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Overview
A Full Day Brimming With Employment Law Best Practices
The rapid pace of change in the employment law arena requires constant vigilance on the part of HR professionals. It's all too easy to miss a seemingly minor detail and have your employer face a financially debilitating lawsuit as a result. Don't let your company's employment policies and procedures fall into legal obsolescence and fail to provide safeguards. Let our experienced attorney faculty provide you with up-to-date information on the FLSA, HIPAA, and more. Take away indispensable legal information you can use to reinforce your company's HR practices - register today!
- Get the latest FLSA perspectives and ensure your wage and hour practices are up to speed.
- Determine if the language of your organization's handbook contains potential legal landmines.
- Sidestep potential HIPAA violations when handling employee medical information.
- Handle hiring and firing issues with confidence - know which practices will land you in hot water.
- Ensure your company's social media policy provides maximum legal protections.
- Confidently investigate misconduct, create performance improvement plans, and more.
Abbreviated Agenda
- FLSA Essentials: Practically Applying the Most Recent Legal Perspectives
- Using Handbooks to Protect Against Legal Liabilities: With Example Policies
- Employee Relations: Legal Solutions for Sensitive Workplace Issues
- HIPAA Best Practices for HR: Ensuring Confidentiality of Medical Information
- Social Media Policies: Balancing Employer Needs and Employee Rights
- Hiring and Firing: Legal Dos and Don'ts for Crucial HR Functions
- Drugs and Alcohol in the Workplace: Marijuana and Other Considerations
Credit Details
Credits Available
| Credit | Status | Total | Until |
|---|---|---|---|
| New Hampshire CLE |
|
6 Total | 11-13-2026 |
Select Jurisdiction
CLE
Agenda
-
FLSA Essentials: Practically Applying the Most Recent Legal Perspectives
- Primary Duties Test: Recognizing the Top Pitfalls
- Salary Test Legal Essentials
- Independent Contractor Issues
- Off-The-Clock Work and Unauthorized Overtime
- Addressing Employer Errors: Essential Safe Harbor Policies to Have
-
Using Handbooks to Protect Against Legal Liabilities: With Example Policies
- Handbook Scope: How Much Is Too Much?
- What Topics You Must Include: With Example Language
- Key Disclaimers You Can't Forget
- Avoiding Implied Contractual Relationships
- Essential Updates: NLRB and Other Concerns
- Updating Handbooks: With Checklists
-
Employee Relations: Legal Solutions for Sensitive Workplace Issues
- Granting Employee Leave: FMLA, ADA, and Other Considerations
- Return-to-Work Policies After Leave
- Disciplinary Actions
- Investigating Misconduct
- Answering Discrimination and Harassment Complaints
- Workplace Safety and Security Issues: Firearms, Disgruntled Employees, Domestic Violence, etc.
- Creating Performance Improvement Plans
- Employee Evaluations: Best Practices
-
HIPAA Best Practices for HR: Ensuring Confidentiality of Medical Information
- When Does HIPAA Apply to Employers?
- Requesting Protected Health Information (PHI): FMLA and Other Purposes
- Safeguarding PHI
- Putting PHI Policies in Place: With Examples
-
Social Media Policies: Balancing Employer Needs and Employee Rights
- Social Media and NLRA Violations for Non-Union Employers
- To What Extent May Employers Limit Social Media Use?
- Using Private Social Media Accounts for Business Purposes
- Using Social Media in Hiring Decisions
- Best Practices for Creating and Updating Social Media Policies
-
Hiring and Firing: Legal Dos and Don'ts for Crucial HR Functions
- Crafting Legally Compliant Job Descriptions
- What Employers Can and Can't Ask About Criminal Backgrounds, Credit Histories, etc.
- How Enforceable Are Non-Compete, Non-Solicit, and Confidentiality Agreements?
- Verifying Immigration Status - E-Verify and Other Considerations
- Legally Defensible Termination Documentation
- Terminating Employees on Leave
- Separation Agreements and Releases: With Examples
-
Drugs and Alcohol in the Workplace: Marijuana and Other Considerations
- Accommodating Medical Marijuana Users: Do Employers Have To?
- Drug-Testing Considerations for Current and Prospective Employees
- Firing and Disciplining Medical Marijuana Users: Current Legal Perspectives
- Creating Drug and Alcohol Policies That Leave No Room for Interpretation
Who Should Attend
This intermediate level online seminar on HR legal issues is of benefit to:
- Human Resource Professionals
- Attorneys
- Corporate Executives
- Accountants
- Payroll Professionals
- Paralegals
Speakers
Speaker bio
Marcia S. Wagner
is the founder of The Wagner Law Group, a certified woman-owned and operated business, and one of the nation's largest and most highly regarded boutique law firms. She specializes in ERISA, employee benefits, executive compensation, employment, labor, human resources, personal law (estate planning and family), and investment management law. Ms. Wagner graduated summa cum laude and Phi Beta Kappa from Cornell University, and is a graduate of Harvard Law School. She is an authority on employee benefits matters, including qualified and non-qualified plans, fiduciary issues, deferred compensation, and welfare benefit arrangements. Ms. Wagner's experience in employee benefits includes plan design, drafting and preparation, compliance, tax planning and consultation on all aspects of ERISA and the Internal Revenue Code. She is associated with IRS Advisory Committee on Tax Exempt and Government Entities, Legg Mason Retirement Advisory Council, American College of Employee Benefits Counsel, Harvard Law School, National Association of Professional Women, Advisory Board on Compensation Planning for Tax Management, Inc., Foundation for Fiduciary Studies, Joseph M. Katz School of Business, University of Pittsburgh, and several others. Ms. Wagner is admitted to practice in Massachusetts, District of Columbia and New Hampshire.
Speaker bio
Cassandra S. Fuller
is an associate at Morgan, Brown & Joy, LLP, where she counsels and defends private employers and not-for-profit corporations across all labor and employment matters. Her experience addresses all matters of workplace discrimination and harassment, employee discipline, retaliation, termination, employee leave matters, and employment policy development. As a result of this experience, Ms. Fuller regularly conducts trainings on the prevention of unlawful harassment and other employment matters. She is a member of the Massachusetts Bar Association, New York State Bar Association, and Northern District of New York Federal Court Bar Association. Ms. Fuller earned her B.A. degree, cum laude, from Providence College and her J.D. degree, magna cum laude, from Suffolk University Law School. She is licensed to practice law in Massachusetts, New York, District of Massachusetts Federal Court, and the Northern, Southern and Eastern districts of New York Federal Court.
Speaker bio
Jade Butman
is of counsel at Ogletree, Deakins, Nash, Smoak & Stewart, P.C., in their San Francisco office. She began working on wage and hour class and representative actions shortly after California implemented its landmark legislation, the Private Attorneys General Act (PAGA), and has successfully resolved dozens of PAGA and wage and hour actions since then. Ms. Butman routinely works with clients to implement compliance programs involving California pay practices, meal and rest break requirements, wage statement regulations, joint employment, piece rate pay, commissions, discrimination and harassment prevention, and emerging California legal developments. She earned her B.A. degree from Dartmouth College and her J.D. degree from the University of Pittsburgh, School of Law. Ms. Butman is admitted to practice law in California, New Hampshire and New York.
Speaker bio
Lindsay E. Nadeau
is a member of Orr & Reno P.A.'s Governmental Relations Department and Administrative Law team. She helps clients seek creative legislative and regulatory solutions to their legal needs, and frequently represents clients before the New Hampshire House and Senate, Governor and Executive Council, New Hampshire Insurance Department, New Hampshire Department of Health and Human Services, State Department of Labor, Commission for Human Rights and other administrative agencies. Ms. Nadeau serves clients in all aspects of their employment and human resources needs, including drafting policies and handbooks, conducting personnel investigations, negotiating employment and severance agreements, drafting non-compete and non-solicitation agreements, conducting employee trainings, and advocating for clients in disputes before the New Hampshire Human Rights Commission, U.S. Equal Employment Opportunity Commission and New Hampshire Department of Labor. She is a former member of the Board of Directors of the New Hampshire Women's Bar Association, Board of Trustees for the New Hampshire Supreme Court Society and the New Hampshire Institute for Civics Education, and was past chair, Board of Directors of the New Hampshire Coalition Against Domestic and Sexual Violence. Ms. Nadeau earned her B.A. degree, summa cum laude, from University of New Hampshire and her J.D. degree, magna cum laude, from University of New Hampshire School of Law. She is admitted to practice in New Hampshire, Massachusetts and before the U.S. District Court for the Districts of New Hampshire and Massachusetts.
Speaker bio
Melanie C. Cormier
is an associate in Ogletree, Deakins, Nash, Smoak & Stewart, P.C.'s Boston office and she focuses on employment litigation and counseling. Ms. Cormier is part of Ogletree Deakins' Drug Testing Practice Group and counsel employers on drug testing laws and marijuana legislation, and draft drug testing policies. Ms. Cormier also represent employers in a wide range of litigation matters, including allegations of discrimination, retaliation, harassment, and wrongful termination, as well as wage and hour matters. Ms. Cormier is admitted to practice law in Massachusetts, New Hampshire, Maine, and New York.
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