Human resource administration is complex today. Much information must be gathered and kept for each employee and human resource departments must know what is required, how to handle the information, how to protect the privacy and rights of its employees, how to follow proper record-keeping procedures and how to assure policies are up-to-date, viable, understood and followed by management and employees. The execution of these policies and practices is equally important to establishing them.

Beginning with an overall audit of human resources practices, this seminar covers best practices and legal requirements of human resource management. Each section will give proactive practices to minimize risk for each major area of human resource administration to assure one’s organization has equitable, legal and safe human resource practices. This seminar will examine the relationship between employee and employer, standards of conduct, how legal requirements must be met and how human resources can assure they are administered fairly and impartially.

Learning Objectives:

After completing the course participants will be able to:

  • Assess the effectiveness of human resource policies and practices
  • Understand employee record management, retention and destruction of records
  • Understand one’s role in emergency preparedness
  • Assure compliance with applicable labor laws
  • Select, design and administer employee policies
  • Conduct legal and effective hiring
  • Perform essential reference and background checks
  • Select and administer performance management programs which add value
  • Handle counseling, discipline and terminations fairly and professionally
Seminar Fee Includes:
AM-PM Tea/Coffee
Seminar Material
USB with seminar presentation
Hard copy of presentation
Attendance Certificate
$100 Gift Cert for next seminar

Who will Benefit:

This course is a refresher for the senior HR officer, an overview for various HR specialists and supervisors who administer policies on a day-to-day basis as well as those responsible for assuring compliance and minimizing and/or eliminating risk. The following job titles will benefit:

  • Vice Presidents, Directors, & Managers of Human Resources
  • Employment Managers
  • Employee Relations Professionals
  • Chief Talent Officers
  • HR Coordinators/Supervisors
  • Recruiters
  • HR Administrators
  • HR Analysts
  • Compliance Officers
  • Auditors
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Day 01(8:30 AM - 4:30 PM)
  • 8:30 AM - 8:59 AM: Registration Process:
  • 9:00 AM: Session Start Time:
  • Human Resources Administration
  • 9:00 a.m. – 9:15 a.m.Welcome and Introductions
  • 9:15 a.m. – 10:15 a.m. - Module 1: Human Resource Risk Assessment: Auditing Your Human Resources Practices

    This session covers auditing human resources practices for compliance and identifying and addressing areas that may not comply with applicable laws and/or company policy.

    • Staffing the organization
    • Legal postings
    • Employment
    • Salary administration
    • Payroll and taxes
    • Orientation, training and development
    • Terminations
    • Employee relations and communications
    • Employee records
  • 10:15 a.m. – 10:30 a.m. - Break
  • 10:30 a.m. 11:15 a.m. – Module 2: Human Resources Recordkeeping

    This session gives an overview of how employee records should be kept and considerations of proper content.

    • Placing employee information in appropriate files
    • Protecting privacy of employee files
    • Access to employee files and information
    • Hiring forms and information
    • Termination forms and records
  • 11:15 a.m. – 12:00 noon - Module 3: Retention and Destruction of Records

    This session reviews where and how long records should be kept and when and how they should be destroyed in order to stay in compliance.

    • where records should be kept
    • Legal records
    • Payroll and taxes
    • Back- up systems
    • Documenting oral and electronic communications
    • Critical incidence files
    • Record maintenance
    • Security of files
    • Archive methods
  • 12:00 noon – 1:00 p.m. - Lunch
  • 1:00 p.m. – 1:45 p.m. –Module 4: Hiring and Termination Forms and Records

    This session covers employment and termination forms and setting up and closing employee records.

    • Forms pre-hire and at time of hire
    • Signed acknowledgements
    • Forms at termination
    • Hire Checklist and Termination Checklist
    • Archiving records
  • 1:45 p.m. – 2:30 p.m. – Module 5: Reference and Background Checks

    This session covers the importance of performing reference and background checks to avoid the pitfalls of finding out too late that you have made the wrong hire which can be costly and, in some cases, subject to liability.

    • Applications and obtaining permission to check references
    • Complying with legal requirements of references and background checks
    • Selecting appropriate references
    • Verbal and written references: tailoring your questions to fit the job
    • How to proceed if the company refuses to give information requested
    • Verifying position, dates of hire and salary for a company that is no longer in business
    • Selecting kinds of background checks, including mandatory screening
    • What background checks are illegal or ill-advised: controversies over credit and criminal checks
    • Verifying education and college transcripts
    • Drug and Alcohol policies and drug and alcohol tests
    • Access to references
  • 2:30 p.m. – 2:45 p.m. - Break
  • 2:45 p.m. 3:45 p.m. – Module 6: Emergency Preparedness and Crisis Management

    This session will cover emergency preparedness and planning for disasters and crises is an important obligation of all employers today.

    • Selecting your crisis team; defining and assigning responsibilities
    • Essential policies and procedures to address emergencies
    • Employee training programs
    • Emergency call lists
    • Emergency medical services
    • Reporting accidents and incidents
    • Evacuation plans
    • Disaster recovery plans and backup systems
    • Interruptions in customer service and business
    • Communications and media coverage
    • Briefing and debriefing
    • Violence or threats in the workplace
    • Natural disasters and severe weather policies
    • Emergency preparedness for individuals with disabilities
    • Payroll recovery
    • Employee assistance programs
    • Complying with applicable laws
  • 3:45 p.m. to 4:30 p.m. - Conclusion and Summary: Q & A
Day 02(8:30 AM - 4:30 PM)
  • Human Resources Policies and Practices
  • 8:30 a.m. – 9:15 a.m. – Review and Assignments
  • 9:15 a.m. – 10:15 a.m. - Module 1: Understanding and Complying with Applicable Labor Laws

    This session will concentrate on basic labor laws based on size and industry as well as addressing new and/or controversial laws to be sure they are addressed.

    • Determining responsibilities for areas in human resources
    • Selection and hiring; preventing adverse impact
    • The business case for diversity
    • Legal pitfalls of labor law
    • Avoiding discrimination cases
    • Managing FMLA, ADA, workers compensation, HIPAA and GINA
    • Linking performance with compensation
    • Management succession planning
    • Training and development
    • Promotions, transfers, layoffs and terminations
    • Unemployment compensation
    • Employee relations and transparency
  • 10:15 a.m. – 10:30 a.m. - Break
  • 10:30 a.m. 11:30 a.m. - Module 2: Selecting, Designing and Administrating Employment Policies

    This session gives an overview of what policies should be included in a company policy manual and how they are communicated and updated.

    • Basic policies
    • Legal policies
    • Company Mission/Vision/Values
    • Specific Policies For Type of Business/Organization
    • Relationships – Employer, Employees, Public
    • Communicating and Administering Policy Fairly and Consistently
    • Sign-Off Statements
    • Rights of Employer and Employee
  • 11:30 a.m. – 12:00 noon - Module 3: Writing Sample Policies
  • Attendees will practice writing policy and covering all necessary components in writing one.

  • 12:00 noon – 1:00 p.m. – Lunch
  • 1:00 p.m. – 2:00 p.m. – Module 4: Legal and Successful Interviewing and Hiring Practices

    This session covers the interviewing and selection process from the perspective of compliance to applicable employment laws as well as making the best choices for your organization.

    • Writing legal employment ads
    • Setting specifications and competencies required for positions
    • Questions you may ask and questions that are illegal
    • Behavior-based and competency-based interviewing techniques
    • Candidate evaluation
    • Affirmative action plan goals and measuring “adverse impact”
    • References and background checks
    • Additional information obtained after the employment offer
  • 2:00 p.m. – 3:00 p.m. –Module 5: Performance Management: Types of Evaluations and Writing Reviews

    This session covers different performance evaluation methods and techniques to assess employee performance, and tips how to write a meaningful and fair evaluation, set performance standards and goals.

    • Setting performance criteria and standards
    • Legally writing and conducting performance reviews
    • Coaching the best performance from employees
    • Setting goals and plans for improvement
    • Adding value to both employer and employee through performance evaluation
  • 3:00 p.m. – 3:15 p.m. - Break
  • 3:15 p.m. 4:15 p.m. –Module 6: Documenting and Handling Disciplinary Actions and Terminations

    This session covers discipline policies, standards of conduct, and the process of counseling and progressive discipline, up to and including termination. It will also cover performance improvement plans and monitoring progress and the legal aspects of discipline and discharge.

    • Effective counseling and discipline policies
    • Objectives of discipline
    • Documentation of substandard performance and inappropriate behavior.
    • Standards of conduct and consequences of not following them.
    • Tracking performance and documenting results.
    • Coaching and counseling employees
    • Performance improvement plans
    • Determining when termination is necessary and handling terminations
  • 4:15 p.m. - 4:30 p.m. - Conclusion and Summary: Q & A
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Elga Lejarza

Vanessa G. Nelson,MSA, SPHR, CLRL
President of Expert Human Resources, LLC

Ms. Nelson is founder and President of award-winning Expert Human Resources, which she founded to help companies maintain employment law compliance, avoid workplace litigation, reduce costs, and increase revenue.

Vanessa established Expert Human Resources in 2009, after observing companies' frustrations with complying with constantly changing employment laws as well as continually dealing with workplace litigations and fines. Vanessa realized that a lot of the litigious situations that businesses encountered could be avoided by their being proactive and implementing updated polices and applying them correctly. Vanessa also recognized that many companies could not afford a full-time HR person, or department, to assist in maintaining compliance with employment laws, as well as applying policies and practices correctly; therefore she established a "portable HR" to accommodate those businesses.

Vanessa is a results-oriented HR Consultant with a unique background in business management, spanning over 29 years at two major medical centers in Michigan. Her expertise includes: HR audits, labor relations, employment laws, employee relations, workplace investigations, and policies and procedures. Additionally, Ms. Nelson has worked with companies to implement processes to improve conflict management and employee relations and conducted harassment training to improve company efficiencies. She has helped companies save hundreds of thousands of dollars.

Ms. Nelson received her Master of Science in Administration/Human Resources Management from Central Michigan University, and a Bachelor in Business Management from Northwood University. She holds the Certified Senior Professional in Human Resources (SPHR) credential from Human Resources Certification Institute, Certified Labor Relations Leader (CLRL) from Michigan State University, and is Six Sigma White Belt certified.

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