: Continuous/Intermittent/Reduced schedule
    • Who is a family member under FMLA
    • Loco Parentis
    • Coverage of Adult Children under the FMLA
    • FMLA and Common Law Marriages
    • Type of documentation needed for Baby Bonding
    • Leave under the FMLA for Spouses working for the same Employer
    • FMLA and PTO
    • FMLA Activities
    • Military Family Leave Provisions
    • Qualifying Exigency
    • Serious Health Condition under FMLA
    • 12-Month Period under FMLA
    • Protections under FMLA
  • 11:30 – 12:30 – Employer Notification Requirements
    • General Notice for all employees
    • Notice in Employee’s handbook
    • Eligibility Notice
    • Rights and Responsibilities Notice
    • Designation Notice
    • Certification of Health Care Provider
    • When is Recertification Needed?
    • 7 days to “cure the deficiency” period
    • Authentication and Clarification
    • Second and third opinions
  • 12:30 – 1:00 – Health Care Providers and Tracking and Method for taking FMLA
    • Who is a Health Care Provider
    • Certifications from other countries/other language
    • Methods for tracking the 12 month period
    • Changing to a different Method
    • Calculating amount of Intermittent hours
    • Special Rule for Airline Flight Crew Employees
    • Educational Agencies and The FMLA
  • 1:00 – 2:00 – Lunch
  • 2:00 – 3:00 – Protection and Maintenance of Group Health Benefits
    • Reinstatement to an Equivalent Position
    • Exemption for Key or Highly Compensated Employees
    • Intent to Return to Work
    • Fitness for Duty Certification
    • Requesting Re-Certifications
    • Timing Reinstatement returning from FMLA
    • Group Health Plan Coverage
    • Employee payment of Health Premiums
    • Premium recovery when an employee quits
  • 3:00 – 3:30 – Military Caregiver Leave and Qualifying Exigency
    • Leave Entitlements
    • Next of Kin
    • Single 12 Month period
    • Certification Requirements for Military Caregiver Leave
    • Qualifying Exigency Categories
    • Certification Requirements for Qualifying Exigency Leave
    • Recordkeeping Requirement
  • 3:30 – 4:00 – FMLA and Other Laws
    • The FMLA and the Pregnancy Discrimination Act of 1978 (PDA)
    • Leave as “Reasonable Accommodation” under ADA
    • The FMLA and the Genetic Information Nondiscrimination Act
    • The FMLA and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
    • The FMLA and Workers’ Compensation Laws
  • 4:00 – 5:00 – FMLA Retaliation/Interference/Retaliation/Discrimination Cases
    • FMLA Personal Liability
    • Duty to Investigate Fraudulent cases
    • Maria Escriba Case
    • Las Vegas’ FMLA Case

Day 02(9:00 AM – 5:00 PM)

  • 9:00 – 9:15 – ADA History
  • 9:15 – 10:30 – ADA Basics
    • Compliance obligations under ADA
    • 7% Utilization Rate
    • Titles of ADA
    • Americans with Disability Amendment Act (ADAAA)
    • Disability Definition
    • Impairment Definition
    • Substantial Limitation Definition
    • List of Major Life Activities
    • Physical Impairment
    • Mental Impairment
    • Major Bodily Functions
    • Mitigating Measures
    • Examples of “Being Regarded as”
  • 10:30 – 11:30 – ADA Basics continuation
    • Most Common Disabilities
    • Title VII of the Civil Rights Act of 1964
    • Pregnancy Discrimination Act of 1978 (PDA)
    • Family & Medical Leave Act (FMLA)
    • The Pregnant Workers Fairness Act
    • The ADA and Person with HIV/AIDS
    • Protection for alcoholism vs drug users under ADA
    • Disorders not considered Disabilities under ADA
    • Direct Threat Defense
    • Qualified Individual under ADA
    • Essential Functions vs. Marginal Functions
    • Undue Hardship Defense
  • 11:30-12:00 – The Recruitment Process and ADA
    • Examples of Reasonable Accommodations during the Recruitment Process
    • Identifying if candidate is a “qualified Individual”
    • Obligations even with candidates
    • Hearing Impaired Candidate Example
  • 12:00 – 1:00 – Lunch
  • 1:00 – 3:00 – The Interactive Process/Reasonable Accommodations
    • Initiation of the Interactive Process
    • Who is involved in the process
    • Confidentiality
    • Selection of Reasonable Accommodation
    • Reasonable Accommodation = Effective Accommodation
  • 3:00 – 4:00 – The Interactive Process/Reasonable Accommodations
    • Timing Requirement and follow up
    • Examples of Reasonable Accommodations
    • askjan.org
    • Diabetic Employee Case
  • 4:00 – 5:00 – Interactive Process Exercise
  • 5:00 – 5:30 – Graduation: Certificates and Pictures

5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp in St Louis/Chesterfield, MO (Starts 12/16/2019)

Course:  5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp in St Louis, MO (Starts 12/16/2019)

Instructor:  Elga Lejarza-Penn

Location:  St Louis, MO or you can join via 2-Way Interactive Live Stream

Dates:  Monday December 16th thru Friday December 20th, 2019

Time:  We meet from 8:00 am to 5:00 pm Local Time of the Event with a 15-minute break mid-morning, 1-hour lunch at noon and another 15-minute break mid-afternoon.

Join us live and in-person in St Louis, MO or you can join us via 2-Way Interactive Live Stream from your home or office for a 5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp starting 12/16/2019 and led by the Premier Exam Prep Instructor, Elga Lejarza-Penn! Elga has over 20 years of experience in HR and is a Certified Exam Preparation Provider with HRCI and our instructor-led SHRM-CP, SHRM-SCP, PHR, SPHR exam preparation courses are designed to help you pass your PHR, SPHR, SHRM-CP or SHRM-SCP certification exam on the first try!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP or SHRM-SCP Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR, SPHR, SHRM-CP or SHRM-SCP Certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them.  Our proven system for preparing you for the exam provides you with what you need to pass them.  Don’t just take our word for it, see what our participants have to say:  Testimonials and Success Stories  It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed to help you pass the exam. The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Materials

The 2019 Complete HRCP Program: Print Edition which includes:

    • 900+ pages of content covering the five functional areas tested on the exam in print format
    • 600+ HR QuikStudy Flash Cards
    • 800+ practice questions with answers, feedback, and page references
    • 1700+ slide presentation
HRCP PHR SPHR Study Materials, Practice Exams and BooksHRCP PHR SPHR FlashCards

 

In addition to the 5-Day Training we also provide the following:

  • Complimentary access to our weekly 1.5-hour study group sessions as needed
  • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
  • The emotional support needed, literally, up to the last minute before the exam because we are committed to do whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the SHRM-CP, SHRM-SCP, PHR, SPHR exam.

Bonus Re-Sit Policy: Any participant is welcome to attend a future PHR, SPHR, SHRM-CP or SHRM-SCP Exam Prep Workshop program free of charge within 12 months of the original program date. Training materials not included.

Agenda  (We Meet Each Day from 8am to 5pm Local Time)

DAY 1 and Day 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Health and Security
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

DAY 3

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • OSHA
  • Homework – Practice Exam and Reading Assignment

DAY 4

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

Day 5

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing/selecting, implementing / administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

Alisa Hoskins, SPHR

Wow! I Passed my SPHR on the first try… Thank You Elga, for all your hard work, dedication. and for making it your mission to make sure I passed the SPHR. I am forever grateful, I have never met a training instructor that is this passionate about their work and willing to do whatever it takes to make sure you understand the content and pass. You are amazing! I will definitely be recommending you and taking all my follow up certification classes from you. Again, Thanks!! Oh and a huge shout out to Mike for the awesome IT work because without him I would not have been able to take the class live from my own home. It went great without interruptions I felt like I was right there with everyone else..

Heather Cope-Borger, PHR

I’m so thankful to have worked with Elga to prepare for my PHR exam. Not only is Elga a master in the knowledge base necessary to sit for the PHR/SPHR or SHRM-CP/SHRM-SCP, she is passionate about your success and empowers you to feel confident about the exam! Working with Elga was like having my own personal PHR mentor that was as invested in me reaching my goal of PHR certification as I was. With Elga’s teaching and coaching, I was able to pass my PHR the very first time! I look forward to working with her in the future as I work towards my SHRM-SCP and SPHR. Thank you, Elga!

Garima Parikh, PHR

Elga , I am so thankful for your commitment and willingness to help me pass my PHR certification in first attempt. Your motivation, encouragement, and support constantly inspires me. The Certification prep boot camp was very well designed, practical (discussing real time scenario/examples) and valuable for anyone who wants to Pass the HR Certifications and also to enhance their expertise in Business HR, Employment laws and Labor/Employee Relations.

Edward Nunn, PHR

I passed the PHR exam today!!! I couldn’t have done it without the tools, dedication and resources provide by Elga and her team. I took the in-person 5-day bootcamp, online recorded sessions, Friday study group sessions, and 1:1 sessions. The attention to detail, professionalism and customization to your learning style is unmatched. I’m proud to be her latest graduate and couldn’t be more grateful. Thank you, Elga!

Tyler A. Baldonado, PHR

Words can not describe how thankful I am for you and all you have done for me ! From the minute I signed up for the 5 day boot camp, I have felt like I was your only client. Your passion, enthusiasm, and HR knowledge are all truly world class. I have no hesitation recommending you to anyone looking to take an HR certification course. Thank you for being my biggest cheerleader these last few months! I am grateful our paths have crossed.

I appreciate all that you have done to help me pass my PHR on my first attempt!

Karsen Kincer, aPHR

Elga is an expert in the HR field and is dedicated to helping her students pass their exams. She truly takes the time to understand how individuals in her course learn and where they are in the learning process. Thank you for giving me the confidence to take the aPHR exam, I would not have done so well if I hadn’t taken Elga’s course!

Kandice McFadden, PHR

Elga’s class was great! I took my PHR test one week after finishingthe class and I passed on my first try! I highly recommend her ifyou’re looking to get your certification!! Thanks Elga! I couldn’t have done it without you!!

2-Day FMLA, ADA and PDA Certificate Program (Starts 10-7-2019)

HRCI and SHRM Approved Provider SM

HRCI – 12 HR(General) Credits

SHRM – 12 PDC’s

Join us In-Person in Greenville, SC or Online via Live Stream / Webinar for our Instructor-Led 2-Day In-Person FMLA, ADA and PDA Certificate Program.  This is a thorough Certificate Program Training which will provide you with the tools and resources you need to maintain compliance with these three important laws and regulations and to serve as your organization internal consultant to minimize organizational risk.

Schedule

  • Mon, October 7th, 2019 10:00 AM – 6:00 PM EDT
  • Tues, October 8th, 2019 10:00 AM – 6:00 PM EDT

Why You Should Attend This Workshop

  • Would you like to know the Americans with Disability Act and the Family Medical Leave Act?
  • Do you feel you can master activities such as engaging in the Interactive Process, review, select and provide Reasonable Accommodations?
  • Can you say that you are complying with all the Family Leave Act’s obligations and responsibilities especially with constant and latest changes?
  • Do you want to have the peace of mind that you are protecting not just your organization but also yourself?

Recent Equal Employment Opportunity Commission and Wage and Hour Division-U.S. Department of Labor’s lawsuits highlight the importance of adopting a comprehensive procedure for managing ADA and FMLA.

No, I am not saying that you need to go to Law School and get a Doctor of Juridical Science degree in Employment Law in order to survive the tsunami of litigations and astonishing well-publicized lawsuits and settlements we read about every week. All you need is to sharpen your skills and enrich your career by attending this 2 Day Certificate Program on FMLA & ADA. This is a thorough Certificate Program that will provide you with the tools and resources you need to maintain compliance with these two important laws and regulations and to serve as an internal consultant to minimize organizational risk. Always remember, it is better to deal with the issues “in-house”, rather than in the “Court-house”.

Seminar Fee Includes:

Free consulting service on questions related to Certificate Program for 3 months starting the day of the seminar. Each participant will be provided with an email address and they will get a response within 48 hours.

  • Seminar Material
  • Hard copy of presentation
  • Interactive Process Package
  • Certificate

Learning Objectives:

  • Review the History of the FMLA
  • Understand who are “Covered Employers” under the FMLA
  • Identify who are “Eligible Employee” under the FMLA
  • Assess FMLA qualifying events
  • Learn what is considered “Serious Health Conditions” under the FMLA
  • Review who is a Family Member under the FMLA
  • Define “Locus Parentis”
  • Learn about special case when using FMLA with Spouses employed by the same Employer
  • Learn about the different types of FMLA Leave
  • Review who is a “Health Care Provider” under the FMLA
  • Evaluate the “Certification of Health Care Provider” for employee’s own serious health condition and for family member
  • Learn how to handle Incomplete Certifications
  • Clarify when a “Recertification” is needed
  • Understand the different way to Determine the “12 month period” under the FMLA
  • Discuss employee’s Intent to return to work or intent not to return to work
  • Evaluate employer’s request for Fitness for Duty Certification/Return to Work Note
  • Discuss how critical is a “Timely return to work” under the FMLA
  • Gain a strong understanding that 12 weeks is not always equivalent to 480 hours
  • Review the protection to “Maintain Group Health Benefits” under the FMLA
  • Clarify who has Job Restoration and who does not
  • Define the term “Key or Highly Compensated Employee”
  • Determine what is an “Equivalent Position” under the FMLA
  • Learn about the Military Caregiver Leave
  • Learn about the Qualifying Exigency Leave
  • Discuss Substitution of Paid Leave
  • Review Recordkeeping requirements
  • Gain a basic understanding of the importance on Investigating FMLA fraudulent cases
  • Clarify FMLA Interference
  • Review FMLA Discrimination and Retaliation
  • Gain a strong understanding on the lesson we can learn from Maria Escriba’s case
  • Review the History of ADA
  • Learn what is ADA and what employment practices are unlawful under ADA
  • Review a list of the most common disabilities under ADA
  • Clarify protection difference under ADA between Alcoholism and drug addiction
  • Identify “Major Life Activities”
  • Understand compliance with the Voluntary Self Identification Form
  • Learn the definition of disability under ADA
  • Clarify the differences between ADA and ADAA
  • Review the definition of “Impairment” under ADA
  • Assess the term “Substantial Limitation”
  • Review “Major Bodily Functions” under ADA
  • Clarify the term “Mitigating Measures”
  • Review exceptions to the term Disability
  • Define who is a “Qualified Individual” under ADA
  • Gain a strong understanding of the Interactive Process
  • Review the tool provided to document the Interactive Process
  • Discuss examples of Reasonable Accommodations
  • Identify Essential Functions vs. Marginal function under ADA
  • Clarify the term “Undue Hardship”
  • Review the Recruitment Process involving applicants with Disabilities
  • Review some Reasonable Accommodations provided to potential candidates with disabilities
  • Review JAN – Job Accommodation Network
  • Review important ADA cases

Topics covered include:

  • ADA History
  • 7% Utilization Rate and the Voluntary Self-Identification of Disability Form
  • Americans with Disabilities Amendment Act (ADAAA)
  • Definition of Disability under ADA
  • “Being regarded” prong under ADA
  • Major life activities
  • Definition of “Substantial Limitation” under ADA
  • Compliance obligations under ADA
  • Protected Classes under ADA
  • The Interactive Process
  • Reasonable Accommodation Process
  • Examples of Reasonable Accommodations
  • Most common disabilities under ADA
  • Protection for alcoholism vs. drug use under ADA
  • The ADA and Persons with HIV/AIDS
  • Definition of Mitigating Measures under ADA
  • Direct Threat Defense
  • Hardship Defense
  • Definition of “Qualified Individual” under ADA
  • Posting Notices
  • Confidentiality and ADA
  • FMLA History
  • Covered Employers/Eligible Employees
  • “Loco Parentis” under the FMLA
  • Coverage of adult children under the FMLA
  • FMLA Qualifying Events
  • Notice Requirements
  • Certification of Serious Health Condition under the FMLA
  • Authentication and clarification of Certification
  • Employee Protections under the FMLA
  • Substitution of Paid Leave
  • Limitations to FMLA Protections
  • Employer Notification Requirements under the FMLA
  • Methods to establish the 13-month period under the FMLA
  • Calculation of Leave under the FMLA
  • Leave under the FMLA for spouses working for the same employer
  • Military Caregiver Leve
  • Qualifying Exigency Leave
  • Next of Kin
  • Employers’ prohibited actions under the FMLA
  • Exercises/Activities on ADA and FMLA

Who will Benefit:

  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Day 01(10:00 AM – 6:00 PM)

  • FMLA & ADA Compliance Update Certification Program
  • 10:00 – 11:15 – FMLA History
    • 1984 First written draft in FMLA
    • 1993 FMLA was passed signed by President Clinton
  • 11:15 – 12:30 – Family Medical Leave (FMLA) Basics
    • Employer/Employee Eligibility
    • FMLA qualifying events
    • Types of FMLA: Continuous/Intermittent/Reduced schedule
    • Who is a family member under FMLA
    • Loco Parentis
    • Coverage of Adult Children under the FMLA
    • FMLA and Common Law Marriages
    • Type of documentation needed for Baby Bonding
    • Leave under the FMLA for Spouses working for the same Employer
    • FMLA and PTO
    • FMLA Activities
    • Military Family Leave Provisions
    • Qualifying Exigency
    • Serious Health Condition under FMLA
    • 12-Month Period under FMLA
    • Protections under FMLA
  • 12:30 – 1:30 – Employer Notification Requirements
    • General Notice for all employees
    • Notice in Employee’s handbook
    • Eligibility Notice
    • Rights and Responsibilities Notice
    • Designation Notice
    • Certification of Health Care Provider
    • When is Recertification Needed?
    • 7 days to “cure the deficiency” period
    • Authentication and Clarification
    • Second and third opinions
  • 1:30 – 2:00 – Health Care Providers and Tracking and Method for taking FMLA
    • Who is a Health Care Provider
    • Certifications from other countries/other language
    • Methods for tracking the 12 month period
    • Changing to a different Method
    • Calculating amount of Intermittent hours
    • Special Rule for Airline Flight Crew Employees
    • Educational Agencies and The FMLA
  • 2:00 – 3:00 – Lunch
  • 3:00 – 4:00 – Protection and Maintenance of Group Health Benefits
    • Reinstatement to an Equivalent Position
    • Exemption for Key or Highly Compensated Employees
    • Intent to Return to Work
    • Fitness for Duty Certification
    • Requesting Re-Certifications
    • Timing Reinstatement returning from FMLA
    • Group Health Plan Coverage
    • Employee payment of Health Premiums
    • Premium recovery when an employee quits
  • 4:00 – 4:30 – Military Caregiver Leave and Qualifying Exigency
    • Leave Entitlements
    • Next of Kin
    • Single 12 Month period
    • Certification Requirements for Military Caregiver Leave
    • Qualifying Exigency Categories
    • Certification Requirements for Qualifying Exigency Leave
    • Recordkeeping Requirement
  • 4:30 – 5:00 – FMLA and Other Laws
    • The FMLA and the Pregnancy Discrimination Act of 1978 (PDA)
    • Leave as “Reasonable Accommodation” under ADA
    • The FMLA and the Genetic Information Nondiscrimination Act
    • The FMLA and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
    • The FMLA and Workers’ Compensation Laws
  • 5:00 – 6:00 – FMLA Retaliation/Interference/Retaliation/Discrimination Cases
    • FMLA Personal Liability
    • Duty to Investigate Fraudulent cases
    • Maria Escriba Case
    • Las Vegas’ FMLA Case

Day 02(10:00 AM – 6:00 PM)

  • 10:00 – 10:15 – ADA History
  • 10:15 – 11:30 – ADA Basics
    • Compliance obligations under ADA
    • 7% Utilization Rate
    • Titles of ADA
    • Americans with Disability Amendment Act (ADAAA)
    • Disability Definition
    • Impairment Definition
    • Substantial Limitation Definition
    • List of Major Life Activities
    • Physical Impairment
    • Mental Impairment
    • Major Bodily Functions
    • Mitigating Measures
    • Examples of “Being Regarded as”
  • 11:30 – 12:30 – ADA Basics continuation
    • Most Common Disabilities
    • Title VII of the Civil Rights Act of 1964
    • Pregnancy Discrimination Act of 1978 (PDA)
    • Family & Medical Leave Act (FMLA)
    • The Pregnant Workers Fairness Act
    • The ADA and Person with HIV/AIDS
    • Protection for alcoholism vs drug users under ADA
    • Disorders not considered Disabilities under ADA
    • Direct Threat Defense
    • Qualified Individual under ADA
    • Essential Functions vs. Marginal Functions
    • Undue Hardship Defense
  • 12:30-1:00 – The Recruitment Process and ADA
    • Examples of Reasonable Accommodations during the Recruitment Process
    • Identifying if candidate is a “qualified Individual”
    • Obligations even with candidates
    • Hearing Impaired Candidate Example
  • 1:00 – 2:00 – Lunch
  • 2:00 – 4:00 – The Interactive Process/Reasonable Accommodations
    • Initiation of the Interactive Process
    • Who is involved in the process
    • Confidentiality
    • Selection of Reasonable Accommodation
    • Reasonable Accommodation = Effective Accommodation
  • 4:00 – 5:00 – The Interactive Process/Reasonable Accommodations
    • Timing Requirement and follow up
    • Examples of Reasonable Accommodations
    • askjan.org
    • Diabetic Employee Case
  • 5:00 – 6:00 – Interactive Process Exercise
  • 6:00 – 6:30 – Graduation: Certificates and Pictures

Dennis Himes, SHRM-CP

I had an opportunity to attend one of Elga Lejarza-Penn Employment Laws certification programs. Going into the program, you are never sure what to expect. I have to say; this was one of the best programs I have attended. The class consisted of about six individuals, it was through a webex/skype type meeting, and you had to participate. This interaction with the instructor and other attendees made the two-day program feel as though I gathered more, got my questions answered, and was able to here other questions from attendees I wouldn’t have thought about. Elga is extremely knowledgeable in her field and provided so much insight into the various laws: ADA, FMLA, FLSA, ADEA, Etc. I am now able to bring this knowledge into my everyday work environment and share this with my colleagues. If you are looking for a great program, I would highly recommend going through training with Elga.

2-Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors (Starting 11/12/19)

HRCI and SHRM Approved Provider SM

HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Join us In-Person in Greenville, SC or Online via Live Stream / Webinar for our Instructor-Led 2 Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors.  If you supervise at least one employee you need to be knowledgeable with Employment Laws to avoid costly lawsuits, judgments, settlements and to reduce employee complaints and claims. The amount of discrimination, harassment, retaliation and other claims filed with the EEOC and the Department of Labor continue to rise every year. Now more than ever, HR Professionals, managers and supervisors need to understand and be familiar with employment laws because they share responsibility with HR to ensure their interactions and relations with employees are compliant with federal and state employment laws. One single lawsuit can have damaging and costly effects to the organization. Violating an employment law is a very high-ticket price to pay. The check that the company will have to write would include a lot of zeros on it. To help our HR Professionals, Managers and Supervisors succeed and to protect our organizations from legal entanglements, we need to train them on essential Employment Laws.

This training contains everything our Managers and Supervisors need to know to succeed and to protect our organizations by complying with Employment Laws by doing the right thing from a moral, ethical and legal way. Always remember that it is better to deal with issues internally rather than in the courthouse.

Bonus Material:

  • Employment Retirement Income Security Act (ERISA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)

Learning Objectives:

  • Learn about significant changes in Labor and Employment Laws since the 1990s.
  • Understand the foundation of all Employment Laws.
  • Learn about prohibitions under Title VII of the Civil Rights Act.
  • Learn about Religious reasonable accommodations.
  • Learn how to avoid EEOC claims and litigation.
  • Learn how to maintain a harassment free workplace.
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about the different FLSA Exemptions.
  • Learn about FLSA records retention.
  • Familiarize with Youth Employment Standards.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid wage and hour headaches.
  • Learn how to comply with the Family Medical Leave Act: Eligibility and timing requirement.
  • Master the headache of FMLA tracking.
  • Learn to identify what is a serious health condition and what is not.
  • Learn how to handle special situations such as spouses working for the same company.
  • Learn that “480” hours are not set in stone.
  • Learn about job restoration rights under FMLA.
  • Learn how to avoid being personally liable for unlawful work practice.
  • Learn about The Americans with Disability Act compliance and reasonable accommodation.
  • Learn to distinguish what is a Disability under ADA and what is not.
  • Learn about different types of reasonable accommodation.
  • Learn where to find resources and assistance with reasonable accommodation.
  • Learn about “Major Life Activities”.
  • Learn about the confusing “Mitigating Measures” concept.
  • Understand the “Undue Hardship” defense.
  • Understand the “Direct Threat” defense.
  • Learn the legally safe way to confront an employee you suspect is abusing drugs, alcohol or other substances.
  • Learn about the importance of “Job Descriptions” with ADA.
  • Learn how to avoid age discrimination charges or claims when managing older workers.
  • Familiarize with the Older Workers Benefit Protection Act of 1990 (OWBPA).
  • Learn about “Mandatory Retirement” for certain positions.
  • Understand what exactly wage discrimination means.
  • Learn about the Lilly Ledbetter Law.
  • Learn about OSHA Law and regulations.
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions.
  • Learn about concerted activities.
  • Learn about Social Media Employment Policies and the NLRA’s opinion.
  • Meet “GINA” and learn when we are violating “GINA” and when we are not.
  • Learn about the Employment Retirement Income Security Act of 1974 (ERISA)
  • Familiarize with the Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • Learn to comply with the Health Insurance Portability and Accountability Act (HIPAA)
  • Learn about the Uniformed Services Employment and Reemployment Rights Act (USERRA)

Areas Covered:

  • Title VII of the Civil Rights Act
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The American with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Occupational Safety and Health Act (OSHA)
  • Pregnancy Discrimination Act (PDA)
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)

Who will Benefit:

  •     Managers
  •     Supervisors
  •     Executives
  •     HR professional
  •     HR Generalist
  •     Employee Relations Persons
  •     Consultants
  •     Small Business Owners

Agenda

 Day 01(10:00 AM – 6:00 PM)

10:00-11:00 Significant Changes in Labor and Employment Laws since 1990

  •         New Laws and Amendments in the 1990’s
  •         Rise of Employment claims
  •         Training a vital business investment

11:00-12:00 Title VII of The Civil Rights Act of 1964

  •         Prohibitions under Title VII of the Civil Rights Act of 1964
  •         Recruiting, Hiring and Advancement
  •         Quid pro quo vs Hostile work environment harassment
  •         Religious Accommodations
  •         1991 Amendment

12:00-1:00 Fair Labor Standard Act (FLSA)

  •         The need to create the FLSA
  •         Obligations under the FLSA
  •         Overtime Rules
  •         Child labor
  •         Recordkeeping
  •         “White Collar” exemptions
  •         Break time for nursing mothers
  •         Safe Harbor Policy

1:00-2:00 Family Medical Leave Act (FMLA)

  •         Employer/Employee Eligibility
  •         FMLA qualifying events
  •         Continuous/Intermittent/Reduced schedule
  •         Who is a “family member” under FMLA
  •     12:00-1:00 Lunch

2:00-3:00  Lunch

3:00-4:30 Family Medical Leave Act (FMLA) Continuation

  •         Serious Health Conditions
  •         Protections under FMLA
  •         “Equivalent Position”
  •         Timing requirements
  •         Requesting Re-certification

4:30-6:00 The American with Disabilities Act (ADA)

  •         Compliance obligations under ADA
  •         Definition of Disability
  •         ADA vs. ADAAA
  •         Most common disabilities
  •         Drugs and alcohol under ADA
  •         Undue hardship defense
  •         Direct threat defense
  •         Reasonable Accommodation Process

Day 02(10:00 AM – 6:30 PM)

10:00-11:00 Age Discrimination in Employment Act (ADEA)

  •         Prohibition of age discrimination
  •         The Older Workers Benefit Protection Act of 1990
  •         Waivers of ADEA Rights

11:00-12:00 Equal Pay Act

  •         Obligations under the Equal Pay ACT
  •         Wage gaps 50 years after EPA
  •         Lilly Ledbetter Act
  •         Exceptions to Equal Pay

12:00-1:00 Occupational Safety Health Act (OSHA)

  •         OSHA Compliance – Must know basics/Newest regulations
  •         Preventing common workplace hazards
  •         Record-keeping
  •         Preparation for OSHA Site Visit
  •         Reducing workplace violence

1:00-2:00 Pregnancy Discrimination Act (PDA)

  •         Fundamental PDA Requirements
  •         Extent of PDA coverage
  •         Medical conditions related to pregnancy or childbirth
  •         Reasonable accommodations
  •         Unlawful discharge during pregnancy or parental leave
  •         States with greater PDA obligations

2:00-3:00 Lunch

3:00-5:00 National Labor Relations Act (NLRA)

  •         Protections under the NLRA
  •         Right-to-work states
  •         Reasons why employees organize
  •         Union organizing campaign
  •         NLRA “Concerted Activities”
  •         Social Media and the NLRA

5:00-6:00 Genetic Non-Discrimination Act (GINA)

  •         Reasons for GINA
  •         Definition of Genetic Information
  •         Prohibitions under GINA
  •         Tests not considered genetic tests
  •         Exceptions to the acquisition of Genetic Information
  •         GINA’s rules on confidentiality
  •         GINA and EEOC charges

Bonus:

  •         Employee Retirement Income Security Act (ERISA)
  •         The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
  •         Consolidated Omnibus Budget Reconciliation Act (COBRA)
  •         Health Insurance Portability and Accountability Act (HIPAA)

6:00-6:30 Graduation: Certificates and Pictures

2-Day Sexual Harassment Law and Investigation Techniques Certificate Program for HR Professionals (Starts 12/2/19)

HRCI and SHRM Approved Provider SM

HRCI – 13 HR(General) Credits

SHRM – 13 PDC’s

With workplace harassment claims dominating the headlines, every business needs to take harassment prevention training seriously.

Human Resources managers are uniquely responsible to guide their organizations in preventing sexual harassment and to properly address concerns when employees complain about workplace conduct.  This 2-day course will give you a firm understanding of the law surrounding this issue and help you know what best practices to put in place at your employer to communicate behavior expectations.  You will also learn expert investigative techniques that will help you feel confident in resolving issues, both for your employee’s benefit and to reduce your employer’s potential liability.  This is a 13-credit class to assist with your professional certification requirements.

Objectives:

  • Define Sexual Harassment and offensive behavior that can be considered harassment
  • Explain the statutory regulations and legal background of Sexual Harassment.
  • Define Quid Prop Quo versus Hostile work environment
  • Understanding employers’ responsibility with sexual harassment
  • Identify the effects that sexual harassment has on people.
  • Recognize that sexual harassment of any type is a form of discrimination and will not be tolerated.
  • Implement ways of handling claims of sexual harassment.
  • Explain your role as an HR professional dealing with sexual harassment claims
  • Discuss precedent case law FaragherCity of Boca Raton 1998
  • Review precedent case law Burlington Industries, Inc. v. Ellerth 1998
  • Review precedent case law Oncale v. Sundowner
  • Explain “vicarious responsibility”
  • Learn How To Prevent Costly Employee Litigation Claims
  • The liability of “you knew” or “you should have known”
  • Explain the steps when an employee files a claim of harassment with the Equal Opportunity Commission
  • Define the steps to handle sexual harassment complaints
  • Explain what is involved in a “Thorough” and “Prompt” investigation
  • Discuss EEOC’s guidelines to handle “inconclusive conclusions” in an investigation
  • Identify procedures to prevent sexual harassment from happening
  • A process on how employees file an EEOC sexual harassment claim
  • Companies “zero tolerance” with sexual harassment
  • Discuss what “constructive discharge means”
  • Identify the meaning of a “reasonable person”
  • Discuss what a prompt and thorough investigation means
  • Building the “puzzle”
  • Discuss obtaining corroboration – witness statements
  • Discuss how to “substantiate the allegations”
  • Identify the steps of “The investigative report”
  • Review the steps necessary to avoid a case of retaliation in addition to the sexual harassment claim

Day 1 – Understanding the Law and Prevention Steps

The Big Picture

  • The history of how sexual harassment became an important societal issue
  • The role of the EEOC in investigating complaints and what their complaint statistics indicate
  • Understanding the significance of vicarious liability for your employers
  • Answering personal liability questions – Are HR professionals personally liable for illegal harassment that occurs in the workplace? Individual managers?

Federal Law

  • Understanding the law behind sexual harassment and important judicial decisions
  • Learning about the various types of illegal sexual harassment as defined by the EEOC
  • Understanding what your obligations are regarding vendor/contractor behavior
  • How to identify illegal retaliation against complainants and why retaliation is a distinct aspect from sexual harassment allegations
  • Understanding the difference between sexual harassment and gender discrimination
  • Recognizing what is and isn’t sexual harassment

Case studies – Interactive Discussion

  • Review case studies revealing types of sexual harassment
  • Review retaliation situations
  • Identifying aspects of cases requiring investigation

Prevention Measures

  • Should your company have a “zero-tolerance” policy?
  • Drafting an anti-sexual harassment policy and complaint policy and what should be included
  • Providing avenues for employees to raise complaints
  • How to address employee romance to protect your employer
  • Guidance on after-hours socialization and what your managers should not do
  • Methods to communicate your company policy so that awareness is clear
  • Defining what training programs are necessary, how often they should be given, and related record keeping best practices

Day 2 – Investigative Techniques and Issues to Consider

Investigation Considerations

  • Understand the Standards of Proof and what is expected of the investigator
  • Recognizing timeliness obligations
  • The critical need to ensure confidentiality

What to Do When a Complaint Arises

  • Documenting the issue and how to “draw the box” so that you know what to investigate
  • Understanding the importance of developing a chronology of events and witnesses
  • Determining what issues require a formal investigation
  • Setting expectations with the reporter of the complaint
  • Addressing the complainant that doesn’t want their complaint investigated
  • Protecting the complainant from retaliation
  • How to address anonymous complaints

The Investigator Role

  • The responsibilities of an investigator
  • Determining who else should participate
  • Identifying decision-makers who will oversee your investigation
  • Ensuring “need to know” confidentiality
  • What to do when an employee wants their attorney or another person present

Planning and Scoping the Investigation

  • How to balance completeness vs company disruption due to the impact of an investigation
  • When to use administrative employment suspension
  • Gathering contextual and related information
  • Determining the order of witness interviews
  • Developing witness questions and proper order of questions

Setting the Table with Witnesses

  • Why you must avoid group interviews
  • The importance of developing trust
  • Defining for witnesses what is expected of them before the interview
  • Explaining your role and what you will do with the information gained from the witness
  • Determining what information to reveal to witnesses and in what order
  • How to use demeanor evidence in assessing witness credibility
  • Wildcards that witnesses sometimes play
  • How to close the witness interview
  • How to confront the accused

Resolving the Complaint

  • Reviewing evidence and reaching conclusions, interpreting conflicting evidence
  • How to discuss findings with decision-makers
  • Steps to take with accused whether or not a violation occurred
  • How to write responses to the complainant and accused explaining outcomes
  • Importance of monitoring situation going forward
  • How to handle false allegations
  • Review of sample closure memorandums and disciplinary documents

Common Pitfalls of Poor Investigations

  • Avoiding common mistakes made
  • Understanding the danger of making legal conclusions

Review and Wrap Up

Colleen Coco, PHR

Today I passed my PHR exam on my first attempt! Elga’s program works!! She creates an incredibly encouraging atmosphere and is very thorough in her coverage of all the topics you need to know for the exam. Between her training webinars and the Friday night study sessions, if you commit your time to studying and reviewing her material, I believe you have all the tools you need to successfully pass the exam. She will give you tips and tricks and ways to remember information that comes in handy when you’re sitting in the exam room. If you want a surefire aide to passing the exam, sign up with Elga and commit to studying. It is worth every penny and then some! I know I said it before, but I will say it again, this program works!!! Thank you Elga!!!!

Renee McDaniel, SPHR, SHRM-SCP

I Can’t thank the entire team at HRTraining Classes for all the ongoing support during my journey in passing both the SHRM SCP and SPHR. Their program is amazing THANK YOU!

Christine Wilson, PHR

I’m so thankful to have crossed paths with Elga and HRtrainingclasses.com! Elga helped me to find the confidence I’ve been lacking and helped me in preparing for my PHR. The amount of time she’s offered me and her other participants is immeasurable! Do yourself a favor and if you’re interested in obtaining your HR Certification, partner with Elga and her team and you won’t be disappointed!

Wendy Jaros, SPHR

Today I passed the SPHR on my first attempt!! I can not recommend Elga and her training program enough. Elga provided comprehensive training to ensure that her students fully understand all aspects of HR in order to pass the test – and to apply these tools to be better in our everyday jobs as HR professionals. With a full-time job and as a mother of two, the evening online courses provided me with the flexibility I needed. Elga is extremely dedicated to her students’ success and provided personalized one-on-one sessions to ensure I was ready, and confident to pass the test on my first attempt. Elga, I am forever grateful not just for your training and expertise, but also for your patience, support, and encouragement! Thank you, thank you, thank you!

2-Day FMLA, ADA and PDA Certificate Program (Starts 1/30/2020)

HRCI and SHRM Approved Provider SM

HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Join us In-Person in St Louis, MO or Online via Live Stream / Webinar for our Instructor-Led 2-Day In-Person FMLA, ADA and PDA Certificate Program.  This is a thorough Certificate Program Training which will provide you with the tools and resources you need to maintain compliance with these three important laws and regulations and to serve as your organization’s internal consultant to minimize organizational risk.

Schedule

  • Thursday, January 30, 2020  9:00 AM – 5:00 PM Central Time
  • Friday, January 31, 2020  9:00 AM – 5:00 PM Central Time

Why You Should Attend This Workshop

  • Would you like to know the American with Disability Act and the Family Medical Leave Act?
  • Do you feel you can master activities such as engaging in the Interactive Process, review, select and provide Reasonable Accommodations?
  • Can you say that you are complying with all the Family Leave Act’s obligations and responsibilities especially with constant and latest changes?
  • Do you want to have the peace of mind that you are protecting not just your organization but also yourself?

Recent Equal Employment Opportunity Commission and Wage and Hour Division-U.S. Department of Labor’s lawsuits highlight the importance of adopting a comprehensive procedure for managing ADA and FMLA.

No, I am not saying that you need to go to Law School and get a Doctor of Juridical Science degree in Employment Law in order to survive the tsunami of litigations and astonishing well-publicized lawsuits and settlements we read about every week. All you need is to sharpen your skills and enrich your career by attending this 2 Day Certificate Program on FMLA & ADA. This is a thorough Certificate Program which will provide you with the tools and resources you need to maintain compliance with these two important laws and regulations and to serve as an internal consultant to minimize organizational risk. Always remember, it is better to deal with the issues “in-house”, rather than in the “Court-house”.

Seminar Fee Includes:

Free consulting service on questions related to the Certificate Program for 3 months starting the day of the seminar. The participant will be provided with an email address and they will get a response within 48 hours.

  • Seminar Material
  • Hard copy of presentation
  • Interactive Process Package
  • Certificate

Learning Objectives:

  • Review the History of the FMLA
  • Understand who are “Covered Employers” under the FMLA
  • Identify who are “Eligible Employee” under the FMLA
  • Assess FMLA qualifying events
  • Learn what is considered “Serious Health Conditions” under the FMLA
  • Review who is a Family Member under the FMLA
  • Define “Locus Parentis”
  • Learn about special case when using FMLA with Spouses employed by the same Employer
  • Learn about the different types of FMLA Leave
  • Review who is a “Health Care Provider” under the FMLA
  • Evaluate the “Certification of Health Care Provider” for employee’s own serious health condition and for family member
  • Learn how to handle Incomplete Certifications
  • Clarify when a “Recertification” is needed
  • Understand the different way to Determine the “12 month period” under the FMLA
  • Discuss employee’s Intent to return to work or intent not to return to work
  • Evaluate employer’s request for Fitness for Duty Certification/Return to Work Note
  • Discuss how critical is a “Timely return to work” under the FMLA
  • Gain a strong understanding that 12 weeks is not always equivalent to 480 hours
  • Review the protection to “Maintain Group Health Benefits” under the FMLA
  • Clarify who has Job Restoration and who does not
  • Define the term “Key or Highly Compensated Employee”
  • Determine what is an “Equivalent Position” under the FMLA
  • Learn about the Military Caregiver Leave
  • Learn about the Qualifying Exigency Leave
  • Discuss Substitution of Paid Leave
  • Review Recordkeeping requirements
  • Gain a basic understanding of the importance on Investigating FMLA fraudulent cases
  • Clarify FMLA Interference
  • Review FMLA Discrimination and Retaliation
  • Gain a strong understanding on the lesson we can learn from Maria Escriba’s case
  • Review the History of ADA
  • Learn what is ADA and what employment practices are unlawful under ADA
  • Review a list of the most common disabilities under ADA
  • Clarify protection difference under ADA between Alcoholism and drug addiction
  • Identify “Major Life Activities”
  • Understand compliance with the Voluntary Self Identification Form
  • Learn the definition of disability under ADA
  • Clarify the differences between ADA and ADAA
  • Review the definition of “Impairment” under ADA
  • Assess the term “Substantial Limitation”
  • Review “Major Bodily Functions” under ADA
  • Clarify the term “Mitigating Measures”
  • Review exceptions to the term Disability
  • Define who is a “Qualified Individual” under ADA
  • Gain a strong understanding of the Interactive Process
  • Review the tool provided to document the Interactive Process
  • Discuss examples of Reasonable Accommodations
  • Identify Essential Functions vs. Marginal function under ADA
  • Clarify the term “Undue Hardship”
  • Review the Recruitment Process involving applicants with Disabilities
  • Review some Reasonable Accommodations provided to potential candidates with disabilities
  • Review JAN – Job Accommodation Network
  • Review important ADA cases

Topics covered include:

  • ADA History
  • 7% Utilization Rate and the Voluntary Self-Identification of Disability Form
  • Americans with Disabilities Amendment Act (ADAAA)
  • Definition of Disability under ADA
  • “Being regarded” prong under ADA
  • Major life activities
  • Definition of “Substantial Limitation” under ADA
  • Compliance obligations under ADA
  • Protected Classes under ADA
  • The Interactive Process
  • Reasonable Accommodation Process
  • Examples of Reasonable Accommodations
  • Most common disabilities under ADA
  • Protection for alcoholism vs. drug use under ADA
  • The ADA and Persons with HIV/AIDS
  • Definition of Mitigating Measures under ADA
  • Direct Threat Defense
  • Hardship Defense
  • Definition of “Qualified Individual” under ADA
  • Posting Notices
  • Confidentiality and ADA
  • FMLA History
  • Covered Employers/Eligible Employees
  • “Loco Parentis” under the FMLA
  • Coverage of adult children under the FMLA
  • FMLA Qualifying Events
  • Notice Requirements
  • Certification of Serious Health Condition under the FMLA
  • Authentication and clarification of Certification
  • Employee Protections under the FMLA
  • Substitution of Paid Leave
  • Limitations to FMLA Protections
  • Employer Notification Requirements under the FMLA
  • Methods to establish the 13-month period under the FMLA
  • Calculation of Leave under the FMLA
  • Leave under the FMLA for spouses working for the same employer
  • Military Caregiver Leve
  • Qualifying Exigency Leave
  • Next of Kin
  • Employers’ prohibited actions under the FMLA
  • Exercises/Activities on ADA and FMLA

Who will Benefit:

  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Day 01(9:00 AM – 5:00 PM)

  • FMLA & ADA Compliance Update Certification Program
  • 9:00 – 10:15 – FMLA History
    • 1984 First written draft in FMLA
    • 1993 FMLA was passed signed by President Clinton
  • 10:15 – 11:30 – Family Medical Leave (FMLA) Basics
    • Employer/Employee Eligibility
    • FMLA qualifying events
    • Types of FMLA: Continuous/Intermittent/Reduced schedule
    • Who is a family member under FMLA
    • Loco Parentis
    • Coverage of Adult Children under the FMLA
    • FMLA and Common Law Marriages
    • Type of documentation needed for Baby Bonding
    • Leave under the FMLA for Spouses working for the same Employer
    • FMLA and PTO
    • FMLA Activities
    • Military Family Leave Provisions
    • Qualifying Exigency
    • Serious Health Condition under FMLA
    • 12-Month Period under FMLA
    • Protections under FMLA
  • 11:30 – 12:30 – Employer Notification Requirements
    • General Notice for all employees
    • Notice in Employee’s handbook
    • Eligibility Notice
    • Rights and Responsibilities Notice
    • Designation Notice
    • Certification of Health Care Provider
    • When is Recertification Needed?
    • 7 days to “cure the deficiency” period
    • Authentication and Clarification
    • Second and third opinions
  • 12:30 – 1:00 – Health Care Providers and Tracking and Method for taking FMLA
    • Who is a Health Care Provider
    • Certifications from other countries/other language
    • Methods for tracking the 12 month period
    • Changing to a different Method
    • Calculating amount of Intermittent hours
    • Special Rule for Airline Flight Crew Employees
    • Educational Agencies and The FMLA
  • 1:00 – 2:00 – Lunch
  • 2:00 – 3:00 – Protection and Maintenance of Group Health Benefits
    • Reinstatement to an Equivalent Position
    • Exemption for Key or Highly Compensated Employees
    • Intent to Return to Work
    • Fitness for Duty Certification
    • Requesting Re-Certifications
    • Timing Reinstatement returning from FMLA
    • Group Health Plan Coverage
    • Employee payment of Health Premiums
    • Premium recovery when an employee quits
  • 3:00 – 3:30 – Military Caregiver Leave and Qualifying Exigency
    • Leave Entitlements
    • Next of Kin
    • Single 12 Month period
    • Certification Requirements for Military Caregiver Leave
    • Qualifying Exigency Categories
    • Certification Requirements for Qualifying Exigency Leave
    • Recordkeeping Requirement
  • 3:30 – 4:00 – FMLA and Other Laws
    • The FMLA and the Pregnancy Discrimination Act of 1978 (PDA)
    • Leave as “Reasonable Accommodation” under ADA
    • The FMLA and the Genetic Information Nondiscrimination Act
    • The FMLA and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
    • The FMLA and Workers’ Compensation Laws
  • 4:00 – 5:00 – FMLA Retaliation/Interference/Retaliation/Discrimination Cases
    • FMLA Personal Liability
    • Duty to Investigate Fraudulent cases
    • Maria Escriba Case
    • Las Vegas’ FMLA Case

Day 02(9:00 AM – 5:00 PM)

  • 9:00 – 9:15 – ADA History
  • 9:15 – 10:30 – ADA Basics
    • Compliance obligations under ADA
    • 7% Utilization Rate
    • Titles of ADA
    • Americans with Disability Amendment Act (ADAAA)
    • Disability Definition
    • Impairment Definition
    • Substantial Limitation Definition
    • List of Major Life Activities
    • Physical Impairment
    • Mental Impairment
    • Major Bodily Functions
    • Mitigating Measures
    • Examples of “Being Regarded as”
  • 10:30 – 11:30 – ADA Basics continuation
    • Most Common Disabilities
    • Title VII of the Civil Rights Act of 1964
    • Pregnancy Discrimination Act of 1978 (PDA)
    • Family & Medical Leave Act (FMLA)
    • The Pregnant Workers Fairness Act
    • The ADA and Person with HIV/AIDS
    • Protection for alcoholism vs drug users under ADA
    • Disorders not considered Disabilities under ADA
    • Direct Threat Defense
    • Qualified Individual under ADA
    • Essential Functions vs. Marginal Functions
    • Undue Hardship Defense
  • 11:30-12:00 – The Recruitment Process and ADA
    • Examples of Reasonable Accommodations during the Recruitment Process
    • Identifying if candidate is a “qualified Individual”
    • Obligations even with candidates
    • Hearing Impaired Candidate Example
  • 12:00 – 1:00 – Lunch
  • 1:00 – 3:00 – The Interactive Process/Reasonable Accommodations
    • Initiation of the Interactive Process
    • Who is involved in the process
    • Confidentiality
    • Selection of Reasonable Accommodation
    • Reasonable Accommodation = Effective Accommodation
  • 3:00 – 4:00 – The Interactive Process/Reasonable Accommodations
    • Timing Requirement and follow up
    • Examples of Reasonable Accommodations
    • askjan.org
    • Diabetic Employee Case
  • 4:00 – 5:00 – Interactive Process Exercise
  • 5:00 – 5:30 – Graduation: Certificates and Pictures

(Sold Out) 2-Day FMLA, ADA and PDA Certificate Program (Starts 1-9-2020)

HRCI and SHRM Approved Provider SM

HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Join us In-Person in Greenville, SC or Online via Live Stream / Webinar for our Instructor-Led 2-Day In-Person FMLA, ADA and PDA Certificate Program.  This is a thorough Certificate Program Training which will provide you with the tools and resources you need to maintain compliance with these three important laws and regulations and to serve as your organization internal consultant to minimize organizational risk.

Schedule

  • Thursday, January 9th, 2020 10:00 AM – 6:00 PM EDT
  • Friday, January 10th, 2020 10:00 AM – 6:00 PM EDT

Why You Should Attend This Workshop

  • Would you like to know the Americans with Disability Act and the Family Medical Leave Act?
  • Do you feel you can master activities such as engaging in the Interactive Process, review, select and provide Reasonable Accommodations?
  • Can you say that you are complying with all the Family Leave Act’s obligations and responsibilities especially with constant and latest changes?
  • Do you want to have the peace of mind that you are protecting not just your organization but also yourself?

Recent Equal Employment Opportunity Commission and Wage and Hour Division-U.S. Department of Labor’s lawsuits highlight the importance of adopting a comprehensive procedure for managing ADA and FMLA.

No, I am not saying that you need to go to Law School and get a Doctor of Juridical Science degree in Employment Law in order to survive the tsunami of litigations and astonishing well-publicized lawsuits and settlements we read about every week. All you need is to sharpen your skills and enrich your career by attending this 2 Day Certificate Program on FMLA & ADA. This is a thorough Certificate Program that will provide you with the tools and resources you need to maintain compliance with these two important laws and regulations and to serve as an internal consultant to minimize organizational risk. Always remember, it is better to deal with the issues “in-house”, rather than in the “Court-house”.

Seminar Fee Includes:

Free consulting service on questions related to the Certificate Program for 3 months starting the day of the seminar. Each participant will be provided with an email address and they will get a response within 48 hours.

  • Seminar Material
  • Hard copy of presentation
  • Interactive Process Package
  • Certificate

Learning Objectives:

  • Review the History of the FMLA
  • Understand who are “Covered Employers” under the FMLA
  • Identify who are “Eligible Employee” under the FMLA
  • Assess FMLA qualifying events
  • Learn what is considered “Serious Health Conditions” under the FMLA
  • Review who is a Family Member under the FMLA
  • Define “Locus Parentis”
  • Learn about special case when using FMLA with Spouses employed by the same Employer
  • Learn about the different types of FMLA Leave
  • Review who is a “Health Care Provider” under the FMLA
  • Evaluate the “Certification of Health Care Provider” for employee’s own serious health condition and for family member
  • Learn how to handle Incomplete Certifications
  • Clarify when a “Recertification” is needed
  • Understand the different way to Determine the “12 month period” under the FMLA
  • Discuss employee’s Intent to return to work or intent not to return to work
  • Evaluate employer’s request for Fitness for Duty Certification/Return to Work Note
  • Discuss how critical is a “Timely return to work” under the FMLA
  • Gain a strong understanding that 12 weeks is not always equivalent to 480 hours
  • Review the protection to “Maintain Group Health Benefits” under the FMLA
  • Clarify who has Job Restoration and who does not
  • Define the term “Key or Highly Compensated Employee”
  • Determine what is an “Equivalent Position” under the FMLA
  • Learn about the Military Caregiver Leave
  • Learn about the Qualifying Exigency Leave
  • Discuss Substitution of Paid Leave
  • Review Recordkeeping requirements
  • Gain a basic understanding of the importance on Investigating FMLA fraudulent cases
  • Clarify FMLA Interference
  • Review FMLA Discrimination and Retaliation
  • Gain a strong understanding on the lesson we can learn from Maria Escriba’s case
  • Review the History of ADA
  • Learn what is ADA and what employment practices are unlawful under ADA
  • Review a list of the most common disabilities under ADA
  • Clarify protection difference under ADA between Alcoholism and drug addiction
  • Identify “Major Life Activities”
  • Understand compliance with the Voluntary Self Identification Form
  • Learn the definition of disability under ADA
  • Clarify the differences between ADA and ADAA
  • Review the definition of “Impairment” under ADA
  • Assess the term “Substantial Limitation”
  • Review “Major Bodily Functions” under ADA
  • Clarify the term “Mitigating Measures”
  • Review exceptions to the term Disability
  • Define who is a “Qualified Individual” under ADA
  • Gain a strong understanding of the Interactive Process
  • Review the tool provided to document the Interactive Process
  • Discuss examples of Reasonable Accommodations
  • Identify Essential Functions vs. Marginal function under ADA
  • Clarify the term “Undue Hardship”
  • Review the Recruitment Process involving applicants with Disabilities
  • Review some Reasonable Accommodations provided to potential candidates with disabilities
  • Review JAN – Job Accommodation Network
  • Review important ADA cases

Topics covered include:

  • ADA History
  • 7% Utilization Rate and the Voluntary Self-Identification of Disability Form
  • Americans with Disabilities Amendment Act (ADAAA)
  • Definition of Disability under ADA
  • “Being regarded” prong under ADA
  • Major life activities
  • Definition of “Substantial Limitation” under ADA
  • Compliance obligations under ADA
  • Protected Classes under ADA
  • The Interactive Process
  • Reasonable Accommodation Process
  • Examples of Reasonable Accommodations
  • Most common disabilities under ADA
  • Protection for alcoholism vs. drug use under ADA
  • The ADA and Persons with HIV/AIDS
  • Definition of Mitigating Measures under ADA
  • Direct Threat Defense
  • Hardship Defense
  • Definition of “Qualified Individual” under ADA
  • Posting Notices
  • Confidentiality and ADA
  • FMLA History
  • Covered Employers/Eligible Employees
  • “Loco Parentis” under the FMLA
  • Coverage of adult children under the FMLA
  • FMLA Qualifying Events
  • Notice Requirements
  • Certification of Serious Health Condition under the FMLA
  • Authentication and clarification of Certification
  • Employee Protections under the FMLA
  • Substitution of Paid Leave
  • Limitations to FMLA Protections
  • Employer Notification Requirements under the FMLA
  • Methods to establish the 13-month period under the FMLA
  • Calculation of Leave under the FMLA
  • Leave under the FMLA for spouses working for the same employer
  • Military Caregiver Leve
  • Qualifying Exigency Leave
  • Next of Kin
  • Employers’ prohibited actions under the FMLA
  • Exercises/Activities on ADA and FMLA

Who will Benefit:

  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Day 01(10:00 AM – 6:00 PM)

  • FMLA & ADA Compliance Update Certification Program
  • 10:00 – 11:15 – FMLA History
    • 1984 First written draft in FMLA
    • 1993 FMLA was passed signed by President Clinton
  • 11:15 – 12:30 – Family Medical Leave (FMLA) Basics
    • Employer/Employee Eligibility
    • FMLA qualifying events
    • Types of FMLA: Continuous/Intermittent/Reduced schedule
    • Who is a family member under FMLA
    • Loco Parentis
    • Coverage of Adult Children under the FMLA
    • FMLA and Common Law Marriages
    • Type of documentation needed for Baby Bonding
    • Leave under the FMLA for Spouses working for the same Employer
    • FMLA and PTO
    • FMLA Activities
    • Military Family Leave Provisions
    • Qualifying Exigency
    • Serious Health Condition under FMLA
    • 12-Month Period under FMLA
    • Protections under FMLA
  • 12:30 – 1:30 – Employer Notification Requirements
    • General Notice for all employees
    • Notice in Employee’s handbook
    • Eligibility Notice
    • Rights and Responsibilities Notice
    • Designation Notice
    • Certification of Health Care Provider
    • When is Recertification Needed?
    • 7 days to “cure the deficiency” period
    • Authentication and Clarification
    • Second and third opinions
  • 1:30 – 2:00 – Health Care Providers and Tracking and Method for taking FMLA
    • Who is a Health Care Provider
    • Certifications from other countries/other language
    • Methods for tracking the 12 month period
    • Changing to a different Method
    • Calculating amount of Intermittent hours
    • Special Rule for Airline Flight Crew Employees
    • Educational Agencies and The FMLA
  • 2:00 – 3:00 – Lunch
  • 3:00 – 4:00 – Protection and Maintenance of Group Health Benefits
    • Reinstatement to an Equivalent Position
    • Exemption for Key or Highly Compensated Employees
    • Intent to Return to Work
    • Fitness for Duty Certification
    • Requesting Re-Certifications
    • Timing Reinstatement returning from FMLA
    • Group Health Plan Coverage
    • Employee payment of Health Premiums
    • Premium recovery when an employee quits
  • 4:00 – 4:30 – Military Caregiver Leave and Qualifying Exigency
    • Leave Entitlements
    • Next of Kin
    • Single 12 Month period
    • Certification Requirements for Military Caregiver Leave
    • Qualifying Exigency Categories
    • Certification Requirements for Qualifying Exigency Leave
    • Recordkeeping Requirement
  • 4:30 – 5:00 – FMLA and Other Laws
    • The FMLA and the Pregnancy Discrimination Act of 1978 (PDA)
    • Leave as “Reasonable Accommodation” under ADA
    • The FMLA and the Genetic Information Nondiscrimination Act
    • The FMLA and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
    • The FMLA and Workers’ Compensation Laws
  • 5:00 – 6:00 – FMLA Retaliation/Interference/Retaliation/Discrimination Cases
    • FMLA Personal Liability
    • Duty to Investigate Fraudulent cases
    • Maria Escriba Case
    • Las Vegas’ FMLA Case

Day 02(10:00 AM – 6:00 PM)

  • 10:00 – 10:15 – ADA History
  • 10:15 – 11:30 – ADA Basics
    • Compliance obligations under ADA
    • 7% Utilization Rate
    • Titles of ADA
    • Americans with Disability Amendment Act (ADAAA)
    • Disability Definition
    • Impairment Definition
    • Substantial Limitation Definition
    • List of Major Life Activities
    • Physical Impairment
    • Mental Impairment
    • Major Bodily Functions
    • Mitigating Measures
    • Examples of “Being Regarded as”
  • 11:30 – 12:30 – ADA Basics continuation
    • Most Common Disabilities
    • Title VII of the Civil Rights Act of 1964
    • Pregnancy Discrimination Act of 1978 (PDA)
    • Family & Medical Leave Act (FMLA)
    • The Pregnant Workers Fairness Act
    • The ADA and Person with HIV/AIDS
    • Protection for alcoholism vs drug users under ADA
    • Disorders not considered Disabilities under ADA
    • Direct Threat Defense
    • Qualified Individual under ADA
    • Essential Functions vs. Marginal Functions
    • Undue Hardship Defense
  • 12:30-1:00 – The Recruitment Process and ADA
    • Examples of Reasonable Accommodations during the Recruitment Process
    • Identifying if candidate is a “qualified Individual”
    • Obligations even with candidates
    • Hearing Impaired Candidate Example
  • 1:00 – 2:00 – Lunch
  • 2:00 – 4:00 – The Interactive Process/Reasonable Accommodations
    • Initiation of the Interactive Process
    • Who is involved in the process
    • Confidentiality
    • Selection of Reasonable Accommodation
    • Reasonable Accommodation = Effective Accommodation
  • 4:00 – 5:00 – The Interactive Process/Reasonable Accommodations
    • Timing Requirement and follow up
    • Examples of Reasonable Accommodations
    • askjan.org
    • Diabetic Employee Case
  • 5:00 – 6:00 – Interactive Process Exercise
  • 6:00 – 6:30 – Graduation: Certificates and Pictures

2-Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors (Starting 4/27/2020)

HRCI and SHRM Approved Provider SM

HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Join us Online via Live Stream / Webinar for our Instructor-Led 2 Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors.  If you supervise at least one employee you need to be knowledgeable with Employment Laws to avoid costly lawsuits, judgments, settlements and to reduce employee complaints and claims. The amount of discrimination, harassment, retaliation and other claims filed with the EEOC and the Department of Labor continue to rise every year. Now more than ever, HR Professionals, managers and supervisors need to understand and be familiar with employment laws because they share responsibility with HR to ensure their interactions and relations with employees are compliant with federal and state employment laws. One single lawsuit can have damaging and costly effects to the organization. Violating an employment law is a very high-ticket price to pay. The check that the company will have to write would include a lot of zeros on it. To help our HR Professionals, Managers and Supervisors succeed and to protect our organizations from legal entanglements, we need to train them on essential Employment Laws.

This training contains everything our Managers and Supervisors need to know to succeed and to protect our organizations by complying with Employment Laws by doing the right thing from a moral, ethical and legal way. Always remember that it is better to deal with issues internally rather than in the courthouse.

Bonus Material:

  • Employment Retirement Income Security Act (ERISA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)

Learning Objectives:

  • Learn about significant changes in Labor and Employment Laws since the 1990s.
  • Understand the foundation of all Employment Laws.
  • Learn about prohibitions under Title VII of the Civil Rights Act.
  • Learn about Religious reasonable accommodations.
  • Learn how to avoid EEOC claims and litigation.
  • Learn how to maintain a harassment free workplace.
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about the different FLSA Exemptions.
  • Learn about FLSA records retention.
  • Familiarize with Youth Employment Standards.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid wage and hour headaches.
  • Learn how to comply with the Family Medical Leave Act: Eligibility and timing requirement.
  • Master the headache of FMLA tracking.
  • Learn to identify what is a serious health condition and what is not.
  • Learn how to handle special situations such as spouses working for the same company.
  • Learn that “480” hours are not set in stone.
  • Learn about job restoration rights under FMLA.
  • Learn how to avoid being personally liable for unlawful work practice.
  • Learn about The Americans with Disability Act compliance and reasonable accommodation.
  • Learn to distinguish what is a Disability under ADA and what is not.
  • Learn about different types of reasonable accommodation.
  • Learn where to find resources and assistance with reasonable accommodation.
  • Learn about “Major Life Activities”.
  • Learn about the confusing “Mitigating Measures” concept.
  • Understand the “Undue Hardship” defense.
  • Understand the “Direct Threat” defense.
  • Learn the legally safe way to confront an employee you suspect is abusing drugs, alcohol or other substances.
  • Learn about the importance of “Job Descriptions” with ADA.
  • Learn how to avoid age discrimination charges or claims when managing older workers.
  • Familiarize with the Older Workers Benefit Protection Act of 1990 (OWBPA).
  • Learn about “Mandatory Retirement” for certain positions.
  • Understand what exactly wage discrimination means.
  • Learn about the Lilly Ledbetter Law.
  • Learn about OSHA Law and regulations.
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions.
  • Learn about concerted activities.
  • Learn about Social Media Employment Policies and the NLRA’s opinion.
  • Meet “GINA” and learn when we are violating “GINA” and when we are not.
  • Learn about the Employment Retirement Income Security Act of 1974 (ERISA)
  • Familiarize with the Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • Learn to comply with the Health Insurance Portability and Accountability Act (HIPAA)
  • Learn about the Uniformed Services Employment and Reemployment Rights Act (USERRA)

Areas Covered:

  • Title VII of the Civil Rights Act
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The American with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Occupational Safety and Health Act (OSHA)
  • Pregnancy Discrimination Act (PDA)
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)

Who will Benefit:

  •     Managers
  •     Supervisors
  •     Executives
  •     HR professional
  •     HR Generalist
  •     Employee Relations Persons
  •     Consultants
  •     Small Business Owners

Agenda

 Day 01(9:00 AM – 5:00 PM)

9:00-10:00 Significant Changes in Labor and Employment Laws since 1990

  •         New Laws and Amendments in the 1990’s
  •         Rise of Employment claims
  •         Training a vital business investment

10:00-11:00 Title VII of The Civil Rights Act of 1964

  •         Prohibitions under Title VII of the Civil Rights Act of 1964
  •         Recruiting, Hiring and Advancement
  •         Quid pro quo vs Hostile work environment harassment
  •         Religious Accommodations
  •         1991 Amendment

11:00-12:00 Fair Labor Standard Act (FLSA)

  •         The need to create the FLSA
  •         Obligations under the FLSA
  •         Overtime Rules
  •         Child labor
  •         Recordkeeping
  •         “White Collar” exemptions
  •         Break time for nursing mothers
  •         Safe Harbor Policy

12 – 1 Lunch

1:00-2:00 Family Medical Leave Act (FMLA)

  •         Employer/Employee Eligibility
  •         FMLA qualifying events
  •         Continuous/Intermittent/Reduced schedule
  •         Who is a “family member” under FMLA
  •     12:00-1:00 Lunch

2:00-3:30 Family Medical Leave Act (FMLA) Continuation

  •         Serious Health Conditions
  •         Protections under FMLA
  •         “Equivalent Position”
  •         Timing requirements
  •         Requesting Re-certification

3:30-5:00 The American with Disabilities Act (ADA)

  •         Compliance obligations under ADA
  •         Definition of Disability
  •         ADA vs. ADAAA
  •         Most common disabilities
  •         Drugs and alcohol under ADA
  •         Undue hardship defense
  •         Direct threat defense
  •         Reasonable Accommodation Process

Day 02(9:00 AM – 5:30 PM)

9:00-10:00 Age Discrimination in Employment Act (ADEA)

  •         Prohibition of age discrimination
  •         The Older Workers Benefit Protection Act of 1990
  •         Waivers of ADEA Rights

10:00-11:00 Equal Pay Act

  •         Obligations under the Equal Pay ACT
  •         Wage gaps 50 years after EPA
  •         Lilly Ledbetter Act
  •         Exceptions to Equal Pay

11:00-12:00 Occupational Safety Health Act (OSHA)

  •         OSHA Compliance – Must know basics/Newest regulations
  •         Preventing common workplace hazards
  •         Record-keeping
  •         Preparation for OSHA Site Visit
  •         Reducing workplace violence

12:00-1:00 Lunch

1:00-2:00 Pregnancy Discrimination Act (PDA)

  •         Fundamental PDA Requirements
  •         Extent of PDA coverage
  •         Medical conditions related to pregnancy or childbirth
  •         Reasonable accommodations
  •         Unlawful discharge during pregnancy or parental leave
  •         States with greater PDA obligations

2:00-4:00 National Labor Relations Act (NLRA)

  •         Protections under the NLRA
  •         Right-to-work states
  •         Reasons why employees organize
  •         Union organizing campaign
  •         NLRA “Concerted Activities”
  •         Social Media and the NLRA

4:00-5:00 Genetic Non-Discrimination Act (GINA)

  •         Reasons for GINA
  •         Definition of Genetic Information
  •         Prohibitions under GINA
  •         Tests not considered genetic tests
  •         Exceptions to the acquisition of Genetic Information
  •         GINA’s rules on confidentiality
  •         GINA and EEOC charges

Bonus:

  •         Employee Retirement Income Security Act (ERISA)
  •         The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
  •         Consolidated Omnibus Budget Reconciliation Act (COBRA)
  •         Health Insurance Portability and Accountability Act (HIPAA)

Lynn Flanagan, aPHR

I started preparing for the aPHR Exam on my own at first and quickly realized I needed something more to keep me focused. I found Elga’s training class and enrolled the day it started. Once the class started I knew immediately that I made the right choice. Elga is engaging, smart, and very knowledgeable in all that is HR. There is no way I could’ve done this on my own…thank you. I look forward to starting the PHR classes tomorrow!

2-Day Sexual Harassment Law and Investigation Techniques Certificate Program for HR Professionals (Starts 3/30/2020)

HRCI and SHRM Approved Provider SM

HRCI – 13 HR(General) Credits

SHRM – 13 PDC’s

With workplace harassment claims dominating the headlines, every business needs to take harassment prevention training seriously.

Human Resources managers are uniquely responsible to guide their organizations in preventing sexual harassment and to properly address concerns when employees complain about workplace conduct.  This 2-day course will give you a firm understanding of the law surrounding this issue and help you know what best practices to put in place at your employer to communicate behavior expectations.  You will also learn expert investigative techniques that will help you feel confident in resolving issues, both for your employee’s benefit and to reduce your employer’s potential liability.  This is a 13-credit class to assist with your professional certification requirements.

Schedule

  • Monday, March 30th, 2020 9:00 AM – 5:00 PM Central Time
  • Tuesday, March 31st, 2020 9:00 AM – 5:00 PM Central Time

Objectives:

  • Define Sexual Harassment and offensive behavior that can be considered harassment
  • Explain the statutory regulations and legal background of Sexual Harassment.
  • Define Quid Prop Quo versus Hostile work environment
  • Understanding employers’ responsibility with sexual harassment
  • Identify the effects that sexual harassment has on people.
  • Recognize that sexual harassment of any type is a form of discrimination and will not be tolerated.
  • Implement ways of handling claims of sexual harassment.
  • Explain your role as an HR professional dealing with sexual harassment claims
  • Discuss precedent case law FaragherCity of Boca Raton 1998
  • Review precedent case law Burlington Industries, Inc. v. Ellerth 1998
  • Review precedent case law Oncale v. Sundowner
  • Explain “vicarious responsibility”
  • Learn How To Prevent Costly Employee Litigation Claims
  • The liability of “you knew” or “you should have known”
  • Explain the steps when an employee files a claim of harassment with the Equal Opportunity Commission
  • Define the steps to handle sexual harassment complaints
  • Explain what is involved in a “Thorough” and “Prompt” investigation
  • Discuss EEOC’s guidelines to handle “inconclusive conclusions” in an investigation
  • Identify procedures to prevent sexual harassment from happening
  • A process on how employees file an EEOC sexual harassment claim
  • Companies “zero tolerance” with sexual harassment
  • Discuss what “constructive discharge means”
  • Identify the meaning of a “reasonable person”
  • Discuss what a prompt and thorough investigation means
  • Building the “puzzle”
  • Discuss obtaining corroboration – witness statements
  • Discuss how to “substantiate the allegations”
  • Identify the steps of “The investigative report”
  • Review the steps necessary to avoid a case of retaliation in addition to the sexual harassment claim

Day 1 – Understanding the Law and Prevention Steps

The Big Picture

  • The history of how sexual harassment became an important societal issue
  • The role of the EEOC in investigating complaints and what their complaint statistics indicate
  • Understanding the significance of vicarious liability for your employers
  • Answering personal liability questions – Are HR professionals personally liable for illegal harassment that occurs in the workplace? Individual managers?

Federal Law

  • Understanding the law behind sexual harassment and important judicial decisions
  • Learning about the various types of illegal sexual harassment as defined by the EEOC
  • Understanding what your obligations are regarding vendor/contractor behavior
  • How to identify illegal retaliation against complainants and why retaliation is a distinct aspect from sexual harassment allegations
  • Understanding the difference between sexual harassment and gender discrimination
  • Recognizing what is and isn’t sexual harassment

Case studies – Interactive Discussion

  • Review case studies revealing types of sexual harassment
  • Review retaliation situations
  • Identifying aspects of cases requiring investigation

Prevention Measures

  • Should your company have a “zero-tolerance” policy?
  • Drafting an anti-sexual harassment policy and complaint policy and what should be included
  • Providing avenues for employees to raise complaints
  • How to address employee romance to protect your employer
  • Guidance on after-hours socialization and what your managers should not do
  • Methods to communicate your company policy so that awareness is clear
  • Defining what training programs are necessary, how often they should be given, and related record keeping best practices

Day 2 – Investigative Techniques and Issues to Consider

Investigation Considerations

  • Understand the Standards of Proof and what is expected of the investigator
  • Recognizing timeliness obligations
  • The critical need to ensure confidentiality

What to Do When a Complaint Arises

  • Documenting the issue and how to “draw the box” so that you know what to investigate
  • Understanding the importance of developing a chronology of events and witnesses
  • Determining what issues require a formal investigation
  • Setting expectations with the reporter of the complaint
  • Addressing the complainant that doesn’t want their complaint investigated
  • Protecting the complainant from retaliation
  • How to address anonymous complaints

The Investigator Role

  • The responsibilities of an investigator
  • Determining who else should participate
  • Identifying decision-makers who will oversee your investigation
  • Ensuring “need to know” confidentiality
  • What to do when an employee wants their attorney or another person present

Planning and Scoping the Investigation

  • How to balance completeness vs company disruption due to the impact of an investigation
  • When to use administrative employment suspension
  • Gathering contextual and related information
  • Determining the order of witness interviews
  • Developing witness questions and proper order of questions

Setting the Table with Witnesses

  • Why you must avoid group interviews
  • The importance of developing trust
  • Defining for witnesses what is expected of them before the interview
  • Explaining your role and what you will do with the information gained from the witness
  • Determining what information to reveal to witnesses and in what order
  • How to use demeanor evidence in assessing witness credibility
  • Wildcards that witnesses sometimes play
  • How to close the witness interview
  • How to confront the accused

Resolving the Complaint

  • Reviewing evidence and reaching conclusions, interpreting conflicting evidence
  • How to discuss findings with decision-makers
  • Steps to take with accused whether or not a violation occurred
  • How to write responses to the complainant and accused explaining outcomes
  • Importance of monitoring situation going forward
  • How to handle false allegations
  • Review of sample closure memorandums and disciplinary documents

Common Pitfalls of Poor Investigations

  • Avoiding common mistakes made
  • Understanding the danger of making legal conclusions

Review and Wrap Up

2020 Form I-9 – Verification and Employment Certificate Program (Starts November 6th)

HRCI and SHRM Approved Provider SM

HRCI – 4 HR(General) Credits

SHRM – 4 PDC’s

Date: 11/6/2019

Time: 12pm – 4pm Central Time

Presenter: Elga Lejarza-Penn

Duration: 4 Hours

Delivery Options: In-Person or Live Stream / Webinar

Cost: $295

I-9 Audits are on the rise and there is no stopping them! Last year over 6,500 employers’ I-9 records were audited, leading to several dozen civil and criminal convictions. This year a lot more audits have been conducted and the number is significantly increasing in 2020.

Employers, are you confident that you know everything you need to know with respect to your I-9 files to be in compliance and avoid significant penalties?

  1. The current version Form I-9 is expired as of August 1, 2019, what form do we use in 2020?
  2. Am I am required to complete Form I-9 for employees who will work only one day?
  3. If I have to pay back pay to a previous employee, do I need to complete a new Form I-9?
  4. Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  5. How do I complete Form I-9 for remote employees?
  6. Is an employer required to terminate employees who, as a result of the employer’s internal Form I-9 audit, disclose that they were previously not employment-authorized, even though they are currently employment-authorized?
  7. If I am self-employed and don’t need to complete the Form I-9, do I need to be authorized to work in the United States to be self-employed?
  8. During a self-audit, I discovered we have an employee we hired in July 1986, do I need to complete a Form I-9 for this employee?
  9. Do I have to fill out a Form I-9 for an employee on an H1-B Visa?
  10. Can employees in the United States use the Form I-9 Spanish version?

Answers to the even-numbered questions:

  1. Yes, 4. Yes, 6. No, 8. No, 10. No

 

Why Should you attend this 3-hour 2020 I-9 Compliance Certificate Program?

We all know that we need to complete a Form I-9 for each individual who works for us, but we also need to ensure that we are completing Forms I-9 in compliance with the Immigration Reform and Control Act (IRCA). This in-person or online 2020 I-9 Compliance Certificate Program will provide you all the tools to be in compliance with the law and avoid lawsuits, significant fines, and even civil and criminal penalties. The Government takes employment eligibility seriously today more than ever before. We can not put our organizations at risk because of mistakes, lack of knowledge or training. Ignorance is not a defense in the eyes of the law!

Areas covered in our “2020 I-9 Compliance Certificate Program”

  • What is IRCA?
  • How many employees do you need to have to comply with IRCA?
  • Who enforces IRCA?
  • Compliance obligations under IRCA
  • Who is not required to complete a Form I-9?
  • How far in advance can the Form I-9 be completed?
  • As an employer, may I use a signature stamp to sign Section 2?
  • How do we determine a Documents’ genuineness?
  • Which type of receipts we can accept from the employees to complete Form I-9?
  • Do we need to make copies of the employees’ documents?
  • When do we need to re-verify the I-9 Forms?
  • What should I do if I need to reverify an employee who filled out an earlier version of Form I-9?
  • What should I do if my transgender employee changes their name?
  • Must I reverify an employee who presented a Permanent Resident Card with a 10-year expiration date?
  • Must I reverify an employee who presented for Form I-9 a Permanent Resident Card that expires in two years and contains conditions?
  • How do I conduct a self-audit for our I-9 Forms?
  • How do I properly correct errors or missing data on the I-9 Forms?
  • How do I establish employees’ identities and employment authorizations?
  • How should we store and retain the I-9 Forms?
  • Who can help a new hire complete section 1 on the Form I-9?
  • How an employer can avoid personal liability when completing, attesting and signing a Form I-9
  • Can an H-1B employee present a driver’s license and Form I-94 card only (no passport) for re-verification?
  • In the signature block for the Employer or Authorized Representative found in Section 2 of Form I-9, do I need to sign my full legal name?
  • The Form I-9 instructions include approved abbreviations for document titles. Some of the document titles are long, so when you print the form, the title is cut off. Is this acceptable?
  • May a notary public or any authorized representative attach an attestation to Form I-9 instead of providing a signature in the signature block of Section 2?
  • If an employee writes down an Alien Number or Admission Number when completing Section 1 of Form I-9, may I ask to see a document with that number?
  • Must Form I-9 be completed in ink or can I use a pencil?
  • Is it acceptable to have both typed and handwritten information on the Form I-9?
  • Can there be any additional writing or highlighting on Form I-9?
  • As an employer, may I use a signature stamp to sign Section 2?
  • If my employee changes citizenship status after completing Form I-9, are they required to change their attestation?
  • Is an H-4 with a pending I-129 to become H-1B employment authorized? The individual was an H-1B prior to becoming an H-4 and is in an authorized period of stay.
  • In the case of a merger, how can I meet the 3-day rule and complete all new I-9 Forms for my acquired employees?
  • Am I required to complete Forms I-9 for employees who will work only one day?
  • Do I have to update or complete a new Form I-9 when distributing back pay to a previous employee who no longer works for the company?
  • Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  • I am self-employed and don’t need to complete the Form I-9. Do I need to be authorized to work in the United States to be self-employed?
  • Do I need to fill out Forms I-9 for independent contractors or their employees?
  • If someone accepts a job with my company but will not start work for a month, can I complete Form I-9 when my employee accepts the job?
  • Do citizens and noncitizen nationals of the United States need to complete Form I-9?
  • Can I include Form I-9 in a job application packet?
  • If I am self-employed, do I have to fill out a Form I-9 on myself?
  • If I am a recruiter or referrer for a fee, do I have to fill out Forms I-9 on individuals that I recruit or refer?
  • Do I have to complete Forms I-9 for Canadians or Mexicans who entered the United States under the North American Free Trade Agreement (NAFTA)?
  • Do the owners of a company have to complete Form I-9? What if one of the company’s owners refuses to complete Form I-9?
  • My company retains unpaid individuals (student trainees, interns, volunteers, residents) that receive job training and experience but receive no form of payment from my company. Do we need to complete Forms I-9 for these individuals?
  • Do we need to submit Form I-9 to any government agency or government website?
  • Which employers can use the Form I-9 Spanish Version?
  • Do we need to provide to the new hires the Form I-9 15 pages of instructions?

Included in the program:

  • 2020 I-9 Compliance Certificate
  • 4 SHRM/HRCI Recertification Credit hours
  • Supplies/book with presentation
  • Form I-9 Activity
  • Interactive Program
  • $200.00 off coupon code for our PHR/SPHR/SHRM-CP/SHRM-SCP 10 Week Evening Online Exam Prep Program

 Target Audience:

  • Human Resources Professionals
  • Recruiters
  • Compliance Officers
  • Payroll Professionals
  • Business Owners
  • Office Managers
  • New Managers or Supervisors
  • Public Notaries

Amy Trujillo, PHR

If you are looking to expand your knowledge in Human Resources and get you aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP contact HRTrainingClasses.com. Elga will take you under her wings to make sure you pass. These exams are not easy but because of her, I passed my PHR and now I plan to pass my SPHR. Thank you, Elga and Mike, you both are awesome.

Interviewing Skills Certificate Program (Starts 1/28/2020)

HRCI and SHRM Approved Provider SM

HRCI – 4 HR(General) Credits

SHRM – 4 PDC’s

Interviewing Skills Certificate Program

Presenter: Elga Lejarza-Penn

Duration: 4 Hours

Delivery Options: In-Person or Live Stream

Cost: $295

Why Should you attend this 4-hour Interviewing Skills Certificate Program?

Selecting a qualified candidate for each and every job is critical to our organization’s success. Qualified means candidates who have the incoming abilities to perform well on the job.  While you, as an interviewer, would like to have all the information you can obtain from a candidate, you must avoid asking any question that may be considered discriminatory. As you are aware, decades ago many federal laws and also some state laws passed that pertain to the questions an interviewer may ask. Yet job candidates today might still be asked questions that are illegal. The costs for an employer to defend itself against a claim of illegal employment discrimination are significant.

Another significant consequence of careless hiring is turnover which causes high costs. Some studies (such as SHRM) predict that every time a business replaces a salaried employee, it costs 6 to 9 months’ salary on average. For a manager making $40,000 a year, that’s $20,000 to $30,000 in recruiting and training expenses. We need to reduce costs by reducing turnover through better hiring practices, through better screening techniques and making sure we all practice fair hiring.

Accordingly, you, as hiring managers, need to know how to conduct lawful interviews. Let’s see how well you do!

Can you ask the following questions during a job interview?

  1. Do you have a disability?
  2. Have you ever filed a workers’ compensation claim?
  3. Do you have a history of drug or alcohol abuse?
  4. After reviewing the job description, “Can you perform the duties listed in the job description, with or without accommodation?”
  5. If a worker has an obvious disability or reveals a hidden disability: “Can you demonstrate how you would perform the essential functions of the job?”
  6. Are you currently using any illegal drugs?
  7. “You have a cute accent, l like it, where are you from”?
  8. “The job requires frequent traveling out of town, do you have children”?
  9. Are you available to travel frequently?
  10. Can you work overtime with no notice?

Answers to the even-numbered questions:

  1. No, 4. Yes, 6. Yes, 8. No, 10. Yes

 Areas covered in our Interviewing Skills Certificate Program 

  • Key legislation affecting Recruitment and selection
  • The concept of Equal Employment Opportunities
  • Bona Fide Occupational Qualifications
  • Human Resources Planning objectives
  • The Job Analysis process and its outcome
  • Importance of Job Descriptions in the Recruitment Process
  • The Needs Analysis for staffing
  • The Recruitment Process objectives
  • Application Forms and the legal and Privacy issues
  • Validity and Reliability
  • Internal and External Recruitment Sources
  • Recruitment and Technology
  • Analyzing application forms to identify a job applicant’s qualifications for the job
  • Analyzing application forms for “red flags” to clarify in a face-to face interview
  • Screening Interviews
  • Selection Tools
  • The importance of Employment Branding in the Recruitment Process
  • Objectives of interviews
  • Conducting effective and legal Interviews
  • Setting up the interview
  • Selecting the Interview Team
  • Different types of interviews
  • Diversity and Inclusion in the Recruitment Process
  • Interviewing Skills and Techniques
  • Providing a Realistic Job Preview
  • Guidelines for interview questions
  • Preparation is the key
  • Putting the applicant at ease so you can get better information
  • Taking notes – Be cautious
  • When to dig for more information
  • Combating Interviewer hidden bias
  • Emotional Intelligence and Interviewing
  • Reading candidates body language in an interview
  • Promissory estoppel vs. fraudulent misrepresentation
  • Discriminatory questions
  • Interviewing applicants with disabilities
  • How to conduct interviews with confidence
  • Evaluating to choose and hire the best candidates

 

Included in the program:

  • Interviewing Skills Certificate
  • 3 SHRM/HRCI Recertification Credit hours
  • Supplies/book with presentation
  • Mock interview activity
  • Interactive Program
  • $200.00 off coupon code for our PHR/SPHR/SHRM-CP/SHRM-SCP 10 Week Evening Online Exam Prep Program

 

Target Audience:

  • Human Resources Professionals
  • Recruiters
  • Compliance Officers
  • Business Owners
  • Office Managers
  • New Managers or Supervisors
  • Anyone responsible for recruiting, interviewing and/or hiring

 

Judith Griffin, SPHR

Elga, I am so happy I took the 10-week online class with you! I felt like I was not only preparing for the SPHR exam, but receiving information that was relevant to my everyday responsibilities. Your tips and ways of instruction were very helpful. Both you and Mike were accessible to help anytime. I highly recommend your course to anyone interested in pursuing their HR certification. Thank you!

Stacy Davis

This week I participated in a 2-day webinar on FMLA, ADA and PDA. This is not something I was looking forward to, as most of these are very basic and I seldom feel like I am learning anything new. Elga made this not only tolerable to listen to for 2 full days, she is extremely knowledgeable as well as helpful and eager to research anything she is not sure about. I do believe this was money well spent in training and would be open to more training with Elga. Thank you so much for your time Elga.

Cortney Bean

Elga has an insurmountable gift of teaching. I have recently completed the FMLA/ADA Certificate Program and I can honestly say that those 2 days were not only informative, but they were fun as well. Im now taking the aPHR classes and I am learning more than I ever imagined I could. Elga also mentored me at a previous job and I am now a (Self-proclaimed) Workers Compensation expert. She took the time because she genuinely cares about people. I believe that’s why she’s so good at her profession. If you need continuing education or if you are just looking to expand your knowledge Elga is absolutely the one you should choose!

2020 ADA Guidelines with Fragrance Sensitivity in the Workplace Certificate Program (Starts 12-6-2019)

HRCI and SHRM Approved Provider SM

HRCI – 2 HR(General) Credits

SHRM – 2 PDC’s

Presenter: Elga Lejarza-Penn

Duration: 2 Hours

Delivery Options: In-Person or Live Stream

Cost: $195

Course Objective:

There are a number of conditions that make it difficult for someone to be exposed to fragrances and chemicals. Allergies, asthma and multiple chemical sensitivity (MCS) can cause a wide variety of symptoms, including but not limited to dizziness, vomiting, respiratory distress, headaches and skin conditions. Any of these symptoms make it difficult, if not impossible, for the employee experiencing them to work efficiently.

In the extreme case where an employee’s fragrance sensitivity is severe enough to substantially limit his or her ability to perform their essential job functions, the employee may be deemed to have a disability under the Americans with Disabilities Act (ADA). If so, an employer has a duty to provide a reasonable accommodation to the employee, if one exists, unless the accommodation would result in an undue hardship for the employer.

A federal jury in Michigan awarded $10.6 million to a female disc jockey who claimed under the Americans with Disabilities Act that her country music radio station employer failed to accommodate her allergy to a fellow deejay’s perfume.

A few months ago, a jury decided that a California company must pay $3M to an employee after ignoring his request for accommodation due to diagnosed chemical allergies.

In this Webinar, you will learn your obligations to recognize a Fragrance Sensitivity and a Multiple Chemical Sensitivity (MCS) request for a reasonable accommodation and how to grant it to assist the employee, comply with the law and protect our company. We will avoid a lot of headaches, teary eyes, and runny nose we might experience from hearing the word “LAWSUIT”!

 Background:

It took decades for the workplace to acknowledge the dangers of smoking and to recognize the deadly effects of exposure to second-hand smoke. Once acknowledged, it was a few more years before the workplace became safe for workers from the dangers of second-hand smoke. Fragrance Sensitivity is following the same trajectory.

Areas Covered in the Session:

  • Americans with Disability Act and the definition of Disability.
  • Broader definition under the Amendment Act.
  • Employers Compliance with the Americans with Disability Act.
  • Fragrance Sensitivity Definition.
  • Fragrance Sensitivity Prevention/Treatment.
  • Fragrance Sensitivity Mitigating Symptoms.
  • Is Fragrance Sensitivity a disability under ADA?
  • Is Fragrance Sensitivity considered a serious condition under FMLA?
  • New ADA Guidelines for Fragrance Sensitivity.
  • Types of allergy symptoms due to Fragrance Sensitivity.
  • How to handle Fragrance Sensitivity requests for accommodation?
  • Fragrance Sensitivity and dealing with customers’ fragrances.
  • How do to accommodate employees with multiple chemical sensitivities?
  • Steps of the Interactive Process (A-Z).
  • Reasonable Accommodations Vs. Perfect Accommodations – Courts’ opinion
  • Examples of Reasonable Accommodations for Fragrance Sensitivity.
  • Confidentiality of medical information under ADA.
  • Courts’ Opinion regarding Workplace Fragrance Sensitivity Policy.
  • Can an employer require an employee not to wear perfume?
  • Steps for developing a Workplace Fragrance Sensitivity Policy.
  • Do people prefer fragranced or fragrance-free environments?
  • What are the benefits of fragrance-free policies?
  • What are the challenges in implementing fragrance-free policies?
  • Recent Significant Fragrance Sensitivity Cases.
  • Using the Undue Hardship defense

Who Would Benefit from this Webinar

  • Human Resources Professionals
  • Human Resources Consultants
  • Employee Relations Professionals
  • Benefit Coordinators
  • Office Managers
  • Managers and Supervisors
  • Business Owners

2020 Form I-9 – Employment Eligibility Verification Certificate Program (Starts 12-6-2019)

HRCI and SHRM Approved Provider SM

HRCI – 4 HR(General) Credits

SHRM – 4 PDC’s

Date: 12/6/2019

Time: 1pm – 5pm Eastern Time

Presenter: Elga Lejarza-Penn

Duration: 4 Hours

Delivery Options: In-Person or Live Stream / Webinar

Cost: $295

I-9 Audits are on the rise and there is no stopping them! Last year over 6,500 employers’ I-9 records were audited, leading to several dozen civil and criminal convictions. This year a lot more audits have been conducted and the number is significantly increasing in 2020.

Employers, are you confident that you know everything you need to know with respect to your I-9 files to be in compliance and avoid significant penalties?

  1. The current version Form I-9 is expired as of August 1, 2019, what form do we use in 2020?
  2. Am I am required to complete Form I-9 for employees who will work only one day?
  3. If I have to pay back pay to a previous employee, do I need to complete a new Form I-9?
  4. Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  5. How do I complete Form I-9 for remote employees?
  6. Is an employer required to terminate employees who, as a result of the employer’s internal Form I-9 audit, disclose that they were previously not employment-authorized, even though they are currently employment-authorized?
  7. If I am self-employed and don’t need to complete the Form I-9, do I need to be authorized to work in the United States to be self-employed?
  8. During a self-audit, I discovered we have an employee we hired in July 1986, do I need to complete a Form I-9 for this employee?
  9. Do I have to fill out a Form I-9 for an employee on an H1-B Visa?
  10. Can employees in the United States use the Form I-9 Spanish version?

Answers to the even-numbered questions:

  1. Yes, 4. Yes, 6. No, 8. No, 10. No

 

Why Should you attend this 3-hour 2020 I-9 Compliance Certificate Program?

We all know that we need to complete a Form I-9 for each individual who works for us, but we also need to ensure that we are completing Forms I-9 in compliance with the Immigration Reform and Control Act (IRCA). This in-person or online 2020 I-9 Compliance Certificate Program will provide you all the tools to be in compliance with the law and avoid lawsuits, significant fines, and even civil and criminal penalties. The Government takes employment eligibility seriously today more than ever before. We can not put our organizations at risk because of mistakes, lack of knowledge or training. Ignorance is not a defense in the eyes of the law!

Areas covered in our “2020 I-9 Compliance Certificate Program”

  • What is IRCA?
  • How many employees do you need to have to comply with IRCA?
  • Who enforces IRCA?
  • Compliance obligations under IRCA
  • Who is not required to complete a Form I-9?
  • How far in advance can the Form I-9 be completed?
  • As an employer, may I use a signature stamp to sign Section 2?
  • How do we determine a Documents’ genuineness?
  • Which type of receipts we can accept from the employees to complete Form I-9?
  • Do we need to make copies of the employees’ documents?
  • When do we need to re-verify the I-9 Forms?
  • What should I do if I need to reverify an employee who filled out an earlier version of Form I-9?
  • What should I do if my transgender employee changes their name?
  • Must I reverify an employee who presented a Permanent Resident Card with a 10-year expiration date?
  • Must I reverify an employee who presented for Form I-9 a Permanent Resident Card that expires in two years and contains conditions?
  • How do I conduct a self-audit for our I-9 Forms?
  • How do I properly correct errors or missing data on the I-9 Forms?
  • How do I establish employees’ identities and employment authorizations?
  • How should we store and retain the I-9 Forms?
  • Who can help a new hire complete section 1 on the Form I-9?
  • How an employer can avoid personal liability when completing, attesting and signing a Form I-9
  • Can an H-1B employee present a driver’s license and Form I-94 card only (no passport) for re-verification?
  • In the signature block for the Employer or Authorized Representative found in Section 2 of Form I-9, do I need to sign my full legal name?
  • The Form I-9 instructions include approved abbreviations for document titles. Some of the document titles are long, so when you print the form, the title is cut off. Is this acceptable?
  • May a notary public or any authorized representative attach an attestation to Form I-9 instead of providing a signature in the signature block of Section 2?
  • If an employee writes down an Alien Number or Admission Number when completing Section 1 of Form I-9, may I ask to see a document with that number?
  • Must Form I-9 be completed in ink or can I use a pencil?
  • Is it acceptable to have both typed and handwritten information on the Form I-9?
  • Can there be any additional writing or highlighting on Form I-9?
  • As an employer, may I use a signature stamp to sign Section 2?
  • If my employee changes citizenship status after completing Form I-9, are they required to change their attestation?
  • Is an H-4 with a pending I-129 to become H-1B employment authorized? The individual was an H-1B prior to becoming an H-4 and is in an authorized period of stay.
  • In the case of a merger, how can I meet the 3-day rule and complete all new I-9 Forms for my acquired employees?
  • Am I required to complete Forms I-9 for employees who will work only one day?
  • Do I have to update or complete a new Form I-9 when distributing back pay to a previous employee who no longer works for the company?
  • Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  • I am self-employed and don’t need to complete the Form I-9. Do I need to be authorized to work in the United States to be self-employed?
  • Do I need to fill out Forms I-9 for independent contractors or their employees?
  • If someone accepts a job with my company but will not start work for a month, can I complete Form I-9 when my employee accepts the job?
  • Do citizens and noncitizen nationals of the United States need to complete Form I-9?
  • Can I include Form I-9 in a job application packet?
  • If I am self-employed, do I have to fill out a Form I-9 on myself?
  • If I am a recruiter or referrer for a fee, do I have to fill out Forms I-9 on individuals that I recruit or refer?
  • Do I have to complete Forms I-9 for Canadians or Mexicans who entered the United States under the North American Free Trade Agreement (NAFTA)?
  • Do the owners of a company have to complete Form I-9? What if one of the company’s owners refuses to complete Form I-9?
  • My company retains unpaid individuals (student trainees, interns, volunteers, residents) that receive job training and experience but receive no form of payment from my company. Do we need to complete Forms I-9 for these individuals?
  • Do we need to submit Form I-9 to any government agency or government website?
  • Which employers can use the Form I-9 Spanish Version?
  • Do we need to provide to the new hires the Form I-9 15 pages of instructions?

Included in the program:

  • 2020 I-9 Compliance Certificate
  • 4 SHRM/HRCI Recertification Credit hours
  • Supplies/book with presentation
  • Form I-9 Activity
  • Interactive Program
  • $200.00 off coupon code for our PHR/SPHR/SHRM-CP/SHRM-SCP 10 Week Evening Online Exam Prep Program

 Target Audience:

  • Human Resources Professionals
  • Recruiters
  • Compliance Officers
  • Payroll Professionals
  • Business Owners
  • Office Managers
  • New Managers or Supervisors
  • Public Notaries

Jennifer Campbell aPHR

I took one of the 5 week aPHR exam preps online and passed my exam on the first attempt. Elga is amazingly knowledgeable and cares about helping her students succeed. I highly recommend Elga when preparing for all HR exams.

Ray Waite

I just completed the 2-day FMLA/ADA/PDA certificate course with Elga in St. Louis, MO. I originally went into this class thinking that it would be very dry and that I would have a difficult time staying attentive. Wow, was I wrong! Not only did I come out of this class with a wealth of knowledge on FMLA/ADA/PDA, I also have the confidence to manage those difficult situations we all face from time to time. There was never a dull moment in this 2-day course and Elga is incredibly knowledgeable on the subject. It is obvious that she has a passion for teaching and I highly recommend her courses as I am certain I will attend more!

Grace Duy, PHR

Where do I begin! I came to Elga in a panic after registering for the aPHR exam and realizing I had to schedule my exam in 120 days or I would have to pay extra fees. This was the best decision I ever made! I have zero experience in HR and in only 3 months I was able to pass my aPHR. The material can seem overwhelming but Elga explains everything in a way that you can actually comprehend the material not just memorize. If you are preparing to take any HRCI or SHRM exams and do not sign up with Elga you are doing yourself a huge disservice! Thank you, Elga for instilling confidence in me to go for my goals.

Jodi Giordano, aPHR

So glad I took the aPHR with Elga , shes a great teacher and highlyrecommended taking any of her certification classes. All her knowledge prepared me for my exam.

Lisa Le

I attended the live FMLA/ADA/PDA 2-day session remotely. It was great!! Elga is not only super knowledgeable in the FMLA/ADA/PDA information, but is also open to being a resource after the session is over. This approach shows she cares & goes above & beyond, and is passionate about her service. Wonderful experience all around & highly recommended!!

Mandy Clyde, PHR

I took the 10-week exam prep course and passed the PHR exam today! Elga is enormously knowledgeable in HR and very thorough in her presentations. She provides you with many resources to assist in your learning of the material. The exam was not easy and I feel that her course was essential to my success in passing. Money well spent!

Jade Gutierrez, BA, PHR

I took Elga’s exam prep course and passed my PHR certificationtest. The on-online course and study materials were extremely helpful!

Elizabeth Torres

I recently took the FMLA/ADA/PDA certification course with Elga and found her to be extremely knowledgeable in her field. She is engaging and gives lots of real world examples which are very helpful. I took the course online and felt very much a part of her class. Elga is enthusiastic and has a real passion for teaching. She genuinely wants to share her vast knowledge of the HR world with you, and her support continues even after class has ended. I would definitely recommend her course!

Demi Bohr, SPHR

I would highly recommend ANYONE to use Elga (HR Training Classes) for HR Prep! Elga was truly amazing to work with and exceeded all of my expectations. Thanks to her, I passed the SPHR on the first try which is very difficult to do! She knows her stuff and shares everything she can to help you succeed. In addition, Elga is there for you every step of the way including as many 1:1 sessions you need to prepare, sharing other sessions, and giving you any and all prep materials you could ask for. I have never experienced anyone so dedicated and passionate to ensuring her students succeed. THANK YOU ELGA!

Matthew Phillips-English, PHR, SHRM-CP

Elga is a phenomenal and dynamic instructor. I recently took her 5-day boot camp in preparation for my PHR certification test and found her methods of instruction, guidance, and support to be most effective. I owe much thanks to successfully passing my certification to Elga and her confidence in me. You can tell she loves what she does by her devotion to helping so many succeed. In the past, I have tried other various means of studying content, but was not able to feel as confident and secure in my approach without the extra push that she provided along the way. I went from un-confident and unsure of my instinct at the start of the course to eager, enthusiastic, and a whole new person when I walked into the testing center 7 days later. I’ve felt a transformation and owe credit to how Elga has reshaped my perspective. I can’t wait to continue on my professional journey and hope to take future courses provided by Elga & HR Training Classes. Much Thanks!

Lynn Flanagan, aPHR, PHR

Elga, once again I can’t thank you enough for your knowledge, words of encouragement, four hours of study session help, and confidence you gave me to pass the PHR Exam. You truly make a difference in people’s lives. I couldn’t have passed without you….thank you!

Stephanie Major, SHRM-SCP, SPHR

Wow, is an understatement in describing Elga and her company HR Training Classes. I recently attended the 5-DAY SHRM-CP, SHRM-SCP, PHR/SPHR Exam Prep that took place in Atlanta and was amazed at how engaging Elga can be. There is a lot of information to learn and she broke it all down in a way that was relatable to real life work situations which was extremely helpful when it came time to take the SHRM-SCP exam. Not only is she supportive in class, she is there for you after hours as well. She is honest, knowledgeable and compassionate. You can feel her sincerity when she says her success is helping others achieve their certifications. The test was challenging in every way imaginable and with the help of the exam prep and her study materials I was able to pass the test on my first attempt. I can only assume that the other courses that are offered are just as engaging. I highly recommend Elga and encourage others to at least reach out to her if interested in getting certified.

2020 ADA Guidelines with Fragrance Sensitivity in the Workplace Certificate Program (Starts 1-28-2020)

HRCI and SHRM Approved Provider SM

HRCI – 2 HR(General) Credits

SHRM – 2 PDC’s

Presenter: Elga Lejarza-Penn

Duration: 2 Hours

Delivery Options: In-Person or Live Stream

Cost: $195

Course Objective:

There are a number of conditions that make it difficult for someone to be exposed to fragrances and chemicals. Allergies, asthma and multiple chemical sensitivity (MCS) can cause a wide variety of symptoms, including but not limited to dizziness, vomiting, respiratory distress, headaches and skin conditions. Any of these symptoms make it difficult, if not impossible, for the employee experiencing them to work efficiently.

In the extreme case where an employee’s fragrance sensitivity is severe enough to substantially limit his or her ability to perform their essential job functions, the employee may be deemed to have a disability under the Americans with Disabilities Act (ADA). If so, an employer has a duty to provide a reasonable accommodation to the employee, if one exists, unless the accommodation would result in an undue hardship for the employer.

A federal jury in Michigan awarded $10.6 million to a female disc jockey who claimed under the Americans with Disabilities Act that her country music radio station employer failed to accommodate her allergy to a fellow deejay’s perfume.

A few months ago, a jury decided that a California company must pay $3M to an employee after ignoring his request for accommodation due to diagnosed chemical allergies.

In this Webinar, you will learn your obligations to recognize a Fragrance Sensitivity and a Multiple Chemical Sensitivity (MCS) request for a reasonable accommodation and how to grant it to assist the employee, comply with the law and protect our company. We will avoid a lot of headaches, teary eyes, and runny nose we might experience from hearing the word “LAWSUIT”!

 Background:

It took decades for the workplace to acknowledge the dangers of smoking and to recognize the deadly effects of exposure to second-hand smoke. Once acknowledged, it was a few more years before the workplace became safe for workers from the dangers of second-hand smoke. Fragrance Sensitivity is following the same trajectory.

Areas Covered in the Session:

  • Americans with Disability Act and the definition of Disability.
  • Broader definition under the Amendment Act.
  • Employers Compliance with the Americans with Disability Act.
  • Fragrance Sensitivity Definition.
  • Fragrance Sensitivity Prevention/Treatment.
  • Fragrance Sensitivity Mitigating Symptoms.
  • Is Fragrance Sensitivity a disability under ADA?
  • Is Fragrance Sensitivity considered a serious condition under FMLA?
  • New ADA Guidelines for Fragrance Sensitivity.
  • Types of allergy symptoms due to Fragrance Sensitivity.
  • How to handle Fragrance Sensitivity requests for accommodation?
  • Fragrance Sensitivity and dealing with customers’ fragrances.
  • How do to accommodate employees with multiple chemical sensitivities?
  • Steps of the Interactive Process (A-Z).
  • Reasonable Accommodations Vs. Perfect Accommodations – Courts’ opinion
  • Examples of Reasonable Accommodations for Fragrance Sensitivity.
  • Confidentiality of medical information under ADA.
  • Courts’ Opinion regarding Workplace Fragrance Sensitivity Policy.
  • Can an employer require an employee not to wear perfume?
  • Steps for developing a Workplace Fragrance Sensitivity Policy.
  • Do people prefer fragranced or fragrance-free environments?
  • What are the benefits of fragrance-free policies?
  • What are the challenges in implementing fragrance-free policies?
  • Recent Significant Fragrance Sensitivity Cases.
  • Using the Undue Hardship defense

Who Would Benefit from this Webinar

  • Human Resources Professionals
  • Human Resources Consultants
  • Employee Relations Professionals
  • Benefit Coordinators
  • Office Managers
  • Managers and Supervisors
  • Business Owners

2020 Form I-9 – Employment Eligibility Verification Certificate Program (Starts 1-27-2020)

HRCI and SHRM Approved Provider SM

HRCI – 4 HR(General) Credits

SHRM – 4 PDC’s

Date: 1/27/2020

Time: 12pm – 4pm Central Time

Presenter: Elga Lejarza-Penn

Duration: 4 Hours

Delivery Options: In-Person or Live Stream / Webinar

Cost: $295

I-9 Audits are on the rise and there is no stopping them! Last year over 6,500 employers’ I-9 records were audited, leading to several dozen civil and criminal convictions. This year a lot more audits have been conducted and the number is significantly increasing in 2020.

Employers, are you confident that you know everything you need to know with respect to your I-9 files to be in compliance and avoid significant penalties?

  1. The current version Form I-9 is expired as of August 1, 2019, what form do we use in 2020?
  2. Am I am required to complete Form I-9 for employees who will work only one day?
  3. If I have to pay back pay to a previous employee, do I need to complete a new Form I-9?
  4. Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  5. How do I complete Form I-9 for remote employees?
  6. Is an employer required to terminate employees who, as a result of the employer’s internal Form I-9 audit, disclose that they were previously not employment-authorized, even though they are currently employment-authorized?
  7. If I am self-employed and don’t need to complete the Form I-9, do I need to be authorized to work in the United States to be self-employed?
  8. During a self-audit, I discovered we have an employee we hired in July 1986, do I need to complete a Form I-9 for this employee?
  9. Do I have to fill out a Form I-9 for an employee on an H1-B Visa?
  10. Can employees in the United States use the Form I-9 Spanish version?

Answers to the even-numbered questions:

  1. Yes, 4. Yes, 6. No, 8. No, 10. No

 

Why Should you attend this 3-hour 2020 I-9 Compliance Certificate Program?

We all know that we need to complete a Form I-9 for each individual who works for us, but we also need to ensure that we are completing Forms I-9 in compliance with the Immigration Reform and Control Act (IRCA). This in-person or online 2020 I-9 Compliance Certificate Program will provide you all the tools to be in compliance with the law and avoid lawsuits, significant fines, and even civil and criminal penalties. The Government takes employment eligibility seriously today more than ever before. We can not put our organizations at risk because of mistakes, lack of knowledge or training. Ignorance is not a defense in the eyes of the law!

Areas covered in our “2020 I-9 Compliance Certificate Program”

  • What is IRCA?
  • How many employees do you need to have to comply with IRCA?
  • Who enforces IRCA?
  • Compliance obligations under IRCA
  • Who is not required to complete a Form I-9?
  • How far in advance can the Form I-9 be completed?
  • As an employer, may I use a signature stamp to sign Section 2?
  • How do we determine a Documents’ genuineness?
  • Which type of receipts we can accept from the employees to complete Form I-9?
  • Do we need to make copies of the employees’ documents?
  • When do we need to re-verify the I-9 Forms?
  • What should I do if I need to reverify an employee who filled out an earlier version of Form I-9?
  • What should I do if my transgender employee changes their name?
  • Must I reverify an employee who presented a Permanent Resident Card with a 10-year expiration date?
  • Must I reverify an employee who presented for Form I-9 a Permanent Resident Card that expires in two years and contains conditions?
  • How do I conduct a self-audit for our I-9 Forms?
  • How do I properly correct errors or missing data on the I-9 Forms?
  • How do I establish employees’ identities and employment authorizations?
  • How should we store and retain the I-9 Forms?
  • Who can help a new hire complete section 1 on the Form I-9?
  • How an employer can avoid personal liability when completing, attesting and signing a Form I-9
  • Can an H-1B employee present a driver’s license and Form I-94 card only (no passport) for re-verification?
  • In the signature block for the Employer or Authorized Representative found in Section 2 of Form I-9, do I need to sign my full legal name?
  • The Form I-9 instructions include approved abbreviations for document titles. Some of the document titles are long, so when you print the form, the title is cut off. Is this acceptable?
  • May a notary public or any authorized representative attach an attestation to Form I-9 instead of providing a signature in the signature block of Section 2?
  • If an employee writes down an Alien Number or Admission Number when completing Section 1 of Form I-9, may I ask to see a document with that number?
  • Must Form I-9 be completed in ink or can I use a pencil?
  • Is it acceptable to have both typed and handwritten information on the Form I-9?
  • Can there be any additional writing or highlighting on Form I-9?
  • As an employer, may I use a signature stamp to sign Section 2?
  • If my employee changes citizenship status after completing Form I-9, are they required to change their attestation?
  • Is an H-4 with a pending I-129 to become H-1B employment authorized? The individual was an H-1B prior to becoming an H-4 and is in an authorized period of stay.
  • In the case of a merger, how can I meet the 3-day rule and complete all new I-9 Forms for my acquired employees?
  • Am I required to complete Forms I-9 for employees who will work only one day?
  • Do I have to update or complete a new Form I-9 when distributing back pay to a previous employee who no longer works for the company?
  • Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  • I am self-employed and don’t need to complete the Form I-9. Do I need to be authorized to work in the United States to be self-employed?
  • Do I need to fill out Forms I-9 for independent contractors or their employees?
  • If someone accepts a job with my company but will not start work for a month, can I complete Form I-9 when my employee accepts the job?
  • Do citizens and noncitizen nationals of the United States need to complete Form I-9?
  • Can I include Form I-9 in a job application packet?
  • If I am self-employed, do I have to fill out a Form I-9 on myself?
  • If I am a recruiter or referrer for a fee, do I have to fill out Forms I-9 on individuals that I recruit or refer?
  • Do I have to complete Forms I-9 for Canadians or Mexicans who entered the United States under the North American Free Trade Agreement (NAFTA)?
  • Do the owners of a company have to complete Form I-9? What if one of the company’s owners refuses to complete Form I-9?
  • My company retains unpaid individuals (student trainees, interns, volunteers, residents) that receive job training and experience but receive no form of payment from my company. Do we need to complete Forms I-9 for these individuals?
  • Do we need to submit Form I-9 to any government agency or government website?
  • Which employers can use the Form I-9 Spanish Version?
  • Do we need to provide to the new hires the Form I-9 15 pages of instructions?

Included in the program:

  • 2020 I-9 Compliance Certificate
  • 4 SHRM/HRCI Recertification Credit hours
  • Supplies/book with presentation
  • Form I-9 Activity
  • Interactive Program
  • $200.00 off coupon code for our PHR/SPHR/SHRM-CP/SHRM-SCP 10 Week Evening Online Exam Prep Program

 Target Audience:

  • Human Resources Professionals
  • Recruiters
  • Compliance Officers
  • Payroll Professionals
  • Business Owners
  • Office Managers
  • New Managers or Supervisors
  • Public Notaries

Jill Hoyt, SPHR, SHRM-SCP

I attended Elga’s boot camp for HR Certification. It was an incredible learning experience. I was able to prepare for the exam and refresh my knowledge in all functional areas of HR. Elga is an expert with the material and is passionate about helping her students to be successful. She continued to study with me even after the completion of the class and was with me every step of the way. Not only does Elga provide the information needed for the exams, she instills confidence in her students. I highly recommend Elga’s training and specifically this class for certification prep. I passed, and I’m now a SHRM-SCP! Thank you, Elga!!

Felicia E. Nelson, MBA, SPHR, SHRM-SCP

I just passed my SPHR exam and will take the SHRM-SCP later on this month. If you are considering taking one of Elga Lejarza-Penn’s classes, stop procrastinating and DO IT NOW! Unlike many courses which get you to memorize test answers, Elga shares real-life stories so you understand the concepts. That’s what you need to understand the material and pass the exams. Elga is there with you from beginning to end…..she’s the last one you speak with before the taking the exam and is the first you speak with when sharing your great news! Elga gives you the empowerment to be confident. I highly recommend Elga Lejarza-Penn and her HR training curriculum!

Grace Duy, PHR

2 for 2! These are monster exams and Elga equips you with all the knowledge you need to pass. I can’t believe I passed the PHR in only 3 short weeks of passing the aPHR. You cannot memorize for these exams..it is critical thinking and understanding of the material. Elga has a way of explaining the topics so you can comprehend fully. Thank you, Elga! I look forward to continue to shoot for the stars with you!

Tequila Grace, PHR

Wow…just WOW! All I have to say is trust the process. Long post alert. I originally signed up to take the PHR exam just to get a feel for it so I would be able to self-study and take again. Well that was until I came across HRTrainingClasses and Elga. I inboxed a previous participant to make sure this was legit and if she recommends. Well after her high praises I signed up. In the first meeting Elga was like oh you have 3 weeks no problem. Well after Day 2 of the 5 Day session I had bought in to taking it serious to pass in 3 weeks. I listened to all the 1-on-1s and did the Friday study groups along with the questions on site. I did EVERYTHING Elga said because she said if we didn’t we wouldn’t pass haha. I was nervous the night before because on my list was call Elga last before test and first after test but I didn’t have her telephone number. Well when I awoke there was an email waiting. She encourages, calms and guides you right to a passing score! It’s that simple. Do as she says! Everything you need is there, you just have to put in the study time. I am so grateful for her dedication to the process she has come up with. WE PASSED!

Live 6-Week Evening Online SHRM-CP®, SHRM-SCP®, aPHR™, PHR®, SPHR® Exam Prep Boot Camp (Starts 4/7/2020)

Instructor:  Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Location: 2-Way Interactive Live Stream

Dates:  4/7/2020 thru 5/14/2020

Time:  We meet from 7:00 pm to 9:30 pm Central Time on Tuesdays and Thursdays

We know what it takes to pass the HR Certification Exams and our Comprehensive Training Solution will allow you to get what you need in only 6 weeks! Join us live via 2-Way Interactive Live Stream from your home or office for this 6-Week Evening Online SHRM-CP®, SHRM-SCP®, aPHR™, PHR®, SPHR® Exam Prep Boot Camp starting April 7th, 2020 and led by the Top Exam Prep Instructor, Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP! Elga has over 25 years of experience in HR and is a Certified Exam Preparation Provider with HRCI and our instructor-led SHRM-CP / SHRM-SCP, aPHR / PHR / SPHR exam preparation courses are designed to help you pass your SHRM-CP, SHRM-SCP,  aPHR, PHR and/or SPHR certification exam on the first try! Many of our students go on to pass more than one of the exams after this training!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a SHRM-CP, SHRM-SCP, aPHR, PHR and/or SPHR certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your SHRM-CP, SHRM-SCP, aPHR, PHR and/or SPHR certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them. Our proven system for preparing you for ALL of the exams provides you with what you need to pass them. Don’t just take our word for it, see what our participants have to say: Testimonials and Success Stories It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and is designed and covers everything you need to help you pass ANY of the HR Certification Exams (SHRM-CP, SHRM-SCP, aPHR, PHR, SPHR). The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Resources and Materials

The 2020 HRTrainingClasses.com® Comprehensive HR Certification Training Solution which includes:

  • 1500+ slide presentation covering all the areas that are tested on each exam in a binder.
  • 175+ Exam Prep Flash Cards w/ Images to reinforce learning
  • 325+ practice essay questions with answers and explanations 
  • Access to all of the Live Session Recordings the morning after the session that you will have access to for 6 months after the class ends
  • Access to dozens of 1-on-1 session recordings from past successful students that have allowed us to record and share
  • Complimentary access to our weekly 1.5-hour study group sessions 
  • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
  • The emotional support needed, literally, up to the last minute before the exam because we are committed to doing whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the SHRM-CP, SHRM-SCP, PHR, SPHR exam.

Bonus Re-Sit Policy: Any participant is welcome to attend a future PHR, SPHR, SHRM-CP or SHRM-SCP Exam Prep Workshop program free of charge within 12 months of the original program date. Training materials not included.

Agenda

April 7, 2020 7:00 PM to 9:30 PM CT
April 9, 2020 7:00 PM to 9:30 PM CT
April 14, 2020 7:00 PM to 9:30 PM CT
April 16, 2020 7:00 PM to 9:30 PM CT
April 21, 2020 7:00 PM to 9:30 PM CT
April 23, 2020 7:00 PM to 9:30 PM CT
April 28, 2020 7:00 PM to 9:30 PM CT
April 30, 2020 7:00 PM to 9:30 PM CT
May 5, 2020 7:00 PM to 9:30 PM CT
May 7, 2020 7:00 PM to 9:30 PM CT
May 12, 2020 7:00 PM to 9:30 PM CT
May 14, 2020 7:00 PM to 9:30 PM CT

WEEK 1 & 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Homework – Practice Exam and Reading Assignment

WEEK 3 & 4

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

WEEK 5

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

WEEK 6

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

Live 6-Week Evening Online SHRM-CP®, SHRM-SCP®, aPHR™, PHR®, SPHR® Exam Prep Boot Camp (Starts 5/26/2020)

Instructor:  Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Location: 2-Way Interactive Live Stream

Dates:  5/26/2020 thru 7/2/2020

Time:  We meet from 7:00 pm to 9:30 pm Central Time on Tuesdays and Thursdays

We know what it takes to pass the HR Certification Exams and our Comprehensive Training Solution will allow you to get what you need in only 6 weeks! Join us live via 2-Way Interactive Live Stream from your home or office for this 6-Week Evening Online SHRM-CP®, SHRM-SCP®, aPHR™, PHR®, SPHR® Exam Prep Boot Camp starting May 26th, 2020 and led by the Top Exam Prep Instructor, Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP! Elga has over 25 years of experience in HR and is a Certified Exam Preparation Provider with HRCI and our instructor-led SHRM-CP / SHRM-SCP, aPHR / PHR / SPHR exam preparation courses are designed to help you pass your SHRM-CP, SHRM-SCP,  aPHR, PHR and/or SPHR certification exam on the first try! Many of our students go on to pass more than one of the exams after this training!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a SHRM-CP, SHRM-SCP, aPHR, PHR and/or SPHR certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your SHRM-CP, SHRM-SCP, aPHR, PHR and/or SPHR certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them. Our proven system for preparing you for ALL of the exams provides you with what you need to pass them. Don’t just take our word for it, see what our participants have to say: Testimonials and Success Stories It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and is designed and covers everything you need to help you pass ANY of the HR Certification Exams (SHRM-CP, SHRM-SCP, aPHR, PHR, SPHR). The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Resources and Materials

The 2020 HRTrainingClasses.com® Comprehensive HR Certification Training Solution which includes:

  • 1500+ slide presentation covering all the areas that are tested on each exam in a binder.
  • 175+ Exam Prep Flash Cards w/ Images to reinforce learning
  • 325+ practice essay questions with answers and explanations 
  • Access to all of the Live Session Recordings the morning after the session that you will have access to for 6 months after the class ends
  • Access to dozens of 1-on-1 session recordings from past successful students that have allowed us to record and share
  • Complimentary access to our weekly 1.5-hour study group sessions 
  • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
  • The emotional support needed, literally, up to the last minute before the exam because we are committed to doing whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the SHRM-CP, SHRM-SCP, PHR, SPHR exam.

Bonus Re-Sit Policy: Any participant is welcome to attend a future PHR, SPHR, SHRM-CP or SHRM-SCP Exam Prep Workshop program free of charge within 12 months of the original program date. Training materials not included.

Agenda

May 26, 2020 7:00 PM to 9:30 PM CT
May 28, 2020 7:00 PM to 9:30 PM CT
June 2, 2020 7:00 PM to 9:30 PM CT
June 4, 2020 7:00 PM to 9:30 PM CT
June 9, 2020 7:00 PM to 9:30 PM CT
June 11, 2020 7:00 PM to 9:30 PM CT
June 16, 2020 7:00 PM to 9:30 PM CT
June 18, 2020 7:00 PM to 9:30 PM CT
June 23, 2020 7:00 PM to 9:30 PM CT
June 25, 2020 7:00 PM to 9:30 PM CT
June 30, 2020 7:00 PM to 9:30 PM CT
July 2, 2020 7:00 PM to 9:30 PM CT

WEEK 1 & 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Homework – Practice Exam and Reading Assignment

WEEK 3 & 4

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

WEEK 5

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

WEEK 6

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

Jill Hoyt, SPHR, SHRM-SCP

Truly Amazing!! It’s the only way to describe Elga’s dedication and willingness to go above and beyond to make her students successful. I passed the SHRM-SCP and SPHR after taking her certification bootcamp, and I could not have done it without her training, support and encouragement! I recommend her HR training classes to all HR professionals! You will also be truly amazed!

Matthew Phillips-English, PHR, SHRM-CP

I cannot speak highly enough of how effective Elga’s class and training methods were for me. After success in achieving my PHR, I felt confident through the use of tools provided by Elga and personal diligence in applying my knowledge that I could attain my SHRM-CP. And to do this a month later is a testament of how connected Elga and her team are to those she trains. Join the HRtrainingclasses family and Elga for a rewarding experience you don’t want to miss out on!

Felicia E. Nelson, MBA, SPHR, SHRM-SCP

No where else can you get the specialized training needed to pass BOTH the coveted SPHR and SHRM-SCP exams!! For those of you thinking of furthering your certification, look no further than HRTrainingClasses.com!! Elga Legarza-Penn and team go above and beyond to teach you the concepts…..not just give you exams to memorize. Thank you Elga!!!

2020 2-Day aPHR™ Exam Prep Boot Camp (Starts 2-17-2020)


“If you wanna pass, take this class!”

“2 for 2! These are monster exams and Elga equips you with all the knowledge you need to pass. I can’t believe I passed the PHR in only 3 short weeks of passing the aPHR. You cannot memorize for these exams..it is critical thinking and understanding of the material. Elga has a way of explaining the topics so you can comprehend fully. Thank you, Elga! I look forward to continue to shoot for the stars with you!” – Grace Duy, aPHR, PHR

“I started preparing for the aPHR Exam on my own at first and quickly realized I needed something more to keep me focused. I found Elga’s training class and enrolled the day it started. Once the class started I knew immediately that I made the right choice. Elga is engaging, smart, and very knowledgeable in all that is HR. There is no way I could’ve done this on my own…thank you. I look forward to starting the PHR classes tomorrow!” – Lynn Flanagan, aPHR, PHR

“Elga, once again I can’t thank you enough for your knowledge, words of encouragement, four hours of study session help, and confidence you gave me to pass the PHR Exam. You truly make a difference in people’s lives. I couldn’t have passed without you….thank you!” – Lynn Flanagan, aPHR, PHR

See what other participants are saying about our Exam Prep Courses


Instructor: Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Jump-Start your HR Career and Join us 2/17/2020 for an Intense 2-Day aPHR™ Instructor-Led Boot Camp! You can join us from the comfort of your home or office via 2-Way Interactive Zoom Live Stream Webinar or you can join us In-Person in Chesterfield, MO. This course covers EVERYTHING you will need to pass the aPHR™ exam including a 1-Hour Individual Q&A Review Session with a Certified Instructor to make sure you are ready, access to the recordings of each of your live sessions to review after the class, hours of one-on-one Q&A recordings made available by our past successful participants and a final 2 Hour Q&A Session with your group on the Friday after your Boot Camp!  Once you register for the class the training materials will be provided to you and you will receive an email with the information you need to login to the Zoom Live Stream Webinar.

What’s Included

  • 18 Hours of Live Instructor-Led Training (Recordings will be made available to you the morning after each session for your review)
  • 1-Hour Individual Q&A Review Session with a Certified Instructor (recording of the session will be made available to you for review)
  • 2-Hour Q&A Group Review Session with the Instructor (recording of the session will be made available to you for your review)
  • Copy of the Presentation
  • Access to the aPHR™ ‘Hot Topic’ List
  • Access to the aPHR™ Exam Prep Essay Questions w/ Answers
  • aPHR™ Exam Prep Flashcards

Schedule

  • Mon, February 17th, 2020 9:00 AM – 6:00 PM Central Time
  • Tues, February 18th, 2020 9:00 AM – 6:00 PM Central Time
  • Friday Study Session on February 21st, 2020 7:00 PM – 9:00 PM Central Time

Why You Should Attend This Course

This course covers everything you will need to pass the aPHR™ exam and not only that, it will give you the knowledge and confidence to become the best HR Professional or Manager one can be!

Do you know what you are expected to do to maintain compliance with all the employment laws such as FMLA, ADA, PDA, USERRA, ERISA, COBRA, HIPAA, FLSA,  EPA, ADEA, IRCA, NLRA, DFWA, GINA  how to deal with cases of sexual harassment, discrimination, FMLA requests, ADA and Religious accommodation requests? Are you familiar with the Older Workers Benefit Protection Act, with the Lilly Ledbetter Fair Pay Act, do you know who Peggy Young is? Do you know how long you retain I-9 forms for inactive employees, how long you retain personnel records after employees leave the company, what steps to take during an employee’s termination process to avoid a wrongful discharge lawsuit, how to properly handle suicidal comments in the workplace, how to address hygiene issues with employees or how to manage an inclusive workplace with employees with physical and cognitive disabilities? What about how to maintain an engaged team, how to reduce turnover to retain talent, how to conduct thorough investigations? If you answered “no” to any of these questions, don’t you worry. you have found the right training course that will provide all the tools necessary to not only pass the aPHR™ exam but to be the best HR Professional or Manager one can be!

In this course we will be focusing on the same 6 functional areas that the aPHR Exam is based on:

  • Functional Area 1 – HR Operations (38%)
  • Functional Area 2 – Recruitment and Selection (15%)
  • Functional Area 3 – Compensation and Benefits (14%)
  • Functional Area 4 – Human Resource Development and Retention (12%)
  • Functional Area 5 – Employee Relations (16%)
  • Functional Area 6 – Health, Safety and Security (5%)

Learning Objectives:

  • Learn what HR’s role is today
  • Understand the Family Medical Leave Act (FMLA) Process from A-Z
  • Learn about The Americans with Disability Act (ADA) compliance, the interactive process and reasonable accommodation
  • Learn how to manage an inclusive workplace with individuals with different physical and cognitive disabilities
  • Learn the legal way to confront an employee you suspect is abusing drugs, alcohol or other substances
  • Learn about Religious reasonable accommodations
  • Learn about compliance with the recruiting process
  • Understand compliance obligations under IRCA
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid being personally liable for unlawful work practice
  • Learn how to avoid age discrimination charges or claims when managing older workers
  • Understand what exactly wage discrimination means
  • Learn about the Lilly Ledbetter Law
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions
  • Understand compliance obligations under the NLRA
  • Learn about Social Media Employment Policies and the NLRA’s opinion
  • Learn about Employer’s obligations with Employee Relations complaints/investigations

Topics covered include:

  • The HR Profession today
  • Title VII of the Civil Rights Act of 1964
  • Title VII of the Civil Rights Act of 1991
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Lilly Ledbetter Fair Pay Act
  • Pregnancy Discrimination Act (PDA)
  • Peggy Young vs UPS
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Employee Retirement Income Security Act (ERISA)
  • Consolidated Omnibus Benefits Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)
  • Older Workers Benefit Protection Act (OWBPA
  • Immigration Reform and Control Act (IRCA)
  • Drug-Free Workplace Act (DFWA)
  • Recruiting, Interviewing and Hiring
  • Employee Relations/ Handling Special Issues and Situations
  • Investigations/Confidentiality
  • Employee Turnover
  • Employee Engagement
  • Records Retention

Who Will Benefit:

  • Recent College Graduates seeking a career in Human Resources
  • Armed Service Men and Women making the transition to civilian life seeking a transition into Human Resources
  • Professionals Seeking a Career Transition into the Human Resources Field
  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

2020 2-Day aPHR™ Exam Prep Boot Camp (Starts 3-23-2020)


“If you wanna pass, take this class!”

“2 for 2! These are monster exams and Elga equips you with all the knowledge you need to pass. I can’t believe I passed the PHR in only 3 short weeks of passing the aPHR. You cannot memorize for these exams..it is critical thinking and understanding of the material. Elga has a way of explaining the topics so you can comprehend fully. Thank you, Elga! I look forward to continue to shoot for the stars with you!” – Grace Duy, aPHR, PHR

“I started preparing for the aPHR Exam on my own at first and quickly realized I needed something more to keep me focused. I found Elga’s training class and enrolled the day it started. Once the class started I knew immediately that I made the right choice. Elga is engaging, smart, and very knowledgeable in all that is HR. There is no way I could’ve done this on my own…thank you. I look forward to starting the PHR classes tomorrow!” – Lynn Flanagan, aPHR, PHR

“Elga, once again I can’t thank you enough for your knowledge, words of encouragement, four hours of study session help, and confidence you gave me to pass the PHR Exam. You truly make a difference in people’s lives. I couldn’t have passed without you….thank you!” – Lynn Flanagan, aPHR, PHR

See what other participants are saying about our Exam Prep Courses


Instructor: Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Jump-Start your HR Career and Join us starting 3/23/2020 for an Intense 2-Day aPHR™ Instructor-Led Boot Camp! You can join us from the comfort of your home or office via 2-Way Interactive Zoom Live Stream Webinar or you can join us In-Person in Chesterfield, MO. This course covers EVERYTHING you will need to pass the aPHR™ exam including a 1-Hour Individual Q&A Review Session with a Certified Instructor to make sure you are ready, access to the recordings of each of your live sessions to review after the class, hours of one-on-one Q&A recordings made available by our past successful participants and a final 2 Hour Q&A Session with your group on the Friday after your Boot Camp!  Once you register for the class the training materials will be provided to you and you will receive an email with the information you need to login to the Zoom Live Stream Webinar.

What’s Included

  • 18 Hours of Live Instructor-Led Training (Recordings will be made available to you the morning after each session for your review)
  • 1-Hour Individual Q&A Review Session with a Certified Instructor (recording of the session will be made available to you for review)
  • 2-Hour Q&A Group Review Session with the Instructor (recording of the session will be made available to you for your review)
  • Copy of the Presentation
  • Access to the aPHR™ ‘Hot Topic’ List
  • Access to the aPHR™ Exam Prep Essay Questions w/ Answers
  • aPHR™ Exam Prep Flashcards

Schedule

  • Mon, March 23rd, 2020 9:00 AM – 6:00 PM Central Time
  • Tues, March 24th, 2020 9:00 AM – 6:00 PM Central Time
  • Friday Study Session on March 27th, 2020 5:00 PM – 7:00 PM Central Time

Why You Should Attend This Course

This course covers everything you will need to pass the aPHR™ exam and not only that, it will give you the knowledge and confidence to become the best HR Professional or Manager one can be!

Do you know what you are expected to do to maintain compliance with all the employment laws such as FMLA, ADA, PDA, USERRA, ERISA, COBRA, HIPAA, FLSA,  EPA, ADEA, IRCA, NLRA, DFWA, GINA  how to deal with cases of sexual harassment, discrimination, FMLA requests, ADA and Religious accommodation requests? Are you familiar with the Older Workers Benefit Protection Act, with the Lilly Ledbetter Fair Pay Act, do you know who Peggy Young is? Do you know how long you retain I-9 forms for inactive employees, how long you retain personnel records after employees leave the company, what steps to take during an employee’s termination process to avoid a wrongful discharge lawsuit, how to properly handle suicidal comments in the workplace, how to address hygiene issues with employees or how to manage an inclusive workplace with employees with physical and cognitive disabilities? What about how to maintain an engaged team, how to reduce turnover to retain talent, how to conduct thorough investigations? If you answered “no” to any of these questions, don’t you worry. you have found the right training course that will provide all the tools necessary to not only pass the aPHR™ exam but to be the best HR Professional or Manager one can be!

In this course we will be focusing on the same 6 functional areas that the aPHR Exam is based on:

  • Functional Area 1 – HR Operations (38%)
  • Functional Area 2 – Recruitment and Selection (15%)
  • Functional Area 3 – Compensation and Benefits (14%)
  • Functional Area 4 – Human Resource Development and Retention (12%)
  • Functional Area 5 – Employee Relations (16%)
  • Functional Area 6 – Health, Safety and Security (5%)

Learning Objectives:

  • Learn what HR’s role is today
  • Understand the Family Medical Leave Act (FMLA) Process from A-Z
  • Learn about The Americans with Disability Act (ADA) compliance, the interactive process and reasonable accommodation
  • Learn how to manage an inclusive workplace with individuals with different physical and cognitive disabilities
  • Learn the legal way to confront an employee you suspect is abusing drugs, alcohol or other substances
  • Learn about Religious reasonable accommodations
  • Learn about compliance with the recruiting process
  • Understand compliance obligations under IRCA
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid being personally liable for unlawful work practice
  • Learn how to avoid age discrimination charges or claims when managing older workers
  • Understand what exactly wage discrimination means
  • Learn about the Lilly Ledbetter Law
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions
  • Understand compliance obligations under the NLRA
  • Learn about Social Media Employment Policies and the NLRA’s opinion
  • Learn about Employer’s obligations with Employee Relations complaints/investigations

Topics covered include:

  • The HR Profession today
  • Title VII of the Civil Rights Act of 1964
  • Title VII of the Civil Rights Act of 1991
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Lilly Ledbetter Fair Pay Act
  • Pregnancy Discrimination Act (PDA)
  • Peggy Young vs UPS
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Employee Retirement Income Security Act (ERISA)
  • Consolidated Omnibus Benefits Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)
  • Older Workers Benefit Protection Act (OWBPA
  • Immigration Reform and Control Act (IRCA)
  • Drug-Free Workplace Act (DFWA)
  • Recruiting, Interviewing and Hiring
  • Employee Relations/ Handling Special Issues and Situations
  • Investigations/Confidentiality
  • Employee Turnover
  • Employee Engagement
  • Records Retention

Who Will Benefit:

  • Recent College Graduates seeking a career in Human Resources
  • Armed Service Men and Women making the transition to civilian life seeking a transition into Human Resources
  • Professionals Seeking a Career Transition into the Human Resources Field
  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Kathryn Huff

I got so much more than I was expecting with Elga’s aPHR prep course! Know that in addition to quality materials and a truly in-depth dive into the subject, you are getting an advocate who will really take the time to make sure you get the preparation you need to pass – THE FIRST TIME. I really appreciated the one-on-one sessions and encouragement, and every time we “probably didn’t need to know this” for the aPHR! I definitely felt like I was getting a great foundation for my HR knowledge, and would happily recommend Elga’s class to anyone who is looking to get a leg up on the HR certification process!

Roberto Fonseca

I want to thank Elga for her dedication, professionalism, andperseverance. She is an A+ instructor. I highly recommend herclasses, because you will have everything you need to pass yourexam. She will lead you on your way to become a successful professional in HR.

Threasa White

I have been studying under Elga since December 2018. I’ve had sooo much on my plate. My mom has been in & out of the hospital and I have horrible test anxiety. Elga has been there with me every step of the way. My 1st attempt, I did not pass, my 2nd attempt, the computer shut down and today it finally happened. Elga encouraged me not to give up and I’m so happy I did not. She is the best instructor and has become a dear friend. Thank you for being so patient with me. This is the best investment I’ve ever made. Now I’m on to the next certification. #initforthelonghaul #Imnotdone!

2-Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors (Starting 7/27/2020)

HRCI and SHRM Approved Provider SM

HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Join us In-Person in Chesterfield, MO or Online via Live Stream / Webinar for our Instructor-Led 2 Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors.  If you supervise at least one employee you need to be knowledgeable with Employment Laws to avoid costly lawsuits, judgments, settlements and to reduce employee complaints and claims. The amount of discrimination, harassment, retaliation and other claims filed with the EEOC and the Department of Labor continue to rise every year. Now more than ever, HR Professionals, managers and supervisors need to understand and be familiar with employment laws because they share responsibility with HR to ensure their interactions and relations with employees are compliant with federal and state employment laws. One single lawsuit can have damaging and costly effects to the organization. Violating an employment law is a very high-ticket price to pay. The check that the company will have to write would include a lot of zeros on it. To help our HR Professionals, Managers and Supervisors succeed and to protect our organizations from legal entanglements, we need to train them on essential Employment Laws.

This training contains everything our Managers and Supervisors need to know to succeed and to protect our organizations by complying with Employment Laws by doing the right thing from a moral, ethical and legal way. Always remember that it is better to deal with issues internally rather than in the courthouse.

Bonus Material:

  • Employment Retirement Income Security Act (ERISA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)

Learning Objectives:

  • Learn about significant changes in Labor and Employment Laws since the 1990s.
  • Understand the foundation of all Employment Laws.
  • Learn about prohibitions under Title VII of the Civil Rights Act.
  • Learn about Religious reasonable accommodations.
  • Learn how to avoid EEOC claims and litigation.
  • Learn how to maintain a harassment free workplace.
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about the different FLSA Exemptions.
  • Learn about FLSA records retention.
  • Familiarize with Youth Employment Standards.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid wage and hour headaches.
  • Learn how to comply with the Family Medical Leave Act: Eligibility and timing requirement.
  • Master the headache of FMLA tracking.
  • Learn to identify what is a serious health condition and what is not.
  • Learn how to handle special situations such as spouses working for the same company.
  • Learn that “480” hours are not set in stone.
  • Learn about job restoration rights under FMLA.
  • Learn how to avoid being personally liable for unlawful work practice.
  • Learn about The Americans with Disability Act compliance and reasonable accommodation.
  • Learn to distinguish what is a Disability under ADA and what is not.
  • Learn about different types of reasonable accommodation.
  • Learn where to find resources and assistance with reasonable accommodation.
  • Learn about “Major Life Activities”.
  • Learn about the confusing “Mitigating Measures” concept.
  • Understand the “Undue Hardship” defense.
  • Understand the “Direct Threat” defense.
  • Learn the legally safe way to confront an employee you suspect is abusing drugs, alcohol or other substances.
  • Learn about the importance of “Job Descriptions” with ADA.
  • Learn how to avoid age discrimination charges or claims when managing older workers.
  • Familiarize with the Older Workers Benefit Protection Act of 1990 (OWBPA).
  • Learn about “Mandatory Retirement” for certain positions.
  • Understand what exactly wage discrimination means.
  • Learn about the Lilly Ledbetter Law.
  • Learn about OSHA Law and regulations.
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions.
  • Learn about concerted activities.
  • Learn about Social Media Employment Policies and the NLRA’s opinion.
  • Meet “GINA” and learn when we are violating “GINA” and when we are not.
  • Learn about the Employment Retirement Income Security Act of 1974 (ERISA)
  • Familiarize with the Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • Learn to comply with the Health Insurance Portability and Accountability Act (HIPAA)
  • Learn about the Uniformed Services Employment and Reemployment Rights Act (USERRA)

Areas Covered:

  • Title VII of the Civil Rights Act
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The American with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Occupational Safety and Health Act (OSHA)
  • Pregnancy Discrimination Act (PDA)
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)

Who will Benefit:

  •     Managers
  •     Supervisors
  •     Executives
  •     HR professional
  •     HR Generalist
  •     Employee Relations Persons
  •     Consultants
  •     Small Business Owners

Agenda

 Day 01(9:00 AM – 5:00 PM)

9:00-10:00 Significant Changes in Labor and Employment Laws since 1990

  •         New Laws and Amendments in the 1990’s
  •         Rise of Employment claims
  •         Training a vital business investment

10:00-11:00 Title VII of The Civil Rights Act of 1964

  •         Prohibitions under Title VII of the Civil Rights Act of 1964
  •         Recruiting, Hiring and Advancement
  •         Quid pro quo vs Hostile work environment harassment
  •         Religious Accommodations
  •         1991 Amendment

11:00-12:00 Fair Labor Standard Act (FLSA)

  •         The need to create the FLSA
  •         Obligations under the FLSA
  •         Overtime Rules
  •         Child labor
  •         Recordkeeping
  •         “White Collar” exemptions
  •         Break time for nursing mothers
  •         Safe Harbor Policy

12 – 1 Lunch

1:00-2:00 Family Medical Leave Act (FMLA)

  •         Employer/Employee Eligibility
  •         FMLA qualifying events
  •         Continuous/Intermittent/Reduced schedule
  •         Who is a “family member” under FMLA
  •     12:00-1:00 Lunch

2:00-3:30 Family Medical Leave Act (FMLA) Continuation

  •         Serious Health Conditions
  •         Protections under FMLA
  •         “Equivalent Position”
  •         Timing requirements
  •         Requesting Re-certification

3:30-5:00 The American with Disabilities Act (ADA)

  •         Compliance obligations under ADA
  •         Definition of Disability
  •         ADA vs. ADAAA
  •         Most common disabilities
  •         Drugs and alcohol under ADA
  •         Undue hardship defense
  •         Direct threat defense
  •         Reasonable Accommodation Process

Day 02(9:00 AM – 5:30 PM)

9:00-10:00 Age Discrimination in Employment Act (ADEA)

  •         Prohibition of age discrimination
  •         The Older Workers Benefit Protection Act of 1990
  •         Waivers of ADEA Rights

10:00-11:00 Equal Pay Act

  •         Obligations under the Equal Pay ACT
  •         Wage gaps 50 years after EPA
  •         Lilly Ledbetter Act
  •         Exceptions to Equal Pay

11:00-12:00 Occupational Safety Health Act (OSHA)

  •         OSHA Compliance – Must know basics/Newest regulations
  •         Preventing common workplace hazards
  •         Record-keeping
  •         Preparation for OSHA Site Visit
  •         Reducing workplace violence

12:00-1:00 Lunch

1:00-2:00 Pregnancy Discrimination Act (PDA)

  •         Fundamental PDA Requirements
  •         Extent of PDA coverage
  •         Medical conditions related to pregnancy or childbirth
  •         Reasonable accommodations
  •         Unlawful discharge during pregnancy or parental leave
  •         States with greater PDA obligations

2:00-4:00 National Labor Relations Act (NLRA)

  •         Protections under the NLRA
  •         Right-to-work states
  •         Reasons why employees organize
  •         Union organizing campaign
  •         NLRA “Concerted Activities”
  •         Social Media and the NLRA

4:00-5:00 Genetic Non-Discrimination Act (GINA)

  •         Reasons for GINA
  •         Definition of Genetic Information
  •         Prohibitions under GINA
  •         Tests not considered genetic tests
  •         Exceptions to the acquisition of Genetic Information
  •         GINA’s rules on confidentiality
  •         GINA and EEOC charges

Bonus:

  •         Employee Retirement Income Security Act (ERISA)
  •         The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
  •         Consolidated Omnibus Budget Reconciliation Act (COBRA)
  •         Health Insurance Portability and Accountability Act (HIPAA)

5:00-5:30 Graduation: Certificates and Pictures

Alyssa Quinsay, aPHR

I HIGHLY RECOMMEND THE HR TRAINING CLASSES TO ANYONE!! — About a year ago, I tried studying for the aPHR exam using an online prep course, but barely made it past the first chapter.. I was so overwhelmed by the amount of information.. The other online prep course did not work for me so I decided to look for a better way to prepare. Thank goodness I found Elga’s aPHR Boot Camp! Elga’s class consists of helpful lectures, powerpoints, study guides, study groups, articles, 1:1 sessions.. she provides everything you need and more! I love how interactive the class is and everyone seems so excited to learn. Elga is just A-MA-ZING! After I took Elga’s aPHR Boot Camp, I studied for a few more weeks, listened to her advice, listened to all of her recordings, and passed the exam with flying colors! I don’t know how I could have done it without Elga’s guidance, knowledge, and support! I also appreciate how much time and dedication Elga puts into ensuring her students have the knowledge and confidence needed to pass the exams. Thank you Elga for everything!! And I look forward to working with you when I decide to go for my PHR!!

Danielle Burge, PHR

I highly recommend Elga’s HR Training Classes in preparation to successfully pass the coveted PHR or SPHR exam! I took the 5-day boot camp and the one-on-one interaction with Elga was exactly what I needed for my learning style. She has a wealth of knowledge in the HR industry, and she shares her real-life experience to help make the material related to all HR professionals. It was evident in the class that Elga has a passion for HR and truly cares for her students by being their champion during the exam preparation process, providing transparent feedback and encouraging us all along the way. Elga’s confidence in me gave me the confidence I needed in myself to pass the exam. Thank you, Elga!

Taylor Phung, SHRM-CP

Such an amazing experience! Elga and HRtrainingclasses provided a great learning experience. She is so knowledgeable on Human Resources and the certification exams. Her dedication to her students’ success is unparalleled from the great live online sessions to the personal one-on-one tutoring sessions to the recorded lectures, she provides everything anyone would need to be successful on their exams. With her help, I was able to successfully attain my SHRM-CP Certification! Thank you so much Elga and HRtrainingclasses!

2-Day Sexual Harassment Law and Investigation Techniques Certificate Program for HR Professionals (Starts 4/29/2020)

HRCI and SHRM Approved Provider SM

HRCI – 13 HR(General) Credits

SHRM – 13 PDC’s

With workplace harassment claims dominating the headlines, every business needs to take harassment prevention training seriously.

Human Resources managers are uniquely responsible to guide their organizations in preventing sexual harassment and to properly address concerns when employees complain about workplace conduct.  This 2-day course will give you a firm understanding of the law surrounding this issue and help you know what best practices to put in place at your employer to communicate behavior expectations.  You will also learn expert investigative techniques that will help you feel confident in resolving issues, both for your employee’s benefit and to reduce your employer’s potential liability.  This is a 13-credit class to assist with your professional certification requirements.

Schedule

  • Monday, April 29th, 2020 9:00 AM – 5:00 PM Central Time
  • Tuesday, April 30th, 2020 9:00 AM – 5:00 PM Central Time

Objectives:

  • Define Sexual Harassment and offensive behavior that can be considered harassment
  • Explain the statutory regulations and legal background of Sexual Harassment.
  • Define Quid Prop Quo versus Hostile work environment
  • Understanding employers’ responsibility with sexual harassment
  • Identify the effects that sexual harassment has on people.
  • Recognize that sexual harassment of any type is a form of discrimination and will not be tolerated.
  • Implement ways of handling claims of sexual harassment.
  • Explain your role as an HR professional dealing with sexual harassment claims
  • Discuss precedent case law FaragherCity of Boca Raton 1998
  • Review precedent case law Burlington Industries, Inc. v. Ellerth 1998
  • Review precedent case law Oncale v. Sundowner
  • Explain “vicarious responsibility”
  • Learn How To Prevent Costly Employee Litigation Claims
  • The liability of “you knew” or “you should have known”
  • Explain the steps when an employee files a claim of harassment with the Equal Opportunity Commission
  • Define the steps to handle sexual harassment complaints
  • Explain what is involved in a “Thorough” and “Prompt” investigation
  • Discuss EEOC’s guidelines to handle “inconclusive conclusions” in an investigation
  • Identify procedures to prevent sexual harassment from happening
  • A process on how employees file an EEOC sexual harassment claim
  • Companies “zero tolerance” with sexual harassment
  • Discuss what “constructive discharge means”
  • Identify the meaning of a “reasonable person”
  • Discuss what a prompt and thorough investigation means
  • Building the “puzzle”
  • Discuss obtaining corroboration – witness statements
  • Discuss how to “substantiate the allegations”
  • Identify the steps of “The investigative report”
  • Review the steps necessary to avoid a case of retaliation in addition to the sexual harassment claim

Day 1 – Understanding the Law and Prevention Steps

The Big Picture

  • The history of how sexual harassment became an important societal issue
  • The role of the EEOC in investigating complaints and what their complaint statistics indicate
  • Understanding the significance of vicarious liability for your employers
  • Answering personal liability questions – Are HR professionals personally liable for illegal harassment that occurs in the workplace? Individual managers?

Federal Law

  • Understanding the law behind sexual harassment and important judicial decisions
  • Learning about the various types of illegal sexual harassment as defined by the EEOC
  • Understanding what your obligations are regarding vendor/contractor behavior
  • How to identify illegal retaliation against complainants and why retaliation is a distinct aspect from sexual harassment allegations
  • Understanding the difference between sexual harassment and gender discrimination
  • Recognizing what is and isn’t sexual harassment

Case studies – Interactive Discussion

  • Review case studies revealing types of sexual harassment
  • Review retaliation situations
  • Identifying aspects of cases requiring investigation

Prevention Measures

  • Should your company have a “zero-tolerance” policy?
  • Drafting an anti-sexual harassment policy and complaint policy and what should be included
  • Providing avenues for employees to raise complaints
  • How to address employee romance to protect your employer
  • Guidance on after-hours socialization and what your managers should not do
  • Methods to communicate your company policy so that awareness is clear
  • Defining what training programs are necessary, how often they should be given, and related record keeping best practices

Day 2 – Investigative Techniques and Issues to Consider

Investigation Considerations

  • Understand the Standards of Proof and what is expected of the investigator
  • Recognizing timeliness obligations
  • The critical need to ensure confidentiality

What to Do When a Complaint Arises

  • Documenting the issue and how to “draw the box” so that you know what to investigate
  • Understanding the importance of developing a chronology of events and witnesses
  • Determining what issues require a formal investigation
  • Setting expectations with the reporter of the complaint
  • Addressing the complainant that doesn’t want their complaint investigated
  • Protecting the complainant from retaliation
  • How to address anonymous complaints

The Investigator Role

  • The responsibilities of an investigator
  • Determining who else should participate
  • Identifying decision-makers who will oversee your investigation
  • Ensuring “need to know” confidentiality
  • What to do when an employee wants their attorney or another person present

Planning and Scoping the Investigation

  • How to balance completeness vs company disruption due to the impact of an investigation
  • When to use administrative employment suspension
  • Gathering contextual and related information
  • Determining the order of witness interviews
  • Developing witness questions and proper order of questions

Setting the Table with Witnesses

  • Why you must avoid group interviews
  • The importance of developing trust
  • Defining for witnesses what is expected of them before the interview
  • Explaining your role and what you will do with the information gained from the witness
  • Determining what information to reveal to witnesses and in what order
  • How to use demeanor evidence in assessing witness credibility
  • Wildcards that witnesses sometimes play
  • How to close the witness interview
  • How to confront the accused

Resolving the Complaint

  • Reviewing evidence and reaching conclusions, interpreting conflicting evidence
  • How to discuss findings with decision-makers
  • Steps to take with accused whether or not a violation occurred
  • How to write responses to the complainant and accused explaining outcomes
  • Importance of monitoring situation going forward
  • How to handle false allegations
  • Review of sample closure memorandums and disciplinary documents

Common Pitfalls of Poor Investigations

  • Avoiding common mistakes made
  • Understanding the danger of making legal conclusions

Review and Wrap Up

2020 Form I-9 – Employment Eligibility Verification Certificate Program (3-2-2020)

HRCI and SHRM Approved Provider SM

HRCI – 4 HR(General) Credits

SHRM – 4 PDC’s

Date: 3/2/2020

Time: 12pm – 4pm Central Time

Presenter: Elga Lejarza-Penn

Duration: 4 Hours

Delivery Options: In-Person or Live Stream / Webinar

Cost: $295

I-9 Audits are on the rise and there is no stopping them! Last year over 6,500 employers’ I-9 records were audited, leading to several dozen civil and criminal convictions. This year a lot more audits have been conducted and the number is significantly increasing in 2020.

Employers, are you confident that you know everything you need to know with respect to your I-9 files to be in compliance and avoid significant penalties?

  1. The current version Form I-9 is expired as of August 1, 2019, what form do we use in 2020?
  2. Am I am required to complete Form I-9 for employees who will work only one day?
  3. If I have to pay back pay to a previous employee, do I need to complete a new Form I-9?
  4. Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  5. How do I complete Form I-9 for remote employees?
  6. Is an employer required to terminate employees who, as a result of the employer’s internal Form I-9 audit, disclose that they were previously not employment-authorized, even though they are currently employment-authorized?
  7. If I am self-employed and don’t need to complete the Form I-9, do I need to be authorized to work in the United States to be self-employed?
  8. During a self-audit, I discovered we have an employee we hired in July 1986, do I need to complete a Form I-9 for this employee?
  9. Do I have to fill out a Form I-9 for an employee on an H1-B Visa?
  10. Can employees in the United States use the Form I-9 Spanish version?

Answers to the even-numbered questions:

  1. Yes, 4. Yes, 6. No, 8. No, 10. No

 

Why Should you attend this 3-hour 2020 I-9 Compliance Certificate Program?

We all know that we need to complete a Form I-9 for each individual who works for us, but we also need to ensure that we are completing Forms I-9 in compliance with the Immigration Reform and Control Act (IRCA). This in-person or online 2020 I-9 Compliance Certificate Program will provide you all the tools to be in compliance with the law and avoid lawsuits, significant fines, and even civil and criminal penalties. The Government takes employment eligibility seriously today more than ever before. We can not put our organizations at risk because of mistakes, lack of knowledge or training. Ignorance is not a defense in the eyes of the law!

Areas covered in our “2020 I-9 Compliance Certificate Program”

  • What is IRCA?
  • How many employees do you need to have to comply with IRCA?
  • Who enforces IRCA?
  • Compliance obligations under IRCA
  • Who is not required to complete a Form I-9?
  • How far in advance can the Form I-9 be completed?
  • As an employer, may I use a signature stamp to sign Section 2?
  • How do we determine a Documents’ genuineness?
  • Which type of receipts we can accept from the employees to complete Form I-9?
  • Do we need to make copies of the employees’ documents?
  • When do we need to re-verify the I-9 Forms?
  • What should I do if I need to reverify an employee who filled out an earlier version of Form I-9?
  • What should I do if my transgender employee changes their name?
  • Must I reverify an employee who presented a Permanent Resident Card with a 10-year expiration date?
  • Must I reverify an employee who presented for Form I-9 a Permanent Resident Card that expires in two years and contains conditions?
  • How do I conduct a self-audit for our I-9 Forms?
  • How do I properly correct errors or missing data on the I-9 Forms?
  • How do I establish employees’ identities and employment authorizations?
  • How should we store and retain the I-9 Forms?
  • Who can help a new hire complete section 1 on the Form I-9?
  • How an employer can avoid personal liability when completing, attesting and signing a Form I-9
  • Can an H-1B employee present a driver’s license and Form I-94 card only (no passport) for re-verification?
  • In the signature block for the Employer or Authorized Representative found in Section 2 of Form I-9, do I need to sign my full legal name?
  • The Form I-9 instructions include approved abbreviations for document titles. Some of the document titles are long, so when you print the form, the title is cut off. Is this acceptable?
  • May a notary public or any authorized representative attach an attestation to Form I-9 instead of providing a signature in the signature block of Section 2?
  • If an employee writes down an Alien Number or Admission Number when completing Section 1 of Form I-9, may I ask to see a document with that number?
  • Must Form I-9 be completed in ink or can I use a pencil?
  • Is it acceptable to have both typed and handwritten information on the Form I-9?
  • Can there be any additional writing or highlighting on Form I-9?
  • As an employer, may I use a signature stamp to sign Section 2?
  • If my employee changes citizenship status after completing Form I-9, are they required to change their attestation?
  • Is an H-4 with a pending I-129 to become H-1B employment authorized? The individual was an H-1B prior to becoming an H-4 and is in an authorized period of stay.
  • In the case of a merger, how can I meet the 3-day rule and complete all new I-9 Forms for my acquired employees?
  • Am I required to complete Forms I-9 for employees who will work only one day?
  • Do I have to update or complete a new Form I-9 when distributing back pay to a previous employee who no longer works for the company?
  • Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  • I am self-employed and don’t need to complete the Form I-9. Do I need to be authorized to work in the United States to be self-employed?
  • Do I need to fill out Forms I-9 for independent contractors or their employees?
  • If someone accepts a job with my company but will not start work for a month, can I complete Form I-9 when my employee accepts the job?
  • Do citizens and noncitizen nationals of the United States need to complete Form I-9?
  • Can I include Form I-9 in a job application packet?
  • If I am self-employed, do I have to fill out a Form I-9 on myself?
  • If I am a recruiter or referrer for a fee, do I have to fill out Forms I-9 on individuals that I recruit or refer?
  • Do I have to complete Forms I-9 for Canadians or Mexicans who entered the United States under the North American Free Trade Agreement (NAFTA)?
  • Do the owners of a company have to complete Form I-9? What if one of the company’s owners refuses to complete Form I-9?
  • My company retains unpaid individuals (student trainees, interns, volunteers, residents) that receive job training and experience but receive no form of payment from my company. Do we need to complete Forms I-9 for these individuals?
  • Do we need to submit Form I-9 to any government agency or government website?
  • Which employers can use the Form I-9 Spanish Version?
  • Do we need to provide to the new hires the Form I-9 15 pages of instructions?

Included in the program:

  • 2020 I-9 Compliance Certificate
  • 4 SHRM/HRCI Recertification Credit hours
  • Supplies/book with presentation
  • Form I-9 Activity
  • Interactive Program
  • $200.00 off coupon code for our PHR/SPHR/SHRM-CP/SHRM-SCP 10 Week Evening Online Exam Prep Program

 Target Audience:

  • Human Resources Professionals
  • Recruiters
  • Compliance Officers
  • Payroll Professionals
  • Business Owners
  • Office Managers
  • New Managers or Supervisors
  • Public Notaries

2020 Form I-9 – Employment Eligibility Verification Certificate Program (5-1-2020)

HRCI and SHRM Approved Provider SM

HRCI – 4 HR(General) Credits

SHRM – 4 PDC’s

Date: 5/1/2020

Time: 9am – 1pm Central Time

Presenter: Elga Lejarza-Penn

Duration: 4 Hours

Delivery Options: Live Stream / Webinar

Cost: $295

I-9 Audits are on the rise and there is no stopping them! Last year over 6,500 employers’ I-9 records were audited, leading to several dozen civil and criminal convictions. This year a lot more audits have been conducted and the number is significantly increasing in 2020.

Employers, are you confident that you know everything you need to know with respect to your I-9 files to be in compliance and avoid significant penalties?

  1. The current version Form I-9 is expired as of August 1, 2019, what form do we use in 2020?
  2. Am I am required to complete Form I-9 for employees who will work only one day?
  3. If I have to pay back pay to a previous employee, do I need to complete a new Form I-9?
  4. Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  5. How do I complete Form I-9 for remote employees?
  6. Is an employer required to terminate employees who, as a result of the employer’s internal Form I-9 audit, disclose that they were previously not employment-authorized, even though they are currently employment-authorized?
  7. If I am self-employed and don’t need to complete the Form I-9, do I need to be authorized to work in the United States to be self-employed?
  8. During a self-audit, I discovered we have an employee we hired in July 1986, do I need to complete a Form I-9 for this employee?
  9. Do I have to fill out a Form I-9 for an employee on an H1-B Visa?
  10. Can employees in the United States use the Form I-9 Spanish version?

Answers to the even-numbered questions:

  1. Yes, 4. Yes, 6. No, 8. No, 10. No

 

Why Should you attend this 4-hour 2020 I-9 Compliance Certificate Program?

We all know that we need to complete a Form I-9 for each individual who works for us, but we also need to ensure that we are completing Forms I-9 in compliance with the Immigration Reform and Control Act (IRCA). This in-person or online 2020 I-9 Compliance Certificate Program will provide you all the tools to be in compliance with the law and avoid lawsuits, significant fines, and even civil and criminal penalties. The Government takes employment eligibility seriously today more than ever before. We can not put our organizations at risk because of mistakes, lack of knowledge or training. Ignorance is not a defense in the eyes of the law!

Areas covered in our “2020 I-9 Compliance Certificate Program”

  • What is IRCA?
  • How many employees do you need to have to comply with IRCA?
  • Who enforces IRCA?
  • Compliance obligations under IRCA
  • Who is not required to complete a Form I-9?
  • How far in advance can the Form I-9 be completed?
  • As an employer, may I use a signature stamp to sign Section 2?
  • How do we determine a Documents’ genuineness?
  • Which type of receipts we can accept from the employees to complete Form I-9?
  • Do we need to make copies of the employees’ documents?
  • When do we need to re-verify the I-9 Forms?
  • What should I do if I need to reverify an employee who filled out an earlier version of Form I-9?
  • What should I do if my transgender employee changes their name?
  • Must I reverify an employee who presented a Permanent Resident Card with a 10-year expiration date?
  • Must I reverify an employee who presented for Form I-9 a Permanent Resident Card that expires in two years and contains conditions?
  • How do I conduct a self-audit for our I-9 Forms?
  • How do I properly correct errors or missing data on the I-9 Forms?
  • How do I establish employees’ identities and employment authorizations?
  • How should we store and retain the I-9 Forms?
  • Who can help a new hire complete section 1 on the Form I-9?
  • How an employer can avoid personal liability when completing, attesting and signing a Form I-9
  • Can an H-1B employee present a driver’s license and Form I-94 card only (no passport) for re-verification?
  • In the signature block for the Employer or Authorized Representative found in Section 2 of Form I-9, do I need to sign my full legal name?
  • The Form I-9 instructions include approved abbreviations for document titles. Some of the document titles are long, so when you print the form, the title is cut off. Is this acceptable?
  • May a notary public or any authorized representative attach an attestation to Form I-9 instead of providing a signature in the signature block of Section 2?
  • If an employee writes down an Alien Number or Admission Number when completing Section 1 of Form I-9, may I ask to see a document with that number?
  • Must Form I-9 be completed in ink or can I use a pencil?
  • Is it acceptable to have both typed and handwritten information on the Form I-9?
  • Can there be any additional writing or highlighting on Form I-9?
  • As an employer, may I use a signature stamp to sign Section 2?
  • If my employee changes citizenship status after completing Form I-9, are they required to change their attestation?
  • Is an H-4 with a pending I-129 to become H-1B employment authorized? The individual was an H-1B prior to becoming an H-4 and is in an authorized period of stay.
  • In the case of a merger, how can I meet the 3-day rule and complete all new I-9 Forms for my acquired employees?
  • Am I required to complete Forms I-9 for employees who will work only one day?
  • Do I have to update or complete a new Form I-9 when distributing back pay to a previous employee who no longer works for the company?
  • Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  • I am self-employed and don’t need to complete the Form I-9. Do I need to be authorized to work in the United States to be self-employed?
  • Do I need to fill out Forms I-9 for independent contractors or their employees?
  • If someone accepts a job with my company but will not start work for a month, can I complete Form I-9 when my employee accepts the job?
  • Do citizens and noncitizen nationals of the United States need to complete Form I-9?
  • Can I include Form I-9 in a job application packet?
  • If I am self-employed, do I have to fill out a Form I-9 on myself?
  • If I am a recruiter or referrer for a fee, do I have to fill out Forms I-9 on individuals that I recruit or refer?
  • Do I have to complete Forms I-9 for Canadians or Mexicans who entered the United States under the North American Free Trade Agreement (NAFTA)?
  • Do the owners of a company have to complete Form I-9? What if one of the company’s owners refuses to complete Form I-9?
  • My company retains unpaid individuals (student trainees, interns, volunteers, residents) that receive job training and experience but receive no form of payment from my company. Do we need to complete Forms I-9 for these individuals?
  • Do we need to submit Form I-9 to any government agency or government website?
  • Which employers can use the Form I-9 Spanish Version?
  • Do we need to provide to the new hires the Form I-9 15 pages of instructions?

Included in the program:

  • 2020 I-9 Compliance Certificate
  • 4 SHRM/HRCI Recertification Credit hours
  • Supplies/book with presentation
  • Form I-9 Activity
  • Interactive Program

 Target Audience:

  • Human Resources Professionals
  • Recruiters
  • Compliance Officers
  • Payroll Professionals
  • Business Owners
  • Office Managers
  • New Managers or Supervisors
  • Public Notaries

Live 6-Week Evening Online PHR® / SPHR® Exam Prep Boot Camp (Starts 9/15/2020)

Instructor:  Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Location: 2-Way Interactive Live Stream

Dates:  9/15/2020 thru 10/22/2020

Time:  We meet from 7:00 pm to 9:30 pm Central Time on Tuesdays and Thursdays

We know what it takes to pass the HR Certification Exams and our Comprehensive Training Solution will allow you to get what you need in only 6 weeks! Join us live via 2-Way Interactive Live Stream from your home or office for this 6-Week Evening Online PHR®, SPHR® Exam Prep Boot Camp starting September 15th, 2020 and led by the Top Exam Prep Instructor, Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP! Elga has over 25 years of experience in HR and is a Certified Exam Preparation Provider with HRCI and our instructor-led SHRM-CP / SHRM-SCP, aPHR / PHR / SPHR exam preparation courses are designed to help you pass your SHRM-CP, SHRM-SCP,  aPHR, PHR and/or SPHR certification exam on the first try! Many of our students go on to pass more than one of the exams after this training!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR and/or SPHR certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR and/or SPHR certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them. Our proven system for preparing you for ALL of the exams provides you with what you need to pass them. Don’t just take our word for it, see what our participants have to say: Testimonials and Success Stories It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and is designed and covers everything you need to help you pass the HR Certification Exams (PHR, SPHR). The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Resources and Materials

The 2020 Complete HRCP Program: Print Edition includes:

    • 900+ pages of content covering the five functional areas tested on the exam in print format
    • 600+ HR QuikStudy Flash Cards
    • 800+ practice questions with answers, feedback, and page references
    • the Online Guide for Successful Exam Preparation includes study and test-taking tips
    • an Index and Key Terms
    • sample study schedules available on HRCP’s website
  • Access to all of the Live Session Recordings the morning after the session that you will have access to for 6 months after the class ends
  • Access to dozens of 1-on-1 session recordings from past successful students that have allowed us to record and share
  • Complimentary access to our weekly 1.5-hour study group sessions 
  • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
  • The emotional support needed, literally, up to the last minute before the exam because we are committed to doing whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the PHR and SPHR exam.

Bonus Re-Sit Policy: Any participant is welcome to attend a future PHR / SPHR Exam Prep Workshop program free of charge within 12 months of the original program date. Training materials not included.

Agenda

September 15, 2020 7:00 PM to 9:30 PM CT
September 17, 2020 7:00 PM to 9:30 PM CT
September 22, 2020 7:00 PM to 9:30 PM CT
September 24, 2020 7:00 PM to 9:30 PM CT
September 29, 2020 7:00 PM to 9:30 PM CT
October 1, 2020 7:00 PM to 9:30 PM CT
October 6, 2020 7:00 PM to 9:30 PM CT
October 8, 2020 7:00 PM to 9:30 PM CT
October 13, 2020 7:00 PM to 9:30 PM CT
October 15, 2020 7:00 PM to 9:30 PM CT
October 20, 2020 7:00 PM to 9:30 PM CT
October 22, 2020 7:00 PM to 9:30 PM CT

WEEK 1 & 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Homework – Practice Exam and Reading Assignment

WEEK 3 & 4

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

WEEK 5

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

WEEK 6

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

2020 ADA Guidelines with Fragrance Sensitivity in the Workplace Certificate Program (5-1-2020)

HRCI and SHRM Approved Provider SM

HRCI – 2 HR(General) Credits

SHRM – 2 PDC’s

Presenter: Elga Lejarza-Penn

Duration: 2 Hours

Delivery Options: Live Stream

Cost: $195

Course Objective:

There are a number of conditions that make it difficult for someone to be exposed to fragrances and chemicals. Allergies, asthma and multiple chemical sensitivity (MCS) can cause a wide variety of symptoms, including but not limited to dizziness, vomiting, respiratory distress, headaches and skin conditions. Any of these symptoms make it difficult, if not impossible, for the employee experiencing them to work efficiently.

In the extreme case where an employee’s fragrance sensitivity is severe enough to substantially limit his or her ability to perform their essential job functions, the employee may be deemed to have a disability under the Americans with Disabilities Act (ADA). If so, an employer has a duty to provide a reasonable accommodation to the employee, if one exists, unless the accommodation would result in an undue hardship for the employer.

A federal jury in Michigan awarded $10.6 million to a female disc jockey who claimed under the Americans with Disabilities Act that her country music radio station employer failed to accommodate her allergy to a fellow deejay’s perfume.

A few months ago, a jury decided that a California company must pay $3M to an employee after ignoring his request for accommodation due to diagnosed chemical allergies.

In this Webinar, you will learn your obligations to recognize a Fragrance Sensitivity and a Multiple Chemical Sensitivity (MCS) request for a reasonable accommodation and how to grant it to assist the employee, comply with the law and protect our company. We will avoid a lot of headaches, teary eyes, and runny nose we might experience from hearing the word “LAWSUIT”!

 Background:

It took decades for the workplace to acknowledge the dangers of smoking and to recognize the deadly effects of exposure to second-hand smoke. Once acknowledged, it was a few more years before the workplace became safe for workers from the dangers of second-hand smoke. Fragrance Sensitivity is following the same trajectory.

Areas Covered in the Session:

  • Americans with Disability Act and the definition of Disability.
  • Broader definition under the Amendment Act.
  • Employers Compliance with the Americans with Disability Act.
  • Fragrance Sensitivity Definition.
  • Fragrance Sensitivity Prevention/Treatment.
  • Fragrance Sensitivity Mitigating Symptoms.
  • Is Fragrance Sensitivity a disability under ADA?
  • Is Fragrance Sensitivity considered a serious condition under FMLA?
  • New ADA Guidelines for Fragrance Sensitivity.
  • Types of allergy symptoms due to Fragrance Sensitivity.
  • How to handle Fragrance Sensitivity requests for accommodation?
  • Fragrance Sensitivity and dealing with customers’ fragrances.
  • How do to accommodate employees with multiple chemical sensitivities?
  • Steps of the Interactive Process (A-Z).
  • Reasonable Accommodations Vs. Perfect Accommodations – Courts’ opinion
  • Examples of Reasonable Accommodations for Fragrance Sensitivity.
  • Confidentiality of medical information under ADA.
  • Courts’ Opinion regarding Workplace Fragrance Sensitivity Policy.
  • Can an employer require an employee not to wear perfume?
  • Steps for developing a Workplace Fragrance Sensitivity Policy.
  • Do people prefer fragranced or fragrance-free environments?
  • What are the benefits of fragrance-free policies?
  • What are the challenges in implementing fragrance-free policies?
  • Recent Significant Fragrance Sensitivity Cases.
  • Using the Undue Hardship defense

Who Would Benefit from this Webinar

  • Human Resources Professionals
  • Human Resources Consultants
  • Employee Relations Professionals
  • Benefit Coordinators
  • Office Managers
  • Managers and Supervisors
  • Business Owners

2-Day FMLA, ADA and PDA Certificate Program (Starts 6/25/2020)

HRCI and SHRM Approved Provider SM

HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Join us In-Person in St Louis, MO or Online via Live Stream / Webinar for our Instructor-Led 2-Day In-Person FMLA, ADA and PDA Certificate Program.  This is a thorough Certificate Program Training which will provide you with the tools and resources you need to maintain compliance with these three important laws and regulations and to serve as your organization’s internal consultant to minimize organizational risk.

Schedule

  • Thursday, June 25, 2020  9:00 AM – 5:00 PM Central Time
  • Friday, June 26, 2020  9:00 AM – 5:00 PM Central Time

Why You Should Attend This Workshop

  • Would you like to know the American with Disability Act and the Family Medical Leave Act?
  • Do you feel you can master activities such as engaging in the Interactive Process, review, select and provide Reasonable Accommodations?
  • Can you say that you are complying with all the Family Leave Act’s obligations and responsibilities especially with constant and latest changes?
  • Do you want to have the peace of mind that you are protecting not just your organization but also yourself?

Recent Equal Employment Opportunity Commission and Wage and Hour Division-U.S. Department of Labor’s lawsuits highlight the importance of adopting a comprehensive procedure for managing ADA and FMLA.

No, I am not saying that you need to go to Law School and get a Doctor of Juridical Science degree in Employment Law in order to survive the tsunami of litigations and astonishing well-publicized lawsuits and settlements we read about every week. All you need is to sharpen your skills and enrich your career by attending this 2 Day Certificate Program on FMLA & ADA. This is a thorough Certificate Program which will provide you with the tools and resources you need to maintain compliance with these two important laws and regulations and to serve as an internal consultant to minimize organizational risk. Always remember, it is better to deal with the issues “in-house”, rather than in the “Court-house”.

Seminar Fee Includes:

Free consulting service on questions related to the Certificate Program for 3 months starting the day of the seminar. The participant will be provided with an email address and they will get a response within 48 hours.

  • Seminar Material
  • Hard copy of presentation
  • Interactive Process Package
  • Certificate

Learning Objectives:

  • Review the History of the FMLA
  • Understand who are “Covered Employers” under the FMLA
  • Identify who are “Eligible Employee” under the FMLA
  • Assess FMLA qualifying events
  • Learn what is considered “Serious Health Conditions” under the FMLA
  • Review who is a Family Member under the FMLA
  • Define “Locus Parentis”
  • Learn about special case when using FMLA with Spouses employed by the same Employer
  • Learn about the different types of FMLA Leave
  • Review who is a “Health Care Provider” under the FMLA
  • Evaluate the “Certification of Health Care Provider” for employee’s own serious health condition and for family member
  • Learn how to handle Incomplete Certifications
  • Clarify when a “Recertification” is needed
  • Understand the different way to Determine the “12 month period” under the FMLA
  • Discuss employee’s Intent to return to work or intent not to return to work
  • Evaluate employer’s request for Fitness for Duty Certification/Return to Work Note
  • Discuss how critical is a “Timely return to work” under the FMLA
  • Gain a strong understanding that 12 weeks is not always equivalent to 480 hours
  • Review the protection to “Maintain Group Health Benefits” under the FMLA
  • Clarify who has Job Restoration and who does not
  • Define the term “Key or Highly Compensated Employee”
  • Determine what is an “Equivalent Position” under the FMLA
  • Learn about the Military Caregiver Leave
  • Learn about the Qualifying Exigency Leave
  • Discuss Substitution of Paid Leave
  • Review Recordkeeping requirements
  • Gain a basic understanding of the importance on Investigating FMLA fraudulent cases
  • Clarify FMLA Interference
  • Review FMLA Discrimination and Retaliation
  • Gain a strong understanding on the lesson we can learn from Maria Escriba’s case
  • Review the History of ADA
  • Learn what is ADA and what employment practices are unlawful under ADA
  • Review a list of the most common disabilities under ADA
  • Clarify protection difference under ADA between Alcoholism and drug addiction
  • Identify “Major Life Activities”
  • Understand compliance with the Voluntary Self Identification Form
  • Learn the definition of disability under ADA
  • Clarify the differences between ADA and ADAA
  • Review the definition of “Impairment” under ADA
  • Assess the term “Substantial Limitation”
  • Review “Major Bodily Functions” under ADA
  • Clarify the term “Mitigating Measures”
  • Review exceptions to the term Disability
  • Define who is a “Qualified Individual” under ADA
  • Gain a strong understanding of the Interactive Process
  • Review the tool provided to document the Interactive Process
  • Discuss examples of Reasonable Accommodations
  • Identify Essential Functions vs. Marginal function under ADA
  • Clarify the term “Undue Hardship”
  • Review the Recruitment Process involving applicants with Disabilities
  • Review some Reasonable Accommodations provided to potential candidates with disabilities
  • Review JAN – Job Accommodation Network
  • Review important ADA cases

Topics covered include:

  • ADA History
  • 7% Utilization Rate and the Voluntary Self-Identification of Disability Form
  • Americans with Disabilities Amendment Act (ADAAA)
  • Definition of Disability under ADA
  • “Being regarded” prong under ADA
  • Major life activities
  • Definition of “Substantial Limitation” under ADA
  • Compliance obligations under ADA
  • Protected Classes under ADA
  • The Interactive Process
  • Reasonable Accommodation Process
  • Examples of Reasonable Accommodations
  • Most common disabilities under ADA
  • Protection for alcoholism vs. drug use under ADA
  • The ADA and Persons with HIV/AIDS
  • Definition of Mitigating Measures under ADA
  • Direct Threat Defense
  • Hardship Defense
  • Definition of “Qualified Individual” under ADA
  • Posting Notices
  • Confidentiality and ADA
  • FMLA History
  • Covered Employers/Eligible Employees
  • “Loco Parentis” under the FMLA
  • Coverage of adult children under the FMLA
  • FMLA Qualifying Events
  • Notice Requirements
  • Certification of Serious Health Condition under the FMLA
  • Authentication and clarification of Certification
  • Employee Protections under the FMLA
  • Substitution of Paid Leave
  • Limitations to FMLA Protections
  • Employer Notification Requirements under the FMLA
  • Methods to establish the 13-month period under the FMLA
  • Calculation of Leave under the FMLA
  • Leave under the FMLA for spouses working for the same employer
  • Military Caregiver Leve
  • Qualifying Exigency Leave
  • Next of Kin
  • Employers’ prohibited actions under the FMLA
  • Exercises/Activities on ADA and FMLA

Who will Benefit:

  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Day 01(9:00 AM – 5:00 PM)

  • FMLA & ADA Compliance Update Certification Program
  • 9:00 – 10:15 – FMLA History
    • 1984 First written draft in FMLA
    • 1993 FMLA was passed signed by President Clinton
  • 10:15 – 11:30 – Family Medical Leave (FMLA) Basics
    • Employer/Employee Eligibility
    • FMLA qualifying events
    • Types of FMLA: Continuous/Intermittent/Reduced schedule
    • Who is a family member under FMLA
    • Loco Parentis
    • Coverage of Adult Children under the FMLA
    • FMLA and Common Law Marriages
    • Type of documentation needed for Baby Bonding
    • Leave under the FMLA for Spouses working for the same Employer
    • FMLA and PTO
    • FMLA Activities
    • Military Family Leave Provisions
    • Qualifying Exigency
    • Serious Health Condition under FMLA
    • 12-Month Period under FMLA
    • Protections under FMLA
  • 11:30 – 12:30 – Employer Notification Requirements
    • General Notice for all employees
    • Notice in Employee’s handbook
    • Eligibility Notice
    • Rights and Responsibilities Notice
    • Designation Notice
    • Certification of Health Care Provider
    • When is Recertification Needed?
    • 7 days to “cure the deficiency” period
    • Authentication and Clarification
    • Second and third opinions
  • 12:30 – 1:00 – Health Care Providers and Tracking and Method for taking FMLA
    • Who is a Health Care Provider
    • Certifications from other countries/other language
    • Methods for tracking the 12 month period
    • Changing to a different Method
    • Calculating amount of Intermittent hours
    • Special Rule for Airline Flight Crew Employees
    • Educational Agencies and The FMLA
  • 1:00 – 2:00 – Lunch
  • 2:00 – 3:00 – Protection and Maintenance of Group Health Benefits
    • Reinstatement to an Equivalent Position
    • Exemption for Key or Highly Compensated Employees
    • Intent to Return to Work
    • Fitness for Duty Certification
    • Requesting Re-Certifications
    • Timing Reinstatement returning from FMLA
    • Group Health Plan Coverage
    • Employee payment of Health Premiums
    • Premium recovery when an employee quits
  • 3:00 – 3:30 – Military Caregiver Leave and Qualifying Exigency
    • Leave Entitlements
    • Next of Kin
    • Single 12 Month period
    • Certification Requirements for Military Caregiver Leave
    • Qualifying Exigency Categories
    • Certification Requirements for Qualifying Exigency Leave
    • Recordkeeping Requirement
  • 3:30 – 4:00 – FMLA and Other Laws
    • The FMLA and the Pregnancy Discrimination Act of 1978 (PDA)
    • Leave as “Reasonable Accommodation” under ADA
    • The FMLA and the Genetic Information Nondiscrimination Act
    • The FMLA and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
    • The FMLA and Workers’ Compensation Laws
  • 4:00 – 5:00 – FMLA Retaliation/Interference/Retaliation/Discrimination Cases
    • FMLA Personal Liability
    • Duty to Investigate Fraudulent cases
    • Maria Escriba Case
    • Las Vegas’ FMLA Case

Day 02(9:00 AM – 5:00 PM)

  • 9:00 – 9:15 – ADA History
  • 9:15 – 10:30 – ADA Basics
    • Compliance obligations under ADA
    • 7% Utilization Rate
    • Titles of ADA
    • Americans with Disability Amendment Act (ADAAA)
    • Disability Definition
    • Impairment Definition
    • Substantial Limitation Definition
    • List of Major Life Activities
    • Physical Impairment
    • Mental Impairment
    • Major Bodily Functions
    • Mitigating Measures
    • Examples of “Being Regarded as”
  • 10:30 – 11:30 – ADA Basics continuation
    • Most Common Disabilities
    • Title VII of the Civil Rights Act of 1964
    • Pregnancy Discrimination Act of 1978 (PDA)
    • Family & Medical Leave Act (FMLA)
    • The Pregnant Workers Fairness Act
    • The ADA and Person with HIV/AIDS
    • Protection for alcoholism vs drug users under ADA
    • Disorders not considered Disabilities under ADA
    • Direct Threat Defense
    • Qualified Individual under ADA
    • Essential Functions vs. Marginal Functions
    • Undue Hardship Defense
  • 11:30-12:00 – The Recruitment Process and ADA
    • Examples of Reasonable Accommodations during the Recruitment Process
    • Identifying if candidate is a “qualified Individual”
    • Obligations even with candidates
    • Hearing Impaired Candidate Example
  • 12:00 – 1:00 – Lunch
  • 1:00 – 3:00 – The Interactive Process/Reasonable Accommodations
    • Initiation of the Interactive Process
    • Who is involved in the process
    • Confidentiality
    • Selection of Reasonable Accommodation
    • Reasonable Accommodation = Effective Accommodation
  • 3:00 – 4:00 – The Interactive Process/Reasonable Accommodations
    • Timing Requirement and follow up
    • Examples of Reasonable Accommodations
    • askjan.org
    • Diabetic Employee Case
  • 4:00 – 5:00 – Interactive Process Exercise
  • 5:00 – 5:30 – Graduation: Certificates and Pictures

2-Day Sexual Harassment Law and Investigation Techniques Certificate Program for HR Professionals (Starts 7/29/2020)

HRCI and SHRM Approved Provider SM

HRCI – 13 HR(General) Credits

SHRM – 13 PDC’s

With workplace harassment claims dominating the headlines, every business needs to take harassment prevention training seriously.

Human Resources managers are uniquely responsible to guide their organizations in preventing sexual harassment and to properly address concerns when employees complain about workplace conduct.  This 2-day course will give you a firm understanding of the law surrounding this issue and help you know what best practices to put in place at your employer to communicate behavior expectations.  You will also learn expert investigative techniques that will help you feel confident in resolving issues, both for your employee’s benefit and to reduce your employer’s potential liability.  This is a 13-credit class to assist with your professional certification requirements.

Schedule

  • Wednesday, July 29th, 2020 9:00 AM – 5:00 PM Central Time
  • Thursday, July 30th, 2020 9:00 AM – 5:00 PM Central Time

Objectives:

  • Define Sexual Harassment and offensive behavior that can be considered harassment
  • Explain the statutory regulations and legal background of Sexual Harassment.
  • Define Quid Prop Quo versus Hostile work environment
  • Understanding employers’ responsibility with sexual harassment
  • Identify the effects that sexual harassment has on people.
  • Recognize that sexual harassment of any type is a form of discrimination and will not be tolerated.
  • Implement ways of handling claims of sexual harassment.
  • Explain your role as an HR professional dealing with sexual harassment claims
  • Discuss precedent case law FaragherCity of Boca Raton 1998
  • Review precedent case law Burlington Industries, Inc. v. Ellerth 1998
  • Review precedent case law Oncale v. Sundowner
  • Explain “vicarious responsibility”
  • Learn How To Prevent Costly Employee Litigation Claims
  • The liability of “you knew” or “you should have known”
  • Explain the steps when an employee files a claim of harassment with the Equal Opportunity Commission
  • Define the steps to handle sexual harassment complaints
  • Explain what is involved in a “Thorough” and “Prompt” investigation
  • Discuss EEOC’s guidelines to handle “inconclusive conclusions” in an investigation
  • Identify procedures to prevent sexual harassment from happening
  • A process on how employees file an EEOC sexual harassment claim
  • Companies “zero tolerance” with sexual harassment
  • Discuss what “constructive discharge means”
  • Identify the meaning of a “reasonable person”
  • Discuss what a prompt and thorough investigation means
  • Building the “puzzle”
  • Discuss obtaining corroboration – witness statements
  • Discuss how to “substantiate the allegations”
  • Identify the steps of “The investigative report”
  • Review the steps necessary to avoid a case of retaliation in addition to the sexual harassment claim

Day 1 – Understanding the Law and Prevention Steps

The Big Picture

  • The history of how sexual harassment became an important societal issue
  • The role of the EEOC in investigating complaints and what their complaint statistics indicate
  • Understanding the significance of vicarious liability for your employers
  • Answering personal liability questions – Are HR professionals personally liable for illegal harassment that occurs in the workplace? Individual managers?

Federal Law

  • Understanding the law behind sexual harassment and important judicial decisions
  • Learning about the various types of illegal sexual harassment as defined by the EEOC
  • Understanding what your obligations are regarding vendor/contractor behavior
  • How to identify illegal retaliation against complainants and why retaliation is a distinct aspect from sexual harassment allegations
  • Understanding the difference between sexual harassment and gender discrimination
  • Recognizing what is and isn’t sexual harassment

Case studies – Interactive Discussion

  • Review case studies revealing types of sexual harassment
  • Review retaliation situations
  • Identifying aspects of cases requiring investigation

Prevention Measures

  • Should your company have a “zero-tolerance” policy?
  • Drafting an anti-sexual harassment policy and complaint policy and what should be included
  • Providing avenues for employees to raise complaints
  • How to address employee romance to protect your employer
  • Guidance on after-hours socialization and what your managers should not do
  • Methods to communicate your company policy so that awareness is clear
  • Defining what training programs are necessary, how often they should be given, and related record keeping best practices

Day 2 – Investigative Techniques and Issues to Consider

Investigation Considerations

  • Understand the Standards of Proof and what is expected of the investigator
  • Recognizing timeliness obligations
  • The critical need to ensure confidentiality

What to Do When a Complaint Arises

  • Documenting the issue and how to “draw the box” so that you know what to investigate
  • Understanding the importance of developing a chronology of events and witnesses
  • Determining what issues require a formal investigation
  • Setting expectations with the reporter of the complaint
  • Addressing the complainant that doesn’t want their complaint investigated
  • Protecting the complainant from retaliation
  • How to address anonymous complaints

The Investigator Role

  • The responsibilities of an investigator
  • Determining who else should participate
  • Identifying decision-makers who will oversee your investigation
  • Ensuring “need to know” confidentiality
  • What to do when an employee wants their attorney or another person present

Planning and Scoping the Investigation

  • How to balance completeness vs company disruption due to the impact of an investigation
  • When to use administrative employment suspension
  • Gathering contextual and related information
  • Determining the order of witness interviews
  • Developing witness questions and proper order of questions

Setting the Table with Witnesses

  • Why you must avoid group interviews
  • The importance of developing trust
  • Defining for witnesses what is expected of them before the interview
  • Explaining your role and what you will do with the information gained from the witness
  • Determining what information to reveal to witnesses and in what order
  • How to use demeanor evidence in assessing witness credibility
  • Wildcards that witnesses sometimes play
  • How to close the witness interview
  • How to confront the accused

Resolving the Complaint

  • Reviewing the evidence and reaching conclusions, interpreting conflicting evidence
  • How to discuss findings with decision-makers
  • Steps to take with accused whether or not a violation occurred
  • How to write responses to the complainant and accused explaining outcomes
  • Importance of monitoring situation going forward
  • How to handle false allegations
  • Review of sample closure memorandums and disciplinary documents

Common Pitfalls of Poor Investigations

  • Avoiding common mistakes made
  • Understanding the danger of making legal conclusions

Review and Wrap Up

2020 Form I-9 – Employment Eligibility Verification Certificate Program (7-31-2020)

HRCI and SHRM Approved Provider SM

HRCI – 4 HR(General) Credits

SHRM – 4 PDC’s

Date: 7/31/2020

Time: 9am – 1pm Central Time

Presenter: Elga Lejarza-Penn

Duration: 4 Hours

Delivery Options: In-Person or Live Stream / Webinar

Cost: $295

I-9 Audits are on the rise and there is no stopping them! Last year over 6,500 employers’ I-9 records were audited, leading to several dozen civil and criminal convictions. This year a lot more audits have been conducted and the number is significantly increasing in 2020.

Employers, are you confident that you know everything you need to know with respect to your I-9 files to be in compliance and avoid significant penalties?

  1. The current version Form I-9 is expired as of August 1, 2019, what form do we use in 2020?
  2. Am I am required to complete Form I-9 for employees who will work only one day?
  3. If I have to pay back pay to a previous employee, do I need to complete a new Form I-9?
  4. Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  5. How do I complete Form I-9 for remote employees?
  6. Is an employer required to terminate employees who, as a result of the employer’s internal Form I-9 audit, disclose that they were previously not employment-authorized, even though they are currently employment-authorized?
  7. If I am self-employed and don’t need to complete the Form I-9, do I need to be authorized to work in the United States to be self-employed?
  8. During a self-audit, I discovered we have an employee we hired in July 1986, do I need to complete a Form I-9 for this employee?
  9. Do I have to fill out a Form I-9 for an employee on an H1-B Visa?
  10. Can employees in the United States use the Form I-9 Spanish version?

Answers to the even-numbered questions:

  1. Yes, 4. Yes, 6. No, 8. No, 10. No

 

Why Should you attend this 4-hour 2020 I-9 Compliance Certificate Program?

We all know that we need to complete a Form I-9 for each individual who works for us, but we also need to ensure that we are completing Forms I-9 in compliance with the Immigration Reform and Control Act (IRCA). This in-person or online 2020 I-9 Compliance Certificate Program will provide you all the tools to be in compliance with the law and avoid lawsuits, significant fines, and even civil and criminal penalties. The Government takes employment eligibility seriously today more than ever before. We can not put our organizations at risk because of mistakes, lack of knowledge or training. Ignorance is not a defense in the eyes of the law!

Areas covered in our “2020 I-9 Compliance Certificate Program”

  • What is IRCA?
  • How many employees do you need to have to comply with IRCA?
  • Who enforces IRCA?
  • Compliance obligations under IRCA
  • Who is not required to complete a Form I-9?
  • How far in advance can the Form I-9 be completed?
  • As an employer, may I use a signature stamp to sign Section 2?
  • How do we determine a Documents’ genuineness?
  • Which type of receipts we can accept from the employees to complete Form I-9?
  • Do we need to make copies of the employees’ documents?
  • When do we need to re-verify the I-9 Forms?
  • What should I do if I need to reverify an employee who filled out an earlier version of Form I-9?
  • What should I do if my transgender employee changes their name?
  • Must I reverify an employee who presented a Permanent Resident Card with a 10-year expiration date?
  • Must I reverify an employee who presented for Form I-9 a Permanent Resident Card that expires in two years and contains conditions?
  • How do I conduct a self-audit for our I-9 Forms?
  • How do I properly correct errors or missing data on the I-9 Forms?
  • How do I establish employees’ identities and employment authorizations?
  • How should we store and retain the I-9 Forms?
  • Who can help a new hire complete section 1 on the Form I-9?
  • How an employer can avoid personal liability when completing, attesting and signing a Form I-9
  • Can an H-1B employee present a driver’s license and Form I-94 card only (no passport) for re-verification?
  • In the signature block for the Employer or Authorized Representative found in Section 2 of Form I-9, do I need to sign my full legal name?
  • The Form I-9 instructions include approved abbreviations for document titles. Some of the document titles are long, so when you print the form, the title is cut off. Is this acceptable?
  • May a notary public or any authorized representative attach an attestation to Form I-9 instead of providing a signature in the signature block of Section 2?
  • If an employee writes down an Alien Number or Admission Number when completing Section 1 of Form I-9, may I ask to see a document with that number?
  • Must Form I-9 be completed in ink or can I use a pencil?
  • Is it acceptable to have both typed and handwritten information on the Form I-9?
  • Can there be any additional writing or highlighting on Form I-9?
  • As an employer, may I use a signature stamp to sign Section 2?
  • If my employee changes citizenship status after completing Form I-9, are they required to change their attestation?
  • Is an H-4 with a pending I-129 to become H-1B employment authorized? The individual was an H-1B prior to becoming an H-4 and is in an authorized period of stay.
  • In the case of a merger, how can I meet the 3-day rule and complete all new I-9 Forms for my acquired employees?
  • Am I required to complete Forms I-9 for employees who will work only one day?
  • Do I have to update or complete a new Form I-9 when distributing back pay to a previous employee who no longer works for the company?
  • Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  • I am self-employed and don’t need to complete the Form I-9. Do I need to be authorized to work in the United States to be self-employed?
  • Do I need to fill out Forms I-9 for independent contractors or their employees?
  • If someone accepts a job with my company but will not start work for a month, can I complete Form I-9 when my employee accepts the job?
  • Do citizens and noncitizen nationals of the United States need to complete Form I-9?
  • Can I include Form I-9 in a job application packet?
  • If I am self-employed, do I have to fill out a Form I-9 on myself?
  • If I am a recruiter or referrer for a fee, do I have to fill out Forms I-9 on individuals that I recruit or refer?
  • Do I have to complete Forms I-9 for Canadians or Mexicans who entered the United States under the North American Free Trade Agreement (NAFTA)?
  • Do the owners of a company have to complete Form I-9? What if one of the company’s owners refuses to complete Form I-9?
  • My company retains unpaid individuals (student trainees, interns, volunteers, residents) that receive job training and experience but receive no form of payment from my company. Do we need to complete Forms I-9 for these individuals?
  • Do we need to submit Form I-9 to any government agency or government website?
  • Which employers can use the Form I-9 Spanish Version?
  • Do we need to provide to the new hires the Form I-9 15 pages of instructions?

Included in the program:

  • 2020 I-9 Compliance Certificate
  • 4 SHRM/HRCI Recertification Credit hours
  • Supplies/book with presentation
  • Form I-9 Activity
  • Interactive Program
  • $200.00 off coupon code for our PHR/SPHR/SHRM-CP/SHRM-SCP 10 Week Evening Online Exam Prep Program

 Target Audience:

  • Human Resources Professionals
  • Recruiters
  • Compliance Officers
  • Payroll Professionals
  • Business Owners
  • Office Managers
  • New Managers or Supervisors
  • Public Notaries

2020 ADA Guidelines with Fragrance Sensitivity in the Workplace Certificate Program (7-31-2020)

HRCI and SHRM Approved Provider SM

HRCI – 2 HR(General) Credits

SHRM – 2 PDC’s

Presenter: Elga Lejarza-Penn

Date/Time: 7/31/2020, 2 pm – 4 pm Central Time

Duration: 2 Hours

Delivery Options: In-Person or Live Stream

Cost: $195

Course Objective:

There are a number of conditions that make it difficult for someone to be exposed to fragrances and chemicals. Allergies, asthma and multiple chemical sensitivity (MCS) can cause a wide variety of symptoms, including but not limited to dizziness, vomiting, respiratory distress, headaches and skin conditions. Any of these symptoms make it difficult, if not impossible, for the employee experiencing them to work efficiently.

In the extreme case where an employee’s fragrance sensitivity is severe enough to substantially limit his or her ability to perform their essential job functions, the employee may be deemed to have a disability under the Americans with Disabilities Act (ADA). If so, an employer has a duty to provide a reasonable accommodation to the employee, if one exists, unless the accommodation would result in an undue hardship for the employer.

A federal jury in Michigan awarded $10.6 million to a female disc jockey who claimed under the Americans with Disabilities Act that her country music radio station employer failed to accommodate her allergy to a fellow deejay’s perfume.

A few months ago, a jury decided that a California company must pay $3M to an employee after ignoring his request for accommodation due to diagnosed chemical allergies.

In this Webinar, you will learn your obligations to recognize a Fragrance Sensitivity and a Multiple Chemical Sensitivity (MCS) request for a reasonable accommodation and how to grant it to assist the employee, comply with the law and protect our company. We will avoid a lot of headaches, teary eyes, and runny nose we might experience from hearing the word “LAWSUIT”!

 Background:

It took decades for the workplace to acknowledge the dangers of smoking and to recognize the deadly effects of exposure to second-hand smoke. Once acknowledged, it was a few more years before the workplace became safe for workers from the dangers of second-hand smoke. Fragrance Sensitivity is following the same trajectory.

Areas Covered in the Session:

  • Americans with Disability Act and the definition of Disability.
  • Broader definition under the Amendment Act.
  • Employers Compliance with the Americans with Disability Act.
  • Fragrance Sensitivity Definition.
  • Fragrance Sensitivity Prevention/Treatment.
  • Fragrance Sensitivity Mitigating Symptoms.
  • Is Fragrance Sensitivity a disability under ADA?
  • Is Fragrance Sensitivity considered a serious condition under FMLA?
  • New ADA Guidelines for Fragrance Sensitivity.
  • Types of allergy symptoms due to Fragrance Sensitivity.
  • How to handle Fragrance Sensitivity requests for accommodation?
  • Fragrance Sensitivity and dealing with customers’ fragrances.
  • How do to accommodate employees with multiple chemical sensitivities?
  • Steps of the Interactive Process (A-Z).
  • Reasonable Accommodations Vs. Perfect Accommodations – Courts’ opinion
  • Examples of Reasonable Accommodations for Fragrance Sensitivity.
  • Confidentiality of medical information under ADA.
  • Courts’ Opinion regarding Workplace Fragrance Sensitivity Policy.
  • Can an employer require an employee not to wear perfume?
  • Steps for developing a Workplace Fragrance Sensitivity Policy.
  • Do people prefer fragranced or fragrance-free environments?
  • What are the benefits of fragrance-free policies?
  • What are the challenges in implementing fragrance-free policies?
  • Recent Significant Fragrance Sensitivity Cases.
  • Using the Undue Hardship defense

Who Would Benefit from this Webinar

  • Human Resources Professionals
  • Human Resources Consultants
  • Employee Relations Professionals
  • Benefit Coordinators
  • Office Managers
  • Managers and Supervisors
  • Business Owners

2-Day FMLA, ADA and PDA Certificate Program (Starts 9/28/2020)

HRI SHRM 2020 Recertification Provider

HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Join us online via Live Stream / Webinar for our Instructor-Led 2-Day FMLA, ADA and PDA Certificate Program.  This is a thorough Certificate Program Training which will provide you with the tools and resources you need to maintain compliance with these three important laws and regulations and to serve as your organization’s internal consultant to minimize organizational risk.

Schedule

  • Monday, Sept 28, 2020  9:00 AM – 5:00 PM Central Time
  • Tuesday, Sept 29, 2020  9:00 AM – 5:00 PM Central Time

Why You Should Attend This Workshop

  • Would you like to know the American with Disability Act and the Family Medical Leave Act?
  • Do you feel you can master activities such as engaging in the Interactive Process, review, select and provide Reasonable Accommodations?
  • Can you say that you are complying with all the Family Leave Act’s obligations and responsibilities especially with constant and latest changes?
  • Do you want to have the peace of mind that you are protecting not just your organization but also yourself?

Recent Equal Employment Opportunity Commission and Wage and Hour Division-U.S. Department of Labor’s lawsuits highlight the importance of adopting a comprehensive procedure for managing ADA and FMLA.

No, I am not saying that you need to go to Law School and get a Doctor of Juridical Science degree in Employment Law in order to survive the tsunami of litigations and astonishing well-publicized lawsuits and settlements we read about every week. All you need is to sharpen your skills and enrich your career by attending this 2 Day Certificate Program on FMLA & ADA. This is a thorough Certificate Program which will provide you with the tools and resources you need to maintain compliance with these two important laws and regulations and to serve as an internal consultant to minimize organizational risk. Always remember, it is better to deal with the issues “in-house”, rather than in the “Court-house”.

Seminar Fee Includes:

Free consulting service on questions related to the Certificate Program for 3 months starting the day of the seminar. The participant will be provided with an email address and they will get a response within 48 hours.

  • Seminar Material
  • Hard copy of presentation
  • Interactive Process Package
  • Certificate

Learning Objectives:

  • Review the History of the FMLA
  • Understand who are “Covered Employers” under the FMLA
  • Identify who are “Eligible Employee” under the FMLA
  • Assess FMLA qualifying events
  • Learn what is considered “Serious Health Conditions” under the FMLA
  • Review who is a Family Member under the FMLA
  • Define “Locus Parentis”
  • Learn about special case when using FMLA with Spouses employed by the same Employer
  • Learn about the different types of FMLA Leave
  • Review who is a “Health Care Provider” under the FMLA
  • Evaluate the “Certification of Health Care Provider” for employee’s own serious health condition and for family member
  • Learn how to handle Incomplete Certifications
  • Clarify when a “Recertification” is needed
  • Understand the different way to Determine the “12 month period” under the FMLA
  • Discuss employee’s Intent to return to work or intent not to return to work
  • Evaluate employer’s request for Fitness for Duty Certification/Return to Work Note
  • Discuss how critical is a “Timely return to work” under the FMLA
  • Gain a strong understanding that 12 weeks is not always equivalent to 480 hours
  • Review the protection to “Maintain Group Health Benefits” under the FMLA
  • Clarify who has Job Restoration and who does not
  • Define the term “Key or Highly Compensated Employee”
  • Determine what is an “Equivalent Position” under the FMLA
  • Learn about the Military Caregiver Leave
  • Learn about the Qualifying Exigency Leave
  • Discuss Substitution of Paid Leave
  • Review Recordkeeping requirements
  • Gain a basic understanding of the importance on Investigating FMLA fraudulent cases
  • Clarify FMLA Interference
  • Review FMLA Discrimination and Retaliation
  • Gain a strong understanding on the lesson we can learn from Maria Escriba’s case
  • Review the History of ADA
  • Learn what is ADA and what employment practices are unlawful under ADA
  • Review a list of the most common disabilities under ADA
  • Clarify protection difference under ADA between Alcoholism and drug addiction
  • Identify “Major Life Activities”
  • Understand compliance with the Voluntary Self Identification Form
  • Learn the definition of disability under ADA
  • Clarify the differences between ADA and ADAA
  • Review the definition of “Impairment” under ADA
  • Assess the term “Substantial Limitation”
  • Review “Major Bodily Functions” under ADA
  • Clarify the term “Mitigating Measures”
  • Review exceptions to the term Disability
  • Define who is a “Qualified Individual” under ADA
  • Gain a strong understanding of the Interactive Process
  • Review the tool provided to document the Interactive Process
  • Discuss examples of Reasonable Accommodations
  • Identify Essential Functions vs. Marginal function under ADA
  • Clarify the term “Undue Hardship”
  • Review the Recruitment Process involving applicants with Disabilities
  • Review some Reasonable Accommodations provided to potential candidates with disabilities
  • Review JAN – Job Accommodation Network
  • Review important ADA cases

Topics covered include:

  • ADA History
  • 7% Utilization Rate and the Voluntary Self-Identification of Disability Form
  • Americans with Disabilities Amendment Act (ADAAA)
  • Definition of Disability under ADA
  • “Being regarded” prong under ADA
  • Major life activities
  • Definition of “Substantial Limitation” under ADA
  • Compliance obligations under ADA
  • Protected Classes under ADA
  • The Interactive Process
  • Reasonable Accommodation Process
  • Examples of Reasonable Accommodations
  • Most common disabilities under ADA
  • Protection for alcoholism vs. drug use under ADA
  • The ADA and Persons with HIV/AIDS
  • Definition of Mitigating Measures under ADA
  • Direct Threat Defense
  • Hardship Defense
  • Definition of “Qualified Individual” under ADA
  • Posting Notices
  • Confidentiality and ADA
  • FMLA History
  • Covered Employers/Eligible Employees
  • “Loco Parentis” under the FMLA
  • Coverage of adult children under the FMLA
  • FMLA Qualifying Events
  • Notice Requirements
  • Certification of Serious Health Condition under the FMLA
  • Authentication and clarification of Certification
  • Employee Protections under the FMLA
  • Substitution of Paid Leave
  • Limitations to FMLA Protections
  • Employer Notification Requirements under the FMLA
  • Methods to establish the 13-month period under the FMLA
  • Calculation of Leave under the FMLA
  • Leave under the FMLA for spouses working for the same employer
  • Military Caregiver Leve
  • Qualifying Exigency Leave
  • Next of Kin
  • Employers’ prohibited actions under the FMLA
  • Exercises/Activities on ADA and FMLA

Who will Benefit:

  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Day 01(9:00 AM – 5:00 PM)

  • FMLA & ADA Compliance Update Certification Program
  • 9:00 – 10:15 – FMLA History
    • 1984 First written draft in FMLA
    • 1993 FMLA was passed signed by President Clinton
  • 10:15 – 11:30 – Family Medical Leave (FMLA) Basics
    • Employer/Employee Eligibility
    • FMLA qualifying events
    • Types of FMLA: Continuous/Intermittent/Reduced schedule
    • Who is a family member under FMLA
    • Loco Parentis
    • Coverage of Adult Children under the FMLA
    • FMLA and Common Law Marriages
    • Type of documentation needed for Baby Bonding
    • Leave under the FMLA for Spouses working for the same Employer
    • FMLA and PTO
    • FMLA Activities
    • Military Family Leave Provisions
    • Qualifying Exigency
    • Serious Health Condition under FMLA
    • 12-Month Period under FMLA
    • Protections under FMLA
  • 11:30 – 12:30 – Employer Notification Requirements
    • General Notice for all employees
    • Notice in Employee’s handbook
    • Eligibility Notice
    • Rights and Responsibilities Notice
    • Designation Notice
    • Certification of Health Care Provider
    • When is Recertification Needed?
    • 7 days to “cure the deficiency” period
    • Authentication and Clarification
    • Second and third opinions
  • 12:30 – 1:00 – Health Care Providers and Tracking and Method for taking FMLA
    • Who is a Health Care Provider
    • Certifications from other countries/other language
    • Methods for tracking the 12 month period
    • Changing to a different Method
    • Calculating amount of Intermittent hours
    • Special Rule for Airline Flight Crew Employees
    • Educational Agencies and The FMLA
  • 1:00 – 2:00 – Lunch
  • 2:00 – 3:00 – Protection and Maintenance of Group Health Benefits
    • Reinstatement to an Equivalent Position
    • Exemption for Key or Highly Compensated Employees
    • Intent to Return to Work
    • Fitness for Duty Certification
    • Requesting Re-Certifications
    • Timing Reinstatement returning from FMLA
    • Group Health Plan Coverage
    • Employee payment of Health Premiums
    • Premium recovery when an employee quits
  • 3:00 – 3:30 – Military Caregiver Leave and Qualifying Exigency
    • Leave Entitlements
    • Next of Kin
    • Single 12 Month period
    • Certification Requirements for Military Caregiver Leave
    • Qualifying Exigency Categories
    • Certification Requirements for Qualifying Exigency Leave
    • Recordkeeping Requirement
  • 3:30 – 4:00 – FMLA and Other Laws
    • The FMLA and the Pregnancy Discrimination Act of 1978 (PDA)
    • Leave as “Reasonable Accommodation” under ADA
    • The FMLA and the Genetic Information Nondiscrimination Act
    • The FMLA and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
    • The FMLA and Workers’ Compensation Laws
  • 4:00 – 5:00 – FMLA Retaliation/Interference/Retaliation/Discrimination Cases
    • FMLA Personal Liability
    • Duty to Investigate Fraudulent cases
    • Maria Escriba Case
    • Las Vegas’ FMLA Case

Day 02(9:00 AM – 5:00 PM)

  • 9:00 – 9:15 – ADA History
  • 9:15 – 10:30 – ADA Basics
    • Compliance obligations under ADA
    • 7% Utilization Rate
    • Titles of ADA
    • Americans with Disability Amendment Act (ADAAA)
    • Disability Definition
    • Impairment Definition
    • Substantial Limitation Definition
    • List of Major Life Activities
    • Physical Impairment
    • Mental Impairment
    • Major Bodily Functions
    • Mitigating Measures
    • Examples of “Being Regarded as”
  • 10:30 – 11:30 – ADA Basics continuation
    • Most Common Disabilities
    • Title VII of the Civil Rights Act of 1964
    • Pregnancy Discrimination Act of 1978 (PDA)
    • Family & Medical Leave Act (FMLA)
    • The Pregnant Workers Fairness Act
    • The ADA and Person with HIV/AIDS
    • Protection for alcoholism vs drug users under ADA
    • Disorders not considered Disabilities under ADA
    • Direct Threat Defense
    • Qualified Individual under ADA
    • Essential Functions vs. Marginal Functions
    • Undue Hardship Defense
  • 11:30-12:00 – The Recruitment Process and ADA
    • Examples of Reasonable Accommodations during the Recruitment Process
    • Identifying if candidate is a “qualified Individual”
    • Obligations even with candidates
    • Hearing Impaired Candidate Example
  • 12:00 – 1:00 – Lunch
  • 1:00 – 3:00 – The Interactive Process/Reasonable Accommodations
    • Initiation of the Interactive Process
    • Who is involved in the process
    • Confidentiality
    • Selection of Reasonable Accommodation
    • Reasonable Accommodation = Effective Accommodation
  • 3:00 – 4:00 – The Interactive Process/Reasonable Accommodations
    • Timing Requirement and follow up
    • Examples of Reasonable Accommodations
    • askjan.org
    • Diabetic Employee Case
  • 4:00 – 5:00 – Interactive Process Exercise

2020 Form I-9 – Employment Eligibility Verification Certificate Program (9-30-2020)

HRI SHRM 2020 Recertification Provider

HRCI – 4 HR(General) Credits

SHRM – 4 PDC’s

Date: 9/30/2020

Time: 9am – 1pm Central Time

Presenter: Elga Lejarza-Penn

Duration: 4 Hours

Delivery Options: Live Stream / Webinar

Cost: $295

I-9 Audits are on the rise and there is no stopping them! Last year over 6,500 employers’ I-9 records were audited, leading to several dozen civil and criminal convictions. This year a lot more audits have been conducted and the number is significantly increasing in 2020.

Employers, are you confident that you know everything you need to know with respect to your I-9 files to be in compliance and avoid significant penalties?

  1. The current version Form I-9 is expired as of August 1, 2019, what form do we use in 2020?
  2. Am I am required to complete Form I-9 for employees who will work only one day?
  3. If I have to pay back pay to a previous employee, do I need to complete a new Form I-9?
  4. Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  5. How do I complete Form I-9 for remote employees?
  6. Is an employer required to terminate employees who, as a result of the employer’s internal Form I-9 audit, disclose that they were previously not employment-authorized, even though they are currently employment-authorized?
  7. If I am self-employed and don’t need to complete the Form I-9, do I need to be authorized to work in the United States to be self-employed?
  8. During a self-audit, I discovered we have an employee we hired in July 1986, do I need to complete a Form I-9 for this employee?
  9. Do I have to fill out a Form I-9 for an employee on an H1-B Visa?
  10. Can employees in the United States use the Form I-9 Spanish version?

Answers to the even-numbered questions:

  1. Yes, 4. Yes, 6. No, 8. No, 10. No

 

Why Should you attend this 4-hour 2020 I-9 Compliance Certificate Program?

We all know that we need to complete a Form I-9 for each individual who works for us, but we also need to ensure that we are completing Forms I-9 in compliance with the Immigration Reform and Control Act (IRCA). This in-person or online 2020 I-9 Compliance Certificate Program will provide you all the tools to be in compliance with the law and avoid lawsuits, significant fines, and even civil and criminal penalties. The Government takes employment eligibility seriously today more than ever before. We can not put our organizations at risk because of mistakes, lack of knowledge or training. Ignorance is not a defense in the eyes of the law!

Areas covered in our “2020 I-9 Compliance Certificate Program”

  • What is IRCA?
  • How many employees do you need to have to comply with IRCA?
  • Who enforces IRCA?
  • Compliance obligations under IRCA
  • Who is not required to complete a Form I-9?
  • How far in advance can the Form I-9 be completed?
  • As an employer, may I use a signature stamp to sign Section 2?
  • How do we determine a Documents’ genuineness?
  • Which type of receipts we can accept from the employees to complete Form I-9?
  • Do we need to make copies of the employees’ documents?
  • When do we need to re-verify the I-9 Forms?
  • What should I do if I need to reverify an employee who filled out an earlier version of Form I-9?
  • What should I do if my transgender employee changes their name?
  • Must I reverify an employee who presented a Permanent Resident Card with a 10-year expiration date?
  • Must I reverify an employee who presented for Form I-9 a Permanent Resident Card that expires in two years and contains conditions?
  • How do I conduct a self-audit for our I-9 Forms?
  • How do I properly correct errors or missing data on the I-9 Forms?
  • How do I establish employees’ identities and employment authorizations?
  • How should we store and retain the I-9 Forms?
  • Who can help a new hire complete section 1 on the Form I-9?
  • How an employer can avoid personal liability when completing, attesting and signing a Form I-9
  • Can an H-1B employee present a driver’s license and Form I-94 card only (no passport) for re-verification?
  • In the signature block for the Employer or Authorized Representative found in Section 2 of Form I-9, do I need to sign my full legal name?
  • The Form I-9 instructions include approved abbreviations for document titles. Some of the document titles are long, so when you print the form, the title is cut off. Is this acceptable?
  • May a notary public or any authorized representative attach an attestation to Form I-9 instead of providing a signature in the signature block of Section 2?
  • If an employee writes down an Alien Number or Admission Number when completing Section 1 of Form I-9, may I ask to see a document with that number?
  • Must Form I-9 be completed in ink or can I use a pencil?
  • Is it acceptable to have both typed and handwritten information on the Form I-9?
  • Can there be any additional writing or highlighting on Form I-9?
  • As an employer, may I use a signature stamp to sign Section 2?
  • If my employee changes citizenship status after completing Form I-9, are they required to change their attestation?
  • Is an H-4 with a pending I-129 to become H-1B employment authorized? The individual was an H-1B prior to becoming an H-4 and is in an authorized period of stay.
  • In the case of a merger, how can I meet the 3-day rule and complete all new I-9 Forms for my acquired employees?
  • Am I required to complete Forms I-9 for employees who will work only one day?
  • Do I have to update or complete a new Form I-9 when distributing back pay to a previous employee who no longer works for the company?
  • Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  • I am self-employed and don’t need to complete the Form I-9. Do I need to be authorized to work in the United States to be self-employed?
  • Do I need to fill out Forms I-9 for independent contractors or their employees?
  • If someone accepts a job with my company but will not start work for a month, can I complete Form I-9 when my employee accepts the job?
  • Do citizens and noncitizen nationals of the United States need to complete Form I-9?
  • Can I include Form I-9 in a job application packet?
  • If I am self-employed, do I have to fill out a Form I-9 on myself?
  • If I am a recruiter or referrer for a fee, do I have to fill out Forms I-9 on individuals that I recruit or refer?
  • Do I have to complete Forms I-9 for Canadians or Mexicans who entered the United States under the North American Free Trade Agreement (NAFTA)?
  • Do the owners of a company have to complete Form I-9? What if one of the company’s owners refuses to complete Form I-9?
  • My company retains unpaid individuals (student trainees, interns, volunteers, residents) that receive job training and experience but receive no form of payment from my company. Do we need to complete Forms I-9 for these individuals?
  • Do we need to submit Form I-9 to any government agency or government website?
  • Which employers can use the Form I-9 Spanish Version?
  • Do we need to provide to the new hires the Form I-9 15 pages of instructions?

Included in the program:

  • 2020 I-9 Compliance Certificate
  • 4 SHRM/HRCI Recertification Credit hours
  • Supplies/book with presentation
  • Form I-9 Activity
  • Interactive Program
  • $200.00 off coupon code for our PHR/SPHR/SHRM-CP/SHRM-SCP 10 Week Evening Online Exam Prep Program

 Target Audience:

  • Human Resources Professionals
  • Recruiters
  • Compliance Officers
  • Payroll Professionals
  • Business Owners
  • Office Managers
  • New Managers or Supervisors
  • Public Notaries

2020 ADA Guidelines with Fragrance Sensitivity in the Workplace Certificate Program (9-30-2020)

HRI SHRM 2020 Recertification Provider
HRI SHRM 2020 Recertification Provider

HRCI – 2 HR(General) Credits

SHRM – 2 PDC’s

Presenter: Elga Lejarza-Penn

Duration: 2 Hours

Delivery Options: Live Stream

Cost: $195

Course Objective:

There are a number of conditions that make it difficult for someone to be exposed to fragrances and chemicals. Allergies, asthma and multiple chemical sensitivity (MCS) can cause a wide variety of symptoms, including but not limited to dizziness, vomiting, respiratory distress, headaches and skin conditions. Any of these symptoms make it difficult, if not impossible, for the employee experiencing them to work efficiently.

In the extreme case where an employee’s fragrance sensitivity is severe enough to substantially limit his or her ability to perform their essential job functions, the employee may be deemed to have a disability under the Americans with Disabilities Act (ADA). If so, an employer has a duty to provide a reasonable accommodation to the employee, if one exists, unless the accommodation would result in an undue hardship for the employer.

A federal jury in Michigan awarded $10.6 million to a female disc jockey who claimed under the Americans with Disabilities Act that her country music radio station employer failed to accommodate her allergy to a fellow deejay’s perfume.

A few months ago, a jury decided that a California company must pay $3M to an employee after ignoring his request for accommodation due to diagnosed chemical allergies.

In this Webinar, you will learn your obligations to recognize a Fragrance Sensitivity and a Multiple Chemical Sensitivity (MCS) request for a reasonable accommodation and how to grant it to assist the employee, comply with the law and protect our company. We will avoid a lot of headaches, teary eyes, and runny nose we might experience from hearing the word “LAWSUIT”!

 Background:

It took decades for the workplace to acknowledge the dangers of smoking and to recognize the deadly effects of exposure to second-hand smoke. Once acknowledged, it was a few more years before the workplace became safe for workers from the dangers of second-hand smoke. Fragrance Sensitivity is following the same trajectory.

Areas Covered in the Session:

  • Americans with Disability Act and the definition of Disability.
  • Broader definition under the Amendment Act.
  • Employers Compliance with the Americans with Disability Act.
  • Fragrance Sensitivity Definition.
  • Fragrance Sensitivity Prevention/Treatment.
  • Fragrance Sensitivity Mitigating Symptoms.
  • Is Fragrance Sensitivity a disability under ADA?
  • Is Fragrance Sensitivity considered a serious condition under FMLA?
  • New ADA Guidelines for Fragrance Sensitivity.
  • Types of allergy symptoms due to Fragrance Sensitivity.
  • How to handle Fragrance Sensitivity requests for accommodation?
  • Fragrance Sensitivity and dealing with customers’ fragrances.
  • How do to accommodate employees with multiple chemical sensitivities?
  • Steps of the Interactive Process (A-Z).
  • Reasonable Accommodations Vs. Perfect Accommodations – Courts’ opinion
  • Examples of Reasonable Accommodations for Fragrance Sensitivity.
  • Confidentiality of medical information under ADA.
  • Courts’ Opinion regarding Workplace Fragrance Sensitivity Policy.
  • Can an employer require an employee not to wear perfume?
  • Steps for developing a Workplace Fragrance Sensitivity Policy.
  • Do people prefer fragranced or fragrance-free environments?
  • What are the benefits of fragrance-free policies?
  • What are the challenges in implementing fragrance-free policies?
  • Recent Significant Fragrance Sensitivity Cases.
  • Using the Undue Hardship defense

Who Would Benefit from this Webinar

  • Human Resources Professionals
  • Human Resources Consultants
  • Employee Relations Professionals
  • Benefit Coordinators
  • Office Managers
  • Managers and Supervisors
  • Business Owners

2020 2-Day aPHR™ Exam Prep Boot Camp (Starts 10-1-2020)


“If you wanna pass, take this class!”

“2 for 2! These are monster exams and Elga equips you with all the knowledge you need to pass. I can’t believe I passed the PHR in only 3 short weeks of passing the aPHR. You cannot memorize for these exams..it is critical thinking and understanding of the material. Elga has a way of explaining the topics so you can comprehend fully. Thank you, Elga! I look forward to continue to shoot for the stars with you!” – Grace Duy, aPHR, PHR

“I started preparing for the aPHR Exam on my own at first and quickly realized I needed something more to keep me focused. I found Elga’s training class and enrolled the day it started. Once the class started I knew immediately that I made the right choice. Elga is engaging, smart, and very knowledgeable in all that is HR. There is no way I could’ve done this on my own…thank you. I look forward to starting the PHR classes tomorrow!” – Lynn Flanagan, aPHR, PHR

“Elga, once again I can’t thank you enough for your knowledge, words of encouragement, four hours of study session help, and confidence you gave me to pass the PHR Exam. You truly make a difference in people’s lives. I couldn’t have passed without you….thank you!” – Lynn Flanagan, aPHR, PHR

See what other participants are saying about our Exam Prep Courses


Instructor: Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Jump-Start your HR Career and Join us starting 10/1/2020 for an Intense 2-Day aPHR™ Instructor-Led Boot Camp! You can join us from the comfort of your home or office via 2-Way Interactive Zoom Live Stream Webinar. This course covers EVERYTHING you will need to pass the aPHR™ exam including a 1-Hour Individual Q&A Review Session with a Certified Instructor to make sure you are ready, access to the recordings of each of your live sessions to review after the class, hours of one-on-one Q&A recordings made available by our past successful participants and a final 2 Hour Q&A Session with your group on the Friday after your Boot Camp!  Once you register for the class the training materials will be provided to you and you will receive an email with the information you need to login to the Zoom Live Stream Webinar.

What’s Included

  • 18 Hours of Live Instructor-Led Training (Recordings will be made available to you the morning after each session for your review)
  • 1-Hour Individual Q&A Review Session with a Certified Instructor (recording of the session will be made available to you for review)
  • 1.5-Hour Q&A Group Review Session with the Instructor (recording of the session will be made available to you for your review)
  • Copy of the Presentation
  • Access to the aPHR™ ‘Hot Topic’ List
  • Access to the aPHR™ Exam Prep Essay Questions w/ Answers
  • HRCP’s 2020 aPHR Certification Preparation Program: Print Edition which includes:
    • 400+ pages of content covering the six functional areas tested on the exam in print format
    • 300+ HR QuikStudy Flash Cards
    • 14 online practice exams with answers, feedback, and page references
    • the Online Guide for Successful Exam Preparation, includes study and test taking tips
    • Index and Key Terms
    • sample study schedules available on HRCP’s website

Schedule

  • Thursday, October 1st, 2020 9:00 AM – 6:00 PM Central Time
  • Friday, October 2nd, 2020 9:00 AM – 6:00 PM Central Time
  • 1.5 Hour Study Session the week after the course

Why You Should Attend This Course

This course covers everything you will need to pass the aPHR™ exam and not only that, it will give you the knowledge and confidence to become the best HR Professional or Manager one can be!

Do you know what you are expected to do to maintain compliance with all the employment laws such as FMLA, ADA, PDA, USERRA, ERISA, COBRA, HIPAA, FLSA,  EPA, ADEA, IRCA, NLRA, DFWA, GINA  how to deal with cases of sexual harassment, discrimination, FMLA requests, ADA and Religious accommodation requests? Are you familiar with the Older Workers Benefit Protection Act, with the Lilly Ledbetter Fair Pay Act, do you know who Peggy Young is? Do you know how long you retain I-9 forms for inactive employees, how long you retain personnel records after employees leave the company, what steps to take during an employee’s termination process to avoid a wrongful discharge lawsuit, how to properly handle suicidal comments in the workplace, how to address hygiene issues with employees or how to manage an inclusive workplace with employees with physical and cognitive disabilities? What about how to maintain an engaged team, how to reduce turnover to retain talent, how to conduct thorough investigations? If you answered “no” to any of these questions, don’t you worry. you have found the right training course that will provide all the tools necessary to not only pass the aPHR™ exam but to be the best HR Professional or Manager one can be!

In this course we will be focusing on the same 6 functional areas that the aPHR Exam is based on:

  • Functional Area 1 – HR Operations (38%)
  • Functional Area 2 – Recruitment and Selection (15%)
  • Functional Area 3 – Compensation and Benefits (14%)
  • Functional Area 4 – Human Resource Development and Retention (12%)
  • Functional Area 5 – Employee Relations (16%)
  • Functional Area 6 – Health, Safety and Security (5%)

Learning Objectives:

  • Learn what HR’s role is today
  • Understand the Family Medical Leave Act (FMLA) Process from A-Z
  • Learn about The Americans with Disability Act (ADA) compliance, the interactive process and reasonable accommodation
  • Learn how to manage an inclusive workplace with individuals with different physical and cognitive disabilities
  • Learn the legal way to confront an employee you suspect is abusing drugs, alcohol or other substances
  • Learn about Religious reasonable accommodations
  • Learn about compliance with the recruiting process
  • Understand compliance obligations under IRCA
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid being personally liable for unlawful work practice
  • Learn how to avoid age discrimination charges or claims when managing older workers
  • Understand what exactly wage discrimination means
  • Learn about the Lilly Ledbetter Law
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions
  • Understand compliance obligations under the NLRA
  • Learn about Social Media Employment Policies and the NLRA’s opinion
  • Learn about Employer’s obligations with Employee Relations complaints/investigations

Topics covered include:

  • The HR Profession today
  • Title VII of the Civil Rights Act of 1964
  • Title VII of the Civil Rights Act of 1991
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Lilly Ledbetter Fair Pay Act
  • Pregnancy Discrimination Act (PDA)
  • Peggy Young vs UPS
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Employee Retirement Income Security Act (ERISA)
  • Consolidated Omnibus Benefits Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)
  • Older Workers Benefit Protection Act (OWBPA
  • Immigration Reform and Control Act (IRCA)
  • Drug-Free Workplace Act (DFWA)
  • Recruiting, Interviewing and Hiring
  • Employee Relations/ Handling Special Issues and Situations
  • Investigations/Confidentiality
  • Employee Turnover
  • Employee Engagement
  • Records Retention

Who Will Benefit:

  • Recent College Graduates seeking a career in Human Resources
  • Armed Service Men and Women making the transition to civilian life seeking a transition into Human Resources
  • Professionals Seeking a Career Transition into the Human Resources Field
  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

2-Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors (Starting 10/8/2020)

HRI SHRM 2020 Recertification Provider

HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Join us online via Live Stream / Webinar for our Instructor-Led 2 Day Employment Laws Certificate Program for HR Professionals, Managers and Supervisors.  If you supervise at least one employee you need to be knowledgeable with Employment Laws to avoid costly lawsuits, judgments, settlements and to reduce employee complaints and claims. The amount of discrimination, harassment, retaliation and other claims filed with the EEOC and the Department of Labor continue to rise every year. Now more than ever, HR Professionals, managers and supervisors need to understand and be familiar with employment laws because they share responsibility with HR to ensure their interactions and relations with employees are compliant with federal and state employment laws. One single lawsuit can have damaging and costly effects to the organization. Violating an employment law is a very high-ticket price to pay. The check that the company will have to write would include a lot of zeros on it. To help our HR Professionals, Managers and Supervisors succeed and to protect our organizations from legal entanglements, we need to train them on essential Employment Laws.

This training contains everything our Managers and Supervisors need to know to succeed and to protect our organizations by complying with Employment Laws by doing the right thing from a moral, ethical and legal way. Always remember that it is better to deal with issues internally rather than in the courthouse.

Bonus Material:

  • Employment Retirement Income Security Act (ERISA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)

Learning Objectives:

  • Learn about significant changes in Labor and Employment Laws since the 1990s.
  • Understand the foundation of all Employment Laws.
  • Learn about prohibitions under Title VII of the Civil Rights Act.
  • Learn about Religious reasonable accommodations.
  • Learn how to avoid EEOC claims and litigation.
  • Learn how to maintain a harassment-free workplace.
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about the different FLSA Exemptions.
  • Learn about FLSA records retention.
  • Familiarize with Youth Employment Standards.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid wage and hour headaches.
  • Learn how to comply with the Family Medical Leave Act: Eligibility and timing requirement.
  • Master the headache of FMLA tracking.
  • Learn to identify what is a serious health condition and what is not.
  • Learn how to handle special situations such as spouses working for the same company.
  • Learn that “480” hours are not set in stone.
  • Learn about job restoration rights under FMLA.
  • Learn how to avoid being personally liable for unlawful work practice.
  • Learn about The Americans with Disability Act compliance and reasonable accommodation.
  • Learn to distinguish what is a Disability under ADA and what is not.
  • Learn about different types of reasonable accommodation.
  • Learn where to find resources and assistance with reasonable accommodation.
  • Learn about “Major Life Activities”.
  • Learn about the confusing “Mitigating Measures” concept.
  • Understand the “Undue Hardship” defense.
  • Understand the “Direct Threat” defense.
  • Learn the legally safe way to confront an employee you suspect is abusing drugs, alcohol or other substances.
  • Learn about the importance of “Job Descriptions” with ADA.
  • Learn how to avoid age discrimination charges or claims when managing older workers.
  • Familiarize with the Older Workers Benefit Protection Act of 1990 (OWBPA).
  • Learn about “Mandatory Retirement” for certain positions.
  • Understand what exactly wage discrimination means.
  • Learn about the Lilly Ledbetter Law.
  • Learn about OSHA Law and regulations.
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions.
  • Learn about concerted activities.
  • Learn about Social Media Employment Policies and the NLRA’s opinion.
  • Meet “GINA” and learn when we are violating “GINA” and when we are not.
  • Learn about the Employment Retirement Income Security Act of 1974 (ERISA)
  • Familiarize with the Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • Learn to comply with the Health Insurance Portability and Accountability Act (HIPAA)
  • Learn about the Uniformed Services Employment and Reemployment Rights Act (USERRA)

Areas Covered:

  • Title VII of the Civil Rights Act
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The American with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Occupational Safety and Health Act (OSHA)
  • Pregnancy Discrimination Act (PDA)
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)

Who will Benefit:

  •     Managers
  •     Supervisors
  •     Executives
  •     HR professional
  •     HR Generalist
  •     Employee Relations Persons
  •     Consultants
  •     Small Business Owners

Agenda

 Day 01(9:00 AM – 5:00 PM)

9:00-10:00 Significant Changes in Labor and Employment Laws since 1990

  •         New Laws and Amendments in the 1990’s
  •         Rise of Employment claims
  •         Training a vital business investment

10:00-11:00 Title VII of The Civil Rights Act of 1964

  •         Prohibitions under Title VII of the Civil Rights Act of 1964
  •         Recruiting, Hiring and Advancement
  •         Quid pro quo vs Hostile work environment harassment
  •         Religious Accommodations
  •         1991 Amendment

11:00-12:00 Fair Labor Standard Act (FLSA)

  •         The need to create the FLSA
  •         Obligations under the FLSA
  •         Overtime Rules
  •         Child labor
  •         Recordkeeping
  •         “White Collar” exemptions
  •         Break time for nursing mothers
  •         Safe Harbor Policy

12 – 1 Lunch

1:00-2:00 Family Medical Leave Act (FMLA)

  •         Employer/Employee Eligibility
  •         FMLA qualifying events
  •         Continuous/Intermittent/Reduced schedule
  •         Who is a “family member” under FMLA
  •     12:00-1:00 Lunch

2:00-3:30 Family Medical Leave Act (FMLA) Continuation

  •         Serious Health Conditions
  •         Protections under FMLA
  •         “Equivalent Position”
  •         Timing requirements
  •         Requesting Re-certification

3:30-5:00 The American with Disabilities Act (ADA)

  •         Compliance obligations under ADA
  •         Definition of Disability
  •         ADA vs. ADAAA
  •         Most common disabilities
  •         Drugs and alcohol under ADA
  •         Undue hardship defense
  •         Direct threat defense
  •         Reasonable Accommodation Process

Day 02(9:00 AM – 5:30 PM)

9:00-10:00 Age Discrimination in Employment Act (ADEA)

  •         Prohibition of age discrimination
  •         The Older Workers Benefit Protection Act of 1990
  •         Waivers of ADEA Rights

10:00-11:00 Equal Pay Act

  •         Obligations under the Equal Pay ACT
  •         Wage gaps 50 years after EPA
  •         Lilly Ledbetter Act
  •         Exceptions to Equal Pay

11:00-12:00 Occupational Safety Health Act (OSHA)

  •         OSHA Compliance – Must know basics/Newest regulations
  •         Preventing common workplace hazards
  •         Record-keeping
  •         Preparation for OSHA Site Visit
  •         Reducing workplace violence

12:00-1:00 Lunch

1:00-2:00 Pregnancy Discrimination Act (PDA)

  •         Fundamental PDA Requirements
  •         Extent of PDA coverage
  •         Medical conditions related to pregnancy or childbirth
  •         Reasonable accommodations
  •         Unlawful discharge during pregnancy or parental leave
  •         States with greater PDA obligations

2:00-4:00 National Labor Relations Act (NLRA)

  •         Protections under the NLRA
  •         Right-to-work states
  •         Reasons why employees organize
  •         Union organizing campaign
  •         NLRA “Concerted Activities”
  •         Social Media and the NLRA

4:00-5:00 Genetic Non-Discrimination Act (GINA)

  •         Reasons for GINA
  •         Definition of Genetic Information
  •         Prohibitions under GINA
  •         Tests not considered genetic tests
  •         Exceptions to the acquisition of Genetic Information
  •         GINA’s rules on confidentiality
  •         GINA and EEOC charges

Bonus:

  •         Employee Retirement Income Security Act (ERISA)
  •         The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
  •         Consolidated Omnibus Budget Reconciliation Act (COBRA)
  •         Health Insurance Portability and Accountability Act (HIPAA)

 

2-Day Sexual Harassment Law and Investigation Techniques Certificate Program for HR Professionals (Starts 10/15/2020)

HRI SHRM 2020 Recertification Provider
HRCI – 13 HR(General) Credits

SHRM – 13 PDC’s

With workplace harassment claims dominating the headlines, every business needs to take harassment prevention training seriously.

Human Resources managers are uniquely responsible to guide their organizations in preventing sexual harassment and to properly address concerns when employees complain about workplace conduct.  This 2-day course will give you a firm understanding of the law surrounding this issue and help you know what best practices to put in place at your employer to communicate behavior expectations.  You will also learn expert investigative techniques that will help you feel confident in resolving issues, both for your employee’s benefit and to reduce your employer’s potential liability.  This is a 13-credit class to assist with your professional certification requirements.

Schedule

  • Wednesday, October 15th, 2020 9:00 AM – 5:00 PM Central Time
  • Thursday, October 16th, 2020 9:00 AM – 5:00 PM Central Time

Objectives:

  • Define Sexual Harassment and offensive behavior that can be considered harassment
  • Explain the statutory regulations and legal background of Sexual Harassment.
  • Define Quid Prop Quo versus Hostile work environment
  • Understanding employers’ responsibility with sexual harassment
  • Identify the effects that sexual harassment has on people.
  • Recognize that sexual harassment of any type is a form of discrimination and will not be tolerated.
  • Implement ways of handling claims of sexual harassment.
  • Explain your role as an HR professional dealing with sexual harassment claims
  • Discuss precedent case law FaragherCity of Boca Raton 1998
  • Review precedent case law Burlington Industries, Inc. v. Ellerth 1998
  • Review precedent case law Oncale v. Sundowner
  • Explain “vicarious responsibility”
  • Learn How To Prevent Costly Employee Litigation Claims
  • The liability of “you knew” or “you should have known”
  • Explain the steps when an employee files a claim of harassment with the Equal Opportunity Commission
  • Define the steps to handle sexual harassment complaints
  • Explain what is involved in a “Thorough” and “Prompt” investigation
  • Discuss EEOC’s guidelines to handle “inconclusive conclusions” in an investigation
  • Identify procedures to prevent sexual harassment from happening
  • A process on how employees file an EEOC sexual harassment claim
  • Companies “zero tolerance” with sexual harassment
  • Discuss what “constructive discharge means”
  • Identify the meaning of a “reasonable person”
  • Discuss what a prompt and thorough investigation means
  • Building the “puzzle”
  • Discuss obtaining corroboration – witness statements
  • Discuss how to “substantiate the allegations”
  • Identify the steps of “The investigative report”
  • Review the steps necessary to avoid a case of retaliation in addition to the sexual harassment claim

Day 1 – Understanding the Law and Prevention Steps

The Big Picture

  • The history of how sexual harassment became an important societal issue
  • The role of the EEOC in investigating complaints and what their complaint statistics indicate
  • Understanding the significance of vicarious liability for your employers
  • Answering personal liability questions – Are HR professionals personally liable for illegal harassment that occurs in the workplace? Individual managers?

Federal Law

  • Understanding the law behind sexual harassment and important judicial decisions
  • Learning about the various types of illegal sexual harassment as defined by the EEOC
  • Understanding what your obligations are regarding vendor/contractor behavior
  • How to identify illegal retaliation against complainants and why retaliation is a distinct aspect from sexual harassment allegations
  • Understanding the difference between sexual harassment and gender discrimination
  • Recognizing what is and isn’t sexual harassment

Case studies – Interactive Discussion

  • Review case studies revealing types of sexual harassment
  • Review retaliation situations
  • Identifying aspects of cases requiring investigation

Prevention Measures

  • Should your company have a “zero-tolerance” policy?
  • Drafting an anti-sexual harassment policy and complaint policy and what should be included
  • Providing avenues for employees to raise complaints
  • How to address employee romance to protect your employer
  • Guidance on after-hours socialization and what your managers should not do
  • Methods to communicate your company policy so that awareness is clear
  • Defining what training programs are necessary, how often they should be given, and related record keeping best practices

Day 2 – Investigative Techniques and Issues to Consider

Investigation Considerations

  • Understand the Standards of Proof and what is expected of the investigator
  • Recognizing timeliness obligations
  • The critical need to ensure confidentiality

What to Do When a Complaint Arises

  • Documenting the issue and how to “draw the box” so that you know what to investigate
  • Understanding the importance of developing a chronology of events and witnesses
  • Determining what issues require a formal investigation
  • Setting expectations with the reporter of the complaint
  • Addressing the complainant that doesn’t want their complaint investigated
  • Protecting the complainant from retaliation
  • How to address anonymous complaints

The Investigator Role

  • The responsibilities of an investigator
  • Determining who else should participate
  • Identifying decision-makers who will oversee your investigation
  • Ensuring “need to know” confidentiality
  • What to do when an employee wants their attorney or another person present

Planning and Scoping the Investigation

  • How to balance completeness vs company disruption due to the impact of an investigation
  • When to use administrative employment suspension
  • Gathering contextual and related information
  • Determining the order of witness interviews
  • Developing witness questions and proper order of questions

Setting the Table with Witnesses

  • Why you must avoid group interviews
  • The importance of developing trust
  • Defining for witnesses what is expected of them before the interview
  • Explaining your role and what you will do with the information gained from the witness
  • Determining what information to reveal to witnesses and in what order
  • How to use demeanor evidence in assessing witness credibility
  • Wildcards that witnesses sometimes play
  • How to close the witness interview
  • How to confront the accused

Resolving the Complaint

  • Reviewing the evidence and reaching conclusions, interpreting conflicting evidence
  • How to discuss findings with decision-makers
  • Steps to take with accused whether or not a violation occurred
  • How to write responses to the complainant and accused explaining outcomes
  • Importance of monitoring situation going forward
  • How to handle false allegations
  • Review of sample closure memorandums and disciplinary documents

Common Pitfalls of Poor Investigations

  • Avoiding common mistakes made
  • Understanding the danger of making legal conclusions

Review and Wrap Up

2020 2-Day aPHR Exam Prep Boot Camp (Starts 11-30-2020)


“If you wanna pass, take this class!”

“2 for 2! These are monster exams and Elga equips you with all the knowledge you need to pass. I can’t believe I passed the PHR in only 3 short weeks of passing the aPHR. You cannot memorize for these exams..it is critical thinking and understanding of the material. Elga has a way of explaining the topics so you can comprehend fully. Thank you, Elga! I look forward to continue to shoot for the stars with you!” – Grace Duy, aPHR, PHR

“I started preparing for the aPHR Exam on my own at first and quickly realized I needed something more to keep me focused. I found Elga’s training class and enrolled the day it started. Once the class started I knew immediately that I made the right choice. Elga is engaging, smart, and very knowledgeable in all that is HR. There is no way I could’ve done this on my own…thank you. I look forward to starting the PHR classes tomorrow!” – Lynn Flanagan, aPHR, PHR

“Elga, once again I can’t thank you enough for your knowledge, words of encouragement, four hours of study session help, and confidence you gave me to pass the PHR Exam. You truly make a difference in people’s lives. I couldn’t have passed without you….thank you!” – Lynn Flanagan, aPHR, PHR

See what other participants are saying about our Exam Prep Courses


Instructor: Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Jump-Start your HR Career and Join us starting 11/30/2020 for an Intense 2-Day aPHR Instructor-Led Boot Camp! You can join us from the comfort of your home or office via 2-Way Interactive Zoom Live Stream Webinar. This course covers EVERYTHING you will need to pass the aPHR™ exam including a 1-Hour Individual Q&A Review Session with a Certified Instructor to make sure you are ready, access to the recordings of each of your live sessions to review after the class, hours of one-on-one Q&A recordings made available by our past successful participants and a final 2 Hour Q&A Session with your group on the Friday after your Boot Camp!  Once you register for the class the training materials will be provided to you and you will receive an email with the information you need to login to the Zoom Live Stream Webinar.

What’s Included

  • 18 Hours of Live Instructor-Led Training (Recordings will be made available to you the morning after each session for your review)
  • 1-Hour Individual Q&A Review Session with a Certified Instructor (recording of the session will be made available to you for review)
  • 2-Hour Q&A Group Review Session with the Instructor (recording of the session will be made available to you for your review)
  • Copy of the Presentation
  • Access to the aPHR ‘Hot Topic’ List
  • Access to the aPHR Exam Prep Essay Questions w/ Answers
  • 2020 aPHR Study Guide by DistinctiveHR
  • aPHR Exam Prep Flashcards

Schedule

  • Mon, November 30th, 2020 9:00 AM – 6:00 PM Central Time
  • Tues, December 1st, 2020 9:00 AM – 6:00 PM Central Time
  • Friday Study Session on December 4th, 2020 5:00 PM – 7:00 PM Central Time

Why You Should Attend This Course

This course covers everything you will need to pass the aPHR™ exam and not only that, it will give you the knowledge and confidence to become the best HR Professional or Manager one can be!

Do you know what you are expected to do to maintain compliance with all the employment laws such as FMLA, ADA, PDA, USERRA, ERISA, COBRA, HIPAA, FLSA,  EPA, ADEA, IRCA, NLRA, DFWA, GINA  how to deal with cases of sexual harassment, discrimination, FMLA requests, ADA and Religious accommodation requests? Are you familiar with the Older Workers Benefit Protection Act, with the Lilly Ledbetter Fair Pay Act, do you know who Peggy Young is? Do you know how long you retain I-9 forms for inactive employees, how long you retain personnel records after employees leave the company, what steps to take during an employee’s termination process to avoid a wrongful discharge lawsuit, how to properly handle suicidal comments in the workplace, how to address hygiene issues with employees or how to manage an inclusive workplace with employees with physical and cognitive disabilities? What about how to maintain an engaged team, how to reduce turnover to retain talent, how to conduct thorough investigations? If you answered “no” to any of these questions, don’t you worry. you have found the right training course that will provide all the tools necessary to not only pass the aPHR™ exam but to be the best HR Professional or Manager one can be!

In this course we will be focusing on the same 6 functional areas that the aPHR Exam is based on:

  • Functional Area 1 – HR Operations (38%)
  • Functional Area 2 – Recruitment and Selection (15%)
  • Functional Area 3 – Compensation and Benefits (14%)
  • Functional Area 4 – Human Resource Development and Retention (12%)
  • Functional Area 5 – Employee Relations (16%)
  • Functional Area 6 – Health, Safety and Security (5%)

Learning Objectives:

  • Learn what HR’s role is today
  • Understand the Family Medical Leave Act (FMLA) Process from A-Z
  • Learn about The Americans with Disability Act (ADA) compliance, the interactive process and reasonable accommodation
  • Learn how to manage an inclusive workplace with individuals with different physical and cognitive disabilities
  • Learn the legal way to confront an employee you suspect is abusing drugs, alcohol or other substances
  • Learn about Religious reasonable accommodations
  • Learn about compliance with the recruiting process
  • Understand compliance obligations under IRCA
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid being personally liable for unlawful work practice
  • Learn how to avoid age discrimination charges or claims when managing older workers
  • Understand what exactly wage discrimination means
  • Learn about the Lilly Ledbetter Law
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions
  • Understand compliance obligations under the NLRA
  • Learn about Social Media Employment Policies and the NLRA’s opinion
  • Learn about Employer’s obligations with Employee Relations complaints/investigations

Topics covered include:

  • The HR Profession today
  • Title VII of the Civil Rights Act of 1964
  • Title VII of the Civil Rights Act of 1991
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Lilly Ledbetter Fair Pay Act
  • Pregnancy Discrimination Act (PDA)
  • Peggy Young vs UPS
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Employee Retirement Income Security Act (ERISA)
  • Consolidated Omnibus Benefits Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)
  • Older Workers Benefit Protection Act (OWBPA
  • Immigration Reform and Control Act (IRCA)
  • Drug-Free Workplace Act (DFWA)
  • Recruiting, Interviewing and Hiring
  • Employee Relations/ Handling Special Issues and Situations
  • Investigations/Confidentiality
  • Employee Turnover
  • Employee Engagement
  • Records Retention

Who Will Benefit:

  • Recent College Graduates seeking a career in Human Resources
  • Armed Service Men and Women making the transition to civilian life seeking a transition into Human Resources
  • Professionals Seeking a Career Transition into the Human Resources Field
  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

2-Day FMLA, ADA and PDA Certificate Program (Starts 12/14/2020)

HRI SHRM 2020 Recertification Provider
HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Join us online via Live Stream / Webinar for our Instructor-Led 2-Day FMLA, ADA and PDA Certificate Program.  This is a thorough Certificate Program Training which will provide you with the tools and resources you need to maintain compliance with these three important laws and regulations and to serve as your organization’s internal consultant to minimize organizational risk.

Schedule

  • Monday, Dec 14, 2020  9:00 AM – 5:00 PM Central Time
  • Tuesday, Dec 15, 2020  9:00 AM – 5:00 PM Central Time

Why You Should Attend This Workshop

  • Would you like to know the American with Disability Act and the Family Medical Leave Act?
  • Do you feel you can master activities such as engaging in the Interactive Process, review, select and provide Reasonable Accommodations?
  • Can you say that you are complying with all the Family Leave Act’s obligations and responsibilities especially with constant and latest changes?
  • Do you want to have the peace of mind that you are protecting not just your organization but also yourself?

Recent Equal Employment Opportunity Commission and Wage and Hour Division-U.S. Department of Labor’s lawsuits highlight the importance of adopting a comprehensive procedure for managing ADA and FMLA.

No, I am not saying that you need to go to Law School and get a Doctor of Juridical Science degree in Employment Law in order to survive the tsunami of litigations and astonishing well-publicized lawsuits and settlements we read about every week. All you need is to sharpen your skills and enrich your career by attending this 2 Day Certificate Program on FMLA & ADA. This is a thorough Certificate Program which will provide you with the tools and resources you need to maintain compliance with these two important laws and regulations and to serve as an internal consultant to minimize organizational risk. Always remember, it is better to deal with the issues “in-house”, rather than in the “Court-house”.

Seminar Fee Includes:

Free consulting service on questions related to the Certificate Program for 3 months starting the day of the seminar. The participant will be provided with an email address and they will get a response within 48 hours.

  • Seminar Material
  • A hard copy of the presentation
  • Interactive Process Package
  • Certificate

Learning Objectives:

  • Review the History of the FMLA
  • Understand who are “Covered Employers” under the FMLA
  • Identify who are “Eligible Employee” under the FMLA
  • Assess FMLA qualifying events
  • Learn what is considered “Serious Health Conditions” under the FMLA
  • Review who is a Family Member under the FMLA
  • Define “Locus Parentis”
  • Learn about special case when using FMLA with Spouses employed by the same Employer
  • Learn about the different types of FMLA Leave
  • Review who is a “Health Care Provider” under the FMLA
  • Evaluate the “Certification of Health Care Provider” for employee’s own serious health condition and for family member
  • Learn how to handle Incomplete Certifications
  • Clarify when a “Recertification” is needed
  • Understand the different way to Determine the “12 month period” under the FMLA
  • Discuss employee’s Intent to return to work or intent not to return to work
  • Evaluate employer’s request for Fitness for Duty Certification/Return to Work Note
  • Discuss how critical is a “Timely return to work” under the FMLA
  • Gain a strong understanding that 12 weeks is not always equivalent to 480 hours
  • Review the protection to “Maintain Group Health Benefits” under the FMLA
  • Clarify who has Job Restoration and who does not
  • Define the term “Key or Highly Compensated Employee”
  • Determine what is an “Equivalent Position” under the FMLA
  • Learn about the Military Caregiver Leave
  • Learn about the Qualifying Exigency Leave
  • Discuss Substitution of Paid Leave
  • Review Recordkeeping requirements
  • Gain a basic understanding of the importance on Investigating FMLA fraudulent cases
  • Clarify FMLA Interference
  • Review FMLA Discrimination and Retaliation
  • Gain a strong understanding on the lesson we can learn from Maria Escriba’s case
  • Review the History of ADA
  • Learn what is ADA and what employment practices are unlawful under ADA
  • Review a list of the most common disabilities under ADA
  • Clarify protection difference under ADA between Alcoholism and drug addiction
  • Identify “Major Life Activities”
  • Understand compliance with the Voluntary Self Identification Form
  • Learn the definition of disability under ADA
  • Clarify the differences between ADA and ADAA
  • Review the definition of “Impairment” under ADA
  • Assess the term “Substantial Limitation”
  • Review “Major Bodily Functions” under ADA
  • Clarify the term “Mitigating Measures”
  • Review exceptions to the term Disability
  • Define who is a “Qualified Individual” under ADA
  • Gain a strong understanding of the Interactive Process
  • Review the tool provided to document the Interactive Process
  • Discuss examples of Reasonable Accommodations
  • Identify Essential Functions vs. Marginal function under ADA
  • Clarify the term “Undue Hardship”
  • Review the Recruitment Process involving applicants with Disabilities
  • Review some Reasonable Accommodations provided to potential candidates with disabilities
  • Review JAN – Job Accommodation Network
  • Review important ADA cases

Topics covered include:

  • ADA History
  • 7% Utilization Rate and the Voluntary Self-Identification of Disability Form
  • Americans with Disabilities Amendment Act (ADAAA)
  • Definition of Disability under ADA
  • “Being regarded” prong under ADA
  • Major life activities
  • Definition of “Substantial Limitation” under ADA
  • Compliance obligations under ADA
  • Protected Classes under ADA
  • The Interactive Process
  • Reasonable Accommodation Process
  • Examples of Reasonable Accommodations
  • Most common disabilities under ADA
  • Protection for alcoholism vs. drug use under ADA
  • The ADA and Persons with HIV/AIDS
  • Definition of Mitigating Measures under ADA
  • Direct Threat Defense
  • Hardship Defense
  • Definition of “Qualified Individual” under ADA
  • Posting Notices
  • Confidentiality and ADA
  • FMLA History
  • Covered Employers/Eligible Employees
  • “Loco Parentis” under the FMLA
  • Coverage of adult children under the FMLA
  • FMLA Qualifying Events
  • Notice Requirements
  • Certification of Serious Health Condition under the FMLA
  • Authentication and clarification of Certification
  • Employee Protections under the FMLA
  • Substitution of Paid Leave
  • Limitations to FMLA Protections
  • Employer Notification Requirements under the FMLA
  • Methods to establish the 13-month period under the FMLA
  • Calculation of Leave under the FMLA
  • Leave under the FMLA for spouses working for the same employer
  • Military Caregiver Leve
  • Qualifying Exigency Leave
  • Next of Kin
  • Employers’ prohibited actions under the FMLA
  • Exercises/Activities on ADA and FMLA

Who will Benefit:

  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Day 01(9:00 AM – 5:00 PM)

  • FMLA & ADA Compliance Update Certification Program
  • 9:00 – 10:15 – FMLA History
    • 1984 First written draft in FMLA
    • 1993 FMLA was passed signed by President Clinton
  • 10:15 – 11:30 – Family Medical Leave (FMLA) Basics
    • Employer/Employee Eligibility
    • FMLA qualifying events
    • Types of FMLA: Continuous/Intermittent/Reduced schedule
    • Who is a family member under FMLA
    • Loco Parentis
    • Coverage of Adult Children under the FMLA
    • FMLA and Common Law Marriages
    • Type of documentation needed for Baby Bonding
    • Leave under the FMLA for Spouses working for the same Employer
    • FMLA and PTO
    • FMLA Activities
    • Military Family Leave Provisions
    • Qualifying Exigency
    • Serious Health Condition under FMLA
    • 12-Month Period under FMLA
    • Protections under FMLA
  • 11:30 – 12:30 – Employer Notification Requirements
    • General Notice for all employees
    • Notice in Employee’s handbook
    • Eligibility Notice
    • Rights and Responsibilities Notice
    • Designation Notice
    • Certification of Health Care Provider
    • When is Recertification Needed?
    • 7 days to “cure the deficiency” period
    • Authentication and Clarification
    • Second and third opinions
  • 12:30 – 1:00 – Health Care Providers and Tracking and Method for taking FMLA
    • Who is a Health Care Provider
    • Certifications from other countries/other language
    • Methods for tracking the 12 month period
    • Changing to a different Method
    • Calculating amount of Intermittent hours
    • Special Rule for Airline Flight Crew Employees
    • Educational Agencies and The FMLA
  • 1:00 – 2:00 – Lunch
  • 2:00 – 3:00 – Protection and Maintenance of Group Health Benefits
    • Reinstatement to an Equivalent Position
    • Exemption for Key or Highly Compensated Employees
    • Intent to Return to Work
    • Fitness for Duty Certification
    • Requesting Re-Certifications
    • Timing Reinstatement returning from FMLA
    • Group Health Plan Coverage
    • Employee payment of Health Premiums
    • Premium recovery when an employee quits
  • 3:00 – 3:30 – Military Caregiver Leave and Qualifying Exigency
    • Leave Entitlements
    • Next of Kin
    • Single 12 Month period
    • Certification Requirements for Military Caregiver Leave
    • Qualifying Exigency Categories
    • Certification Requirements for Qualifying Exigency Leave
    • Recordkeeping Requirement
  • 3:30 – 4:00 – FMLA and Other Laws
    • The FMLA and the Pregnancy Discrimination Act of 1978 (PDA)
    • Leave as “Reasonable Accommodation” under ADA
    • The FMLA and the Genetic Information Nondiscrimination Act
    • The FMLA and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
    • The FMLA and Workers’ Compensation Laws
  • 4:00 – 5:00 – FMLA Retaliation/Interference/Retaliation/Discrimination Cases
    • FMLA Personal Liability
    • Duty to Investigate Fraudulent cases
    • Maria Escriba Case
    • Las Vegas’ FMLA Case

Day 02(9:00 AM – 5:00 PM)

  • 9:00 – 9:15 – ADA History
  • 9:15 – 10:30 – ADA Basics
    • Compliance obligations under ADA
    • 7% Utilization Rate
    • Titles of ADA
    • Americans with Disability Amendment Act (ADAAA)
    • Disability Definition
    • Impairment Definition
    • Substantial Limitation Definition
    • List of Major Life Activities
    • Physical Impairment
    • Mental Impairment
    • Major Bodily Functions
    • Mitigating Measures
    • Examples of “Being Regarded as”
  • 10:30 – 11:30 – ADA Basics continuation
    • Most Common Disabilities
    • Title VII of the Civil Rights Act of 1964
    • Pregnancy Discrimination Act of 1978 (PDA)
    • Family & Medical Leave Act (FMLA)
    • The Pregnant Workers Fairness Act
    • The ADA and Person with HIV/AIDS
    • Protection for alcoholism vs drug users under ADA
    • Disorders not considered Disabilities under ADA
    • Direct Threat Defense
    • Qualified Individual under ADA
    • Essential Functions vs. Marginal Functions
    • Undue Hardship Defense
  • 11:30-12:00 – The Recruitment Process and ADA
    • Examples of Reasonable Accommodations during the Recruitment Process
    • Identifying if candidate is a “qualified Individual”
    • Obligations even with candidates
    • Hearing Impaired Candidate Example
  • 12:00 – 1:00 – Lunch
  • 1:00 – 3:00 – The Interactive Process/Reasonable Accommodations
    • Initiation of the Interactive Process
    • Who is involved in the process
    • Confidentiality
    • Selection of Reasonable Accommodation
    • Reasonable Accommodation = Effective Accommodation
  • 3:00 – 4:00 – The Interactive Process/Reasonable Accommodations
    • Timing Requirement and follow up
    • Examples of Reasonable Accommodations
    • askjan.org
    • Diabetic Employee Case
  • 4:00 – 5:00 – Interactive Process Exercise
  • 5:00 – 5:30 – Graduation: Certificates and Pictures

2020 Form I-9 – Employment Eligibility Verification Certificate Program (12-16-2020)

HRI SHRM 2020 Recertification Provider

 

HRCI – 4 HR(General) CreditsSHRM – 4 PDC’s

Date: 12/16/2020

Time: 9am – 1pm Central Time

Presenter: Elga Lejarza-Penn

Duration: 4 Hours

Delivery Options: Live Stream / Webinar

Cost: $295

I-9 Audits are on the rise and there is no stopping them! Last year over 6,500 employers’ I-9 records were audited, leading to several dozen civil and criminal convictions. This year a lot more audits have been conducted and the number is significantly increasing in 2020.

Employers, are you confident that you know everything you need to know with respect to your I-9 files to be in compliance and avoid significant penalties?

  1. Am I am required to complete Form I-9 for employees who will work only one day?
  2. If I have to pay back pay to a previous employee, do I need to complete a new Form I-9?
  3. Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  4. How do I complete Form I-9 for remote employees?
  5. Is an employer required to terminate employees who, as a result of the employer’s internal Form I-9 audit, disclose that they were previously not employment-authorized, even though they are currently employment-authorized?
  6. If I am self-employed and don’t need to complete the Form I-9, do I need to be authorized to work in the United States to be self-employed?
  7. During a self-audit, I discovered we have an employee we hired in July 1986, do I need to complete a Form I-9 for this employee?
  8. Do I have to fill out a Form I-9 for an employee on an H1-B Visa?
  9. Can employees in the United States use the Form I-9 Spanish version?

Answers to the even-numbered questions:

  1. Yes, 4. Yes, 6. No, 8. No, 10. No

 

Why Should you attend this 4-hour 2020 I-9 Compliance Certificate Program?

We all know that we need to complete a Form I-9 for each individual who works for us, but we also need to ensure that we are completing Forms I-9 in compliance with the Immigration Reform and Control Act (IRCA). This in-person or online 2020 I-9 Compliance Certificate Program will provide you all the tools to be in compliance with the law and avoid lawsuits, significant fines, and even civil and criminal penalties. The Government takes employment eligibility seriously today more than ever before. We can not put our organizations at risk because of mistakes, lack of knowledge or training. Ignorance is not a defense in the eyes of the law!

Areas covered in our “2020 I-9 Compliance Certificate Program”

  • What is IRCA?
  • How many employees do you need to have to comply with IRCA?
  • Who enforces IRCA?
  • Compliance obligations under IRCA
  • Who is not required to complete a Form I-9?
  • How far in advance can the Form I-9 be completed?
  • As an employer, may I use a signature stamp to sign Section 2?
  • How do we determine a Documents’ genuineness?
  • Which type of receipts we can accept from the employees to complete Form I-9?
  • Do we need to make copies of the employees’ documents?
  • When do we need to re-verify the I-9 Forms?
  • What should I do if I need to reverify an employee who filled out an earlier version of Form I-9?
  • What should I do if my transgender employee changes their name?
  • Must I reverify an employee who presented a Permanent Resident Card with a 10-year expiration date?
  • Must I reverify an employee who presented for Form I-9 a Permanent Resident Card that expires in two years and contains conditions?
  • How do I conduct a self-audit for our I-9 Forms?
  • How do I properly correct errors or missing data on the I-9 Forms?
  • How do I establish employees’ identities and employment authorizations?
  • How should we store and retain the I-9 Forms?
  • Who can help a new hire complete section 1 on the Form I-9?
  • How an employer can avoid personal liability when completing, attesting and signing a Form I-9
  • Can an H-1B employee present a driver’s license and Form I-94 card only (no passport) for re-verification?
  • In the signature block for the Employer or Authorized Representative found in Section 2 of Form I-9, do I need to sign my full legal name?
  • The Form I-9 instructions include approved abbreviations for document titles. Some of the document titles are long, so when you print the form, the title is cut off. Is this acceptable?
  • May a notary public or any authorized representative attach an attestation to Form I-9 instead of providing a signature in the signature block of Section 2?
  • If an employee writes down an Alien Number or Admission Number when completing Section 1 of Form I-9, may I ask to see a document with that number?
  • Must Form I-9 be completed in ink or can I use a pencil?
  • Is it acceptable to have both typed and handwritten information on the Form I-9?
  • Can there be any additional writing or highlighting on Form I-9?
  • As an employer, may I use a signature stamp to sign Section 2?
  • If my employee changes citizenship status after completing Form I-9, are they required to change their attestation?
  • Is an H-4 with a pending I-129 to become H-1B employment authorized? The individual was an H-1B prior to becoming an H-4 and is in an authorized period of stay.
  • In the case of a merger, how can I meet the 3-day rule and complete all new I-9 Forms for my acquired employees?
  • Am I required to complete Forms I-9 for employees who will work only one day?
  • Do I have to update or complete a new Form I-9 when distributing back pay to a previous employee who no longer works for the company?
  • Is my employee required to complete Form I-9 if he/she is attending training in the United States before starting his/her job in a foreign country?
  • I am self-employed and don’t need to complete the Form I-9. Do I need to be authorized to work in the United States to be self-employed?
  • Do I need to fill out Forms I-9 for independent contractors or their employees?
  • If someone accepts a job with my company but will not start work for a month, can I complete Form I-9 when my employee accepts the job?
  • Do citizens and noncitizen nationals of the United States need to complete Form I-9?
  • Can I include Form I-9 in a job application packet?
  • If I am self-employed, do I have to fill out a Form I-9 on myself?
  • If I am a recruiter or referrer for a fee, do I have to fill out Forms I-9 on individuals that I recruit or refer?
  • Do I have to complete Forms I-9 for Canadians or Mexicans who entered the United States under the North American Free Trade Agreement (NAFTA)?
  • Do the owners of a company have to complete Form I-9? What if one of the company’s owners refuses to complete Form I-9?
  • My company retains unpaid individuals (student trainees, interns, volunteers, residents) that receive job training and experience but receive no form of payment from my company. Do we need to complete Forms I-9 for these individuals?
  • Do we need to submit Form I-9 to any government agency or government website?
  • Which employers can use the Form I-9 Spanish Version?
  • Do we need to provide to the new hires the Form I-9 15 pages of instructions?

Included in the program:

  • 2020 I-9 Compliance Certificate
  • 4 SHRM/HRCI Recertification Credit hours
  • Supplies/book with presentation
  • Form I-9 Activity
  • Interactive Program
  • $200.00 off coupon code for our PHR/SPHR/SHRM-CP/SHRM-SCP 10 Week Evening Online Exam Prep Program

 Target Audience:

  • Human Resources Professionals
  • Recruiters
  • Compliance Officers
  • Payroll Professionals
  • Business Owners
  • Office Managers
  • New Managers or Supervisors
  • Public Notaries

2020 ADA Guidelines with Fragrance Sensitivity in the Workplace Certificate Program (12-16-2020)

HRI SHRM 2020 Recertification Provider

HRCI – 2 HR(General) Credits

SHRM – 2 PDC’s

Presenter: Elga Lejarza-Penn

Duration: 2 Hours

Delivery Options: Live Stream

Cost: $195

Course Objective:

There are a number of conditions that make it difficult for someone to be exposed to fragrances and chemicals. Allergies, asthma and multiple chemical sensitivity (MCS) can cause a wide variety of symptoms, including but not limited to dizziness, vomiting, respiratory distress, headaches and skin conditions. Any of these symptoms make it difficult, if not impossible, for the employee experiencing them to work efficiently.

In the extreme case where an employee’s fragrance sensitivity is severe enough to substantially limit his or her ability to perform their essential job functions, the employee may be deemed to have a disability under the Americans with Disabilities Act (ADA). If so, an employer has a duty to provide a reasonable accommodation to the employee, if one exists, unless the accommodation would result in an undue hardship for the employer.

A federal jury in Michigan awarded $10.6 million to a female disc jockey who claimed under the Americans with Disabilities Act that her country music radio station employer failed to accommodate her allergy to a fellow deejay’s perfume.

A few months ago, a jury decided that a California company must pay $3M to an employee after ignoring his request for accommodation due to diagnosed chemical allergies.

In this Webinar, you will learn your obligations to recognize a Fragrance Sensitivity and a Multiple Chemical Sensitivity (MCS) request for a reasonable accommodation and how to grant it to assist the employee, comply with the law and protect our company. We will avoid a lot of headaches, teary eyes, and runny nose we might experience from hearing the word “LAWSUIT”!

Background:

It took decades for the workplace to acknowledge the dangers of smoking and to recognize the deadly effects of exposure to second-hand smoke. Once acknowledged, it was a few more years before the workplace became safe for workers from the dangers of second-hand smoke. Fragrance Sensitivity is following the same trajectory.

Areas Covered in the Session:

  • Americans with Disability Act and the definition of Disability.
  • Broader definition under the Amendment Act.
  • Employers Compliance with the Americans with Disability Act.
  • Fragrance Sensitivity Definition.
  • Fragrance Sensitivity Prevention/Treatment.
  • Fragrance Sensitivity Mitigating Symptoms.
  • Is Fragrance Sensitivity a disability under ADA?
  • Is Fragrance Sensitivity considered a serious condition under FMLA?
  • New ADA Guidelines for Fragrance Sensitivity.
  • Types of allergy symptoms due to Fragrance Sensitivity.
  • How to handle Fragrance Sensitivity requests for accommodation?
  • Fragrance Sensitivity and dealing with customers’ fragrances.
  • How do to accommodate employees with multiple chemical sensitivities?
  • Steps of the Interactive Process (A-Z).
  • Reasonable Accommodations Vs. Perfect Accommodations – Courts’ opinion
  • Examples of Reasonable Accommodations for Fragrance Sensitivity.
  • Confidentiality of medical information under ADA.
  • Courts’ Opinion regarding Workplace Fragrance Sensitivity Policy.
  • Can an employer require an employee not to wear perfume?
  • Steps for developing a Workplace Fragrance Sensitivity Policy.
  • Do people prefer fragranced or fragrance-free environments?
  • What are the benefits of fragrance-free policies?
  • What are the challenges in implementing fragrance-free policies?
  • Recent Significant Fragrance Sensitivity Cases.
  • Using the Undue Hardship defense

Who Would Benefit from this Webinar

  • Human Resources Professionals
  • Human Resources Consultants
  • Employee Relations Professionals
  • Benefit Coordinators
  • Office Managers
  • Managers and Supervisors
  • Business Owners

2-Day Sexual Harassment Law and Investigation Techniques Certificate Program for HR Professionals (Starts 12/17/2020)

HRI SHRM 2020 Recertification Provider

HRCI – 13 HR(General) CreditsSHRM – 13 PDC’s

With workplace harassment claims dominating the headlines, every business needs to take harassment prevention training seriously.

Human Resources managers are uniquely responsible to guide their organizations in preventing sexual harassment and to properly address concerns when employees complain about workplace conduct.  This 2-day course will give you a firm understanding of the law surrounding this issue and help you know what best practices to put in place at your employer to communicate behavior expectations.  You will also learn expert investigative techniques that will help you feel confident in resolving issues, both for your employee’s benefit and to reduce your employer’s potential liability.  This is a 13-credit class to assist with your professional certification requirements.

Schedule

  • Thursday, December 17th, 2020 9:00 AM – 5:00 PM Central Time
  • Friday, December 18th, 2020 9:00 AM – 5:00 PM Central Time

Objectives:

  • Define Sexual Harassment and offensive behavior that can be considered harassment
  • Explain the statutory regulations and legal background of Sexual Harassment.
  • Define Quid Prop Quo versus Hostile work environment
  • Understanding employers’ responsibility with sexual harassment
  • Identify the effects that sexual harassment has on people.
  • Recognize that sexual harassment of any type is a form of discrimination and will not be tolerated.
  • Implement ways of handling claims of sexual harassment.
  • Explain your role as an HR professional dealing with sexual harassment claims
  • Discuss precedent case law FaragherCity of Boca Raton 1998
  • Review precedent case law Burlington Industries, Inc. v. Ellerth 1998
  • Review precedent case law Oncale v. Sundowner
  • Explain “vicarious responsibility”
  • Learn How To Prevent Costly Employee Litigation Claims
  • The liability of “you knew” or “you should have known”
  • Explain the steps when an employee files a claim of harassment with the Equal Opportunity Commission
  • Define the steps to handle sexual harassment complaints
  • Explain what is involved in a “Thorough” and “Prompt” investigation
  • Discuss EEOC’s guidelines to handle “inconclusive conclusions” in an investigation
  • Identify procedures to prevent sexual harassment from happening
  • A process on how employees file an EEOC sexual harassment claim
  • Companies “zero tolerance” with sexual harassment
  • Discuss what “constructive discharge means”
  • Identify the meaning of a “reasonable person”
  • Discuss what a prompt and thorough investigation means
  • Building the “puzzle”
  • Discuss obtaining corroboration – witness statements
  • Discuss how to “substantiate the allegations”
  • Identify the steps of “The investigative report”
  • Review the steps necessary to avoid a case of retaliation in addition to the sexual harassment claim

Day 1 – Understanding the Law and Prevention Steps

The Big Picture

  • The history of how sexual harassment became an important societal issue
  • The role of the EEOC in investigating complaints and what their complaint statistics indicate
  • Understanding the significance of vicarious liability for your employers
  • Answering personal liability questions – Are HR professionals personally liable for illegal harassment that occurs in the workplace? Individual managers?

Federal Law

  • Understanding the law behind sexual harassment and important judicial decisions
  • Learning about the various types of illegal sexual harassment as defined by the EEOC
  • Understanding what your obligations are regarding vendor/contractor behavior
  • How to identify illegal retaliation against complainants and why retaliation is a distinct aspect from sexual harassment allegations
  • Understanding the difference between sexual harassment and gender discrimination
  • Recognizing what is and isn’t sexual harassment

Case studies – Interactive Discussion

  • Review case studies revealing types of sexual harassment
  • Review retaliation situations
  • Identifying aspects of cases requiring investigation

Prevention Measures

  • Should your company have a “zero-tolerance” policy?
  • Drafting an anti-sexual harassment policy and complaint policy and what should be included
  • Providing avenues for employees to raise complaints
  • How to address employee romance to protect your employer
  • Guidance on after-hours socialization and what your managers should not do
  • Methods to communicate your company policy so that awareness is clear
  • Defining what training programs are necessary, how often they should be given, and related record keeping best practices

Day 2 – Investigative Techniques and Issues to Consider

Investigation Considerations

  • Understand the Standards of Proof and what is expected of the investigator
  • Recognizing timeliness obligations
  • The critical need to ensure confidentiality

What to Do When a Complaint Arises

  • Documenting the issue and how to “draw the box” so that you know what to investigate
  • Understanding the importance of developing a chronology of events and witnesses
  • Determining what issues require a formal investigation
  • Setting expectations with the reporter of the complaint
  • Addressing the complainant that doesn’t want their complaint investigated
  • Protecting the complainant from retaliation
  • How to address anonymous complaints

The Investigator Role

  • The responsibilities of an investigator
  • Determining who else should participate
  • Identifying decision-makers who will oversee your investigation
  • Ensuring “need to know” confidentiality
  • What to do when an employee wants their attorney or another person present

Planning and Scoping the Investigation

  • How to balance completeness vs company disruption due to the impact of an investigation
  • When to use administrative employment suspension
  • Gathering contextual and related information
  • Determining the order of witness interviews
  • Developing witness questions and proper order of questions

Setting the Table with Witnesses

  • Why you must avoid group interviews
  • The importance of developing trust
  • Defining for witnesses what is expected of them before the interview
  • Explaining your role and what you will do with the information gained from the witness
  • Determining what information to reveal to witnesses and in what order
  • How to use demeanor evidence in assessing witness credibility
  • Wildcards that witnesses sometimes play
  • How to close the witness interview
  • How to confront the accused

Resolving the Complaint

  • Reviewing the evidence and reaching conclusions, interpreting conflicting evidence
  • How to discuss findings with decision-makers
  • Steps to take with accused whether or not a violation occurred
  • How to write responses to the complainant and accused explaining outcomes
  • Importance of monitoring situation going forward
  • How to handle false allegations
  • Review of sample closure memorandums and disciplinary documents

Common Pitfalls of Poor Investigations

  • Avoiding common mistakes made
  • Understanding the danger of making legal conclusions

Review and Wrap Up

2020 2-Day aPHR™ Exam Prep Boot Camp (Starts 5-18-2020)


“If you wanna pass, take this class!”

“2 for 2! These are monster exams and Elga equips you with all the knowledge you need to pass. I can’t believe I passed the PHR in only 3 short weeks of passing the aPHR. You cannot memorize for these exams..it is critical thinking and understanding of the material. Elga has a way of explaining the topics so you can comprehend fully. Thank you, Elga! I look forward to continue to shoot for the stars with you!” – Grace Duy, aPHR, PHR

“I started preparing for the aPHR Exam on my own at first and quickly realized I needed something more to keep me focused. I found Elga’s training class and enrolled the day it started. Once the class started I knew immediately that I made the right choice. Elga is engaging, smart, and very knowledgeable in all that is HR. There is no way I could’ve done this on my own…thank you. I look forward to starting the PHR classes tomorrow!” – Lynn Flanagan, aPHR, PHR

“Elga, once again I can’t thank you enough for your knowledge, words of encouragement, four hours of study session help, and confidence you gave me to pass the PHR Exam. You truly make a difference in people’s lives. I couldn’t have passed without you….thank you!” – Lynn Flanagan, aPHR, PHR

See what other participants are saying about our Exam Prep Courses


Instructor: Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Jump-Start your HR Career and Join us starting 5/18/2020 for an Intense 2-Day aPHR™ Instructor-Led Boot Camp! You can join us from the comfort of your home or office via 2-Way Interactive Zoom Live Stream Webinar or you can join us In-Person in Chesterfield, MO. This course covers EVERYTHING you will need to pass the aPHR™ exam including a 1-Hour Individual Q&A Review Session with a Certified Instructor to make sure you are ready, access to the recordings of each of your live sessions to review after the class, hours of one-on-one Q&A recordings made available by our past successful participants and a final 2 Hour Q&A Session with your group on the Friday after your Boot Camp!  Once you register for the class the training materials will be provided to you and you will receive an email with the information you need to login to the Zoom Live Stream Webinar.

What’s Included

  • 18 Hours of Live Instructor-Led Training (Recordings will be made available to you the morning after each session for your review)
  • 1-Hour Individual Q&A Review Session with a Certified Instructor (recording of the session will be made available to you for review)
  • 2-Hour Q&A Group Review Session with the Instructor (recording of the session will be made available to you for your review)
  • Copy of the Presentation
  • Access to the aPHR™ ‘Hot Topic’ List
  • Access to the aPHR™ Exam Prep Essay Questions w/ Answers
  • aPHR™ Exam Prep Flashcards

Schedule

  • Mon, May 18th, 2020 9:00 AM – 6:00 PM Central Time
  • Tues, May 19th, 2020 9:00 AM – 6:00 PM Central Time
  • Friday Study Session on May 22nd, 2020 5:00 PM – 7:00 PM Central Time

Why You Should Attend This Course

This course covers everything you will need to pass the aPHR™ exam and not only that, it will give you the knowledge and confidence to become the best HR Professional or Manager one can be!

Do you know what you are expected to do to maintain compliance with all the employment laws such as FMLA, ADA, PDA, USERRA, ERISA, COBRA, HIPAA, FLSA,  EPA, ADEA, IRCA, NLRA, DFWA, GINA  how to deal with cases of sexual harassment, discrimination, FMLA requests, ADA and Religious accommodation requests? Are you familiar with the Older Workers Benefit Protection Act, with the Lilly Ledbetter Fair Pay Act, do you know who Peggy Young is? Do you know how long you retain I-9 forms for inactive employees, how long you retain personnel records after employees leave the company, what steps to take during an employee’s termination process to avoid a wrongful discharge lawsuit, how to properly handle suicidal comments in the workplace, how to address hygiene issues with employees or how to manage an inclusive workplace with employees with physical and cognitive disabilities? What about how to maintain an engaged team, how to reduce turnover to retain talent, how to conduct thorough investigations? If you answered “no” to any of these questions, don’t you worry. you have found the right training course that will provide all the tools necessary to not only pass the aPHR™ exam but to be the best HR Professional or Manager one can be!

In this course we will be focusing on the same 6 functional areas that the aPHR Exam is based on:

  • Functional Area 1 – HR Operations (38%)
  • Functional Area 2 – Recruitment and Selection (15%)
  • Functional Area 3 – Compensation and Benefits (14%)
  • Functional Area 4 – Human Resource Development and Retention (12%)
  • Functional Area 5 – Employee Relations (16%)
  • Functional Area 6 – Health, Safety and Security (5%)

Learning Objectives:

  • Learn what HR’s role is today
  • Understand the Family Medical Leave Act (FMLA) Process from A-Z
  • Learn about The Americans with Disability Act (ADA) compliance, the interactive process and reasonable accommodation
  • Learn how to manage an inclusive workplace with individuals with different physical and cognitive disabilities
  • Learn the legal way to confront an employee you suspect is abusing drugs, alcohol or other substances
  • Learn about Religious reasonable accommodations
  • Learn about compliance with the recruiting process
  • Understand compliance obligations under IRCA
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid being personally liable for unlawful work practice
  • Learn how to avoid age discrimination charges or claims when managing older workers
  • Understand what exactly wage discrimination means
  • Learn about the Lilly Ledbetter Law
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions
  • Understand compliance obligations under the NLRA
  • Learn about Social Media Employment Policies and the NLRA’s opinion
  • Learn about Employer’s obligations with Employee Relations complaints/investigations

Topics covered include:

  • The HR Profession today
  • Title VII of the Civil Rights Act of 1964
  • Title VII of the Civil Rights Act of 1991
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Lilly Ledbetter Fair Pay Act
  • Pregnancy Discrimination Act (PDA)
  • Peggy Young vs UPS
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Employee Retirement Income Security Act (ERISA)
  • Consolidated Omnibus Benefits Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)
  • Older Workers Benefit Protection Act (OWBPA
  • Immigration Reform and Control Act (IRCA)
  • Drug-Free Workplace Act (DFWA)
  • Recruiting, Interviewing and Hiring
  • Employee Relations/ Handling Special Issues and Situations
  • Investigations/Confidentiality
  • Employee Turnover
  • Employee Engagement
  • Records Retention

Who Will Benefit:

  • Recent College Graduates seeking a career in Human Resources
  • Armed Service Men and Women making the transition to civilian life seeking a transition into Human Resources
  • Professionals Seeking a Career Transition into the Human Resources Field
  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

Kasie Cook, MBA, PHR

Elga takes the time to walk you through pertinent information needed to pass your HR certification exams, I highly recommend her and am glad I found her when I did. I passed my PHR on the first attempt thanks to Elga!!

Megan Hutchison, PHR

Elga and her team have been KEY players in obtaining my PHR certification. From her study groups, need to know topics, lectures, and one on one sessions, Elga is someone you can rely on, trust and get results with. I have never met someone SO incredibly passionate about HR. Elga, thank you for all of your support and encouragement through this entire process! Your patience and commitment is like no other. Attending your 10 week online prep course was THE BEST career investment I have ever made. I have no doubt your program will continue to have a direct effect in making all who attend feel empowered and achieve great results!

Michele Eliopoulos, PHR

Elga and her team are amazing! I had such a wonderful overall experience. The online and recorded classes made the world of a difference. If I was unable to attend a live class it was very easy to catch up on my own time with the recordings. You also have the ability to watch the recordings as many times as you want, repetition is key. I passed my PHR and couldn’t have done it without her support and dedication she puts forward to all of her students.

Randy Aung, M.S., SHRM-CP

I received FMLA/ADA certification from Elga’s HR Education company. Her knowledge is amazing, she is very knowledgeable in everything FMLA and Ada and has strong credibility with her students because of her years managing leaves and many accommodations for reputable employers. She is also very warm and friendly! I recommend to take her classes! Often times these classes you don’t get to speak at all and submit questions via email, but she encourages you to ask your questions to the class and she responds real time…now that is learning at its best!

2020 2-Day aPHR™ Exam Prep Boot Camp (Starts 6-8-2020)


“If you wanna pass, take this class!”

“2 for 2! These are monster exams and Elga equips you with all the knowledge you need to pass. I can’t believe I passed the PHR in only 3 short weeks of passing the aPHR. You cannot memorize for these exams..it is critical thinking and understanding of the material. Elga has a way of explaining the topics so you can comprehend fully. Thank you, Elga! I look forward to continue to shoot for the stars with you!” – Grace Duy, aPHR, PHR

“I started preparing for the aPHR Exam on my own at first and quickly realized I needed something more to keep me focused. I found Elga’s training class and enrolled the day it started. Once the class started I knew immediately that I made the right choice. Elga is engaging, smart, and very knowledgeable in all that is HR. There is no way I could’ve done this on my own…thank you. I look forward to starting the PHR classes tomorrow!” – Lynn Flanagan, aPHR, PHR

“Elga, once again I can’t thank you enough for your knowledge, words of encouragement, four hours of study session help, and confidence you gave me to pass the PHR Exam. You truly make a difference in people’s lives. I couldn’t have passed without you….thank you!” – Lynn Flanagan, aPHR, PHR

See what other participants are saying about our Exam Prep Courses


Instructor: Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Jump-Start your HR Career and Join us starting 6/8/2020 for an Intense 2-Day aPHR™ Instructor-Led Boot Camp! You can join us from the comfort of your home or office via 2-Way Interactive Zoom Live Stream Webinar or you can join us In-Person in Greenville, SC. This course covers EVERYTHING you will need to pass the aPHR™ exam including a 1-Hour Individual Q&A Review Session with a Certified Instructor to make sure you are ready, access to the recordings of each of your live sessions to review after the class, hours of one-on-one Q&A recordings made available by our past successful participants and a final 2 Hour Q&A Session with your group on the Friday after your Boot Camp!  Once you register for the class the training materials will be provided to you and you will receive an email with the information you need to login to the Zoom Live Stream Webinar.

What’s Included

  • 18 Hours of Live Instructor-Led Training (Recordings will be made available to you the morning after each session for your review)
  • 1-Hour Individual Q&A Review Session with a Certified Instructor (recording of the session will be made available to you for review)
  • 2-Hour Q&A Group Review Session with the Instructor (recording of the session will be made available to you for your review)
  • Copy of the Presentation
  • Access to the aPHR™ ‘Hot Topic’ List
  • Access to the aPHR™ Exam Prep Essay Questions w/ Answers
  • aPHR™ Exam Prep Flashcards

Schedule

  • Mon, June 8th, 2020 9:00 AM – 6:00 PM Central Time
  • Tues, June 9th, 2020 9:00 AM – 6:00 PM Central Time
  • Friday Study Session on June 12th, 2020 5:00 PM – 7:00 PM Central Time

Why You Should Attend This Course

This course covers everything you will need to pass the aPHR™ exam and not only that, it will give you the knowledge and confidence to become the best HR Professional or Manager one can be!

Do you know what you are expected to do to maintain compliance with all the employment laws such as FMLA, ADA, PDA, USERRA, ERISA, COBRA, HIPAA, FLSA,  EPA, ADEA, IRCA, NLRA, DFWA, GINA  how to deal with cases of sexual harassment, discrimination, FMLA requests, ADA and Religious accommodation requests? Are you familiar with the Older Workers Benefit Protection Act, with the Lilly Ledbetter Fair Pay Act, do you know who Peggy Young is? Do you know how long you retain I-9 forms for inactive employees, how long you retain personnel records after employees leave the company, what steps to take during an employee’s termination process to avoid a wrongful discharge lawsuit, how to properly handle suicidal comments in the workplace, how to address hygiene issues with employees or how to manage an inclusive workplace with employees with physical and cognitive disabilities? What about how to maintain an engaged team, how to reduce turnover to retain talent, how to conduct thorough investigations? If you answered “no” to any of these questions, don’t you worry. you have found the right training course that will provide all the tools necessary to not only pass the aPHR™ exam but to be the best HR Professional or Manager one can be!

In this course we will be focusing on the same 6 functional areas that the aPHR Exam is based on:

  • Functional Area 1 – HR Operations (38%)
  • Functional Area 2 – Recruitment and Selection (15%)
  • Functional Area 3 – Compensation and Benefits (14%)
  • Functional Area 4 – Human Resource Development and Retention (12%)
  • Functional Area 5 – Employee Relations (16%)
  • Functional Area 6 – Health, Safety and Security (5%)

Learning Objectives:

  • Learn what HR’s role is today
  • Understand the Family Medical Leave Act (FMLA) Process from A-Z
  • Learn about The Americans with Disability Act (ADA) compliance, the interactive process and reasonable accommodation
  • Learn how to manage an inclusive workplace with individuals with different physical and cognitive disabilities
  • Learn the legal way to confront an employee you suspect is abusing drugs, alcohol or other substances
  • Learn about Religious reasonable accommodations
  • Learn about compliance with the recruiting process
  • Understand compliance obligations under IRCA
  • Understand the differences between exempt vs. non-exempt classifications.
  • Learn about Break Time for Nursing Mothers.
  • Learn how to avoid being personally liable for unlawful work practice
  • Learn how to avoid age discrimination charges or claims when managing older workers
  • Understand what exactly wage discrimination means
  • Learn about the Lilly Ledbetter Law
  • Learn about Pregnancy Discrimination, Hiring, Reasonable Accommodation and working conditions
  • Understand compliance obligations under the NLRA
  • Learn about Social Media Employment Policies and the NLRA’s opinion
  • Learn about Employer’s obligations with Employee Relations complaints/investigations

Topics covered include:

  • The HR Profession today
  • Title VII of the Civil Rights Act of 1964
  • Title VII of the Civil Rights Act of 1991
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Lilly Ledbetter Fair Pay Act
  • Pregnancy Discrimination Act (PDA)
  • Peggy Young vs UPS
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Employee Retirement Income Security Act (ERISA)
  • Consolidated Omnibus Benefits Reconciliation Act (COBRA)
  • The Health Insurance Portability and Accountability Act (HIPAA)
  • Older Workers Benefit Protection Act (OWBPA
  • Immigration Reform and Control Act (IRCA)
  • Drug-Free Workplace Act (DFWA)
  • Recruiting, Interviewing and Hiring
  • Employee Relations/ Handling Special Issues and Situations
  • Investigations/Confidentiality
  • Employee Turnover
  • Employee Engagement
  • Records Retention

Who Will Benefit:

  • Recent College Graduates seeking a career in Human Resources
  • Armed Service Men and Women making the transition to civilian life seeking a transition into Human Resources
  • Professionals Seeking a Career Transition into the Human Resources Field
  • HR Manager
  • HR Generalist
  • HR Specialist
  • HR Assistants
  • Managers
  • Supervisors
  • Executives
  • Employee Relations Persons
  • Consultants
  • Small Business Owners

2-Day Employee Relations Internal Investigation Certificate Program (Starts 6-10-2020)

HRCI and SHRM Approved Provider SM

HRCI – 13 HR(General) Credits

SHRM – 13 PDC’s

Presenter: Elga Lejarza-Penn

Why You Should Attend This Training Program

Handling employee complaints internally is a highly sensitive, multi-faceted process not just mandated by Federal law in most circumstances but significantly necessary to create a positive work environment that will be conducive to high levels of employee engagement. It requires a practice-based, step by step approach and the understanding of the internal complaint handling process, the legal requirements organizations must observe and the necessary technical and communication skills. In recent years, internal investigations notes, documentation, summaries and reports have come under heightened scrutiny by outside agencies, lawyers in discrimination cases and the courts. It is critical that all documentation is well written.

Schedule:

  • Wednesday, June 10th, 2020 from 9:00 AM to 5:00 PM Central Time
  • Thursday, June 11th, 2020 from 9:00 AM to 5:00 PM Central Time

Learning Objectives

  • Learning step-by-step guidelines for investigating any complaints
  • Becoming a competent, effective, and confident investigator
  • Understanding of best practices for preventing, identifying and managing employee-related issues that have potential legal concerns.
  • Understanding different types of workplace investigation. e.g. Sexual harassment, violence, discrimination, accidents.
  • Determining who is a credible witness.
  • Learning how to handle “He said, she said” situation.
  • Determining if a suspension is always appropriate with the alleged accused while the investigation is ongoing.
  • Understanding what is considered a prompt and thorough investigation.
  • Understanding where we file investigation records.
  • Understanding confidentiality responsibilities during an investigation.
  • Preventing retaliation during and after an investigation.
  • Understanding the importance of training our first line of defense on how to respond to complaints.
  • Determining how to select the appropriate investigator and investigation strategy.
  • Reading/interpreting body language during investigatory meetings.
  • Understanding how to manage difficult witnesses such as defensive or hostile witnesses.

Included in this program:

  • Employee Relations Internal Investigation certificate
  • The physical copy of the presentation
  • $200.00 off coupon code for our PHR/SPHR/SHRM-CP/SHRM-SCP 10 Week Evening Online Exam Prep Program

Target Audience:

  • HR Managers
  • HR Directors
  • HR Generalists
  • Employee Relations
  • Business Owners
  • Risk Management Leaders
  • Executives

Day #1 – Understanding the Law and Prevention Steps

Overview of how Federal laws impact investigations

  • Title VII of the Civil Rights Act of 1964
  • FLSA: Fair Labor Standards Act
  • OSHA: Occupational Safety and Health Act
  • ERISA: Employee Retirement Income Security Act
  • FMLA: Family Medical Leave Act
  • ADA: Americans with Disability Act
  • ADEA: Age Discrimination in Employment Act
  • PDA: Pregnancy Discrimination Act
  • NLRA: National Labor Relations Act
  • WARN: Workers Adjustment and Retraining Notification Act
  • COBRA: Consolidated Omnibus Budget Reconciliation Act
  • HIPAA: The Health Insurance Portability and Accountability Act
  • SOX: Sarbanes-Oxley Act
  • Employment at will/wrongful discharge
  • Privacy issues and management rights in the workplace

 

Case Studies – Interactive Discussion

  • Review case studies revealing types of discrimination and harassment
  • Review retaliation situations
  • Identifying aspects of cases requiring investigation

Employers Rights and Obligations

  • Defining an internal investigation
  • Understanding what triggers an investigation and what doesn’t
  • Examples of workplace issues that may result in an internal investigation

Day #2 – Investigative Techniques and Issues to Consider

Investigation Considerations

  • Understand the Standards of Proof and what is expected of the investigator
  • Recognizing timeliness obligations
  • The critical need to ensure confidentiality

What to Do When a Complaint Arises

  • Documenting the issue and how to “draw the box” so that you know what to investigate
  • Understanding the importance of developing a chronology of events and witnesses
  • Determining what issues require a formal investigation
  • Setting expectations with the reporter of the complaint
  • Addressing the complainant that doesn’t want their complaint investigated
  • Protecting the complainant from retaliation
  • How to address anonymous complaints

The Investigator Role

  • The responsibilities of an investigator
  • Determining who else should participate
  • Identifying decision-makers who will oversee your investigation
  • Ensuring “need to know” confidentiality
  • What to do when an employee wants their attorney or another person present

Planning and Scoping the Investigation

  • How to balance completeness vs company disruption due to the impact of an investigation
  • When to use administrative employment suspension
  • Gathering contextual and related information
  • Determining the order of witness interviews
  • Developing witness questions and proper order of questions

Setting the Table with Witnesses

  • Why you must avoid group interviews
  • The importance of developing trust
  • Defining for witnesses what is expected of them before the interview
  • Explaining your role and what you will do with the information gained from the witness
  • Determining what information to reveal to witnesses and in what order
  • How to use demeanor evidence in assessing witness credibility
  • Wildcards that witnesses sometimes play
  • How to close the witness interview
  • How to confront the accused

Resolving the Complaint

  • Reviewing evidence and reaching conclusions, interpreting conflicting evidence
  • How to discuss findings with decision-makers
  • Steps to take with accused whether or not a violation occurred
  • How to write responses to the complainant and accused explaining outcomes
  • Importance of monitoring situation going forward
  • How to handle false allegations
  • Review of sample closure memorandums and disciplinary documents

Common Pitfalls of Poor Investigations

  • Avoiding common mistakes made
  • Understanding the danger of making legal conclusions

Review and Wrap Up

2-Day Employee Relations Internal Investigation Certificate Program (Starts 4-2-2020)

HRCI – 13 HR(General) Credits

SHRM – 13 PDC’s

Presenter: Elga Lejarza-Penn

Why You Should Attend This Training Program

Handling employee complaints internally is a highly sensitive, multi-faceted process not just mandated by Federal law in most circumstances but significantly necessary to create a positive work environment that will be conducive to high levels of employee engagement. It requires a practice-based, step by step approach and the understanding of the internal complaint handling process, the legal requirements organizations must observe and the necessary technical and communication skills. In recent years, internal investigations notes, documentation, summaries and reports have come under heightened scrutiny by outside agencies, lawyers in discrimination cases and the courts. It is critical that all documentation is well written.

Schedule:

  • Thursday, April 2nd, 2020 from 9:00 AM to 5:00 PM Central Time
  • Friday, April 3rd, 2020 from 9:00 AM to 5:00 PM Central Time

Learning Objectives

  • Learning step-by-step guidelines for investigating any complaints
  • Becoming a competent, effective, and confident investigator
  • Understanding of best practices for preventing, identifying and managing employee-related issues that have potential legal concerns.
  • Understanding different types of workplace investigation. e.g. Sexual harassment, violence, discrimination, accidents.
  • Determining who is a credible witness.
  • Learning how to handle “He said, she said” situation.
  • Determining if a suspension is always appropriate with the alleged accused while the investigation is ongoing.
  • Understanding what is considered a prompt and thorough investigation.
  • Understanding where we file investigation records.
  • Understanding confidentiality responsibilities during an investigation.
  • Preventing retaliation during and after an investigation.
  • Understanding the importance of training our first line of defense on how to respond to complaints.
  • Determining how to select the appropriate investigator and investigation strategy.
  • Reading/interpreting body language during investigatory meetings.
  • Understanding how to manage difficult witnesses such as defensive or hostile witnesses.

Included in this program:

  • Employee Relations Internal Investigation certificate
  • The physical copy of the presentation
  • $200.00 off coupon code for our PHR/SPHR/SHRM-CP/SHRM-SCP 10 Week Evening Online Exam Prep Program

Target Audience:

  • HR Managers
  • HR Directors
  • HR Generalists
  • Employee Relations
  • Business Owners
  • Risk Management Leaders
  • Executives

Day #1 – Understanding the Law and Prevention Steps

Overview of how Federal laws impact investigations

  • Title VII of the Civil Rights Act of 1964
  • FLSA: Fair Labor Standards Act
  • OSHA: Occupational Safety and Health Act
  • ERISA: Employee Retirement Income Security Act
  • FMLA: Family Medical Leave Act
  • ADA: Americans with Disability Act
  • ADEA: Age Discrimination in Employment Act
  • PDA: Pregnancy Discrimination Act
  • NLRA: National Labor Relations Act
  • WARN: Workers Adjustment and Retraining Notification Act
  • COBRA: Consolidated Omnibus Budget Reconciliation Act
  • HIPAA: The Health Insurance Portability and Accountability Act
  • SOX: Sarbanes-Oxley Act
  • Employment at will/wrongful discharge
  • Privacy issues and management rights in the workplace

 

Case Studies – Interactive Discussion

  • Review case studies revealing types of discrimination and harassment
  • Review retaliation situations
  • Identifying aspects of cases requiring investigation

Employers Rights and Obligations

  • Defining an internal investigation
  • Understanding what triggers an investigation and what doesn’t
  • Examples of workplace issues that may result in an internal investigation

Day #2 – Investigative Techniques and Issues to Consider

Investigation Considerations

  • Understand the Standards of Proof and what is expected of the investigator
  • Recognizing timeliness obligations
  • The critical need to ensure confidentiality

What to Do When a Complaint Arises

  • Documenting the issue and how to “draw the box” so that you know what to investigate
  • Understanding the importance of developing a chronology of events and witnesses
  • Determining what issues require a formal investigation
  • Setting expectations with the reporter of the complaint
  • Addressing the complainant that doesn’t want their complaint investigated
  • Protecting the complainant from retaliation
  • How to address anonymous complaints

The Investigator Role

  • The responsibilities of an investigator
  • Determining who else should participate
  • Identifying decision-makers who will oversee your investigation
  • Ensuring “need to know” confidentiality
  • What to do when an employee wants their attorney or another person present

Planning and Scoping the Investigation

  • How to balance completeness vs company disruption due to the impact of an investigation
  • When to use administrative employment suspension
  • Gathering contextual and related information
  • Determining the order of witness interviews
  • Developing witness questions and proper order of questions

Setting the Table with Witnesses

  • Why you must avoid group interviews
  • The importance of developing trust
  • Defining for witnesses what is expected of them before the interview
  • Explaining your role and what you will do with the information gained from the witness
  • Determining what information to reveal to witnesses and in what order
  • How to use demeanor evidence in assessing witness credibility
  • Wildcards that witnesses sometimes play
  • How to close the witness interview
  • How to confront the accused

Resolving the Complaint

  • Reviewing evidence and reaching conclusions, interpreting conflicting evidence
  • How to discuss findings with decision-makers
  • Steps to take with accused whether or not a violation occurred
  • How to write responses to the complainant and accused explaining outcomes
  • Importance of monitoring situation going forward
  • How to handle false allegations
  • Review of sample closure memorandums and disciplinary documents

Common Pitfalls of Poor Investigations

  • Avoiding common mistakes made
  • Understanding the danger of making legal conclusions

Review and Wrap Up

Suzette Langeland, aPHR

I didn’t know what a hidden gem ‘HR Training Classes’ was going to be. Elga’s passion for HR has spilled over into her lessons, her fierceness is contagious and her expertise is inspiring. The legacy that Elga is creating will stay with all of us throughout our HR careers!

Katelyn Siqueira, aPHR

Elga goes out of her way to be accessible to each and every student. I felt so confident and prepared for the exam. I only used half of the allotted exam time because of Elga’s thorough training and 1-on-1 feedback. Can’t speak highly enough of her personally and professionally!

5-Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp in Nashville, TN (Starts 7/13/2020)

Course:  5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp in Nashville, TN (Starts 7/13/2020)

Instructor:  Elga Lejarza-Penn

Location:  Nashville, TN or you can join online via 2-Way Interactive Live Stream

Dates:  Monday, July 13th thru Friday, July 17th, 2020

Time:  We meet from 8:00 am to 5:00 pm Local Time of the Event with a 15-minute break mid-morning, 1-hour lunch at noon and another 15-minute break mid-afternoon.

Join us live and in-person in Nashville, TN or you can join us online via 2-Way Interactive Live Stream from your home or office for a 5 Day SHRM-CP, SHRM-SCP, PHR, SPHR Exam Prep Boot Camp starting 07/13/2020 and led by the Premier Exam Prep Instructor, Elga lejarza-Penn! Elga has over 20 years experience in HR and is a Certified Exam Preparation Provider with HRCI and our instructor-led SHRM-CP, SHRM-SCP, PHR, SPHR exam preparation courses are designed to help you pass your PHR, SPHR, SHRM-CP or SHRM-SCP certification exam on the first try!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP or SHRM-SCP Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR, SPHR, SHRM-CP or SHRM-SCP Certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them.  Our proven system for preparing you for the exam provides you with what you need to pass them.  Don’t just take our word for it, see what our participants have to say:  Testimonials and Success Stories  It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed to help you pass the exam. The modules are:

  • Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management
  • Employee and Labor Relations, Engagement and Retention
  • Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations
  • Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion
  • Total Rewards

You Receive the Following Training Materials

The 2020 Complete HRCP Program: Print Edition which includes:

    • 900+ pages of content covering the five functional areas tested on the exam in print format
    • 600+ HR QuikStudy Flash Cards
    • 800+ practice questions with answers, feedback, and page references
    • 1,700+ slide presentation

In addition to the 5-Day Training we also provide the following:

  • Complimentary access to our weekly 1.5-hour study group sessions as needed
  • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
  • The emotional support needed, literally, up to the last minute before the exam because we are committed to do whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the SHRM-CP, SHRM-SCP, PHR, SPHR exam.

Bonus Re-Sit Policy: Any participant is welcome to attend a future PHR, SPHR, SHRM-CP or SHRM-SCP Exam Prep Workshop program free of charge within 12 months of the original program date. Training materials not included.

Agenda  (We Meet Each Day from 8 am to 5 pm Local Time)

DAY 1 and Day 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Health and Security
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

DAY 3

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • OSHA
  • Homework – Practice Exam and Reading Assignment

DAY 4

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

Day 5

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing / selecting, implementing / administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

Cindy Lee, PHR

You are not going to believe my story.

I just took the 5-day HR Bootcamp classes in Burbank from Monday 02/24/20 to Friday 02/28/20 and passed the PHR exam on Monday 03/02/20.

I even had no chance to read the materials because I am a super busy working mom with two babies (5 and 18 month old). I was not able to have my own time to study or read the books and flashcards. On top of that English is not my first language.

All I did was that I strongly concentrated what Elga said during her class and tried to understand and memorize everything on the spot. Elga kept repeating important points over and over again, so they actually got into my brain automatically I believe.

By taking the classes, I could save a lot of time to cover all important things to know. If I studied by myself, it would take forever and couldn’t pass the exam in this super short period time honestly.

I also really appreciated how she treated and cared everyone in class. I highly recommend Elga’s training courses. You can’t go wrong with her teaching. Good luck to everyone who takes her courses.

Big thanks to such a beautiful and wonderful instructor Elga! Thank you Elga, again and again!

XOXO,
Yeon Joo Lee
Human Resources Director, PHR Certified

Lina Graves, PHR

Elga in an amazing educator whose passion for sharing her knowledge shines when she interacts with her students. Not only is she dedicated to teaching everything that she knows but she also ensures that her students are getting the most out of their education.
My success in passing this exam is due to Elga’s patience, dedication and perseverance to make sure that everyone who takes her classes is successful when taking their HR certification exams.
I highly recommend Elga to anyone seeking HR Certifications, not only will you learn a lot, but you will do it while having a lot of fun!

Thank you Elga, I will continue listening to your lessons until I have all of the possible certifications and beyond!

Sarah Saracino, PHR

If you are looking to pass the HR certification exams, attending Elga’s training class is a surefire way to make it happen! I attended one of her 5 day Bootcamp classes and it was the best investment I could have made. Elga is thorough, knowledgeable and most importantly she makes the class fun! Elga cares tremendously and makes it her personal mission that every participant pass the exam.

I know without a doubt that I couldn’t have passed the PHR exam without her help.

Don’t think twice, enroll in her training class. You won’t be disappointed and furthermore you will be a better HR professional because of it!

Thank you Elga!

Kasie Cook, MBA, PHR, SHRM-CP

Elga’s patience and way of explaining the large body material has given me the power to apply the knowledge from her classes and have a seat at the table. I highly recommend her services, she won’t disappoint! I passed both of my exams on the first try thanks to her!

Allison Twyman

Elga was wonderful! She has a great, lively spirit, makes the presentation interesting, and is extremely thorough with any questions you may have. If she had more webinars, I’d absolutely sign up for them and highly recommend her!

Heather Wiersma, PHR

Elga is a phenomenal trainer! She is fully invested in the success of her clients and it truly makes all the difference. Going through HRTrainingclasses.com was the best decision I could make in making certain that I was prepared to take and pass my exam. Thank you Elga!

Carol Crawford, SHRM-CP, PHR

Today I passed the HRCI-PHR on my first attempt!! When I started classes with Elga in January, my intentions were to get my SHRM-CP…. which I did two weeks ago. With Elga’s training material, her commitment and dedication to her participants and her phenomenal breadth of HR knowledge that she so passionately shares, I was successful with my HRCI-PHR test. I would highly encourage anyone who is looking for a class that offers study groups, online class lectures, and personalized one-on-one sessions to get connected with HRTrainingClasses.com. This group of people are committed to helping others achieve great results and Elga and her team will continue to support you until you do.

Carol Crawford, SHRM-CP, PHR

When I committed to the online evening classes and to taking the SHRM-CP test I had no idea it would take so much time and energy but it was worth it. Elga and her team go above and beyond to provide the support needed to be successful in these classes. Some of the material that I learned were things I do every day at my job, but so much was new and unfamiliar to me. Elga is very energetic, enthusiastic and keeps you engaged in every class. She helps give pointers, tips and stories on fun ways to remember and learn the new material. I am so excited to have had this opportunity to take this test but most importantly to have had such a great instructor who has been by my side the entire time coaching and encouraging me every step of the way….Elga Lejarza Penn…you are the best!

Lindsay Mack, PHR

I joined Elga’s January 2020 class in the pursuit for the PHR certification. I cannot say enough amazing things about Elga. She has a way of teaching tough material (and a lot of it) in a way you can remember and apply it. Her training material, Zoom classes and her study sessions is the perfect formula to have participants over-learn the material (which is what you want, she’ll tell you). She sincerely cares about all of her participants and she will do anything to make sure they pass. I passed the PHR today on my first attempt and I can honestly say I could not have done it without Elga. If you are thinking about taking any type of HR certification (HRCI or SHRM), look no further, HRTrainingClassess is what you need. If I decide to get any more HR certifications, I would only do it with Elga. Thank You Elga and team for making this such a great experience!!

Leslie Harrison, SHRM-CP, PHR

HRTrainingClasses.com was fantastic! Elga is a great teacher who explains concepts in ways that are clear and honestly very easy to retain. I cannot recommend her enough!!!

Ashley Myers-Edwards, MA

As a client of Elga’s PHR/SHRM Exam Prep Boot Camp and 2-day Certification Course in Employee Relations Investigations, I can’t say enough positive things about her and her programs. The knowledge I’ve been able to learn and understand is far beyond any expectations I had. Elga’s dedication to her clients is unparalleled. She’s so well-versed in HR as well as passionate about the information she teaches. If you’re thinking of taking the exams, obtaining continuing education credits, or simply growing in your HR profession, Elga and HRTrainingClasses.com is the way to go! Thank you as always Elga!

Michele Eliopoulos, PHR, SHRM-CP

Elga and her team are AMAZING!!! Her classes are virtual, everything is recorded, you can watch everything over and over. She’s so passionate!! She, Mike and Henry always go the extra mile to ensure that you personally receive as much one-on-one time or class materials you need. I could have not passed either my PHR, and my SHRM-CP without her. She teaches your techniques for both exams which are really beneficial. I cannot thank her enough!!! Thank you for all of your hard work!!

Gwendolyn Taylor, MHRM

I had the pleasure to be a participant in Elga’s 2-Day Employee Relations Internal Investigation Certificate Program and I must say that Elga is an awesome and passionate instructor! Her delivery is so very Not rehearsed as she is very knowledgeable on the contents of each class that she is teaching. If you’re in need of additional training or if you are preparing for an exam it would be in your very best interest to contact HRTrainingClasses.com and you will not be disappointed!

Cedric Bray, MSM, SPHR

YES! I passed the SPHR on my first attempt and am planning to take the SHRM-SCP. I joined Elga’s 5-Day Bootcamp in LA in Feb 2020. She has an extreme amount of knowledge on how to prepare for the test; furthermore, she has a lot of real-world HR experience. I appreciated her real-world experiences to tie in with the lessons. It helped me with learning all the information.
After Elga’s 5-Day training, I used resources provided on her website to continue to prepare for the exam. The website provides webinars, presentations, practice tests, one-one one sessions etc.. The evening classes and study sessions were helpful because I could listen in as I traveled to and from work.
If you are looking to pass the PHR, SPHR, etc, please check out HRTrainingClasses.com®!!! You will have success!

Eva Wooldridge, PHR

Elga, the most beautiful-hearted instructor I have ever met. She stands beside you and doesn’t leave your side until you pass your exam! She is an incredible woman and leader! Elga’s teaching method was right on with my learning style – very thorough. I was the most timid student she may have ever had and this woman has given me so much confidence! I tip my hat to her for helping me advance my career. I COULD NOT have done it without her commitment to my success. And I am just 1 student among the many that she puts her whole heart and passion of teaching into. Those of you that desire obtaining your HR certification and want the best instructor – it’s Elga Lejarza-Penn! Without a doubt!

Smita Atre, PHR

Elga is such a phenomenal mentor! I have no words to express my feelings and gratitude for her caring and supporting nature. She is so involved in your certification journey its just unbeatable. If you want to be successful be with her and she will make sure you SHINE!

Hetal Patel, aPHR

Dear Elga,

Much obliged to you for giving outstanding backing and preparing to set me up for my aPHR test. Your classes are extraordinary, and I couldn’t have done this without your devoted preparing and inspiration. I am so happy I chose Elga with hrtrainigclasses.com for my HR certification journey, as this would not be possible without her preparation. Elga is an exceptional educator and is devoted to help acquire your pass. Much obliged to you Elga!

Thank you very much,
Hetal

Heather Wiersma, PHR, SHRM-CP

I trusted Elga’s expertise to prepare me for taking and passing the PHR & SHRM-CP and I was the best decision I could have made. Elga is an expert in all things HR. She makes the content interesting, clear, and relatable. The epitome of the ultimate mentor, her encouragement to pursue the next level of certifications is inspiring! Thank you for all you do Elga!

Live 6-Week Evening Online SHRM-CP®/SHRM-SCP® Exam Prep Boot Camp (Starts 9-14-2020)

Course: 6-Week Evening Online SHRM-CP®/SHRM-SCP® Exam Prep Boot Camp

Instructor: Elga Lejarza-Penn

Location: 2-Way Interactive Live Stream / Webinar

Start Date: September 14th, 2020

Your very own 2020 SHRM Learning System is provided with this training!

Join us live via 2-Way Interactive Live Stream from your home or office for our 6-Week Evening Online SHRM-CP® / SHRM-SCP® Exam Prep Boot Camp starting 9/14/2020 and led by the Top Exam Prep Instructor, Elga Lejarza-Penn! Elga has over 25 years of experience in HR and our instructor-led SHRM-CP® and SHRM-SCP® exam preparation courses are designed to help you pass your certification exam on the first try!

This Live 6-Week SHRM-CP® / SHRM-SCP® Evening Online Exam Prep training course consists of a total of twelve 2.5-hour sessions plus weekly 1.5 hour Saturday study groups. Classes are Mondays and Wednesdays from 8:00 PM to 10:30 PM Eastern Time and the study groups are Saturdays from 11:00 AM to 12:30 PM Eastern Time. Each session’s recording will be available within 24 hours after the completion of each evening session and will remain available to participants for 6 months after the course ends. Our instructor-led SHRM-CP® / SHRM-SCP® exam preparation courses are designed to help Human Resource Professionals pass the SHRM-CP® or SHRM-SCP® certification exam on the first try!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a SHRM-CP® or SHRM-SCP® Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills and you will build your competencies which will assist your organization by reducing risks and driving business results.

Obtaining your SHRM-CP or SHRM-SCP Certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the SHRM-CP or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them.  Our proven system for preparing you for the exam combined with the NEW 2020 SHRM Learning System, provides a comprehensive and detailed review of the current SHRM Body of Competency and Knowledge™ (SHRM BoCK™) which will provide you the tools and knowledge that you need to pass the exams.  Don’t just take our word for it, see what our participants have to say:  Testimonials and Success Stories  It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Course includes modules that align with, and are designed to help you pass the exam. The course includes the following:

  • Behavioral Competencies
    • Leadership and Navigation
    • Ethical Practice
    • Relationship Management
    • Communication
    • Global and Cultural Effectiveness
    • Business Acumen
    • Consultation
    • Critical Evaluation
  • Domain 1: People
    • Function Area #1: HR Strategic Planning
    • Functional Area #2: Talent Acquisition
    • Functional Area #3: Employee Engagement and Retention
    • Functional Area #4: Learning and Development
    • Functional Area #5: Total Rewards
  • Domain 2: Organization
    • Functional Area #6: Structure of the HR Function
    • Functional Area #7: Organizational Effectiveness and Development
    • Functional Area #8: Workforce Management
    • Functional Area #9: Employee and Labor Relations
    • Functional Area #10: Technology Management
  • Domain 3: Workplace
    • Functional Area #11: HR in the Global Context
    • Functional Area #12: Diversity and Inclusion
    • Functional Area #13: Risk Management
    • Functional Area #14: Corporate Social Responsibility
    • Functional Area #15: U.S. Employment Law and Regulations
  • Coaching Sessions/Review/Discussion

You Receive the Following Training Materials:

The NEW 2020 SHRM Learning System – This program delivers an effective experience to help streamline studies while accelerating learning. Real-life situations are infused into the study process for better understanding, application and engagement with HR competencies.

  • A Personalized Learning Experience – A custom learning experience that identifies HR topics students have already mastered and those they haven’t, to help guide them with suggested next steps throughout their studies.
  • Focused. Topic-level Learning – HR knowledge and competencies are broken down into consumable topic areas and related resources to help students better understand and master the concepts in the SHRM BoCK that are tested on the SHRM-CP/SHRM-SCP exams.
  • Resources to Boost Exam Confidence – Students can take advantage of flashcards, real-world HR knowledge examples, competencies in action, practice test questions and more to make sure they are ready for the SHRM-CP or SHRM-SCP exam.
  • Real-Time Knowledge Gap Analysis – Students have access to real-time results and detailed feedback from learning progress and quiz scores to identify study priorities and reach goals more efficiently.

Schedule

  • September 14, 2020; 7:00 PM – 9:30 PM Central Time
  • September 16, 2020; 7:00 PM – 9:30 PM Central Time
  • September 21, 2020; 7:00 PM – 9:30 PM Central Time
  • September 23, 2020; 7:00 PM – 9:30 PM Central Time
  • September 28, 2020; 7:00 PM – 9:30 PM Central Time
  • September 30, 2020; 7:00 PM – 9:30 PM Central Time
  • October 5, 2020; 7:00 PM – 9:30 PM Central Time
  • October 7, 2020; 7:00 PM – 9:30 PM Central Time
  • October 12, 2020; 7:00 PM – 9:30 PM Central Time
  • October 14, 2020; 7:00 PM – 9:30 PM Central Time
  • October 19, 2020; 7:00 PM – 9:30 PM Central Time
  • October 21, 2020; 7:00 PM – 9:30 PM Central Time

Jamie Collins, MBA-HR, SPHR

I began Elga’s class about ten weeks ago and thanks to her I passed my SPHR on my first attempt! After taking her Bootcamp classes, I understand Human Resources in a way even my graduate degree didn’t teach me and I feel like a much more effective HR Professional. I have never had an instructor who was so supportive and wanted me to pass as much as I did for myself! She is an amazing instructor and a really kind person. If you are on the edge about whether to go for it or not, you will not be disappointed by signing up for classes with her. Investing in her classes was one of the best things I could have done for my career. Thank you so much, Elga!

Grace Goldensoph, SHRM-CP

I would highly recommend going through HR Training Classes and Elga to prepare for your HR Certification! Elga goes above and beyond to make sure you are ready for your exam. She meets with her students one on one and runs weekly study groups to help supplement and review the course materials. In addition to teaching you the necessary topics and skills she also helps give you the confidence boost needed to pass your exam. I wouldn’t have passed my SHRM-CP exam without Elga!

2-Day Employee Relations Internal Investigation Certificate Program (Starts 10-22-2020)

HRCI SHRM 2020 Recertification Provider

HRCI – 13 HR(General) Credits

SHRM – 13 PDC’s

Presenter: Elga Lejarza-Penn aPHR, SHRM-CP, PHR, SPHR, SHRM-SCP

Why You Should Attend This Training Program

Handling employee complaints internally is a highly sensitive, multi-faceted process not just mandated by Federal law in most circumstances but significantly necessary to create a positive work environment that will be conducive to high levels of employee engagement. It requires a practice-based, step by step approach and the understanding of the internal complaint handling process, the legal requirements organizations must observe and the necessary technical and communication skills. In recent years, internal investigations notes, documentation, summaries and reports have come under heightened scrutiny by outside agencies, lawyers in discrimination cases and the courts. It is critical that all documentation is well written.

Schedule:

  • Thursday, October 22nd, 2020 from 9:00 AM to 5:00 PM Central Time
  • Friday, October 23rd, 2020 from 9:00 AM to 5:00 PM Central Time

Learning Objectives

  • Learning step-by-step guidelines for investigating any complaints
  • Becoming a competent, effective, and confident investigator
  • Understanding of best practices for preventing, identifying and managing employee-related issues that have potential legal concerns.
  • Understanding different types of workplace investigation. e.g. Sexual harassment, violence, discrimination, accidents.
  • Determining who is a credible witness.
  • Learning how to handle “He said, she said” situation.
  • Determining if a suspension is always appropriate with the alleged accused while the investigation is ongoing.
  • Understanding what is considered a prompt and thorough investigation.
  • Understanding where we file investigation records.
  • Understanding confidentiality responsibilities during an investigation.
  • Preventing retaliation during and after an investigation.
  • Understanding the importance of training our first line of defense on how to respond to complaints.
  • Determining how to select the appropriate investigator and investigation strategy.
  • Reading/interpreting body language during investigatory meetings.
  • Understanding how to manage difficult witnesses such as defensive or hostile witnesses.

Included in this program:

Target Audience:

  • HR Managers
  • HR Directors
  • HR Generalists
  • Employee Relations
  • Business Owners
  • Risk Management Leaders
  • Executives

Day #1 – Understanding the Law and Prevention Steps

Overview of how Federal laws impact investigations

  • Title VII of the Civil Rights Act of 1964
  • FLSA: Fair Labor Standards Act
  • OSHA: Occupational Safety and Health Act
  • ERISA: Employee Retirement Income Security Act
  • FMLA: Family Medical Leave Act
  • ADA: Americans with Disability Act
  • ADEA: Age Discrimination in Employment Act
  • PDA: Pregnancy Discrimination Act
  • NLRA: National Labor Relations Act
  • WARN: Workers Adjustment and Retraining Notification Act
  • COBRA: Consolidated Omnibus Budget Reconciliation Act
  • HIPAA: The Health Insurance Portability and Accountability Act
  • SOX: Sarbanes-Oxley Act
  • Employment at will/wrongful discharge
  • Privacy issues and management rights in the workplace

 

Case Studies – Interactive Discussion

  • Review case studies revealing types of discrimination and harassment
  • Review retaliation situations
  • Identifying aspects of cases requiring investigation

Employers Rights and Obligations

  • Defining an internal investigation
  • Understanding what triggers an investigation and what doesn’t
  • Examples of workplace issues that may result in an internal investigation

Day #2 – Investigative Techniques and Issues to Consider

Investigation Considerations

  • Understand the Standards of Proof and what is expected of the investigator
  • Recognizing timeliness obligations
  • The critical need to ensure confidentiality

What to Do When a Complaint Arises

  • Documenting the issue and how to “draw the box” so that you know what to investigate
  • Understanding the importance of developing a chronology of events and witnesses
  • Determining what issues require a formal investigation
  • Setting expectations with the reporter of the complaint
  • Addressing the complainant that doesn’t want their complaint investigated
  • Protecting the complainant from retaliation
  • How to address anonymous complaints

The Investigator Role

  • The responsibilities of an investigator
  • Determining who else should participate
  • Identifying decision-makers who will oversee your investigation
  • Ensuring “need to know” confidentiality
  • What to do when an employee wants their attorney or another person present

Planning and Scoping the Investigation

  • How to balance completeness vs company disruption due to the impact of an investigation
  • When to use administrative employment suspension
  • Gathering contextual and related information
  • Determining the order of witness interviews
  • Developing witness questions and proper order of questions

Setting the Table with Witnesses

  • Why you must avoid group interviews
  • The importance of developing trust
  • Defining for witnesses what is expected of them before the interview
  • Explaining your role and what you will do with the information gained from the witness
  • Determining what information to reveal to witnesses and in what order
  • How to use demeanor evidence in assessing witness credibility
  • Wildcards that witnesses sometimes play
  • How to close the witness interview
  • How to confront the accused

Resolving the Complaint

  • Reviewing the evidence and reaching conclusions, interpreting conflicting evidence
  • How to discuss findings with decision-makers
  • Steps to take with the accused whether or not a violation occurred
  • How to write responses to the complainant and accused explaining outcomes
  • Importance of monitoring situation going forward
  • How to handle false allegations
  • Review of sample closure memorandums and disciplinary documents

Common Pitfalls of Poor Investigations

  • Avoiding common mistakes made
  • Understanding the danger of making legal conclusions

Review and Wrap Up

Dionna Stanford-Trice, MBA, SHRM-CP

I met Elga just one week prior to sitting for the SHRM-CP, and passed on my first try!!! She was like a skilled marksman when it came to assessing my weaknesses. With precision, she filled in the “gaps,” provided clarity and calibrated my focus with pinpoint accuracy. Elga is patient, and caring. Most of all, she is knowledgeable, competent, and won’t let you give up on yourself. Just when I thought I had failed miserably, I could hear Elga’s voice saying, “You’re halfway there. You got this. You can do it!” She was right! Thanks Elga!

Karen Bulf, SPHR

Words cannot express how grateful I am for the continued support from Elga and her team throughout my SPHR certification journey…YAY I PASSED and Elga was with me every step of the way. The blended learning format included: 5 day bootcamp, online lectures, study groups and personalized one on one sessions leading up to the exam. Wait! All that plus Elga’s true passion for each participant’s success, make HRTrainingClasses a first-class learning experience. With the loss of my father last summer, I had a set back which put my exam prep on hold. Elga welcomed me back in later that Fall when I returned dedicated to completing my SPHR journey😊 Upon my return, her insight, compassion and genuine desire to work with each participant shined through. What can I say, she is a gem!! If you are preparing for your HRCI or SHRM certification, please reach out the Elga and the HRTrainingClasses team.
Thank you so very much!

Karen Bulf, SPHR

Sayda Ruiz

I took the Employment Law Certificate Program and really enjoyed it. There are so many laws, but Elga took the time to explain them well, and made sure that we understood them. She asked if we had any questions and also gave interesting activities. I would recommend the class to anyone new to HR or for anyone that wants to review employment laws. 🙂

Maura Joyce, SPHR

I am so pleased I connected with Elga and her team. I passed my SPHR exam after taking her training class. I appreciated her support and encouragement, and highly recommend signing up with her. In addition to the live trainings she provides an extensive library of resources for follow up self study and a couple of personal training sessions. There is a lot of material to cover but Elga is lively and energetic in addition to being knowledgeable, making the class enjoyable! I also enjoyed making connections with other HR professionals in her training class.

Angelica Carter, SHRM-CP, PHR, CMS, CPC

Many agree that results speak for themselves. That being said, without any previous studying or preparation (other than work), I took HR Training Classes’ SHRM-CP/PHR Bootcamp for a week and immediately passed both the SHRM-CP and PHR the very next week. Elga breaks the content areas down in ways that stick with you conceptually and make them easy to understand and apply. She has a genuine, personal interest in each of her student’s success (I think she was more excited than me when I passed!). Her personality keeps the class engaged and she is so grounded. In class I felt like I was working with a coach and not listening to a lecturer. She is a natural mentor and when engaging with her it feels like we’ve known each other for years. Beyond the intensive programming, your initial class fee also grants you access to a wide variety of live-recorded study sessions and e-materials that supplement the class learnings toward your goals. I would highly recommend the HR Training Classes team and curriculum.

Hannah Robinson, SHRM – CP

I have been celebrating all weekend because Elga and her team have made it possible for me to take and pass the SHRM-CP exam! I cannot give enough kudos to Elga and her wonderful team as they truly go above and beyond making sure to give you the resources and knowledge to become a Human Resource expert. Elga strives to get to know each and everyone of her students academically and personally. She identifies quickly your strengths and your weak points, and assists you EVERY STEP OF THE WAY. Her compassion, vitality, experience and knowledge is second to none, which in turn makes you immediately comfortable learning from her and the material. Elga cuts out the fluff and focuses on the meat of the material, so you can also focus on what is important. THIS PROGRAM IS WORTH EVERY PENNY and more! I cannot thank Elga and her team enough. This SHRM journey has been a wonderful experience, and I cannot wait to join Elga again when I am ready to take the next step in my Human Resources career.

Hetal Patel, aPHR, PHR

Again hrtrainingclasses.com has successfully prepared me to receive another certification, my PHR. I will continue to study under Elga until I receive the other certifications, I’m that determined. Thank you Elga for your dedication, I really appreciate all that you do for me to pass these difficult exams.

Sandy Lindberg aPHR, PHR

HR Training classes prepare you for the future. You learn at your own pace and have so many resources available. From the first day of class, Elga impressed me with her passion and knowledge to explain difficult concepts. Her caring nature and personality facilitate interactions with all her students. Elga is talented, caring, intuitive, dedicated, and focused on her pursuit to help every student succeed. To individuals that are not familiar with Elga, they might view her as another instructor but to me she is a true Hero for inspiring and motivating me to pursue my career goals. Thank you Elga!

Roberto Fonseca, aPHR, PHR

Passion, dedication, professionalism, responsibility, and immediate availability, just to mention a few, are attributes that characterize Elga. In your classes you will get all the knowledge, skills, and “know-how” to pass your exam on the first try. She will guide you step by step until you reach your goals in the HR field. I recommend her classes and her as your mentor because she will take care of making you a successful professional.

Fred Ingle, SPHR

Thanks so much, Elga. Your tireless instruction and many hours of one-one -sessions with me gave me the knowledge and confidence to pass the SPHR Exam on the first try. Also, the participation of my classmates in practice sessions speaks volumes about the learning community that you have created with hrtrainingclasses.com. From my perspective, you have no equal in the HR exam preparation industry.

Shalini Chawla, SHRM-CP

Thank you are small words compared to the extent of dedication you have for each of your students ELGA ( Erudite-Learned-Gifted and last but not the least truly AMAZING ) ! Your conviction in me helped me pass the SHRM-CP exam in the first go. Listening to you has re-kindled my love with Human Resources and I plan to continue learning more in this field and aspire to make a niche’ for myself. You are an inspiring motivator and I love your teaching style with live examples from the industry and inputs from all your students – it makes your sessions so interesting! The one-on-one sessions with you helped me a lot and so did the study sessions and recordings.

Natalie Gumawid, PHR

Elga’s dedication to teaching others and her passion for HR shines through her classes, study groups, and her one-on-one sessions. I passed my PHR on my first attempt thanks to Elga and the many resources she provided. She is a master at explaining the material so that you not only understand the concepts, but you can also apply the knowledge. If you are thinking about taking any type of HR certification, look no further – Elga and team are outstanding!

Melissa Schild, SHRM-CP

I highly recommend HR Training Classes for your HR certification prep course! Elga’s courses and study groups helped me to not only learn the material but also apply it. I was able to study from the comfort of my home and learn all that I needed to know to successfully pass my SHRM-CP! Thank you Elga for walking me through this process and for teaching me all things HR. I could not have done it without your guidance!

Amy Stevens, MBA, SHRM-CP

Today I passed my #shrmcp SHRM with the expertise training from Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP, HRTrainingClasses.com®, Going Learning. It has been a wonderful learning journey and I will continue on with the journey and advancing my knowledge, skills, and abilities with Elga to move forward with PHR next. I truly appreciate Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP, Mike Penn, SPHR, SHRM-SCP, Henry Lejarza, aPHR and all of those that are in our classes on a weekly basis. I highly recommend joining Elga and the team in our HR classes on a weekly basis. Elga is dedicated to helping those who want to advanced in HR, I dare you to join and try. Thank you again!

Megha Keswani, PHR

Elga’s guidance and encouragement during the last couple of months has been invaluable and profoundly inspiring. I have discovered a passion for learning and exploring, for asking questions that weren’t even on my radar few months ago. Elga’s explanation on topics/concepts made it very easy to comprehend the content she taught in class. She exemplifies what it means to be a hardworking person by conducting innumerable 1:1’s with all her students, tireless preparation and commitment to her work. Elga aspires all her students to work for a single goal and i.e. PASS the certification in the first attempt. I owe my success to Elga, my certification would not have been this easy without her guidance and counseling. Thank you so much Elga!

Laura Villacorta, PHR

I was able to take the PHR exam and pass on my first try!! My success is due to the training I received from Elga. Elga has a special ability that comes from her expert knowledge and passion of all the material to teach you to learn and retain the information. Elga provides training you will not see in any other training option, believe me I tried others. Elga stays by your side every step of the way, literally. Elga cares and will assist you to continue your training for additional certifications. Elga is a beautiful person inside and out, when she works with you she makes you feel like you are her only student. While everyone enrolled is striving for their own certifications, you feel like a key player within an engaging community. Elga educates many levels of Professionals during her training and her humble approach is always custom to your level of knowledge. If you want to pass these exams, do not wait and enroll in her course today!! Thank you Elga and your team for assisting me with my certification, I could not have done this without you!!!

Sharon R Jones, MBA, SHRM-SCP, PMP

I just completed my 6-week SHRM Bootcamp with Elga at HRTRainingclasses.com. The course was excellent and it was instrumental in my passing my SHRM-SCP exam. Elga is extremely knowledgeable and she is committed to helping her students obtain their certification. The classes are engaging and her presentation style makes learning easy. In addition to the Bootcamp, Elga offers tons of support with weekly review sessions and 1-1 Coaching Sessions. It was extremely beneficial for me and the 1-1 attention allowed me to identify and focus on areas that needed extra attention. I highly recommend Elga’s program to any HR Professional looking to obtain their certification. This program was invaluable!

Ryan Stobaugh, SHRM-CP

When you think of an instructor you immediately think of someone who is knowledgeable, motivated and passionate about their area of expertise. Those traits exemplify Elga but there is she is so much more to her. Her clear goal is the success of her students. She carves time out of her personal schedule outside of expected class to create opportunities for everyone to review material and share knowledge. She makes it a point to know each of her participants on a personal basis. She cares. My personal experience shows just how valuable Elga was to my success. I completed the course and the week prior to my exam I was feeling confident but nervous so we scheduled a 1-on-1 call to review. After noticing I was tripping up on some concepts, Elga scheduled an two additional sessions to clear up any confusion I had. These touch points were not planned in her busy schedule but she carved out the time to ensure my success. I genuinely feel that Elga was the secret sauce to my success and am thrilled I had her not only an instructor but as a coach. When you join her classes you get more than what you pay for!

Darren Banks, SPHR

I was at my wit’s end when I first joined the “HR TRAINING CLASS” team. At first encounter, I was nervous and hesitant with this new style of learning. Little did I know, Elga and this class were going to assist me in achieving my SPHR Certification. Thankfully, with Elga’s technique, experience, and patience this course was the instrumental cusp which helped me grow confidence and knowledge to become successful and exceed all my expectations. Additionally, Elga’s course encompassed all types of learning; including discussions, webinars, training materials, and one-on-ones. She just didn’t make room on her schedule for me, she created room in her heart for me too. Thanks again for all your help, compassion, and encouragement. We did it!

4-Day Global Professional in Human Resources (GPHR®) Exam Prep Boot Camp

Course:  4-Day Global Professional in Human Resources (GPHR®) Exam Prep Boot Camp

Instructor:  Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP

Location:  Zoom Live Stream

Duration: 4 Days (36 Hours)

Time:  We meet from 9 am to 6 pm Central Time Mon – Thurs


Summary

Join Elga Lejarza-Penn for her 4-Day GPHR® Exam Prep Boot Camp and prepare for and pass the GPHR® Certification Exam to let the business world know you have the knowledge and skills needed to manage HR challenges in a global marketplace. The GPHR demonstrates your expertise of multinational HR responsibilities, including strategies of globalization development of HR policies and initiatives that support organizational global growth.

Who Should Attend (Requirements for obtaining the GPHR®)

  • HR Professionals who have at least 2 years of experience in a professional-level HR position plus a Master’s Degree or higher, or
  • HR Professionals who have at least 3 years of experience in a professional-level HR position plus a Bachelor’s degree, or
  • HR Professionals that have at least 4 years of experience in a professional-level HR position plus a high school diploma

What’s Included


  • 36 Hours of Live Instructor-Led Training
  • Each session’s recording will be available within 24 hours after completion of each live daily session and will remain available to the participants for up to 6 months
  • Two 1-on-1 Exam Prep Study Sessions
  • The 2020 GPHR Study Guide by Distinctive HR

Bonus Re-Sit Policy

Any participant who does not pass their certification exam after taking this workshop is welcome to attend a future class free of charge within 12 months of the original program date.


Cancellation Policy

Cancel up to 30 days in advance for a full refund. Thereafter, refund is 75% of the registration fee. Registrations may be transferred to another person at no cost. Transfers to alternate dates/locations are generally available at no cost. Call for information if you wish to change dates/locations.


What’s Covered


Functional Area 01 |  Strategic Global Human Resources (25%)

Combining an understanding of global business factors and the unique HR challenges faced by such
organizations while serving as a strategic business partner.


Responsibilities:

  • Participate in the development and implementation of the HR strategy to align with the global business strategy (e.g., evaluate local labor market conditions, regulation requirements, costs, language, barriers to entry, PESTLE analysis)
  • Implement workforce planning in alignment with the global business strategy (e.g., evaluate local labor market conditions, regulation requirements, costs, language, barriers to entry, PESTLE analysis, gap analysis output)
  • Prepare and execute elements of workforce restructuring in a global environment (e.g., local laws, risks, international laws, market practices, reputational risk, cost, training capabilities, labor relations, workplace culture, morale, systems, benefits, methodologies)
  • Design and execute a global HR delivery model (e.g., model – regional CoE, global CoE, business partnering, decentralized, local considerations – strategy, expertise, optimization, process improvement, cost savings, talent availability, language availability, time zone considerations – “follow the sun”)
  • Create and manage a global organization design (e.g., local rules on local managers, compliance, cultural differences, time zones, span of control, technology platforms for communications, language)
  • Describe the role, benefits, and limitations of outsourcing, offshoring, and shared services models (e.g., strategy, expertise, optimization, process improvement, cost savings, talent availability, language availability, time zone considerations – “follow the sun”)
  • Use common HR metrics to evaluate HR contributions to the achievement of the organization’s strategic goals (e.g., recruiting, cost per hire, engagement, employee net promoter score (eNPS), time to fill, return-on-investment (ROI), turnover rate, employee overseas assignment ROI)
  • Compare and contrast organic and inorganic (greenfield, brownfield, merger and acquisition) growth strategies from a global HR perspective
  • Determine and manage the HR processes during a merger, acquisition, or divestiture in a global organization (e.g., legal compliance, employee selection, resources, employee welfare, communications, buyer and seller obligations to employees, labor relations)
  • Apply various strategies for operating in countries with minimal headcount (e.g., PEO, use another country’s legal entity, purchase of an entity, partnership with local entity, establish a legal entity, representative office, joint venture)
  • Describe the role, benefits, and limitations of using a Professional Employment Organization (PEO)

Functional Area 02 | Global Talent Management (20%)

Using appropriate tools and metrics to ensure an organization is able to find, develop, engage and keep talent.


Responsibilities:

  • Evaluate the components of a talent management strategy (e.g., strategic employee planning, talent acquisition and retention, performance management, learning and motivating, total rewards, career development and succession planning)
  • Evaluate different approaches to sourcing talent at a global level (e.g., build/buy/borrow, internal/ external recruiting, internal transfers, recruitment process outsourcing (RPO), consultants, employee referrals, social media strategy)
  • Conduct and administer a global talent assessment (e.g., tools, methodology, assessor selection, cultural relevancy, unconscious bias, output, build/buy/borrow talent)
  • Evaluate the differences among various alternate work arrangements (e.g., job sharing, flexible schedules, telecommuting, virtual/remote, cross border) for a global workforce (e.g., cost compliance, productivity, effectiveness, technology, cultural, laws, retention strategy, work-life balance)
  • Identify the risks and benefits of leveraging nonemployees (independent contractors, consultants, third-party contractors) in a global organization (e.g., joint or co-employment, misclassification, financial risks such as owing backpay, legal risks)
  • Design and implement learning and development programs for a global workforce (e.g., language, culture, delivery method, learning styles, gap assessment, time zones, costs, tools, connectivity, technology)
  • Design and implement a performance management framework for a global workforce (e.g., goal setting, laws/regulations, strategy culture, systems/platforms, training, change management)
  • Use diagnostic tools in global organizations to assess employee engagement (e.g., exit surveys, onboarding surveys, engagement surveys, employee net promoter score, stay interviews)
  • Implement programs to improve employee engagement and retention in a global organization (e.g., peer recognition platforms, mentoring and coaching, communication or social platforms)
  • Evaluate the impact of employee organizations (works councils and local unions) on employees, business strategy, and practices, globally and locally
  • Evaluate the impact of the International Labour Organization (ILO), Organisation for Economic Cooperation and Development (OECD), and United Nations (UN) on employees, business strategy, and practice
  • Implement, integrate, automate, and maintain global HR systems and tools (e.g., data privacy, reporting, user experience, regulatory, automation, applicability, and effectiveness)
  • Manage employee data analytics and other emerging technologies in a global environment (e.g., different and relevant benchmarks, different countries, common definitions, different units of measurement, different industries, data privacy, selecting appropriate measures for outcomes)

Functional Area 03 | Global Mobility (15%)

Determining when to send employees abroad and ensuring smooth transitions for those on expatriate assignments and upon return, while ensuring compliance with applicable laws and regulations.


  Responsibilities:

  • Analyze the role, benefits, and limitations of the various types of expatriate assignments (e.g., local plus, hybrid, long-term, short-term)
  • Compare and contrast the following employee types (e.g., host country national, parent country national, third country national, local national)
  • Facilitate the expatriation of an employee going on an overseas assignment (e.g., planning, communication, culture and language training, logistical support, integration, family acclimation, visa and immigration)
  • Assess and administer the demographic factors when selecting employees for an overseas assignment which may not normally be considered for a local position (e.g., religion, sexual orientation, family status, gender, gender identity, nationality, special needs, pets, cultural adaptability, and age)
  • Apply the primary incremental variables included in a cost analysis for an overseas assignment (e.g., immigration, relocation expenses, housing, car allowance, education allowance, home leave allowance, travel allowance, air travel to and from assignment, COLA, consulting fees, and taxes)
  • Recognize and articulate country-to-country differences (regulatory, statutory, and customary) in the hiring and onboarding process for expatriates (e.g., preemployment screening, personally identifiable information, preemployment health check, technological, benefits enrollment, offers vs employment agreements, orienting, immigration, visa, work permit requirements)
  • Identify the most common types of visas applicable to employees and their families who are working or traveling outside their home country
  • Identify the potential country-to-country differences (regulatory, statutory, and customary) in the offboarding process for expatriates (e.g., notice pay, removing from benefits, immigration,
  • government notification, departure travel, return travel, labor organization notification, settlement agreements)
  • Plan and execute the successful repatriation of an employee on an overseas assignment (e.g., planning, communication, having a new position, integration, family re-acclimation, visa, immigration)
  • Describe the key considerations when localizing expatriates (e.g., housing, children’s education, compensation, visa and immigration requirements, migration to local salary and rewards, terms and conditions, portability)
  • Evaluate the primary considerations for a repatriate or expatriate and his/her family when preparing to relocate

Functional Area 04 | Workplace Culture (15%)

Maximizing organizational results by facilitating an inclusive workplace through cultural competence, corporate social responsibility and ethical behavior.


Responsibilities:

  • Describe the cultural dynamics that may impact strategy and behavior in a cross-border context (i.e., Trompenaars and Hofstede)
  • Identify and apply the potential elements of cultural differences and norms when designing HR programs for a global workforce (i.e., Trompenaars and Hofstede)
  • Evaluate the key considerations to mitigate the risks and identify the opportunities for promoting diversity and inclusion in a global workforce (e.g., cultural, religious, social, political, legal, and special needs considerations)
  • Implement and maintain corporate social responsibility (CSR) and ethics program (e.g., employer branding and reputation, risk management, employee engagement, employee satisfaction, strategic partnerships/vendor requirements, cost, obligations, legal and statutory obligation, bribery and corrupt practices: US Foreign Corrupt Practices Act, Safe Harbor Privacy Principles, UK Bribery Act)

Functional Area 05 | Total Rewards (15%)

Providing voluntary and required total rewards appropriate for the work location and circumstances of employment.


Responsibilities:

  • Identify the most common total reward strategies and complexities of statutory and market requirements for local employees and/or expatriates from the perspectives of both the organization and the employee (e.g., health and welfare benefits, compensation, retirement, payroll, equity compensation and taxation, cost analysis, double taxation, totalization agreements)
  • Evaluate the key compensation philosophies of an expatriate package (e.g., host country, home country, Big Mac Index, COLA)
  • Identify the components of supplemental pay (e.g., per diems, hazard pay, hardship allowance, stipends) for local or expatriate employees
  • Identify the circumstances (e.g., political unrest, climate extremes, excessive crime, unusual work schedules) where supplemental pay may be required for local or expatriate employees
  • Compare and contrast the two primary retirement plan types (defined benefit and defined contribution), considering both statutory and voluntary schemes

Functional Area 06 | Risk Management and Compliance (10%)

Keeping an organization’s employees safe, secure and free of discrimination and harassment, while protecting privacy and ensuring compliance with applicable laws and regulations.


Responsibilities:

  • Determine the key considerations in developing and implementing a strategy to proactively manage physical safety and security risks for employees globally
  • Describe the resources commonly used to assess, mitigate, and manage security risks, incidents, and evacuations (e.g., kidnap and ransom insurance, travel and medical services)
  • Evaluate the types of controls in a global HR environment used to manage risk and maintain compliance (e.g., audits, segregation of duties, quality assurance, multi-level approvals, external accreditation, control or exception reporting)
  • Implement and maintain global anti-discrimination, anti-bullying, and anti-harassment policies (e.g., laws, processes, reporting requirements, representation, outcome/consequences, education, language, cultural norms)
  • Develop and execute a global employee investigation plan (e.g., investigator selection, laws, processes, timeline and reporting requirements, representation, outcome/consequences)
  • Identify the key principles of the General Data Protection Regulation (GDPR) (e.g., lawfulness, fairness and transparency, purpose limitations, data minimization, accuracy, storage limitation, integrity and compliance, accountability and compliance)

Felicia E. Nelson, GPHR

Last summer, I knew I’d be changing jobs in the new year and wanted to pass all three exams (SPHR, GPHR, SHRM-SCP) since I had been putting it off due to all the traveling I was doing. I enrolled in HRTrainingClasses in August 2019 and committed to attending Elga’s classes on Tuesday, Thursday and Friday evenings… I’d join from India, France, the Netherlands or wherever I was traveling because I loved Elga’s way of combining the Chapter terms along with real-life examples that I could identify with as a Senior HR leader. Elga’s classes aren’t “hard”, but you have to do your part by reading the material, attending/participating in all her classes and taking advantage of all the training materials available on her website. I passed both the SPHR and SHRM-CP exams in December 2019. Then I studied for the GPHR exam using 1) all the knowledge I had gained for the SPHR exam and then utilized HRCI study guides for GPHR-related terms. I passed the exam on February 14, 2020. Even though I was able to use my years of global HR experience for the GPHR exam, having taken Elga’s classes and passing the SPHR exam first aided me in passing the GPHR exam. By far, this is the best training I have received related to Human Resources in my 30-year HR career.

Shalaura Christmas, PHR

Elga and her team are simply amazing! Enrolling in the boot camp was the best decision I could’ve made. She covers all the material you need to know to pass the exams and she’s invests in you. She is very personable, knowledgeable, and helpful. She was with me every step of the way and I truly appreciate her. Thank you Elga for this wonderful program and all the hard work and dedication from you and your team!

Live 6-Week Evening Online PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp (Starts 1/5/2021)

Instructor:  Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP
Location: 2-Way Interactive Live Stream
Dates:  1/5/2021 thru 2/11/2021
Time: 

  • 7:00 pm to 10:00 pm Central Time on Tuesdays and Thursdays
  • 10:00 am to 11:30 am Central Time on Saturdays for the Weekly Study Q&A Session

* All of the live sessions are recorded and made available the next day in case you have to miss one or you want to listen to it again.


We know what it takes to pass the HR Certification Exams and our Comprehensive Training Solution will allow you to get what you need in only 6 weeks! Join us live via 2-Way Interactive Live Stream from your home or office for this Live 6-Week Evening Online PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp starting January 5th, 2021 and led by the Top Exam Prep Instructor, Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP! Elga has over 25 years of experience in HR and is a Certified Exam Preparation Provider with HRCI and a recertification provider for both HRCI and SHRM and our instructor-led PHR, SPHR, SHRM-CP, SHRM-SCP exam preparation courses are designed to help you pass your PHR, SPHR, SHRM-CP and SHRM-SCP certification exam on the first try! Many of our students go on to pass more than one of the exams after this training!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP and/or SHRM-SCP certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR, SPHR, SHRM-CP and/or SHRM-SCP certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP and/or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them. Our proven system for preparing you for ALL of the exams provides you with what you need to pass them. Don’t just take our word for it, see what our participants have to say: Testimonials and Success Stories It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed and cover everything you need to help you pass both the HRCI and SHRM Certification Exams (PHR, SPHR, SHRM-CP and SHRM-SCP).

You Receive the Following Training Resources and Materials

    • PHR, SPHR, SHRM-CP, SHRM-SCP Study Guide by Distinctive HR
    • Access to all of the Live Session Recordings the morning after the session that you will have access to for 6 months after the class ends
    • Access to dozens of 1-on-1 session recordings from past successful students that have allowed us to record and share
    • Complimentary access to our weekly 1.5-hour study group sessions 
    • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
    • The emotional support needed, literally, up to the last minute before the exam because we are committed to doing whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the PHR, SPHR, SHRM-CP and SHRM-SCP exams.


Bonus Re-Sit Policy

Any participant who does not pass their certification exam after taking this workshop is welcome to attend a future class free of charge within 12 months of the original program date.


Cancellation Policy

Cancel up to 30 days in advance for a full refund. Thereafter, refund is 75% of the registration fee. Registrations may be transferred to another person at no cost. Transfers to alternate dates/locations are generally available at no cost. Call for information if you wish to change dates/locations.


Agenda

January 5, 2021 7:00 PM to 10:00 PM CT
January 7, 2021 7:00 PM to 10:00 PM CT
January 12, 2021 7:00 PM to 10:00 PM CT
January 14, 2021 7:00 PM to 10:00 PM CT
January 19, 2021 7:00 PM to 10:00 PM CT
January 21, 2021 7:00 PM to 10:00 PM CT
January 26, 2021 7:00 PM to 10:00 PM CT
January 28, 2021 7:00 PM to 10:00 PM CT
February 2, 2021 7:00 PM to 10:00 PM CT
February 4, 2021 7:00 PM to 10:00 PM CT
February 9, 2021 7:00 PM to 10:00 PM CT
February 11, 2021 7:00 PM to 10:00 PM CT

WEEK 1 & 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

    • Introductions
    • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
    • Strategic Human Resources Management
    • Organizational Strategy
    • Control and Evaluation
    • Organizational Environments
    • Organizational Culture
    • HR and International Business
    • Ethics and Research
    • Homework – Practice Exam and Reading Assignment

WEEK 3 & 4

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

    • History of Labor Movement
    • Laws affecting Employee and Labor Relations
    • Union Representation
    • Employer Unfair Labor Practices
    • Union Unfair Labor Practices
    • Collective Bargaining
    • Employee Discipline
    • Workforce Behavior Problems and Organizational Exit
    • Employee Involvement Strategies
    • Risk Management
    • Homework – Practice Exam and Reading Assignment

WEEK 5

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

    • Employee Rights Legislation
    • Employment Discrimination
    • Human Resources Planning
    • Job Analysis, Job Description
    • Recruitment
    • International HR Management
    • Homework – Practice Exam and Reading Assignment

WEEK 6

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

    • Legislation affecting Human Resources Development
    • Principles of Training and Development in the Organization
    • Training and Development Techniques
    • Training Delivery
    • Training Evaluation Effectiveness
    • Talent Management Programs
    • Performance Management
    • Change Management
    • Organizational Development Interventions

Part 2 – Total Rewards – Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

    • Key Compensation Legislation
    • Total Rewards
    • Wage Level Decisions
    • Job Evaluation Methods
    • Job Pricing and Rate Decisions
    • Economic Factors and Compensation
    • Compensation Systems
    • Executive Compensation
    • Employee Benefit Program

Live 6-Week Evening Online PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp (Starts 2/23/2021)

Instructor:  Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP
Location: 2-Way Interactive Live Stream
Dates:  2/23/2021 thru 4/1/2021
Time: 

  • 7:00 pm to 10:00 pm Central Time on Tuesdays and Thursdays
  • 10:00 am to 11:30 am Central Time on Saturdays for the Weekly Study Q&A Session

* All of the live sessions are recorded and made available the next day in case you have to miss one or you want to listen to it again.


We know what it takes to pass the HR Certification Exams and our Comprehensive Training Solution will allow you to get what you need in only 6 weeks! Join us live via 2-Way Interactive Live Stream from your home or office for this Live 6-Week Evening Online PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp led by the Top Exam Prep Instructor, Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP! Elga has over 25 years of experience in HR and is a Certified Exam Preparation Provider with HRCI and a recertification provider for both HRCI and SHRM and our instructor-led PHR, SPHR, SHRM-CP, SHRM-SCP exam preparation courses are designed to help you pass your PHR, SPHR, SHRM-CP and SHRM-SCP certification exam on the first try! Many of our students go on to pass more than one of the exams after this training!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP and/or SHRM-SCP certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR, SPHR, SHRM-CP and/or SHRM-SCP certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP and/or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them. Our proven system for preparing you for ALL of the exams provides you with what you need to pass them. Don’t just take our word for it, see what our participants have to say: Testimonials and Success Stories It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed and cover everything you need to help you pass both the HRCI and SHRM Certification Exams (PHR, SPHR, SHRM-CP and SHRM-SCP).

You Receive the Following Training Resources and Materials

    • PHR, SPHR, SHRM-CP, SHRM-SCP Study Guide by Distinctive HR
    • Access to all of the Live Session Recordings the morning after the session that you will have access to for 6 months after the class ends
    • Access to dozens of 1-on-1 session recordings from past successful students that have allowed us to record and share
    • Complimentary access to our weekly 1.5-hour study group sessions 
    • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
    • The emotional support needed, literally, up to the last minute before the exam because we are committed to doing whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the PHR, SPHR, SHRM-CP and SHRM-SCP exams.


Bonus Re-Sit Policy

Any participant who does not pass their certification exam after taking this workshop is welcome to attend a future class free of charge within 12 months of the original program date.


Cancellation Policy

Cancel up to 30 days in advance for a full refund. Thereafter, refund is 75% of the registration fee. Registrations may be transferred to another person at no cost. Transfers to alternate dates/locations are generally available at no cost. Call for information if you wish to change dates/locations.


Agenda

Feb 23, 2021 07:00 PM to 10:00 PM CT
Feb 25, 2021 07:00 PM to 10:00 PM CT
Mar 2, 2021 07:00 PM to 10:00 PM CT
Mar 4, 2021 07:00 PM to 10:00 PM CT
Mar 9, 2021 07:00 PM to 10:00 PM CT
Mar 11, 2021 07:00 PM to 10:00 PM CT
Mar 16, 2021 07:00 PM to 10:00 PM CT
Mar 18, 2021 07:00 PM to 10:00 PM CT
Mar 23, 2021 07:00 PM to 10:00 PM CT
Mar 25, 2021 07:00 PM to 10:00 PM CT
Mar 30, 2021 07:00 PM to 10:00 PM CT
Apr 1, 2021 07:00 PM to 10:00 PM CT

WEEK 1 & 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

    • Introductions
    • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
    • Strategic Human Resources Management
    • Organizational Strategy
    • Control and Evaluation
    • Organizational Environments
    • Organizational Culture
    • HR and International Business
    • Ethics and Research
    • Homework – Practice Exam and Reading Assignment

WEEK 3 & 4

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

    • History of Labor Movement
    • Laws affecting Employee and Labor Relations
    • Union Representation
    • Employer Unfair Labor Practices
    • Union Unfair Labor Practices
    • Collective Bargaining
    • Employee Discipline
    • Workforce Behavior Problems and Organizational Exit
    • Employee Involvement Strategies
    • Risk Management
    • Homework – Practice Exam and Reading Assignment

WEEK 5

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

    • Employee Rights Legislation
    • Employment Discrimination
    • Human Resources Planning
    • Job Analysis, Job Description
    • Recruitment
    • International HR Management
    • Homework – Practice Exam and Reading Assignment

WEEK 6

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

    • Legislation affecting Human Resources Development
    • Principles of Training and Development in the Organization
    • Training and Development Techniques
    • Training Delivery
    • Training Evaluation Effectiveness
    • Talent Management Programs
    • Performance Management
    • Change Management
    • Organizational Development Interventions

Part 2 – Total Rewards – Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

    • Key Compensation Legislation
    • Total Rewards
    • Wage Level Decisions
    • Job Evaluation Methods
    • Job Pricing and Rate Decisions
    • Economic Factors and Compensation
    • Compensation Systems
    • Executive Compensation
    • Employee Benefit Program

5-Day PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp (Starting 12-7-2020)

Course:   5-Day PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp (Starting 12-7-2020)

Instructor:  Elga Lejarza-Penn, SHRM-CP, SHRM-SCP, aPHR, PHR, SPHR

Location:  Online via 2-Way Interactive Live Stream

Dates:  Monday, Dec 7th thru Friday, Dec 11th, 2020

Time:  We meet from 9:00 am to 6:00 pm Central Time with a 15-minute break mid-morning, 1-hour lunch at noon and another 15-minute break mid-afternoon.

Join us online via 2-Way Interactive Live Stream from your home or office for a 5 Day PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp, and led by Elga Lejarza-Penn! Elga has over 25 years of experience in HR and is a Certified Exam Preparation Provider and our instructor-led PHR, SPHR, SHRM-CP, SHRM-SCP exam preparation courses are designed to help you pass your PHR, SPHR, SHRM-CP, and/or SHRM-SCP certification exams on the first try!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP, and/or SHRM-SCP Certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR, SPHR, SHRM-CP, and/or SHRM-SCP Certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the SHRM-CP, SHRM-SCP, PHR & SPHR certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them.  Our proven system for preparing you for the exam provides you with what you need to pass them.  Don’t just take our word for it, see what our participants have to say:  Testimonials and Success Stories  It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed and cover everything you need to help you pass both the HRCI and SHRM Certification Exams (PHR, SPHR, SHRM-CP, and SHRM-SCP).

You Receive the Following Training Resources and Materials

    • 2020 Version – PHR, SPHR, SHRM-CP, SHRM-SCP Study Guide by Distinctive HR
    • Access to all of the Live Session Recordings the morning after the session that you will have access to for 6 months after the class ends
    • Access to dozens of 1-on-1 session recordings from past successful students that have allowed us to record and share
    • Complimentary access to our weekly 1.5-hour study group sessions 
    • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
    • The emotional support needed, literally, up to the last minute before the exam because we are committed to doing whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the PHR, SPHR, SHRM-CP, and SHRM-SCP exams.


Bonus Re-Sit Policy

Any participant who does not pass their certification exam after taking this workshop is welcome to attend a future class free of charge within 12 months of the original program date.


Cancellation Policy

Cancel up to 30 days in advance for a full refund. Thereafter, refund is 75% of the registration fee. Registrations may be transferred to another person at no cost. Transfers to alternate dates/locations are generally available at no cost. Call for information if you wish to change dates/locations.


Agenda  (We Meet Each Day from 8 am to 5 pm Central Time)

DAY 1 and Day 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility, and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

  • Introductions
  • About the Exam: SHRM-CP, SHRM-SCP, PHR & SPHR
  • Strategic Human Resources Management
  • Organizational Strategy
  • Control and Evaluation
  • Organizational Environments
  • Organizational Culture
  • HR and International Business
  • Ethics and Research
  • Health and Security
  • Risk Management
  • Homework – Practice Exam and Reading Assignment

DAY 3

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

  • History of Labor Movement
  • Laws affecting Employee and Labor Relations
  • Union Representation
  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices
  • Collective Bargaining
  • Employee Discipline
  • Workforce Behavior Problems and Organizational Exit
  • Employee Involvement Strategies
  • OSHA
  • Homework – Practice Exam and Reading Assignment

DAY 4

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

  • Employee Rights Legislation
  • Employment Discrimination
  • Human Resources Planning
  • Job Analysis, Job Description
  • Recruitment
  • International HR Management
  • Homework – Practice Exam and Reading Assignment

Day 5

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

  • Legislation affecting Human Resources Development
  • Principles of Training and Development in the Organization
  • Training and Development Techniques
  • Training Delivery
  • Training Evaluation Effectiveness
  • Talent Management Programs
  • Performance Management
  • Change Management
  • Organizational Development Interventions

Part 2 – Total Rewards – Developing/selecting, implementing / administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

  • Key Compensation Legislation
  • Total Rewards
  • Wage Level Decisions
  • Job Evaluation Methods
  • Job Pricing and Rate Decisions
  • Economic Factors and Compensation
  • Compensation Systems
  • Executive Compensation
  • Employee Benefit Program

Live 6-Week Evening Online PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp (Starts 4/13/2021)

Instructor:  Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP
Location: 2-Way Interactive Live Stream
Dates:  4/13/2021 thru 5/22/2021
Time: 

  • 7:00 pm to 10:00 pm Central Time on Tuesdays and Thursdays
  • 10:00 am to 12:00 pm Central Time on Saturdays for the Weekly Study Q&A Session (Every other week Elga goes until 1:00 pm covering SHRM-SCP specific topics for the additional hour)
  • Spanish Study Groups Add-On (Can be purchased with the regular class) – 7:00 pm to 8:30 pm Wednesdays and Fridays

* All of the live sessions are recorded and made available the next day in case you have to miss one or you want to listen to it again.


We know what it takes to pass the HR Certification Exams and our Comprehensive Training Solution will allow you to get what you need in only 6 weeks! Join us live via 2-Way Interactive Live Stream from your home or office for this Live 6-Week Evening Online PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp led by the Top Exam Prep Instructor, Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP! Elga has over 25 years of experience in HR and is a Certified Exam Preparation Provider with HRCI and a recertification provider for both HRCI and SHRM and our instructor-led PHR, SPHR, SHRM-CP, SHRM-SCP exam preparation courses are designed to help you pass your PHR, SPHR, SHRM-CP and SHRM-SCP certification exam on the first try! Many of our students go on to pass more than one of the exams after this training!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP and/or SHRM-SCP certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR, SPHR, SHRM-CP and/or SHRM-SCP certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP and/or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them. Our proven system for preparing you for ALL of the exams provides you with what you need to pass them. Don’t just take our word for it, see what our participants have to say: Testimonials and Success Stories It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed and cover everything you need to help you pass both the HRCI and SHRM Certification Exams (PHR, SPHR, SHRM-CP and SHRM-SCP).

You Receive the Following Training Resources and Materials

    • PHR, SPHR, SHRM-CP, SHRM-SCP Study Guide by Distinctive HR
    • Access to all of the Live Session Recordings the morning after the session that you will have access to for 6 months after the class ends
    • Access to dozens of 1-on-1 session recordings from past successful students that have allowed us to record and share
    • Complimentary access to our weekly 1.5-hour study group sessions 
    • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
    • The emotional support needed, literally, up to the last minute before the exam because we are committed to doing whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the PHR, SPHR, SHRM-CP and SHRM-SCP exams.


Bonus Re-Sit Policy

Any participant who does not pass their certification exam after taking this workshop is welcome to attend a future class free of charge within 12 months of the original program date.


Cancellation Policy

Cancel up to 30 days in advance for a full refund. Thereafter, refund is 75% of the registration fee. Registrations may be transferred to another person at no cost. Transfers to alternate dates/locations are generally available at no cost. Call for information if you wish to change dates/locations.


Agenda (In addition to the following, every Saturday there will be a Q&A Study Session starting at 10 am Central Time)

Apr 13, 2021 07:00 PM to 10:00 PM Central Time
Apr 15, 2021 07:00 PM to 10:00 PM Central Time
Apr 20, 2021 07:00 PM to 10:00 PM Central Time
Apr 22, 2021 07:00 PM to 10:00 PM Central Time
Apr 27, 2021 07:00 PM to 10:00 PM Central Time
Apr 29, 2021 07:00 PM to 10:00 PM Central Time
May 4, 2021 07:00 PM to 10:00 PM Central Time
May 6, 2021 07:00 PM to 10:00 PM Central Time
May 11, 2021 07:00 PM to 10:00 PM Central Time
May 13, 2021 07:00 PM to 10:00 PM Central Time
May 18, 2021 07:00 PM to 10:00 PM Central Time
May 20, 2021 07:00 PM to 10:00 PM Central Time

WEEK 1 & 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

    • Introductions
    • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
    • Strategic Human Resources Management
    • Organizational Strategy
    • Control and Evaluation
    • Organizational Environments
    • Organizational Culture
    • HR and International Business
    • Ethics and Research
    • Homework – Practice Exam and Reading Assignment

WEEK 3 & 4

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

    • History of Labor Movement
    • Laws affecting Employee and Labor Relations
    • Union Representation
    • Employer Unfair Labor Practices
    • Union Unfair Labor Practices
    • Collective Bargaining
    • Employee Discipline
    • Workforce Behavior Problems and Organizational Exit
    • Employee Involvement Strategies
    • Risk Management
    • Homework – Practice Exam and Reading Assignment

WEEK 5

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

    • Employee Rights Legislation
    • Employment Discrimination
    • Human Resources Planning
    • Job Analysis, Job Description
    • Recruitment
    • International HR Management
    • Homework – Practice Exam and Reading Assignment

WEEK 6

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

    • Legislation affecting Human Resources Development
    • Principles of Training and Development in the Organization
    • Training and Development Techniques
    • Training Delivery
    • Training Evaluation Effectiveness
    • Talent Management Programs
    • Performance Management
    • Change Management
    • Organizational Development Interventions

Part 2 – Total Rewards – Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

    • Key Compensation Legislation
    • Total Rewards
    • Wage Level Decisions
    • Job Evaluation Methods
    • Job Pricing and Rate Decisions
    • Economic Factors and Compensation
    • Compensation Systems
    • Executive Compensation
    • Employee Benefit Program

Effectively Leading HR Projects and Initiatives (Starts 11-5-2020)

HRCI SHRM 2020 Recertification Provider
HRCI – 2 HR(General) Credits
SHRM – 2 PDC’s

Instructor: Sharon R Jones, MBA, SHRM-SCP, PMP

Location: Zoom Live Stream

Duration: 2-Hour

Course Objective/Summary:

Organizations depend on HR to successfully deliver key initiatives. Today’s HR professionals need the skills to lead multiple HR Projects effectively.  This introduction to “Leading HR Projects and Initiatives” is designed to provide HR Professionals with the required skills for leading projects.

Areas Covered in the Session:

  • Working effectively with Executive Project Sponsor
  • Create a Project Charter and Scope
  • Manage Stakeholders effectively
  • Examine Change Impacts
  • Establish a Communication Plan
  • Identify Project Risks
  • Reverse Project Challenges into Best Practices
  • Summary & Call to Action

Leading Multiple Generations in the Workplace (11-13-2020)

HRCI SHRM 2020 Recertification Provider

HRCI – 1 HR(General) Credits
SHRM – 1 PDC’s

Instructor: Sharon R Jones, MBA, SHRM-SCP, PMP

Location: Zoom Live Stream

Duration: 1-Hour

Course Objective/Summary:

Leaders are increasingly challenged with managing multi-generations in the workplace. Differing expectations, mindsets, work styles, and communication styles contribute to generational gaps and conflict in the workplace. This webinar will provide strategies and recommendations for recruiting, retaining, and leading across generations. It will also focus on proven techniques for creating multi-generation friendly cultures and workplaces.

Areas Covered in this Training:

  • Identify the benefits & challenges of Leading Multiple Generations.
  • Identify strategies for overcoming generational gaps in the workplace.
  • Leading effectively with Multiple Generations
  • Building a Multi-Generational friendly culture.

Leading Virtual Teams

HRCI SHRM 2020 Recertification Provider
HRCI – 1 HR(General) Credits
SHRM – 1 PDC’s

Instructor: Sharon R Jones, MBA, SHRM-SCP, PMP

Location: Zoom Live Stream

Duration: 1-Hour

Course Objective/Summary:

Today’s leaders are facing new and unprecedented challenges.  One of those challenges is how to lead and engage virtual teams. Teams are learning how to work effectively in this new virtual world of work. This online session helps leaders to develop the critical skills needed to lead and engage virtual teams, build accountability, increase collaboration, and deliver results in a virtual environment. The session will also provide tools for working successfully across multiple locations, geographies, and cultural differences.   Participants will also gain an understanding of the communication and collaboration tools needed to deliver results in a virtual environment.  

Areas Covered in the Session:

  • Ways to lead teams more effectively in the virtual environment
  • Benefits of Virtual/Remote Teams
  • Maximizing your Leading Styles in the Virtual Environment
  • Best Practices for Leading Virtually
  • Tips on Virtual Meetings – how to make them more effective and more creative
  • Virtual Team Building
  • Accountability in the Virtual Environment
    • Accountability with Flexibility
  • Virtual Teams and building Employee Engagement
  • Rewards & Recognition in the Virtual Environment
  • Summary & Call to Action

Live 6-Week Evening Online PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp (Starts 6/1/2021)

Instructor:  Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP
Location: 2-Way Interactive Live Stream
Dates:  6/1/2021 thru 7/8/2021
Time: 

  • 7:00 pm to 10:00 pm Central Time on Tuesdays and Thursdays
  • 10:00 am to 11:30 am Central Time on Saturdays for the Weekly Study Q&A Session

* All of the live sessions are recorded and made available the next day in case you have to miss one or you want to listen to it again.


We know what it takes to pass the HR Certification Exams and our Comprehensive Training Solution will allow you to get what you need in only 6 weeks! Join us live via 2-Way Interactive Live Stream from your home or office for this Live 6-Week Evening Online PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Boot Camp led by the Top Exam Prep Instructor, Elga Lejarza-Penn, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP! Elga has over 25 years of experience in HR and is a Certified Exam Preparation Provider with HRCI and a recertification provider for both HRCI and SHRM and our instructor-led PHR, SPHR, SHRM-CP, SHRM-SCP exam preparation courses are designed to help you pass your PHR, SPHR, SHRM-CP and SHRM-SCP certification exam on the first try! Many of our students go on to pass more than one of the exams after this training!

Why You Should Attend This Workshop

Whether you’re a seasoned pro or just starting out on your HR journey, a PHR, SPHR, SHRM-CP and/or SHRM-SCP certification is the perfect way to be distinguished and position yourself as a credible and knowledgeable HR Professional. With a certification, you will increase your marketability by being recognized for your skills. You will build your competencies, you will assist your organization by reducing risks and driving business results and you will definitely outperform the competition!

Obtaining your PHR, SPHR, SHRM-CP and/or SHRM-SCP certification will not only help improve your work performance, but it provides a powerful boost to your confidence and career momentum.  The U.S Bureau of Labor Statistics projects the demand for HR professionals to continue growing by an average of 15% through 2025, and that HR professionals who hold the PHR, SPHR, SHRM-CP and/or SHRM-SCP certification generally tend to make more money than peers who do not.  These exams are not easy, they require the right preparation to pass them. Our proven system for preparing you for ALL of the exams provides you with what you need to pass them. Don’t just take our word for it, see what our participants have to say: Testimonials and Success Stories It’s time to take action and launch your career to the next level by obtaining your HR Certification!

What’s Covered

Your Exam Prep Workshop includes modules that align with the HR Bodies of Knowledge and are designed and cover everything you need to help you pass both the HRCI and SHRM Certification Exams (PHR, SPHR, SHRM-CP and SHRM-SCP).

You Receive the Following Training Resources and Materials

    • PHR, SPHR, SHRM-CP, SHRM-SCP Study Guide by Distinctive HR
    • Access to all of the Live Session Recordings the morning after the session that you will have access to for 6 months after the class ends
    • Access to dozens of 1-on-1 session recordings from past successful students that have allowed us to record and share
    • Complimentary access to our weekly 1.5-hour study group sessions 
    • Complimentary 1 hour one-on-one session before your exam to make sure you are ready
    • The emotional support needed, literally, up to the last minute before the exam because we are committed to doing whatever it takes to make you successful at passing your HR Certification exams!

We also provide you instructions for applying and registering for the PHR, SPHR, SHRM-CP and SHRM-SCP exams.


Bonus Re-Sit Policy

Any participant who does not pass their certification exam after taking this workshop is welcome to attend a future class free of charge within 12 months of the original program date.


Cancellation Policy

Cancel up to 30 days in advance for a full refund. Thereafter, refund is 75% of the registration fee. Registrations may be transferred to another person at no cost. Transfers to alternate dates/locations are generally available at no cost. Call for information if you wish to change dates/locations.


Agenda

Jun 1, 2021 07:00 PM to 10:00 PM Central Time
Jun 3, 2021 07:00 PM to 10:00 PM Central Time
Jun 8, 2021 07:00 PM to 10:00 PM Central Time
Jun 10, 2021 07:00 PM to 10:00 PM Central Time
Jun 15, 2021 07:00 PM to 10:00 PM Central Time
Jun 17, 2021 07:00 PM to 10:00 PM Central Time
Jun 22, 2021 07:00 PM to 10:00 PM Central Time
Jun 24, 2021 07:00 PM to 10:00 PM Central Time
Jun 29, 2021 07:00 PM to 10:00 PM Central Time
Jul 1, 2021 07:00 PM to 10:00 PM Central Time
Jul 6, 2021 07:00 PM to 10:00 PM Central Time
Jul 8, 2021 07:00 PM to 10:00 PM Central Time

WEEK 1 & 2

Business Management, Leadership and Strategy, HR Strategic Planning, Structure of the HR Function, HR in the Global Context, Technology Management, Corporate Social Responsibility and Risk Management – Developing, contributing to, and supporting the organization’s mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

    • Introductions
    • About the Exam:  SHRM-CP, SHRM-SCP, PHR, SPHR
    • Strategic Human Resources Management
    • Organizational Strategy
    • Control and Evaluation
    • Organizational Environments
    • Organizational Culture
    • HR and International Business
    • Ethics and Research
    • Homework – Practice Exam and Reading Assignment

WEEK 3 & 4

Employee and Labor Relations, Engagement and Retention – Developing, implementing/administering, and evaluating the workplace to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization’s goals and objectives.

    • History of Labor Movement
    • Laws affecting Employee and Labor Relations
    • Union Representation
    • Employer Unfair Labor Practices
    • Union Unfair Labor Practices
    • Collective Bargaining
    • Employee Discipline
    • Workforce Behavior Problems and Organizational Exit
    • Employee Involvement Strategies
    • Risk Management
    • Homework – Practice Exam and Reading Assignment

WEEK 5

Talent Planning and Acquisition, Workforce Management, US Employment Laws and Regulations – Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.

    • Employee Rights Legislation
    • Employment Discrimination
    • Human Resources Planning
    • Job Analysis, Job Description
    • Recruitment
    • International HR Management
    • Homework – Practice Exam and Reading Assignment

WEEK 6

Part 1 – Learning and Development, Organizational Effectiveness and Development, Diversity & Inclusion – Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skill, abilities, and performance of the workforce meet current and future organizational and individual needs.

    • Legislation affecting Human Resources Development
    • Principles of Training and Development in the Organization
    • Training and Development Techniques
    • Training Delivery
    • Training Evaluation Effectiveness
    • Talent Management Programs
    • Performance Management
    • Change Management
    • Organizational Development Interventions

Part 2 – Total Rewards – Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups to support the organization’s goals, objectives, and values.

    • Key Compensation Legislation