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CLE     System


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RegisterMistakes to Avoid When Drafting a Handbook
Thursday, September 17
12:00 p.m. - 1:00 p.m. CDT; 10:00 a.m. - 11:00 a.m. PDT
Pending approval for 1 Hour of CLE; Approved for MCLE Credit; Approved for for HRCI Credit

One size does not fit all when it comes to employee handbooks.  Drafting an effective and enforceable handbook can be tricky.  While handbook policies need to be specific enough to enforce, they do not need to be so specific they leave an employer with no options.  This webinar will give pointers on drafting an effective handbook by discussing common mistakes HR professionals make when drafting an employee handbook.

Our questions include:
- Avoiding Creating a Contract
- Using the Wrong Words
- Borrowing Policies from Other Sources
- Violating Labor Laws
- Being Too Specific
- Creating Unenforceable Policies
- Forgetting to Include Necessary Policies
- Examples of Policies You May not Have Thought of

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RegisterHiring Basics
Thursday, October 15
12:00 p.m. - 1:00 p.m. CDT; 10:00 a.m. - 11:00 a.m. PDT
Pending approval for 1 Hour of CLE; Approved for MCLE Credit; Approved for for HRCI Credit

One of the most important responsibilities of managers is to hire new employees.  Responsibility for hiring means more than just hiring new employees; it means hiring the right employees.  At the same time, more and more employers are falling into the legal pitfalls of the hiring process…asking the wrong interview questions, using an outdated application, or worse yet, basing the decision on the wrong criteria.  This webinar will assist HR professionals and managers prepare and implement policies and procedures to ensure lawful hiring of the right employee for the job. 

Our discussion will include:
- The EEOC’s Focus on Hiring
- Recent Hiring Cases & Settlements
- Application Do’s and Don’ts
- Good and Bad Interview Questions
- Background Checks
- Reasonably Accommodating the Applicant
- Offers of Employment

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RegisterBest Practices in Conducting Workplace Investigations
Your first line of defense in harassment and discrimination cases
Thursday, November 19
12:00 p.m. - 1:00 p.m. CDT; 10:00 a.m. - 11:00 a.m. PDT
Pending approval for 1 Hour of CLE; Approved for MCLE Credit; Approved for for HRCI Credit

Many cases are won or lost based on a company’s investigation of a conflict or complaint.  In many employment discrimination and harassment cases, the only way to avoid expensive and publicly damaging litigation is to take immediate and appropriate corrective actions.  This includes a thorough investigation that is conducted in a manner that respects the rights of the company, the accuser, and the accused.

In this webinar we will provide a step-by-step process for investigations.  We will address how to choose the right investigator, ask the right questions and make the appropriate decisions.  It is designed to provide managers and supervisors with the practical skills they need to confidently investigate complicated issues. 

Our discussion will include:
- Why investigate employee complaints?
- Asserting the Affirmative Defense
- When do you investigate?
- Step-by-Step Investigation Process
- Learning the Truth
- Making a Determination

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RegisterTackling Tough ADA Questions
Thursday, December 17
12:00 p.m. - 1:00 p.m. CDT; 10:00 a.m. - 11:00 a.m. PDT
Pending approval for 1 Hour of CLE; Approved for MCLE Credit; Approved for for HRCI Credit

The Americans with Disabilities Act is one of the hardest employment laws to administer.  Not only is an employer prohibited from treating someone differently because of a disability – but they are also required to make reasonable accommodations.  This webinar will tackle some of the most common questions employers have when dealing with employees with disabilities.  

We will discuss recent case law involving:
- Who is disabled?
- What does it mean to regard an employee as disabled?
- Who is a qualified individual?
- Does an employee have to be able to perform the essential functions of the job?
- When is attendance an essential function?
- When is job reassignment or a low-stress position a reasonable accommodation?
- Does an employer have to accommodate drug and alcohol use?