HR Compliance Trainings

Our Human Resource Trainings focus on HR fundamentals & California employment laws. These educational trainings provide practical applications for attendees and are 1-2 hours in length. 

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Harassment Prevention for Supervisors - 2 hour

Effective January 1, 2019, California businesses with 5 or more employees MUST provide harassment prevention training every two years (SB1343).  We also have a one hour version of this new training program for employees only.

Learning Objectives:

  • A fresh look at harassment, discrimination, retaliation and governing laws
  • Examine scenarios & incidents and discuss possible appropriate responses
  • Talk about your role in harassment prevention
  • Discuss practical measures to create a safe and respectful workplace

Harassment Prevention for Employees - 1 hour

This course is designed to raise awareness about workplace harassment and discrimination, and reduce or prevent incidents of misconduct. Effective January 1, 2019, California businesses with 5 or more employees MUST provide harassment prevention training every two years (SB1343).

This training expresses your organization’s strong disapproval of any form of harassment and discrimination based on a variety of “protected characteristics” under state and federal law. This course also helps employees identify the difference between legal discrimination and an illegal “hostile environment”, promotes appropriate behavior, and reduces the potential for harassment, discrimination and retaliation claims.

Harassment Prevention for Board Members - 1 hour

Board members can be proactive and help a company avoid claims by setting the tone for a harassment free workplace. Board members are fiduciaries of their companies and are responsible for protecting the Company from claims and potential liability.

Public companies require boards to disclose harassment claims to shareholders in certain cases, but even private and non-profit companies risk reputational damage and lost revenue when a claim of harassment is not handled quickly or appropriately.

Learning Objectives:

  • What board members need to know about harassment prevention
  • The cost of harassment claims
  • The documents board members should receive from their company
  • Board responsibilities in handling harassment allegations and claims

Bras, Boyfriends and Tattoos–HR Trivia

What do you do when you notice that Susan has shown up for work but isn’t wearing a bra ? What do you say when Steve asks if he can add his partner, Ken, to your benefits plan? And what do you do when you find out that one of your employees is not authorized to work in the United States?

CEA has the answers to all of these questions and so many more. Join us for our enlightening and entertaining HR TRIVIA training.

Conflict - Attitudes in the Workplace

How do you deal with difficult attitudes in the workplace? Bad attitudes in the workplace can deteriorate morale, lower productivity, and increase costs. It doesn't take much for a co-worker, manager, or customer to feel the negative effects from someone with a bad attitude. The good news is there is now a process for dealing with these difficult people!

Learning Objectives:

Recognize and describe the characteristics of a bad attitude.
Assess a challenging situation and determine an appropriate strategy.
Utilize a 5-step process for dealing with difficult people.
Regain your positive attitude about the other person or situation.

CEA is here to assist you in managing conflict with confidence, resulting in a positive outcome.

Courage to Coach

Coaching. Managers struggle to find time to do it, but to have a successful team, it’s important to do it quickly and effectively. What's the best way to handle difficult coaching decisions? How do you coach a poor performer to success? This training program will provide participants with real-world skills to effectively coach employees to increase performance. At the end of this training session, participants will learn how to:

Describe the problem and the expectations
Get agreement on the problem
Develop solutions together
Agree on an action plan
Follow up to ensure the situation has improved.

Document, Discipline, and Discharge

All documentation is designed to communicate how an employee must behave on the job. The documentation must communicate your organization’s process for dealing with business-defeating behaviors warranting action up to and including discharge from employment. This quick guide will help you confidently document, discipline, and discharge employees. It also provides your organization with the documentation necessary for defending against wrongful termination lawsuits and paying unemployment, which both drain money from your business.

Learning Objectives

Explore barriers to taking disciplinary action
See the purpose of disciplinary action
Identify reasons to take and document disciplinary action
Examine why one would coach and discipline an employee simultaneously
Define effective documentation
Review methods for investigating issues before creating documentation
See and explore safe practices for performing a CA employee discharge.

From Dogs to Dress Codes – New Policies In the Workplace

In 2017, 8% of companies in the U.S. allowed dogs in the workplace as a recruiting and retention tool. What are the pros and cons of allowing pets in the workplace? What are the requirements around service animals in the workplace? Employers have a lot to think about when considering policies and procedures. Join us to find out about the policy requirements for:

  • Dress Codes
  • Accommodations for Service Dogs
  • Undocumented Workers
  • Religious Protections
  • Transgender Bathroom Laws

Drugs and Alcohol in the Workplace

Companies committed to drug-free workplaces face challenges with contradictory laws and often struggle to understand the actions they are able to take when drugs or alcohol enter the workplace. When California joined several other states in legalizing the use of marijuana by passing Proposition 64, also known as the Adult Use of Marijuana Act, it legalized the recreational use of marijuana for adults 21 years of age and older. Join us for this training to learn what happens when an employee is suspected of being under the influence of marijuana or any controlled substance at work, how to manage reasonable suspicion testing in the workplace and review the laws regarding random and post accident testing.

Join us for more information on:

• Drugs and Alcohol in the Workplace
• State and Federal Laws Governing Drug Testing
• Employee Rights Concerning Drug Testing
• The Drug Free Workplace Program
• Reasonable Suspicion Testing
• Contracting with a Testing Facility

Drugs and Alcohol in the Workplace - D.O.T. Employers

Training for Supervisors: It’s important that supervisors and managers understand the different components of the Drug-Free Workplace Policy and requirements imposed upon employers subject to the federal Department of Transportation. It is important that supervisors and managers understand their role in implementing the Drug-Free Workplace Policy!

Supervisors will learn how to:

  • Identify and investigate crisis situations
  • Recognize workplace problems that may be related to alcohol and other drugs
  • Intervene in problem situations
  • Refer employees who have problems with alcohol and other drugs
  • Protect employee confidentiality
  • Continue to supervise employees who have been referred to assistance
  • Avoid enabling and other common supervisor traps

Effective and Legal Performance Appraisals

These days, everyone worries about doing the legally correct thing. What we're going to say about appraisals is that if you do an effective one, the legal part will take care of itself.

This program will help your supervisors with:

  • The possible effects, legal and otherwise, of a poorly done appraisal.
  • How to hold an appraisal that benefits all parties involved.
  • What type of follow-up helps reinforce points made during appraisals.
  • How to make sure the whole process is fair and legal.

Employee Handbooks

An employee handbook is one of the most important communication tools between your company and your employees. Not only does it set forth your expectations for your employees, it also describes what they can expect from you and ensures your business complies with state and federal employment laws.

Learning Objectives:

  • Benefits and Risks of an Employee Handbook
  • Essential Provisions
  • Policies Required by State and Federal Law
  • Recommended Policies
  • What NOT to Put in an Employee Handbook

Ethics Training (AB1234)

California law requires state officials to complete an ethics training course within six months of being hired, and every two years thereafter.

Cities, counties and special districts in California are required by law (AB 1234, Chapter 700, Stats. of 2005) to provide ethics training to their local officials.

The law also provides that if an entity develops criteria for the ethics training required by AB 1234, the Fair Political Practices Commission and the Attorney General must be consulted regarding any proposed course content.  CEA handles all of this for you with our AB 1234 training.

The basic outline of the training is as follows:

  • Laws relating to personal financial gain
  • Bribery
  • Conflicts with the Political Reform Act
  • Contractual conflicts
  • Campaign contributions
  • Conflicts after leaving office

Laws related to perquisites of the office

  • Gifts
  • Statement of interests
  • Misuse of public funds

Laws relating to governmental transparency laws

  • The Public Records Act
  • The Brown Act
  • Economic disclosure requirements

Laws relating to fair processes

  • Due process
  • Doctrine of incompatible offices
  • Competitive bidding
  • Anti-nepotism

7 Simple Steps to Hiring Top Performers

When it comes time to hiring a new team member, you want to avoid hiring disasters. Many employers hire a person based on their resume, when really they need to be hiring an individual who is the best fit for the organization. Join us for this informative training so you are prepared with the right tools in place before you being the interview process; a thorough job description, customized interview questions, and a great onboarding process.

Learning Objectives:

  • Discover why job descriptions make all the difference and save you time and money
  • A review of the best (and legally compliant) interview questions that help you really get to know the potential hire
  • Why going beyond behavioral interview questions makes all the difference
  • How to extend an offer and graciously notify those you don’t want to hire
  • Help your new hire assimilate into your culture seamlessly

Hire Right The First Time

Harvard University wrote a book titled Hiring and Keeping the Best People, which talks about the cost of poor hiring practices. The Business Essentials book stated that bad hiring brings down performance and can be painfully costly in the long run. Painfully costly is defined as 24 times the base compensation of the poorly hired person. Can you afford it? CEA’s hiring system will help businesses and HR professionals avoid costly hiring mistakes.

Learning Objectives

Know what you need to hire
Reduce time spent writing job ads and descriptions
Discover where applicants are and what to pay them
See the critical hiring steps between accepting an application to the 1st day of work
Unlock the recruiter’s toolkit for quality hires and fit
Develop legally defensible behavioral interview questions targeting proven performer’s skills
Uncover hidden tips, tools, and tricks for effectively managing on-the-job (OJT)

Hire Slow, Fire Fast

After years and years of experience, one best pieces of advice we can give to an employer when it comes to employees is, “Hire Slow – Fire Fast”. In this seminar we will review how to hire right the first time to avoid the ugliness of workplace terminations and the expensive costs that come with high turnover. We’ll also discuss why it is so important to nip small problems in the bud before they negatively impact your company culture and your budget.
Learning Objectives

Six Simple Steps to help you Hire Right the First Time
The benefits of a solid progressive discipline program
Proper Steps to a Lawful Termination
How to Coach Underperformers
The Value of Coaching Employees to Success

 

I9 and E-Verify

In 1986 Congress reformed US Immigration laws. The purpose of the reforms was to preserve the tradition of legal immigration while seeking to close the door to illegal entry. Join us for an informative hour regarding the latest information about I-9 forms, Homeland Security and the E-Verify system.

Topics to be covered:

Why employers Must Verify Employment Authorization and Identity
Completing Form I-9
Acceptable Documentation
Penalties for Prohibited Practices
E-Verify
Frequently asked questions

Labor Law Update

California Labor Laws protect the rights of California employees. CEA is here as the employers’ advocate. The best way to protect your rights is to be informed of CA’s ever changing employment laws.

Wage-hour issues including travel time and meal period exemptions
Reasonable accommodations
Managing leaves of absence and the interactive process
Pending legislation on the horizon

Leave Laws in California

How many different leaves of absence might a California Employer have to grant? Depending on the number of employees a company has, they may have to grant up to 19 different leave laws! It’s important to know about pregnancy disability leave and family medical leave laws, but there are so many others that employers need to understand. We’ll cover them all and provide you with a CA Leave Law Cheat Sheet to refer to in the future.

Learning Objectives

All of the leave and time off laws governing California employers (PDL, FMLA, CFRA, Military Leave, Jury Duty, Domestic Violence, Volunteer, School Suspension, Time off to Vote, WC, Kin Care, Drug and Alcohol and more...)
Who is eligible
Employee’s rights under the law
Notice requirements
Duration
Affects on PTO, vacation, sick, and wages

Managing Reduced Hours and Layoffs

Human Resources professionals will be making significant and deeply emotional job cut decisions in the coming months. With families, customers, and the businesses’ future hanging in the balance, HR professionals must know and solidify their options, to prevent lawsuits, reduce job cuts, and remain competitive in today’s tough economy.

Learning Objectives
Reducing staff work hours
Getting unemployment dollars and keeping your employees
Performing an individual or mass layoff
Identifying who can and can’t be laid off
Notifying your employee of reduced work hours
Notifying an employee of a job cut
Exploring compensation and benefits cuts 

Pregnancy Disability Leave

Do you have five or more employees? If so, your female employees are eligible for California Pregnancy Disability Leave (PDL) on their first day of employment and may be eligible for Family and Medical Leave Act (FMLA) leave as well as California Family Rights Act leave (CFRA) following PDL. In this 1-1/2 hour session you'll learn how to completely comply with the PDL law.

Learning Objectives

Eligibility for PDL
Notice requirements
Duration and timing of PDL
Leave period calculation
Timing of PDL
Effect ofPDL on pay and benefits
Reinstatement after PDLA
Accommodation or transfer
Integration of PDL with FMLA and CFRA
Penalties for discrimination

Preventing Violence in the Workplace

More and more people see violence as a way to settle disputes or get revenge for some perceived mistreatment. It's part of society, and so naturally it's part of the workplace.

Learning Objectives

How to settle problems before they erupt into violence
How far you can go, legally, to address a threat of violence
The essentials of an effective and legal anti-violence policy
What to do if someone commits a violent act
What types of violence-prevention measures the courts have approved.

Proper Steps of a Legal Termination

Breaking up is hard to do. Ending an employment relationship can be one of the most difficult tasks you face as a leader. There are several steps you must take before you decide to terminate an employee, and there are many things to consider. Should you offer a severance package? Should you offer a separation agreement? Ensuring you have proper documentation and practices in place will help you avoid legal challenges down the road.

Learning Objectives

How coaching and disciplining work together.
Documenting behavior before acting decisively.
Avoiding legal problems when exiting employees.
California’s required paperwork when ending a work relationship.
Separation Agreements – do they hold up in court?

7 Safe Steps for Legal and Ethical Terminations

There can be many reasons for ending an employment relationship. It may be due to an employee quitting, a department downsizing, or the more challenging reason, due to an employee’s poor performance. Before you decide to show the employee the door, you need to be sure you have followed several important steps to ensure a safe and legal termination.

Join us for this training and we’ll cover all of the steps you need to take leading up to the termination as well as what you need to do the day your employee leaves your organization. Learning Objectives:

  • Discover why documentation of performance issues, really is your best friend
  • Ensure you have all of your final paperwork in order
  • Avoiding legal problems and staying out of court
  • End the relationship calmly, professionally and on a positive note

Top 10 Ways to Stay Out of Court

This presentation is done in a fast paced David Letterman Top Ten List style. The speaker describes various real life situations CEA has seen that have resulted in law suits for employers. The presentation is geared around preventative measures business owners and managers can easily put into place to help them “Stay Out of Court”. Complete with handouts and take-aways, this engaging and interactive session allows for a lot of audience participation and Q and A!

Topics to be covered include:

Establishing hiring ground rules
Understanding CA Leave Laws
Ensuring exempt employees are really exempt
Breaks and Lunches
Protected Classes
Harassment Avoidance
Being a Coach

Unemployment Do's and Don'ts for Employers

California’s Unemployment Insurance Agency is called the Employment Development Department (A.k.a. EDD) is a complex organization responsible for.

Learning Objectives

Paying Unemployment Insurance, Disability, and Paid Family Leave
Overseeing job training, retraining, and lay offs
Collecting payroll taxes and overseeing employer’s reserve accounts
Providing Labor Market Information
Providing agency forms and publications

Union Avoidance

Union avoidance is much more than hiding from the union. There are some things an employer can and should do and some the employer must not do.

In this session you will learn:

Strategies for maintaining a union-free workplace
How to recognize the signs of union organizing
The actions you may take during an organizing drive
The actions that are prohibited during organizing
What you CAN say and
What NOT to say during organizing

Wage and Hour Laws

Both the Federal Government and the State of California have discovered a way to battle their budget woes… employer non-compliance! To ensure your company moves safely through the compliance jungle, join us.

Learning Objectives:

Latest opinion letters from the Labor Commissioner
Latest rulings from the CA Supreme Court
Exempt v. Non-exempt, Independent Contractor v. Employee, Meal & Rest Periods
Common and continuing mistakes employers make

What Keeps Employers Up at Night?

Owners have a lot on their plate. In addition to profits and competitors, employee issues are also a challenge. Join us to learn more about six areas that often “Keep Employers Up at Night”. In this presentation you will learn:

The 8 steps of conducting an investigation
What to do when your employee is expecting
How to Handle On the Job Injuries
The Difference between Reasonable and Unreasonable Accommodations
How to Determine Who is an Employee and Who is an Independent Contractor
The Pitfalls of Meal and Rest Periods

Workplace Investigation- He Said, She Said

This is an informative and entertaining presentation about determining credibility in the employment life cycle. Through a discussion of recent events and examples, we will explore how employers can determine credibility when making decisions in the world of employee relations.

Join us as we discuss the tools necessary to avoid liability in hiring decisions, workplace investigations and termination decisions. Learn how to access the credibility of witnesses during internal investigations and what pitfalls to avoid. At the end of the day, the truth may not be discoverable, but the legal standards for basing your decisions are attainable.

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