3-Day HR Department of One Certificate Program
3-Day HR Department of One Certificate Program
SHRM Recertification Provider and HRCI Approved Provider

Instructor: Grace Duy, aPHR, PHR

Continuing Education Credits:

    • HRCI – 21 HR(General) Credits
    • SHRM – 21 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time on all three days (Detailed Agenda Below)

Are you an HR professional or business owner juggling all HR responsibilities? Then you won’t want to miss our 3-Day HR Department of One Certificate Program.  Designed for professionals like you, our comprehensive program covers everything you need to know to succeed.  Our seasoned HR expert will guide you through a holistic, interactive training with real-world examples and case studies.

In the dynamic world of Human Resources, staying abreast of the latest trends and legal requirements is crucial, especially when you’re the sole HR representative in your organization. Our HR Department of One certificate program is specifically tailored to meet these needs.

It offers a deep dive into the most current HR practices, legal guidelines, and innovative strategies. This program equips you with the knowledge and tools to navigate complex employee relations, ensuring compliance and fostering a positive workplace culture. By enhancing your expertise, you’ll be better prepared to handle the multifaceted responsibilities of HR, from recruitment and retention to performance management and employee development.

Networking and peer learning are invaluable for any HR professional, but even more so for those operating solo. Our program brings together HR practitioners from diverse industries, allowing for a rich exchange of ideas and experiences. You’ll have the opportunity to connect with peers facing similar challenges, share best practices, and build a supportive network. This collaborative environment not only broadens your perspective but also creates a platform for ongoing professional support and growth. These connections can prove to be invaluable resources as you continue to evolve in your HR career.

Finally, earning our certificate from our HR Department of One Program is a testament to your commitment to excellence in the field. It demonstrates to your organization and its leadership that you are dedicated to enhancing your HR capabilities and contributing to the business’s success at a higher level. This certification can be a key differentiator in your career, potentially opening doors to new opportunities and challenges. It’s not just about acquiring new skills; it’s about cementing your role as a strategic partner in your organization, capable of driving change and influencing key decisions.

Remaining abreast of evolving HR trends, leveraging opportunities for professional networking, and embracing the potential for career progression inherent in our HR certification are all meticulously designed to cater to the distinctive requirements of an HR Department of One. Our program is specifically structured to support the singular challenges and opportunities faced by solo HR practitioners, ensuring they are well-equipped to excel in their unique roles.

Upcoming Training Dates

Click a date below for more info & to register

Why Attend the Training Program:

    • This program provides a well-rounded education in HR functions, equipping you with the skills and knowledge needed to excel in a solo HR role or advance your career in a larger HR department

    • Learn from an expert trainer with extensive HR experience being the sole HR Professional in organizations

    • Engage in interactive and practical training format with practical examples and case studies

    • Network with peers and HR professionals

    • Receive a certificate of completion upon successful program completion

Learning Outcomes:

By the end of the 3-Day HR Department of One Certificate Program, participants will be able to:

    • Gain expertise in a broad range of HR functions

    • Understand employment laws, including FMLA, ADA, and PDA, reducing legal risks.

    • Learn to align HR with overall business goals for organizational impact.

    • Acquire strategies for boosting motivation and job satisfaction.

    • Attract, retain, and develop talent through effective strategies.

    • Foster an inclusive workplace to benefit from diverse perspectives.

    • Manage workplace relationships and conflicts effectively.

    • Address workplace mental health, promoting well-being and productivity.

    • Enhance employee performance through effective management.

    • Create and maintain clear HR policies for consistency.

    • Understand record-keeping for legal compliance and protection.

    • Master I-9 forms and compliance to meet legal requirements.

    • Network with peers and HR professionals and learn from an expert trainer with extensive HR experience and legal expertise.

Program Features:

    • Expert trainer with extensive HR experience

    • Comprehensive coverage of essential HR topics

    • Interactive and engaging training format with practical examples and case studies

    • Pre- and post-test to assess learning outcomes and measure program effectiveness

    • Opportunity for Q&A and networking with peers and HR professionals

    • Certificate of completion upon successful program completion

Target Audience:

    • Small Business Owners and Entrepreneurs: Many small businesses do not have a dedicated HR department. The owner or a key employee often assumes HR responsibilities. This course would be highly beneficial for them to understand basic HR functions, legal compliance, and effective personnel management.

    • Administrative Professionals: In some small organizations, administrative staff may be tasked with HR responsibilities. These individuals would benefit from training that helps them manage HR tasks effectively alongside their other duties.

    • Start-up Teams: Start-ups often have limited staff, and HR tasks might be distributed among team members or handled by a single person. This course would help them establish sound HR practices from the early stages of their business.

    • Managers in Small Organizations: Managers who are required to handle HR functions as part of their role would find such training invaluable. It would equip them with the necessary skills to manage recruitment, employee relations, and compliance with employment laws.

    • Career Changers or Individuals Aspiring for HR Roles: People looking to transition into HR roles or expand their skillset to include HR management would find this course useful, especially if they aim to work in smaller organizations.

    • Freelancers or Consultants: Those who provide HR consultancy services to small businesses or are freelancers managing HR for multiple small clients would benefit from this training to enhance their service offerings.

    • Non-profit Organizations: Staff or volunteers in small non-profit organizations who take on HR tasks can also be part of the target audience, as they often operate with limited personnel like small businesses.

Topics Covered:

Day 1:

    • Introduction and Program Overview

    • Explanation of the many “HR Hats”

    • Mandated Benefits

    • Retirement Plan Benefits

    • Compensation Benefits

    • Office Perk Benefits

    • Performance-Based Benefits

    • Time Off Benefits

    • Health Benefits

    • What is Diversity & Inclusion?

    • Why is Diversity and Inclusion important in the workplace?

    • Workplace Concerns with Violations of the Employment Laws with Protected Classes

    • Conscious Bias (explicit) vs. Unconscious Bias (implicit)

    • Best Practices for Development/Discipline

    • Making Change within your organization

    • Title VII of the Civil Rights Act

    • 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)

    • Occupational Safety and Health Act (OSHA)

    • Pregnancy Discrimination Act (PDA)

    • National Labor Relations Act (NLRA)

    • The Genetic Information Nondiscrimination Act (GINA)

Day 2:

    • Employee Relations

    • Introduction to Employee Relations and its significance.

    • Conflict Resolution and mediation.

    • Effective Communication and feedback.

    • Workplace Investigations and confidentiality.

    • Employee Engagement and motivation.

    • Discipline and Termination best practices.

    • Mental Health in the Workplace & Employee Engagement:

    • Introduction to Employee Well-being and Mental Health

    • Six Pillars of Employee Well-being:

    • Common Mental Health Issues in the Workplace

    • Supporting Employees with Mental Health Conditions

    • Employee Assistance Programs (EAPs)

    • Workplace Culture and Mental Health

    • The Importance of Employee Well-being

    • Types of Health and Wellness Programs

    • Mental Health Programs

    • Evaluating, Planning, and Implementation

    • Creating a Culture of Wellness

    • Family and Medical Leave Act (FMLA):

    • Purpose and overview

    • Eligibility and covered employers

    • Qualifying reasons for leave

    • Duration and intermittent leave

    • Employee rights and job protection

    • Employer responsibilities

    • Employee notice and medical certification

    • FMLA request and approval process

    • Interactions with other laws

    • Americans with Disabilities Act (ADA):

    • ADA purpose and scope

    • Definition of disability

    • Prohibited discrimination types

    • Reasonable accommodations

    • Interactive process

    • Undue hardship defense

    • Pre-employment inquiries

    • Medical examinations

    • Retaliation prohibition

    • Enforcement and remedies

    • Pregnancy Discrimination Act (PDA):

    • PDA purpose and context

    • Prohibited pregnancy-related discrimination

    • Definition of pregnancy

    • Coverage of pregnancy-related conditions

    • Accommodations for pregnant employees

    • Equal treatment requirement

    • Harassment prohibition

    • Enforcement of PDA rights

    • Performance Management:

    • Introduction to Performance Management

    • The Purpose of Performance Management

    • Setting Clear Performance Expectations

    • Goal Setting and Alignment

    • Performance Appraisals and Reviews

    • Feedback and Coaching

    • Performance Improvement Plans (PIPs)

    • Recognition and Rewards

    • Data and Analytics in Performance Management

    • Legal and Ethical Considerations

    • Continuous Improvement in Performance Management

    • Case Studies or Examples of Effective Performance Management

    • Training & Development:

    • Introduction to Training & Development

    • The Importance of Employee Development

    • Identifying Training Needs

    • Training Design and Curriculum Development

    • Delivery Methods (e.g., workshops, e-learning)

    • On-the-job training and mentoring

    • Assessing Training Effectiveness

    • Career Development and Succession Planning

    • Employee Skill Enhancement

    • Leadership and Management Development

    • Measuring the Return on Investment (ROI)

Day 3:

    • Policy Making

    • Policy Development Process

    • Legal Compliance

    • Stakeholder Involvement

    • Policy Communication

    • Enforcement and Consistency

    • Policy Review and Updates

    • Employee Input and Feedback

    • Emerging Policy Areas

    • Common Policy Mistakes

    • Job Analysis & Interviewing

    • Job Analysis Definition

    • Importance of Job Analysis

    • Methods and Tools

    • Identifying Job Requirements

    • Job Descriptions and Job Specifications

    • Legal Compliance

    • Job Analysis Best Practices

    • Real-world Examples

    • Interviewing:

    • Interview Types (e.g., structured, behavioral)

    • Interview Preparation

    • Questioning Techniques

    • Legal Considerations (e.g., avoiding discrimination)

    • Candidate Evaluation

    • Communication Skills

    • Feedback and Decision Making

    • Interviewing Challenges

    • Compliance, I9 Forms, Record Keeping and Documentation:

    • Legal Compliance and Regulatory Agencies

    • Compliance Importance and Non-Discrimination

    • I-9 Forms: Purpose, Completion, and Verification

    • Record Keeping and Retention Laws

    • Types of HR Documentation and Their Importance

    • E-Verify and Acceptable Documents for I-9

    • Digital Record-keeping and Data Security

    • Re-verification, Updates, and Remote Verification

    • Documenting Performance and Corrective Action

    • Electronic Signatures and Document Management

    • Compliance Audits and Record Destruction Policies

    • Personnel Records and Medical Records

    • What it means to be a Strategic Partner

    • Define Strategic HR

    • Business Alignment

    • Data-Driven Decisions

    • HR Technology

    • Measuring HR Impact

    • Partnering with Executives

    • Adding Value to the Organization

Agenda:

Day 1:

10:00 am – 11:30 am: Introduction and Program Overview

11:30 am – 11:45 am: Break

11:45 am – 1:00 pm: Compensation & Benefits

1:00 pm – 2:00 pm: Lunch

2:00 pm – 3:30 pm: Diversity and Inclusion

3:30 pm – 3:45 pm: Break

3:45 pm – 6:00 pm: Employment Laws

Day 2:

10:00 am – 11:30 am: Employee Relations

11:30 am – 11:45 am: Break

11:45 am – 1:00 pm: Mental Health in the Workplace & Employee Engagement

1:00 pm – 2:00 pm: Lunch

2:00 pm – 3:30 pm: FMLA, ADA, PDA

3:30 pm – 3:45 pm: Break

3:45 pm – 6:00 pm: Performance Management & Training & Development

Day 3:

10:00 am – 11:30 am: Policy Making

11:30 am – 11:45 am: Break

11:45 am – 1:00 pm: Job Analysis, and Interviewing

1:00 pm – 2:00 pm: Lunch

2:00 pm – 3:30 pm: Compliance, I9 Forms, Record Keeping and Documentation

3:30 pm – 3:45 pm: Break

3:45 pm – 6:00 pm: What it means to be a Strategic Partne

3-Day HR Department of One Certificate Program

$1,79500
  • What’s Included:
  • 3 Days of Live Instructor-Led Training
  • HRCI – 21 HR (General) Credits
  • SHRM – 21 PDC’s
  • Certificate upon Successful Completion
  • Hardcopy of the presentation & training materials

Upcoming Training Dates

Click a date below for more info & to register

2-Day Change Management Certificate Program

2-Day Change Management Certificate Program
SHRM Recertification Provider and HRCI Approved Provider

Empower Your Organization for Success in Navigating Change

Continuing Education Credits:

  • HRCI – 14 HR(General) Credits
  • SHRM – 14 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time on Both Days (Detailed Agenda Below)

Program Overview

Are you a victim of change, or a change agent? As an HR professional, you are at the forefront of guiding your organization through these transitions, ensuring smooth and successful transformations. Our comprehensive 2-Day Change Management Certificate Program is meticulously designed to empower you with the essential skills and knowledge to navigate the complexities of organizational change and foster a culture of adaptability and innovation.

The first day of the 2-Day Comprehensive Change Management Certificate Program will provide you with a solid foundation in the fundamentals of change management. You will gain insights into the emotional reactions that often accompany change and how to effectively manage them. Additionally, you will learn about Kurt Lewin’s three-stage change model (unfreezing, changing, refreezing) and how to apply it to real-world change initiatives. You will learn how to masterfully implement Kotter’s 8-step change model to establish urgency, build a guiding coalition, create a vision, communicate effectively, empower employees, remove barriers, celebrate successes, and anchor change in the organization’s culture. Additionally, you will enhance your understanding of Kolb’s four learning styles (concrete experiential, reflective observer, abstract conceptualizer, active experimenter) and how to adapt training methods for optimal learning outcomes.

The second day of the 2-Day Comprehensive Change Management Certificate Program will focus on implementing effective change management strategies. You will learn how to design and deliver tailored training and development programs that cater to the specific needs of the change initiative and different learning styles. You will also develop the skills to assess individual and organizational readiness for change using the Skills, Will, and Hill Model. You will master the technique of force field analysis to identify the factors driving and restraining change and develop strategies to overcome resistance. Unravel the intricacies of force field analysis, a powerful technique for identifying the factors driving and restraining change.

Furthermore, you will gain the skills to conduct thorough change readiness assessments to identify organizational strengths, weaknesses, and potential barriers to change. You will learn how to apply the principles of cue, craving, response, and reward to encourage positive change behaviors and embed new routines into the organization’s culture. Conclusively, you will delve into the psychology of resistance, gaining insights into the underlying causes and effective strategies to minimize resistance and foster buy-in.

Our Change Management Certificate Program is an invaluable investment in your professional development and the future of your organization. By equipping you with the knowledge and skills to navigate change effectively, you will empower your workforce to embrace new strategies and initiatives, fostering a culture of innovation and adaptability.

Join us and discover the transformative power of effective change management!

“The greatest danger in times of turbulence is not the turbulence – it is to act with yesterday’s logic.” – Peter Drucker

Upcoming Training Dates

Click a date below for more info & to register

Key Features

  • Comprehensive curriculum covering a broad range of Change Theories.
  • Delivered over two interactive days for optimal understanding and retention.
  • Course materials designed by leading HR experts.
  • Addresses current HR issues and potential for future in Change Management.
  • Provides a certificate upon completion to enhance your professional profile.

Program Objectives

By the end of this program, participants will be able to:

  1. Understand the complexities of Change Management.
  2. Navigate their organization through successful change strategy plans.
  3. Bolster their career by earning a prestigious Change Management Certificate.

Topics Covered

  1. Understanding Change Management: This module delves into the intricacies of organizational change management, a crucial process for ensuring successful change implementation and employee adaptation. It explores the significance of change management, its role in organizational development, and the responsibilities of HR professionals in navigating change initiatives.
  2. Understanding Change and Its Impact on Employee Well-being: Navigating change effectively is crucial for organizations to achieve sustainable success. However, change can have a significant impact on employee morale and productivity. By understanding the psychological stages of change, applying appropriate techniques to manage resistance, and fostering a culture of adaptability and resilience, HR professionals can empower individuals and organizations to adapt to change effectively.
  3. Creating a Diverse and Inclusive Learning Environment: Here, participants will learn how to create a diverse and inclusive learning environment, as it is essential for empowering employees to embrace change, adapt to new ways of working, and contribute to the success of organizational transformation. During this module, we will see how this can be achieved by understanding and catering to different learning styles, as well as applying the laws of habit to promote habit formation and change acceptance.
  4. Understanding Change Management Models: Change management models provide frameworks for organizations to navigate change effectively and minimize resistance among employees. We will dive into three prominent theories, Prosci’s ADKAR Model and Kurt Lewin’s Change Model, and Kotter’s 8-Step Change Model offer distinct approaches to addressing change at the individual and organizational levels during this module.
  5. Change Readiness Assessment: Change readiness assessment is a critical step in ensuring the successful implementation of change within an organization. By evaluating the organization’s current state, identifying potential barriers, and developing tailored strategies, organizations can increase the likelihood of change acceptance and minimize disruption. We will review that this comprehensive approach not only enhances change management practices but also fosters employee engagement and continuous improvement throughout the change process.
  6. Force Field Analysis: This module is an exploration of Force Field Analysis, a vital tool in the realm of Change Management. The material then equips participants with practical insights into applying Force Field Analysis, enabling informed decision-making, fortification of driving forces, and alleviation of restraining forces. The module emphasizes the tool’s significance as a powerful instrument in Change Management, highlighting its versatility, strategic importance, and real-world application.
  7. Working through Resistance to Change: Participants embark on a journey to navigate resistance to change. Strategies for effectively addressing resistance are then presented, followed by a shift in focus to viewing change as an opportunity for growth. The module underscores the potential of change to enhance employee engagement and concludes with the importance of celebrating successes and learning from setbacks.
  8. Communication Strategies for Change: Commencing with effective change communication, the material explores key principles to underpin communication strategies. It addresses the selection of appropriate communication channels, emphasizing precision in tailoring messages to diverse audiences. This comprehensive approach equips participants with the knowledge and skills to communicate change effectively, fostering a smoother transition in dynamic organizational environments.
  9. Training and Development for Change: During this module, the material guides participants in designing effective training programs aligned with organizational goals. It emphasizes the importance of selecting the right training methods for different situations. The module further explores the practical aspects of implementing training programs within the organization. This comprehensive approach aims to foster a dynamic learning environment, ensuring organizations can adapt to evolving challenges and opportunities.
  10. Measuring, Evaluating & Sustaining the Success of Change Initiatives: In this final module, participants will learn how effective change management involves establishing a measurement and evaluation framework, gathering feedback from employees, and utilizing key metrics to assess the success of change initiatives. By measuring the impact of change on various aspects of the organization, leaders can identify areas for improvement, sustain change efforts, and embed positive changes into the organizational culture.

In the 2-Day Change Management Certificate Program, each topic is designed to build upon the previous, providing a comprehensive and detailed understanding of Change Management, critical for any HR professional looking to advance their career and make a significant impact in their organization.

Agenda

Day 1:

10:00 am – 11:30 am: Understanding Change Management

  • Importance of Change Management
  • HR Responsibilities in Change Management
  • Types of Organizational Change
  • Understanding Organizational Culture

11:30 am – 12:15 pm: Understanding Change and Its Impact on Employee Well-being

  • Impact of Change on Employee Well-being
  • Understanding the Stages of Change
  • Techniques to Move Through Resistance Stages
  • Tailoring Training Programs to Learning Styles

12:15 am – 12:30 pm: Break

12:30 pm – 1:30 pm: Creating a Diverse and Inclusive Learning Environment

  • Embracing Diversity in Learning Styles
  • Applying the Laws of Habit to Change Management
  • Examples of Habit Formation in Change Management

1:30 pm – 2:30 pm: Understanding Change Management Theories

  • Prosci’s ADKAR Model
  • Kurt Lewin’s Change Theory
  • Kotter’s 8-Step Change Theory
  • Case Study: Successful Change Management at Microsoft

2:30 pm – 3:15 pm: Lunch

3:15 pm – 3:30 pm: Applying Change Management Principles to Real-World Challenges

  • Implementing a new company policy
  • Introducing a new technology
  • Mergers & Acquisitions

3:30 pm – 4:15 pm: Change Readiness Assessment

  • The Significance of Change Readiness Assessment
  • Objectives of Change Readiness Assessment
  • Key Components of Change Readiness Assessment
  • Conducting a Change Readiness Assessment
  • Benefits of Change Readiness Assessment
  • Developing a Personal Change Management Toolkit
  • Creating a Change-Ready Organization
  • Becoming Equipped for Effective Change Management

4:15 pm – 4:30 pm: Break

4:30 pm – 6:00 pm: Lessons Learned from Change Management

  • Lessons Learned from Change Management Failures & Successes
  • Identifying and Mitigating Potential Risks to Change
  • Tailoring Change Management Approaches to Specific Initiatives

Day 2:

10:00 am – 11:30 am: Leadership Theories and Styles for Change Management

  • Leadership Theories & Styles: Transformational Leadership Theory, Democratic Leadership Theory, Coaching Leadership Theory, Situational Leadership Theory
  • Developing Effective Change Leadership Skills
  • Case Studies of Successful Leadership in Change Management

11:30 am – 12:15 pm: Force Field Analysis

  • What is Force Field Analysis
  • Analyzing the Balance of Forces
  • Applying Force Field Analysis in Change Management

12:15 am – 12:30 pm: Break

12:30 pm – 1:30 pm: Working through Resistance to Change

  • Navigating Resistance to Change
  • Addressing Resistance to Change with Understanding and Empathy
  • Understanding the Roots of Resistance
  • Strategies for Addressing Resistance to Change
  • Embracing Change as an Opportunity for Growth
  • Leveraging Change to Enhance Employee Engagement
  • Celebrating Successes and Learning from Setbacks

1:30 pm – 2:30 pm: Communication Strategies for Change

  • The Role of Communication in Change Management
  • Communicating Change Effectively
  • Key Principles of Effective Communication in Change Management
  • Communication Channels for Change Management
  • Tailoring Communication to Different Audiences
  • Supporting Employees Through the Change Process

2:30 pm – 3:15 pm: Lunch

3:15 pm – 3:30 pm: Training and Development for Change

  • Cultivating a Culture of Continuous Learning and Adaptability
  • Identifying Training Needs
  • Designing Effective Training Programs
  • Training Methods: The Right Method for the Right Situation
  • Implementing Effective Training Programs
  • Evaluating Training Effectiveness

3:30 pm – 4:15 pm: The Role of Technology in Change Management

  • Technology in Change Management
  • Key Technologies for Change Management
  • Overcoming Challenges and Maximizing Technology Benefits
  • Leveraging Technology for Effective Change Management
  • Overcoming Challenges and Maximizing Technology Benefits
  • Future of Technology in Change Management

4:15 pm – 4:30 pm: Break

4:30 pm – 6:00 pm: Measuring, Evaluating & Sustaining the Success of Change Initiatives

  • Key Metrics for Measuring Change Initiative Success
  • Measuring and Evaluating the Success of Change Initiatives
  • Key Metrics for Evaluating Change Initiatives
  • Key Metrics for Evaluating Change Initiatives
  • Establishing a Measurement and Evaluation Framework
  • Gathering Feedback from your employees
  • Importance of Measuring and Evaluating Change Initiatives
  • Sustaining Change and Embedding it into the Organizational Culture

2-Day Change Management Certificate Program

$1,39500
  • What’s Included:
  • 2 Days of Live Instructor-Led Training
  • HRCI – 14 HR (General) Credits
  • SHRM – 14 PDC’s
  • Certificate upon Successful Completion
  • Hardcopy of the presentation & training materials

Upcoming Training Dates

Click a date below for more info & to register

Boost your career with our HR Manager Certificate Program! Master essential HR skills, from talent management and performance appraisals to legal compliance and affirmative action plans. Increase productivity, and minimize legal risk. Ideal for both new and experienced HR professionals seeking to stay ahead in the rapidly evolving HR landscape.

2-Day HR Manager Certificate Programs

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

HRCI – 14 HR(General) Credits

SHRM – 14 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time on Both Days (Detailed Agenda Below)

Program Overview

The HR Manager Certificate Program is a comprehensive two-day course designed to equip new and experienced HR professionals with the practical knowledge and skills needed to excel in today’s challenging business landscape. From managing employee relations and performance appraisals to understanding compensation and benefits, our program delivers insightful learning on crucial HR functions. Our program also emphasizes the importance of compliance with laws and regulations, including the implementation of Affirmative Action Plans, ensuring you are well-prepared to safeguard your organization against potential legal liability.

Upcoming Training Dates

Click a date below for more info & to register

Key Features:

  • Comprehensive curriculum covering a broad range of key HR functions.
  • Delivered over two interactive days for optimal understanding and retention.
  • Course materials designed by leading HR experts.
  • Addresses current HR issues and potential legal pitfalls.
  • Provides a certificate upon completion to enhance your professional profile.

Program Objectives:

By the end of this program, participants will be able to:

  • Understand and manage the complexities of HR functions.
  • Protect their organization from potential legal liability.
  • Demonstrate mastery of best HR practices.
  • Bolster their career by earning a prestigious HR Manager Certificate.

Topics Covered

Understanding HR Management: This module begins by exploring the strategic importance of HR management within an organization. We delve into the history, key terms, and pivotal roles and responsibilities in the HR realm, providing participants with a solid foundation in human resources.

Employee Relations and Performance Management: Participants will learn the ins and outs of effective employee relationship management and performance appraisals. We delve into the various types of performance management systems, their benefits, how to set effective goals, and how to provide feedback and coaching.

Compensation and Benefits: This module dissects pay policy decisions, compensation strategies, and their impact on employee motivation. Participants will learn about different types of compensation, benefits packages, and the role of healthcare and retirement plans.

Data and HR Management: An introduction to the role of big data and analytics in HR functions is provided, focusing on the value and types of data HR professionals should pay attention to. Participants will learn effective data collection, analysis, and presentation techniques to drive decision-making.

Employee Selection and Hiring: This section focuses on the crucial stages of employee selection, including performing a job analysis, conducting effective interviews, background checks, and the legal compliance issues that arise in the process.

Compliance with FMLA and ADA: Here, participants gain a thorough understanding of HR responsibilities under the Family and Medical Leave Act and the Americans with Disabilities Act. We explain FMLA definitions, timing requirements, leave options, and employer obligations for job reinstatement. We also explore the ADA interactive process and its interplay with workers’ compensation.

Preventing Sexual and Unlawful Harassment: In this module, we discuss the essential aspects of anti-harassment policies, the legal implications, and the importance of training. We walk participants through conducting effective investigations, maintaining confidentiality, and implementing appropriate corrective action.

FLSA and Wage and Hour Issues: Participants will understand how to avoid misclassification of employees, define compensable time, and determine obligations for payment of overtime. We also delve into areas like the compensability of after-hours smartphone use and preliminary and postliminary activities.

Affirmative Action Plans: This section covers the key aspects of creating, implementing, and maintaining Affirmative Action Plans. It addresses self-audits, the principle of good faith efforts, handling audits by the Office of Federal Contract Compliance Programs, and the role of Affirmative Action in hiring, promotion, and termination.

Policy-Making and Talent Management: In this final module, participants will learn about effective HR policy-making, the role of HR policies in organizational success, and how they shape company culture. We also delve into the realm of talent management and career development, discussing talent acquisition, retention strategies, career paths, and succession planning.

Agenda

Day 1:

10:00 am 11:30 am: Fundamentals of HR Management and Employee Relations

  • Importance of strategic HR management in today’s business landscape.
  • Exploration of employee relationship management: from the definition to real-world applications.
  • Detailed discussion on performance appraisals: methods, common challenges, and best practices.

11:30 am – 11:45 am: Break

11:45 am – 1:00 pm: Compensation, Benefits and their Importance in HR Management

  • Overview of compensation strategies: how to ensure competitiveness and internal fairness.
  • Deep dive into benefits packages: types, benefits to the organization, and latest trends.
  • Role of healthcare and retirement plans in benefits packages.

1:00 pm – 2:00 pm: Lunch

2:00 pm – 3:30 pm: Embracing Data in HR and Effective Employee Selection & Hiring

  • Introduction to the role of big data and analytics in HR: from predictive analytics to employee sentiment analysis.
  • Deep dive into the stages of employee selection: job analysis, recruitment, selection, and onboarding.
  • Overview of effective interviewing techniques: behavioral interviewing, STAR method, and avoiding unconscious bias.

3:30 pm – 3:45 pm: Break

3:45 pm – 6:00 pm: Compliance with FMLA and ADA: Ensuring Employee Rights and Employer Obligations

  • Understanding HR responsibilities under FMLA and ADA: basic requirements and common pitfalls.
  • Detailed discussion on FMLA definitions, timing requirements, and leave options: practical applications and case studies.
  • Employer obligations for job reinstatement under FMLA: when and how to do it.
  • Understanding and implementing the ADA interactive process and its interplay with workers’ compensation.

Day 2:

10:00 am – 11:30 am: Preventing Sexual and Unlawful Harassment: Building Respectful Workplace Culture

  • Detailed overview of the essential aspects of anti-harassment policies: key components, legal implications, and ensuring compliance.
  • The importance of anti-harassment training: common topics, delivery methods, and measuring effectiveness.
  • Techniques on conducting effective harassment investigations: planning, execution, and follow-up.
  • Confidentiality during investigations: legal requirements and best practices for protecting witnesses from retaliation.

11:30 am – 11:45 am: Break

11:45 am – 1:00 pm: Navigating FLSA and Wage & Hour Issues

  • Deep dive into how to avoid misclassification of employees: exempt vs. non-exempt, and independent contractors.
  • Defining compensable time under the FLSA: breaks, travel time, and on-call status.
  • Understanding obligations for payment of overtime: regular rate of pay, bonuses, and compensability of after-hours smartphone use.

1:00 pm – 2:00 pm: Lunch

2:00 pm – 3:30 pm: Constructing and Implementing Effective Affirmative Action Plans

  • Key aspects of creating Affirmative Action Plans: legal requirements, setting goals, and implementing actions.
  • Effective implementation and maintenance of Affirmative Action Plans: communication, training, and monitoring progress.
  • Conducting self-audits: identifying potential problem areas and taking corrective action.
  • The principle of good faith efforts and handling audits by the Office of Federal Contract Compliance Programs (OFCCP).

3:30 pm – 3:45 pm: Break

3:45 pm – 6:00 pm: HR Policy-Making and Talent Management for Future Organizational Success

  • Understanding effective HR policy-making: developing, implementing, and reviewing policies.
  • Role of HR policies in organizational success: setting expectations, promoting consistency, and reducing legal risks.
  • Introduction to talent management and career development: definitions, benefits, and business cases.
  • Deep dive into talent management strategies: talent acquisition, retention strategies, career paths, and succession planning.

2-Day HR Manager Certificate Program

$1,39500
  • What’s Included:
  • 2 Days of Live Instructor-Led Training by Elga Lejarza, aPHR, PHR, SHRM-CP, PHR, SHRM-SCP, GPHR
  • HRCI – 14 HR (General) Credits
  • SHRM – 14 PDC’s
  • Certificate upon Successful Completion
  • Hardcopy of the presentation & training materials
  • $200 coupon that can be used towards one of our PHR, SPHR, SHRM-CP, SHRM-SCP or GPHR Exam Prep Boot Camps

Upcoming Training Dates

Click a date below for more info & to register

2-Day Mastering the Art of Effective Candidate Interviewing Certificate Program

2-Day Mastering the Art of Effective Candidate Interviewing Certificate Program
SHRM Recertification Provider and HRCI Approved Provider

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

Continuing Education Credits: HRCI – 14 HR(General) Credits • SHRM – 14 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time on Both Days (Detailed Agenda Below)

Program Overview:

The Mastering the Art of Effective Candidate Interviewing Certificate Program is a comprehensive two-day training designed to provide HR Professionals involved in the hiring process with the skills and knowledge needed to conduct effective and successful candidate interviews. This program covers a range of topics including the interview process, job analysis and preparation, behavioral interviewing techniques, non-verbal communication, interviewing challenges, diversity and inclusion, legal compliance, anti-discrimination laws, reliability and validity, Uniform Guidelines on Employee Selection Procedures, interviewing do’s and don’ts, interviewing best practices, realistic job preview, and video and virtual interviews. Participants will leave the program with a deep understanding of how to conduct effective interviews that help identify the best candidates for the job.

Upcoming Training Dates

Click a date below for more info & to register:

Key Features:

  • Immersive and thorough two-day training for HR Professionals involved in the hiring process
  • Covers an extensive range of topics vital to effective interviewing
  • Engaging workshops, practical exercises, group discussions, role plays, and case studies
  • Expert trainers with extensive real-world experience and industry knowledge
  • Certificate of completion awarded upon successful completion

Program Objectives:

Upon completion of the program, participants will be able to:

  • Comprehend the interview process and its significance in selecting the best candidates
  • Execute thorough job analysis and interview preparation
  • Employ behavioral interviewing techniques to gather pertinent information
  • Decipher non-verbal communication and its influence on interviews
  • Tackle common interviewing challenges
  • Apply diversity and inclusion best practices in the hiring process
  • Abide by legal compliance guidelines during the interview process
  • Proficiently conduct video and virtual interviews

Topics Covered:

  • Introduction to the Interview Process
      • The critical role of effective interviewing in talent acquisition
      • Stages of the interview process: preparation, execution, and evaluation
      • The impact of interview outcomes on organizational success
      • Effective communication and rapport-building with candidates
  • Job Analysis and Interview Preparation
      • Conducting a comprehensive job analysis to identify key competencies and qualifications
      • Developing a clear and concise job description
      • Preparing interview questions and evaluation criteria based on job requirements
      • Structuring the interview and choosing the appropriate format
      • Preparing interview materials and setting expectations for the interview team
      • Creating an inviting and comfortable interview environment
  • Behavioral Interviewing Techniques
      • The principles of behavioral interviewing and its advantages
      • Crafting open-ended questions to encourage detailed responses
      • Probing for specific examples and experiences to assess candidate competencies
      • Active listening and effective note-taking during interviews
      • Assessing transferable skills and potential for growth
  • Non-Verbal Communication
      • Recognizing and interpreting non-verbal cues from interviewees
      • Managing and conveying appropriate non-verbal signals during the interview
      • The impact of non-verbal communication on interviewer and candidate perceptions
      • Understanding cultural differences in non-verbal communication
      • Building rapport through effective non-verbal communication
  • Interviewing Challenges and Solutions
      • Identifying and addressing challenges with difficult interviewees
      • Overcoming biases, stereotypes, and potential pitfalls in the interview process
      • Ensuring consistency and fairness in interviews across multiple candidates
      • Handling curveball questions and unexpected situations
      • Managing time effectively during interviews
  • Diversity and Inclusion in Interviewing
      • The importance of fostering diversity and inclusion in the workplace
      • Implementing inclusive interviewing practices that promote fairness and equal opportunity
      • Recognizing and addressing unconscious bias during the interview process
      • Cultivating cultural intelligence and empathy in the interviewing process
      • Encouraging diverse perspectives and ideas in the workplace
    • Legal Compliance and Anti-Discrimination Laws: Understand the legal requirements and guidelines for interviewing, including anti-discrimination laws and the Uniform Guidelines on Employee Selection Procedures.
      • Laws covered: Age Discrimination in Employment Act (ADEA), Title VII of the Civil Rights Act of 1964, Americans with Disabilities Act (ADA), Equal Pay Act (EPA), Pregnancy Discrimination Act (PDA), Genetic Information Nondiscrimination Act (GINA), Family and Medical Leave Act (FMLA), Immigration and Nationality Act (INA), Uniformed Services Employment and Reemployment Rights Act (USERRA), Fair Credit Reporting Act (FCRA), Fair Labor Standards Act (FLSA), National Labor Relations Act (NLRA)
      • Understanding legal requirements, guidelines, and potential liabilities in the hiring process
      • Avoiding discriminatory or inappropriate questions during interviews
      • Managing sensitive information and maintaining candidate privacy
      • Proper documentation and record-keeping during the hiring process
      • Handling post-interview communication and candidate feedback
      • Uniform Guidelines on Employee Selection Procedures
    • Reliability and Validity: Learn the concepts of reliability and validity in the context of employee selection and how to ensure your interview process is both reliable and valid.
      • Concepts of reliability and validity
      • Ensuring a reliable and valid interview process
      • Best practices for maintaining consistency in interviews
    • Interviewing Do’s and Don’ts: Explore the best practices for conducting interviews and common pitfalls to avoid.
      • Best practices for conducting interviews
      • Common pitfalls to avoid
      • Navigating challenging interview situations
    • Realistic Job Preview: Learn the importance of providing a realistic job preview to candidates and how it can impact their decision-making process and job satisfaction.
      • Importance of a realistic job preview
      • Impact on candidate decision-making and job satisfaction
      • Strategies for providing accurate and comprehensive job previews
  • Video and Virtual Interviews
      • Adapting traditional interviewing skills for virtual environments
      • Implementing best practices for conducting effective video interviews
      • Overcoming common challenges and technical issues in virtual interview settings
      • Ensuring a professional virtual interview environment and minimizing distractions
      • Leveraging technology to enhance the virtual interview experience
      • Building rapport and engaging candidates in a virtual setting
      • Following up and providing feedback after virtual interviews
  • Evaluating Candidates and Making Informed Decisions
      • Reviewing and analyzing interview notes and candidate responses
      • Comparing candidates against established evaluation criteria
      • Identifying potential red flags and areas for further inquiry
      • Collaborating with the interview team to make well-informed hiring decisions
      • Balancing the importance of skills, experience, and cultural fit
  • Closing the Interview and Post-Interview Activities
    • Effectively wrapping up the interview and setting expectations for next steps
    • Expressing appreciation and providing closure for candidates
    • Conducting reference checks and verifying candidate information
    • Communicating the final decision and extending job offers
    • Providing constructive feedback to unsuccessful candidates
    • Continuous improvement and refining the interview process

Two-Day Agenda (Eastern Time):

Day 1:

10:00 – 10:30: Welcome

10:30 – 11:45: Introduction to the Interview Process

  • The critical role of effective interviewing in talent acquisition
  • Stages of the interview process: preparation, execution, and evaluation

11:45 – 12:00: Mid-Morning Break

12:00 – 1:15: Job Analysis and Interview Preparation

  • Conducting a comprehensive job analysis to identify key competencies and qualifications
  • Developing a clear and concise job description

1:15 – 2:00: Preparing Interview Questions and Structuring the Interview

  • Preparing interview questions and evaluation criteria based on job requirements
  • Structuring the interview and choosing the appropriate format

2:00 – 3:00: Lunch

3:00 – 4:15: Behavioral Interviewing Techniques

  • Crafting open-ended questions to encourage detailed responses
  • Probing for specific examples and experiences to assess candidate competencies

4:15 – 4:30: Mid-Afternoon Break

4:30 – 6:00: Non-Verbal Communication

  • Recognizing and interpreting non-verbal cues from interviewees
  • Managing and conveying appropriate non-verbal signals during the interview

Day 2:

10:00 – 11:15: Interviewing Challenges and Solutions

  • Identifying and addressing challenges with difficult interviewees
  • Overcoming biases, stereotypes, and potential pitfalls in the interview process

11:15 – 11:30: Mid-Morning Break

11:30 – 12:45: Diversity and Inclusion in Interviewing

  • The importance of fostering diversity and inclusion in the workplace
  • Implementing inclusive interviewing practices that promote fairness and equal opportunity

12:45 – 1:45: Legal Compliance in Interviewing

  • Understanding legal requirements, guidelines, and potential liabilities in the hiring process
  • Avoiding discriminatory or inappropriate questions during interviews

1:45 – 2:00: Evaluating Candidates and Making Informed Decisions

  • Reviewing and analyzing interview notes and candidate responses
  • Comparing candidates against established evaluation criteria

2:00 – 3:00: Lunch

3:00 – 4:15: Video and Virtual Interviews

  • Adapting traditional interviewing skills for virtual environments
  • Implementing best practices for conducting effective video interviews

4:15 – 4:30: Mid-Afternoon Break

4:30 – 5:45: Closing the Interview and Post-Interview Activities

  • Effectively wrapping up the interview and setting expectations for next steps
  • Conducting reference checks and verifying candidate information

5:45 – 6:00: Wrap-up and Feedback

2-Day Mastering the Art of Effective Candidate Interviewing Certificate Program

$1,39500
  • What’s Included:
  • 2 Days of Live Instructor-Led Training by Elga Lejarza, aPHR, PHR, SHRM-CP, PHR, SHRM-SCP, GPHR
  • HRCI – 14 HR (General) Credits
  • SHRM – 14 PDC’s
  • Certificate upon Successful Completion
  • Hardcopy of the presentation & training materials

Upcoming Training Dates

Click a date below for more info & to register

4-Hour Understanding the Pregnant Workers Fairness Act (PWFA) Certificate Program (1)

4-Hour Understanding the Pregnant Workers Fairness Act (PWFA) Certificate Program
SHRM Recertification Provider and HRCI Approved Provider

Act Now: Be Prepared for the Pregnant Workers Fairness Act Implementation

With the Pregnant Workers Fairness Act having gone into effect (June 27th, 2023), it’s crucial to be well-prepared and informed about the new legal requirements and responsibilities it brings. Our comprehensive 4-hour training course will equip you with the knowledge and skills necessary to comply with the Act and provide a supportive workplace environment for pregnant employees. As the deadline approaches, don’t miss the opportunity to be proactive and stay ahead of the curve. By understanding the Act’s provisions and adopting best practices, you’ll minimize litigation risks, boost employee satisfaction and retention, and establish your organization as a responsible and inclusive employer. Register for our expert-led course today and ensure your organization is ready to embrace the changes and opportunities that the Pregnant Workers Fairness Act offers.

Course Overview:

This 4-hour training is designed to provide a comprehensive understanding of the Pregnant Workers Fairness Act (PWFA). The course will cover the key aspects of the Act, including its provisions, legal requirements, and enforcement mechanisms. Participants will gain the knowledge and skills needed to ensure compliance with the Act, protect the rights of pregnant workers, and create a supportive workplace environment.

Course Objectives: By the end of this course, participants will be able to:

  • Understand the provisions and requirements of the Pregnant Workers Fairness Act.
  • Identify the key rights and protections afforded to pregnant employees under the PWFA.
  • Implement appropriate accommodations and policies in the workplace to support pregnant workers.
  • Recognize potential violations of the Act and take appropriate corrective action.
  • Develop strategies to foster a positive and inclusive workplace culture.

Key Benefits:

  • Comprehensive understanding of the PWFA and its implications for businesses and employees.
  • Improved ability to create a supportive workplace environment for pregnant employees.
  • Enhanced legal compliance and reduced risk of litigation.
  • Increased employee satisfaction and retention.
  • Strengthened reputation as a responsible and inclusive employer.

Who Should Attend:

  • Human resources professionals
  • Business owners and managers
  • Supervisors and team leaders
  • Legal and compliance officers
  • Employee relations specialists
  • Any professional involved in the development or implementation of workplace policies and practices

What to Expect from the Course: 

Participants can expect a highly interactive and engaging training experience that combines expert instruction, case studies, and group discussions. The course will provide participants with a solid understanding of the Pregnant Workers Fairness Act and practical strategies to support pregnant employees in the workplace.

How to Make the Most of this Course: 

To get the most out of this course, participants should come prepared with questions and potential real-life scenarios from their workplace. Engaging in group discussions, actively participating in exercises, and applying the course content to their specific situations will help participants develop a deeper understanding of the PWFA and its practical application.

Course Outline:

  • Introduction to the Pregnant Workers Fairness Act
  • Rights and Protections for Pregnant Employees
  • Reasonable Accommodations and the Interactive Process
  • Pregnancy Discrimination and Retaliation
  • Compliance and Enforcement
  • Best Practices for Supporting Pregnant Employees
  • Developing a Supportive Workplace Culture

Topics Covered:

  • Overview of the PWFA
    • Background and purpose of the Act
    • Key provisions and definitions
    • Comparison with existing laws, such as the Pregnancy Discrimination Act (PDA) and the Americans with Disabilities Act (ADA)
  • Legal requirements and compliance
    • Employers’ obligations under the Act
    • Understanding the “known limitations” related to pregnancy, childbirth, or related medical conditions
    • Applicable exemptions and employer size thresholds
  • Reasonable accommodations
    • Definition and examples of reasonable accommodations
    • Balancing employee needs with business necessities
    • Identifying potential accommodations for various pregnancy-related limitations
  • The interactive process
    • Steps involved in the interactive process
    • Effective communication and documentation strategies
    • Addressing accommodation requests and resolving disputes
  • Pregnancy discrimination and retaliation
    • Identifying direct and indirect forms of discrimination
    • Understanding retaliation and its implications
    • Strategies for preventing discrimination and Retaliation in the Workplace
  • Enforcement mechanisms
    • Role of the EEOC and other Agencies
    • Complaint procedures and timelines
    • Potential consequences and remedies for non-compliance
  • Case studies and potential real-life examples
    • Analysis of relevant court cases and EEOC guidance
    • Lessons learned from past litigation and enforcement actions
    • Best practices from organizations successfully supporting pregnant employees
  • Best practices for supporting pregnant employees
    • Developing and implementing effective policies and procedures
    • Training and education for managers, supervisors, and employees
    • Fostering a culture of inclusion and respect for pregnant workers

Materials and Resources:

  • Participants will have access to the PDF of the presentation online.
  • Upon successful completion, participants will receive a Certificate of Completion.

Evaluation:

To measure the effectiveness of the training, participants will be asked to complete a pre- and post-course assessment, evaluating their understanding of the Pregnant Workers Fairness Act and their ability to apply the course content to potential real-life situations. Participants will also be encouraged to provide feedback on the training through an evaluation form to help improve future course offerings.

4-Hour Understanding the Pregnant Workers Fairness Act (PWFA) Certificate Program

$59500
  • What’s Included:
  • 4 Hours of Live Instructor-Led Training by Elga Lejarza, aPHR, PHR, SHRM-CP, PHR, SHRM-SCP, GPHR
  • HRCI – 4 HR (General) Credits
  • SHRM – 4 PDC’s
  • Certificate upon Successful Completion

Upcoming Training Dates

Click a date below for more info & to register

2-Day HR Generalist Certificate Program

New 2023 Updates for Form I-9: Complete 4-Hour Certificate Program for Employment Eligibility Verification

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


Continuing Education Credits: HRCI – 14 HR(General) Credits • SHRM – 14 PDC’s


Schedule: 10:00 AM – 6:00 PM Eastern Time on Both Days (Detailed Agenda Below)


Are you an HR professional looking to enhance your knowledge and skills to excel in your role and drive organizational success? Join us for the 2-Day HR Generalist Certificate Program, which provides comprehensive coverage of essential HR topics and legal compliance requirements. Learn from an expert trainer with extensive HR experience and legal expertise, and engage in an interactive and practical training format with practical examples and case studies. Network with peers and fellow HR professionals and receive a certificate of completion upon successful program completion. Register now and gain essential knowledge and skills to excel in your HR role and drive organizational success!

Upcoming Training Dates

Click a date below for more info & to register

Topics Covered:

Day 1:

  • Introduction and Program Overview
  • The Role of the HR Generalist Today
  • The Strategic Role of HR in Organizational Success
  • Areas for Improvement in HR Strategies
  • Adapting HR Strategies to Fit Business Needs
  • Stronger Relationships between Functional Departments
  • Productive Uses for Technology to Make HR Management a Strategic Business Partner
  • Employee Relations Defined
  • Clear Policies for Effective Employee Relations
  • Trends in Employee Relations
  • Root Cause of Employee Complaints
  • Pushing Back on Issues not Managed by HR
  • Coaching Supervisors and Managers for Positive Employee Relations
  • Labor and Employment Law
  • Legal Obligations Related to Labor and Employment Law
  • Potential Liability for Harassment, Discrimination, and Retaliation Under Title VII
  • Hostile Work Environment Harassment According to the Law
  • Employer Obligations Regarding Religious Accommodations
  • Carrying Out Workplace Investigations
  • Americans With Disabilities Act (ADA)
  • Defining a “Qualified Disability”
  • Common Mistakes Related to ADA Compliance
  • Creating Job Descriptions that Comply with the Law and Avoid Discrimination Claims
  • Reasonable Accommodations for Individuals with Disabilities
  • Best Practices for Providing Reasonable Accommodations While Also Running a Business

Day 2:

  • Understanding and Complying with the Family & Medical Leave Act (FMLA) Requirements
  • Basics of the Family Medical Leave Policy
  • Document Processing for FMLA
  • Associated Subjects such as PTO, Sick Time, Vacation Pay, and Leave Tracking
  • Developing Organizational Policies to Improve FMLA Management
  • Best Practices in Dealing with Intermittent Leave Misuse or Abuse under the FMLA
  • Common Law Impacting Human Resources
  • Supreme Court Cases that have Redefined Retaliation Laws
  • Preventing Potential Claims
  • Topics of Negligent Hiring, Supervision, Retention, Conduct Investigations, and Wrongful Termination/”At-Will” Employment
  • Defamation and Privacy Related to Employee Electronic Communications
  • Current “Must-Have” Company Policies to Better Manage Legal Risks
  • The National Labor Relations Act (NLRA)
  • Framework Laid Out by the NLRA to Ensure the Rights of Employers and Labor Organizations are Protected
  • Unionization Process from Excelsior Lists to Secret Ballots
  • Which Employee Behavior is Protected under the Act
  • Handling Disciplinary Proceedings when Union Employees Request Representation
  • Strategies for Avoiding Unionizing Activities
  • Difficult Conversations in HR
  • Handling Difficult Conversations in the Workplace
  • Navigating Sensitive Topics with Employees
  • Creating a Positive and Respectful Dialogue
  • Strategies for Managing Emotions

Learning Outcomes:

By the end of the 2-Day HR Generalist Certificate Program, participants will be able to:

  • Understand the strategic role of HR in organizational success and identify areas for improvement in HR strategies.
  • Establish clear policies for effective employee relations and recognize the root cause of employee complaints.
  • Understand legal obligations related to labor and employment law and prevent potential claims.
  • Understand the basics of the Family Medical Leave policy and develop policies to improve FMLA management.
  • Explore Supreme Court cases that have redefined retaliation laws and develop strategies to prevent potential claims.
  • Understand the framework laid out by the NLRA and determine which employee behavior is protected under the act.
  • Handle difficult conversations in the workplace and develop strategies for managing emotions.
  • Create stronger relationships between functional departments and develop productive uses for technology to make HR management a strategic business partner.
  • Define a “qualified disability”
  • Discuss common mistakes related to ADA compliance and create job descriptions that comply with the law and avoid discrimination claims.
  • Cover reasonable accommodations for individuals with disabilities and best practices for providing reasonable accommodations while also running a business.
  • Process and manage employee documentation related to FMLA, PTO, sick time, vacation pay, and leave tracking.
  • Identify potential legal risks related to labor and employment law, and develop policies to prevent potential claims.
  • Understand the National Labor Relations Act (NLRA) and the unionization process.
  • Handle disciplinary proceedings when union employees request representation and strategies for avoiding unionizing activities.
  • Navigate difficult conversations in the workplace, create positive and respectful dialogue, and manage emotions effectively.
  • Network with peers and HR professionals and learn from an expert trainer with extensive HR experience and legal expertise.
  • Receive a certificate of completion upon successful program completion.

Why Attend the Training Program:

  • Gain essential knowledge and skills to excel in your HR role and drive organizational success
  • Learn from an expert trainer with extensive HR experience and legal expertise
  • Engage in interactive and practical training format with practical examples and case studies
  • Network with peers and HR professionals
  • Receive a certificate of completion upon successful program completion

Program Features:

  • Expert trainer with extensive HR experience and legal expertise
  • Comprehensive coverage of essential HR topics and legal compliance requirements
  • Interactive and engaging training format with practical examples and case studies
  • Pre- and post-test to assess learning outcomes and measure program effectiveness
  • Opportunity for Q&A and networking with peers and HR professionals
  • Certificate of completion upon successful program completion

Target Audience:

  • HR Generalists
  • HR Managers and Directors
  • Small business owners and managers
  • Professionals seeking to enhance their HR knowledge and skills

 

Agenda:

Day 1: 10:00 am – 11:30 am: Introduction and Program Overview

  • Introduce the trainer and the participants
  • Explain the program objectives and topics
  • Discuss the program format and expectations
  • Pre-Test
  • Provide an overview of the HR Generalist role

11:30 am – 1:00 pm: The Contribution of Human Resources professionals Today

  • Discuss the strategic role of HR in organizational success
  • Identify areas for improvement in HR strategies
  • Outline approaches to adapt strategies to fit business needs
  • Create stronger relationships between functional departments
  • Develop productive uses for technology to make HR management a strategic business partner

1:00 pm – 2:00 pm: Lunch Break

2:00 pm – 3:30 pm: Employee Relations Defined: Creating a Foundation for Business Growth and Success

  • Establish clear policies for effective employee relations
  • Keep up with key trends in employee relations
  • Recognize the root cause of employee complaints
  • Learn how to push back on issues not managed by HR
  • Develop skills in coaching supervisors and managers for positive employee relations

3:30 pm – 3:45 pm: Short Break

3:45 pm – 5:15 pm: Labor and Employment Law

  • Discuss legal obligations related to labor and employment law
  • Review potential liability for harassment, discrimination, and retaliation under Title VII
  • Delineate what constitutes a hostile work environment harassment according to the law
  • Review employer obligations regarding religious accommodations
  • Discuss how employers should carry out workplace investigations

5:15 pm – 6:00 pm: Americans With Disabilities Act (ADA)

  • Define what a “qualified disability” is
  • Discuss common mistakes related to ADA compliance
  • Talk about creating job descriptions that comply with the law and avoid discrimination claims
  • Cover reasonable accommodations for individuals with disabilities
  • Discuss best practices for providing reasonable accommodations while also running a business

Day 2: 10:00 am – 11:30 am: Understanding and complying with the Family & Medical Leave Act (FMLA) requirements

  • Discuss the basics of the Family Medical Leave policy
  • Review document processing for FMLA
  • Discuss associated subjects such as PTO, sick time, vacation pay, and leave tracking
  • Develop organizational policies to improve FMLA management
  • Understand best practices in dealing with intermittent leave misuse or abuse under the FMLA

11:30 am – 1:00 pm: Common Law impacting Human Resources

  • Explore Supreme Court cases that have redefined retaliation laws
  • Discuss how HR departments can prevent potential claims
  • Cover topics of negligent hiring, supervision, retention, conduct investigations, and wrongful termination/”At-Will” employment
  • Discuss defamation and privacy related to employee electronic communications
  • Look into current “must-have” company policies to better manage legal risks

1:00 pm – 2:00 pm: Lunch Break

2:00 pm – 3:30 pm: The National Labor Relations Act (NLRA)

  • Discuss the framework laid out by the NLRA to ensure the rights of employers and labor organizations are protected
  • Understand the unionization process from Excelsior lists to secret ballots
  • Determine which employee behavior is protected under the act
  • Learn how disciplinary proceedings should be handled when union employees request representation
  • Explore strategies for avoiding unionizing activities

3:30 pm – 3:45 pm: Short Break

3:45 pm – 5:15 pm: Difficult Conversations in HR

  • Discuss how to handle difficult conversations in the workplace
  • Learn how to navigate sensitive topics with employees
  • Understand how to create a positive and respectful dialogue
  • Develop strategies for managing emotions in difficult conversations

5:15 pm – 6:00 pm: Q&A session

  • Review of the day’s topics
  • Post-Test

2-Day HR Generalist Certificate Program

$1,39500
  • What’s Included:
  • 2 Days of Live Instructor-Led Training by Elga Lejarza, aPHR, PHR, SHRM-CP, PHR, SHRM-SCP, GPHR
  • HRCI Recertification Credits – 14 HR (General) Credits
  • SHRM Recertification Credits 14 PDC’s
  • Certificate upon Successful Completion
  • Hardcopy of the presentation & training materials
  • $200 coupon that can be used towards one of our PHR, SPHR, SHRM-CP, SHRM-SCP or GPHR Exam Prep Boot Camps

Upcoming Training Dates

Click a date below for more info & to register

New 2024 Updates for Form I-9: Complete 4-Hour Certificate Program for Employment Eligibility Verification

New 2023 Updates for Form I-9: Complete 4-Hour Certificate Program for Employment Eligibility Verification
SHRM Recertification Provider and HRCI Approved Provider

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

Continuing Education Credits: HRCI – 4 HR(General) Credits   •   SHRM – 4 PDC’s

Schedule: 10:00 AM – 2:00 PM Eastern Time

With Form I-9 audits increasing, employers must ensure they’re current on their I-9 documentation and filing practices. The U.S. Citizenship and Immigration Services (USCIS) has requested funding to hire 700 new positions in 2024, a sign that I-9 audits will only continue to increase in frequency. Employers should be aware of the regulations regarding their I-9 files to ensure compliance with the law and avoid hefty fines.

The 2024 Form I-9 Updates and Comprehensive 4-Hour I-9 Employment Eligibility Verification Certificate Program is designed to help employers understand and comply with the latest regulations regarding employment eligibility verification. This program provides detailed guidance on the necessary forms and documentation, best practices for conducting audits, proper storage of records and other information relevant to ensuring compliance.

  1. What is the most current version of Form I-9 that we use this year?
  2. Am I required to complete Form I-9 for employees who will work only one day?
  3. When in 2024 the remote I-9 certification due to COVID-19 precautions expires?
  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 I-9 Compliance Certificate Program?

This comprehensive 4-hour training program is designed to equip HR professionals, hiring managers, and other personnel responsible for completing the I-9 form with the necessary knowledge and skills to confidently verify employment eligibility and complete the I-9 form accurately and efficiently. Participants will learn the basic requirements of the I-9 process, as well as how to identify and resolve common errors and issues that can arise during the verification process.

The Government takes employment eligibility more seriously today than ever before. We can not put our organizations at risk because of mistakes, lack of knowledge or training. It is critical to be in compliance by being aware of all the new 2024 changes. Ignorance is not a defense in the eyes of the law!

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

  • Who 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 Form I-9?
  • How far in advance can Form I-9 be completed?
  • As an employer, may I use a signature stamp to sign Section 2?
  • How do we determine Documents’ genuineness?
  • Which type of receipts can we 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 Forms I-9?
  • 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 to conduct a self-audit for Forms I-9?
  • How to properly correct errors or missing data on Forms I-9?
  • How to establish employees’ identities and employment authorizations?
  • How can we store and retain Forms I-9?
  • Who can help a new hire complete section 1 on Form I-9?
  • How can an employer 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 the title is cut off when you print the form. 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 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 an 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 Forms I-9 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 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?

Delivery Method:

The training program will be delivered virtually via a video conferencing platform. The program will be conducted by Elga Lejarza, who has extensive knowledge and experience in completing and verifying I-9 forms.

Duration:

The program will last 4 hours, with a combination of lectures, group discussions, and hands-on exercises.

Learning Outcomes:

  • Upon completion of the training program, participants will be able to:
  • Understand the basic requirements of the I-9 verification process
  • Identify and resolve common errors and issues that can arise during the verification process
  • Verify employment eligibility using acceptable documentation
  • Complete the I-9 form accurately and efficiently
  • Develop strategies for avoiding future errors and ensuring compliance with I-9 regulations
  • Successfully handle government inspections and audits.
  • Overview of E-Verify

Included in the program:

  • I-9 Compliance Certificate Program Certificate
  • 4 SHRM/HRCI Recertification Credit hours
  • 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

New 2024 Updates for Form I-9: Complete 4-Hour Certificate Program for Employment Eligibility Verification

$59500
  • What’s Included:
  • 4 Hours of Live Instructor-Led Training by Elga Lejarza, aPHR, PHR, SHRM-CP, SPHR, GPHR, SHRM-SCP
  • HRCI – 4 HR (General) Credits
  • SHRM – 4 PDC’s
  • Certificate upon Successful Completion

Upcoming Training Dates

Click a date below for more info & to register

“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

See what other participants are saying about our Exam Prep Courses

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

Jump-Start your HR Career and Join us 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 Elga Lejarza, aPHR, PHR, SHRM-CP, SPHR, SHRM-SCP, GPHR to make sure you are ready, access to the recordings of each of your live sessions to review after the class, and hours of one-on-one Q&A recordings made available by our past successful participants! 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. Take a look at what our participants have to say about our exam prep courses: 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 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)
  • Copy of the Presentation
  • Access to the aPHR ‘Hot Topic’ List
  • Access to the aPHR Exam Prep Essay Questions w/ Answers
  • aPHR Study Guide by DistinctiveHR
  • aPHR Exam Prep Flashcards

Schedule

  • Day 1 – 9:00 AM – 6:00 PM Central Time
  • Day 2 – 9:00 AM – 6:00 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 Associate Professional In Human Resources (aPHR®) Exam Prep Boot Camp

$1,29500
  • What’s Included:
  • 18 Hours of Live Instructor-Led Training by Elga Lejarza, aPHR, PHR, SHRM-CP, PHR, SHRM-SCP, GPHR
  • Complimentary 1-on-1 hour long session with Elga Lejarza aPHR, PHR, SHRM-CP, PHR, SHRM-SCP, GPHR to ensure you are ready for your exam
  • Access to dozens of 1-on-1 session recordings from past successful students that have allowed us to record and share
  • Hardcopy of the presentation & training materials

Upcoming Training Dates

Click a date below for more info & to register

1-Day Bridging the Gap: Mastering Intergenerational Communication Differences and Conflict Resolution in the Workplace Certificate Program

Continuing Education Credits:

  • HRCI – 7 HR(General) Credits
  • SHRM – 7 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern (Detailed Agenda Below)

Program Overview

Are you aspiring to master the complexities of managing a diverse, multi-generational workforce? Understanding and navigating the varied communication styles and conflict resolution approaches across generations is critical in today’s workplace. If these challenges resonate with you, we invite you to participate in our comprehensive one-day certificate program, ‘Mastering Intergenerational Communication Differences and Conflict Resolution in the Workplace.’ This program is meticulously designed to equip you with the necessary skills and insights to effectively manage and harmonize a workforce that spans sometimes up to six generational groups, fostering a collaborative and productive work environment.

Firstly, the modern workplace is characterized by a diverse range of age groups, each with its own communication preferences and work styles. Mastering inter-generational communication differences and conflict resolution in the workplace, equips you with the knowledge and tools to bridge these gaps, fostering a more inclusive and collaborative work environment.

Secondly, conflict resolution is an inevitable aspect of any workplace, but addressing conflicts arising from generational differences requires a specialized skill set. Our Certificate program will provide you with effective conflict resolution strategies tailored to the unique dynamics of different age groups. By learning how to identify and manage conflicts arising from generational disparities, you will contribute to a harmonious workplace where diverse perspectives are valued rather than a source of tension.

Moreover, as organizations become increasingly global and interconnected, mastering inter-generational communication becomes crucial for effective collaboration across borders. Our certificate program not only addresses the nuances of communication within age-diverse teams but also prepares you to navigate cross-cultural communication challenges, ensuring you can communicate effectively with colleagues from different generations and backgrounds.

Lastly, attending our certificate program demonstrates a commitment to professional development and a proactive approach to building a successful career. Employers value individuals who invest in improving their interpersonal and conflict resolution skills, recognizing that these capabilities contribute to a positive work culture and improved team dynamics.

By attending our Mastering Inter-Generational Communication and Conflict Resolution Certificate Program, you position yourself as a valuable asset to your organizations, equipped to thrive in diverse and dynamic professional environments.

Topics Covered

  • Understanding Generational Diversity – Exploring the characteristics of different generational groups in the workforce.
  • Communication Styles Across Generations – How each generation communicates and the implications for workplace interactions.
  • Generational Values and Work Ethics – Examining the varying values and work ethics of different age groups.
  • Creating an Inclusive Workplace Culture – Strategies for fostering inclusivity across generational lines.
  • Effective Communication Techniques – Tailoring communication methods to suit various generational preferences.
  • Conflict Resolution Basics – Understanding the fundamentals of resolving conflicts in a diverse environment.
  • Generational Stereotypes and Biases – Identifying and addressing common stereotypes and biases.
  • Cross-Generational Team Building – Techniques for building cohesive teams with diverse age groups.
  • Mentoring Across Generations – Establishing effective mentoring relationships between different generations.
  • Leveraging Generational Strengths – Utilizing the unique strengths of each generational cohort.
  • Technology and Communication – The role of technology in bridging or widening generational gaps.
  • Feedback and Performance Management – Adapting feedback and performance management to generational needs.
  • Change Management in a Multi-Generational Setting – Managing change effectively with a diverse workforce.
  • Generational Attitudes Towards Authority and Leadership – Understanding how each generation views authority and leadership.
  • Work-Life Balance Across Generations – Varying attitudes towards work-life balance and how to manage them.
  • Career Development and Expectations – Career aspirations and expectations of different generations.
  • Generational Perspectives on Diversity and Inclusion – How each generation views and values diversity and inclusion.
  • Negotiation Skills for Multi-Generational Workplaces – Techniques for effective negotiation in a diverse age group environment.
  • Emotional Intelligence and Generational Sensitivity – Developing emotional intelligence to understand and respect generational differences.
  • Overcoming Communication Barriers – Strategies to overcome common communication barriers among generations.
  • Cultural Competency in a Diverse Workforce – Enhancing cultural competency in a multi-generational setting.
  • Generational Leadership Styles – Exploring various leadership styles and their impact on different generations.
  • Building Cross-Generational Trust – Strategies for building trust among diverse age groups.
  • Generational Views on Success and Recognition – Understanding how success and recognition are perceived differently by each generation.
  • Facilitating Multi-Generational Meetings – Conducting effective meetings with a generationally diverse group.
  • Conflict De-escalation Techniques – Techniques to de-escalate conflicts in a multi-generational context.
  • Respecting and Valuing Different Perspectives – Fostering respect and appreciation for diverse viewpoints.
  • Innovation Through Generational Collaboration – Harnessing the power of diverse age groups for innovation.
  • Workplace Flexibility and Adaptability – Adapting workplace practices to suit generational preferences.
  • Retaining Multi-Generational Talent – Strategies for retaining talent across various age groups.
  • Impact of Globalization on Generational Differences – Understanding how globalization affects generational dynamics.
  • Health and Wellness in a Diverse Age Group – Addressing health and wellness needs of different generations.
  • Communication Technologies and Tools – Utilizing various technologies and tools for effective cross-generational communication.
  • Generational Intelligence in Leadership – Developing generational intelligence as a key leadership skill.
  • Succession Planning in a Multi-Generational Workforce – Planning for succession with generational diversity in mind.
  • Creating a Multi-Generational Engagement Plan – Strategies for engaging employees across all age groups.

Why Attend This Training Program

By attending this certificate program, you will be better prepared to navigate the complexities of today’s multi-generational workforce, leading to improved communication, stronger team dynamics, and a more inclusive workplace culture.

  • Understanding Generational Dynamics: Comprehend the historical, social, and cultural factors that influence each generational group’s behavior and outlook.
  • Effective Multi-Generational Communication: Master strategies for adapting communication styles to meet the preferences and expectations of different generational cohorts.
  • Conflict Resolution Strategies: Learn techniques specifically tailored to address and resolve inter-generational conflicts in the workplace.
  • Building Inclusive Teams: Gain insights into creating an inclusive environment that respects and integrates the strengths of all generations.
  • Leadership Across Generations: Develop leadership approaches that are effective in managing and motivating multi-generational teams.
  • Innovative Problem-Solving: Harness the diverse perspectives and experiences of various age groups for more creative and effective problem-solving.
  • Adapting to Changing Workforce Dynamics: Stay adaptable and responsive to the evolving nature of the workforce as newer generations enter and older generations continue to participate.
  • Enhancing Employee Engagement: Learn how to engage and motivate employees from different generations, acknowledging their unique motivations and preferences.
  • Fostering a Positive Work Culture: Cultivate a work environment that celebrates diversity and promotes mutual respect among all age groups.
  • Navigating Technological Changes: Understand how different generations interact with technology at work and leverage this knowledge for effective team collaboration.

Learning Outcomes

  • Enhanced Understanding of Generational Differences: Gain a deeper understanding of the distinct characteristics, values, and communication styles of each generational group in the workforce, from Traditionalists to Generation Z.
  • Improved Communication Skills: Learn how to effectively communicate with colleagues of different ages, which is crucial for creating a harmonious and productive work environment.
  • Effective Conflict Resolution: Develop skills to navigate and resolve conflicts that may arise due to generational misunderstandings or differing work styles.
  • Increased Workplace Harmony: By understanding and respecting generational differences, you can contribute to a more inclusive and cohesive workplace culture.
  • Leadership Development: Leaders and managers will be better equipped to lead diverse teams, maximizing the strengths and minimizing the friction points among different generations.
  • Enhanced Team Performance: Teams that communicate effectively across generational lines are more likely to be productive, innovative, and collaborative.
  • Career Advancement: These skills are increasingly valued and can set you apart in your professional development and career progression.

Program Features

  • Expert trainer with extensive HR experience and expertise with communication and work conflict resolution strategies
  • Guest speakers representing each generational group
  • Pre- and post-test to assess learning outcomes and measure program effectiveness
  • Opportunity for Q&A and networking with peers and HR professionals
  • Certificate of completion upon successful program completion
  • 7 HRCI and 7 SHRM recertification credit hours

Target Audience

Our Certificate Program is beneficial for anyone interested in enhancing their ability to navigate the complexities of a multi-generational workplace, improving communication, and resolving conflicts more effectively.

  • HR Professionals and Executives: Individuals responsible for managing a diverse workforce, resolving conflicts, and fostering an inclusive organizational culture.
  • Team Leaders and Managers: Those in supervisory roles who lead teams comprising members from different generations and need to effectively manage and motivate these teams.
  • Corporate Trainers and Coaches: Professionals who provide training and development in organizational settings and need to understand the dynamics of inter-generational communication and conflict.
  • Organizational Development Specialists: Individuals focused on improving workplace culture and employee relations across different age groups.
  • Business Executives: Senior leaders who need to understand the impact of generational differences on company strategy, communication, and team dynamics.
  • Project Managers: Professionals who oversee diverse teams on various projects and require skills to manage and communicate effectively with team members of all ages.
  • Educators and Academic Administrators: Those in the education sector who work in diverse age environments and want to enhance their interaction and conflict resolution skills.
  • Healthcare Professionals: Including administrators and practitioners who interact with a multi-generational workforce and patient base.
  • Non-Profit Leaders: Individuals leading teams in non-profit organizations who need to navigate generational differences in both staff and the populations they serve.
  • Government Officials and Public Service Employees: Those in the public sector who encounter a wide range of age groups among both colleagues and the public.
  • Consultants and Advisors: Professionals who guide organizations on workforce dynamics, team building, and effective communication strategies.
  • Small Business Owners: Entrepreneurs who manage staff from different generations and need to balance diverse communication styles and expectations.
  • Career Changers and Job Seekers: Individuals looking to enhance their employability and interpersonal skills in a diverse workplace environment.
  • Anyone Interested in Personal and Professional Growth: Individuals keen to improve their interpersonal skills and understanding of how to effectively interact with people of different ages.

Agenda

Day 1:

10:00 AM – 10:30 AM: Introduction

  • Welcome, and introduction of participants.
  • Housekeeping rules, disclaimer, schedule.

10:30 AM – 11:00 AM: Pre-Test

11:00 AM to 11:30 AM: Generational Differences at the Workplace

  • Definitions of generational differences
  • Background of generational differences
  • The population numbers of different generational groups in the United States

11:30 AM to 12:00 PM: Five Different Generations at the Workplace

  • Traditionalists (AKA: Silent Generation 1925-1945)
  • Baby Boomers (1946-1964)
  • Gen-X (1965-1980)
  • Gen-Y (AKA: Millennials 1981-1996)
  • Gen-Z (1997-2012)

12:00 PM to 12:15 PM: Break

12:30 PM to 2:30 PM: Introduction of Generational Group Speakers

  • Baby Boomers: Speaker
  • GEN-X: Speaker
  • GEN-Y: Speaker
  • GEN-Z: Speaker

2:30 PM to 3:00 PM: Lunch break

3:00 PM to 3:30 PM:  Recognizing Characteristics, Values, and Communication Styles of Each Generation

  • Traditionalists: they like the old-fashioned way.
  • Baby Boomers: still like traditionalists but adapted to recent changes.
  • Gen-X: emphasis on work-life balance, flexibility, and independence.
  • Gen-Y (Millennials): adapted to a more modern lifestyle, tech-savvy.
  • Gen-Z: they like innovation, independence, and individuality.

3:30 PM to 4:00 PM: Conflict Resolution Across Generations

  • Challenges of working with different generations.
  • A view of factors affecting the workplace:
  • Age, values, personal issues, work ethics, dress code.
  • Generational conflicts in the workplace
  • Conflicts can arise from diverse sources:
    • among peers.
    • caused by workstyle.
    • between superiors and/or coworkers.
    • from cultural differences.
    • caused by workload.

4:00 PM to 5:00 PM: Impact on the Workplace

  • The effect of generational diversity at the workplace.
  • Factors to take into consideration when having different generation groups at work.
    • Age, workstyle, communication.
  • Why is it important to work with different generations at work?
  • A plethora of valuable development and learning opportunities.
    • Diverse Perspective.
    • Innovation and Creativity.
    • Skill transfer and Knowledge sharing.
    • Mentorship Opportunities.
    • Improved Communication and Collaboration.
    • Employee Engagement and Satisfaction.
    • Adaptability to Change.
    • Enhanced Customer understanding.
  • Advantages of generational diversity in the workplace.
    • Attracting and Retaining Talent.
    • Global Perspective.
    • Improved Decision-Making.
  • Challenges multigenerational teams pose for management.
  • Managing a team that includes a multigeneration group of people can be rewarding and a challenge.
  • Issues that can arise:
    • Communication Styles.
    • Work Ethic and Motivation.
    • Technology Proficiency.
    • Feedback and Recognition Preferences.
    • Leadership Expectations.
    • Career Development and Training.
    • Managing Change.
    • Work-Life Balance.
    • Conflict Resolution.
    • Knowledge Transfer.

5:00 PM to 5:15 PM: Break

5:15 PM to 6:00 PM: Take Action at the Workplace

  • Communication to overcome generation gaps.
    • Promoting Open Communication.
    • Active Listening.
    • Multiple Communication Channels.
    • Provide Cross-Generational Mentoring.
    • Establishing Common Ground.
    • Training Programs.
    • Having Flexible Communication Styles.
    • Promoting Inter-generational Teams.
    • Leading by Example.
    • Establish Feedback Mechanisms.
  • How can we turn generational diversity into employee retention?
    • Understand and Acknowledge Differences.
    • Offer Flexible Work Arrangements.
    • Professional Development Opportunities.
    • Implement Recognition and Rewards Programs.
    • Create Collaborative Team Building.
    • Establish Employee Resource Groups.
    • Communications Strategies.
    • Offer Benefits and Perks.
    • Promote Inclusivity.
    • Implement Feedback and Check-ins.
  • How can we engage different generations in the workplace?
    • Mentoring Programs.
    • Keep Open Communication channels.
    • Embrace Technology.
    • Design Collaborative Workspaces.
    • Team-Building Activities.
    • Promote Diversity and Inclusion.
    • Recognition of Life Stages.
    • Leadership Development.
    • Organize Social Events.

Understanding & Managing Inter-Generations in the Workplace

$89500
  • What’s Included:
  • 8 Hours of Live Instructor-Led Training
  • HRCI – 7 HR (General) Credits
  • SHRM – 7 PDC’s
  • Certificate upon Successful Completion
  • Hardcopy of the presentation & training materials

Upcoming Training Dates

Click a date below for more info & to register

Take your career to the next level with our Instructor-Led 2-Day Compliance and Business Ethics Certificate Program. This is a thorough Certificate Program Training that will provide you with the tools and resources you need to succeed. Register today and join us online for an interactive and informative experience.

Take your career to the next level with our Instructor-Led 2-Day Compliance and Business Ethics Certificate Program. This is a thorough Certificate Program Training that will provide you with the tools and resources you need to succeed. Register today and join us online for an interactive and informative experience.

Do you want a workplace culture where it is safe to speak up at work? Is transparency, accountability and continuous improvement important in your organization? Are you still learning to navigate the waters of unconscious bias, diversity and equality and want employees to feel like they can be authentic while at work? This 2-Day Compliance and Business Ethics Certificate Program will guide you on creating ethics and compliance policies, ethics training programs and conducting organizational assessments to make sure you have the right resources in place to improve and evolve as an organization. You’ll learn the difference between morals, values, principles, purpose, ethics, business ethics, ethos, conflict of interest, code of ethics, core values and code of conduct. You’ll also learn the laws surrounding ethics and how you can create an ethical organization. A company’s business ethics will determine its reputation and even the most straightforward situations can have hidden traps that impact both the law and ethics. This course will equip you to identify those hidden traps and prevent them in the future. Implementing these strategies will put you well on your way to becoming an Employer of Choice or Best Places to Work!

Schedule:

  • Day 1 from 9:00 AM to 5:00 PM Central Time
  • Day 2 from 9:00 AM to 5:00 PM Central Time

2-Day Business Ethics Certificate Program – Learning Overview by the Numbers:

  • 25+ learning objectives
  • Review 3 large organizations as it relates to their approach to Business Ethics.
  • Identify 5 Top Trends impacting ethics.
  • Review 40+ suggestions to include in Ethics and Compliance policies.
  • Review 20+ Federal laws.
  • Review 10 common ethical dilemmas.
  • Outline red flags to potential unethical behavior.
  • Understand 5 competitive advantages to being an ethical employer.
  • Review 8 common lies told during interviews.
  • Learn what 92% of hiring managers are willing to overlook.
  • Identify 5 questions to ask during the interview process regarding ethical behavior patterns.
  • Discuss 12 common behaviors that someone may be lying during an interview.
  • Review 133,000+ claims filed against employers in 2020 alone.
  • Understand 2 ways to make an Ethics and Compliance Program more interactive.
  • Discuss 6 ethical theories.
  • Review behaviors that every organization must routinely demonstrate.
  • Learn who 44% of employees are most likely to report workplace misconduct.
  • Understand 4 exceptions to Employment-at-Will.
  • Review 3 common pitfalls to implementing an effective Ethics and Compliance Program
  • Complete 25 knowledge check questions to identify return on investment.

Learning Objectives – 25+

  1. Define morals, principles, ethics, values, and purpose and how they intersect.
  2. Understand the meaning of ethics, ethos, and business ethics.
  3. Differentiate between a Code of Ethics, Code of Conduct, Core Values and Conflict of Interest.
  4. Discuss why some professions require a commitment to uphold a Code of Ethics/Conduct and some don’t.
  5. We’ll review 3 large associations to gain insights into how each association handles business ethics.
  6. Dive into unethical behavior and human nature to better understand why unethical behavior happens.
  7. Engage in an exercise regarding biased behavior to better understand how ethics impacts the treatment of employees.
  8. Review recent survey data capturing the state of ethics and compliance in the workplace.
  9. This includes an extensive review of the top 5 trends that influence ethical behaviors in the workplace as of March 2021.
  10. Identify how ethics define company culture and employee trust.
  11. Define decision-making documents and policies and procedures every organization should have in place to be viewed as an ethical employer by employees.
  12. This includes identifying 40+ suggestions on what to include within the policy.
  13. Discuss strategies for managing employee attitudes, behaviors, and accountabilities regarding business ethics.
  14. Identify common ethical dilemmas in the workplace and “red flags” that unethical behavior might be approaching.
  15. Capture the competitive advantage of being an ethical organization.
  16. Outline strategies to implement to ensure you’re hiring ethical people.
  17. Realize the role ethics plays in authentic diversity, equity, inclusion and belonging.
  18. Review business cases and the cost of unethical behavior.
  19. Understand the importance and frequency of ethics training as well as how to get started in creating a meaningful and impactful training program.
  20. Distinguish between the roles of an Ethics & Compliance Officer, Ombudsman, Human Resources, Ethics Hotline, and Helpline.
  21. Highlight common Ethical Theories.
  22. Identify how communication can impact ethics and the perception of ethical or unethical behavior displayed by a coworker.
  23. Identify how you can enhance performance evaluations and employee engagement surveys to capture ethical gaps and opportunities for improvement.
  24. Discuss Emotional Intelligence and what impact it has on displaying ethical behaviors.
  25. Understand how ethics can impact employee safety and programs.
  26. Review 20+ Federal laws and discuss how many of them, if any, were created specifically with ethics in mind.
  27. Review Constructive Discharge meaning and lawsuit landmines.
  28. Understand Employment-at-Will across states and organizations as well as advantages to both employees and employers.

2-Day Compliance and Business Ethics Certificate Program

  • The knowledge and resources to make the distinction between several terms that are often used interchangeably, and incorrectly, within the workplace.
  • Access to certified and knowledgeable instructors on matters of compliance as it relates to people operations.
  • Expanded network of both like-minded professionals and resources.
  • An official 2-day Business Ethics Certificate for display in your workplace.
  • Continuing education units for certified HR professionals.
  • A colorful booklet capturing the presentation that allows for a physical resource to review anywhere, anytime and to capture your thoughts and notes.

Target Audience:

  • Individuals
  • HR Professionals
  • Business Owners
  • Executives

Day #1

Understanding the definitions of terms surrounding business ethics and begin the discussion on implementing effective Business Ethics in Your Workplace.

Instructor Introduction and Objectives Review

  • Certified HR Professional with 20+ years of expertise.
  • 25+ objectives have been identified for this program!

Introductions and Course Readiness Exercise

  • Opportunity for each participant to make an introduction and to expand their network.
  • Permission to lean into training.
  • Remove learning distractions.

 Knowledge Check

  • Review 25 current knowledge check questions so participants can have a baseline of their knowledge before and then after the program.

Business Ethics Terminology and Timeline

  • Ethics/Ethos
  • Business Ethics
    • Review a timeline of Business Ethics for the last 6 decades.
  • Morals, Values, Principles and Purpose
  • Code of Ethics, Code of Conduct, Core Values and Conflict of Interest

Commitment to Uphold

  • Discuss why some professions require a commitment to uphold a Code of Ethics or Professional Responsibility.
  • Review the Code of Ethics/Professional Responsibility requirements for the National Association of Social Workers (NASW) and the Human Resources Certification Institute (HRCI), 2 very large communities of certified professionals (later review the Society for Human Resources Management).

Unethical Behavior and Human Nature

  • Discuss the cause of unethical behavior.
  • Identify examples of typical behavior believed to be unethical.
  • Define bias.
  • Conduct an exercise of biased treatment in the workplace/society.
  • Review the difference between motives and consequences.

Recent Survey Data

  • Review the Global Business Ethics Survey from March 2021.
    • Outline the Top 5 Trends influencing unethical behavior in the workplace.

 Ethics Defines Company Culture

  • Discuss how culture influences moral judgment.
  • Identify significant benefits of a strong ethical culture.

Policies and Procedures

  • Regardless of title: Code of Ethics, Code of Conduct, Conflict of Interest, Core Values, Preamble, Principles or Ethics and Professional Responsibility (Collectively “code”) – discuss what an effective “Code” is within an organization.
  • Outline what a Code should include.
  • Discuss how implementation impacts Code effectiveness.
  • Review the impact that fear of retaliation and social pressure has on the Code.
  • Identify Action Steps for effectiveness.
    • Annual Code of Ethics Assessment
    • Focus Groups

Day #2

Conclude the discussion on implementing effective Business Ethics in Your Workplace and review the laws that impact them.

Managing Employee Attitudes

  • Understand the importance of meaningful conversations.
  • Identify questions to engage in dialogue and active listening.
  • Review the meaning of Locus of Control.

Ethical Dilemmas

  • Review 10 common ethical dilemmas.
  • Gain awareness of 9 red flags that a potential unethical behavior is looming.

 Competitive Advantage

  • Discuss how Business Ethics impacts marketing.
  • Outline 5 competitive advantages to being an ethical employer.

Hiring Ethical People

  • Review survey data about candidate and hiring manager behaviors during the interview process.
  • Identify the 8 most common lies told during the interview process.
  • Learn what lies 92% of hiring managers are willing to overlook from a candidate.
  • Discuss at least 5 questions to ask during the interview to better understand how the candidate understands ethical behavior.
  • Discuss 12 common behaviors that may imply someone is not telling the truth during their interview.
  • Review best practices to determine if a candidate is ethical.

Diversity, Equity, Inclusion and Belonging (DEI&B)

  • Identify the meaning of each word from the perspective of Dr. Shirley Davis.
  • Understand how authentic DEI&B impacts the employment lifecycle.

Business Case and Cost

  • Outline the impact of having a Code.
  • Review the purpose of a Code.
  • Review the Fiscal Year 2020 data from the Equal Employment Opportunity Commission listing the 133,000+ claims made against employers.
  • Identify the role of the Federal Sentencing Guidelines (FSGO) and the impact it has on employer accountability.
  • Learn about Social Responsibility in Business.

 Ethics Training

  • Identify who should attend ethics training and the frequency of trainings.
  • Review what to include in ethics training.
  • Discuss the difference between conducting in-person, web-based and self-paced ethics training.
  • Discuss why selecting the right facilitator for your organization matters.
  • Identify 2 ways to make ethics training more interactive.

Distinguish Between Roles

  • Take a deep dive into the roles of the Ethics and Compliance Officer compared to an Ombudsperson.
  • Review the impact of having HR oversee ethics and compliance.
  • Discuss the difference between a hotline and a helpline.

Ethics Theories

  • Review 6 theories and their impact on ethical beliefs.

Communication

  • Identify 3 necessary behaviors that every organization must demonstrate to communicate ethically in the workplace.
  • Review survey data showing that 44% of employees report misconduct in the workplace.

Performance Evaluations and Employee Engagement

  • Review how to include a demonstration of ethical behaviors in both the performance evaluation and employee surveys.
  • Discuss observations regarding employee and manager interactions.
  • Review SMART definition as it relates to goal setting.

Emotional Intelligence

  • Define emotional intelligence at the most basic level.
  • Review the impact emotional intelligence has on human behaviors.

Employee Safety

  • Review safety as it relates to psychological safety in the workplace.

Conduct an Overview of How Federal Laws Impact Business Ethics

  • FCA: False Claims Act
  • FCPA: Foreign Corrupt Practices Act
  • SOX: Sarbanes-Oxley Act
  • Dodd-Frank Wall Street Reform and Consumer Protection Act
  • Lily Ledbetter Fair Pay Act
  • EPA: Equal Pay Act
  • Whistleblower Protection Act
  • Title VII: Title VII of the Civil Rights Act of 1964
  • USERRA: Uniformed Services Employment and Reemployment Rights Act
  • Executive Order 11246
  • 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 Disabilities Act
  • ADAAA: Americans with Disabilities Amendment 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

Constructive Discharge

  • Define constructive discharge and the impact on business ethics.
  • Review how constructive discharge can lead to lawsuits and be costly to employers.

Employment-at-Will

  • Discuss the meaning of Employment-at-Will.
  • Distinguish between employer and employee advantages.
  • Review 4 exceptions to Employment-at-Will.
  • Understand how Employment-at-Will changes across states.
  • Outline what rights employees have within at-will organizations.

Common Pitfalls

  • Discuss 3 common pitfalls to an effective Ethics and Compliance Program.

Review and Knowledge Check Return on Investment (ROI) Exercise

  • Summarize learning objectives.

Conduct a review of knowledge check items from Day 1 to identify participants’ increased knowledge due to course participation.

2-Day Compliance and Business Ethics Certificate Program

$1,39500
  • What’s Included:
  • 2 Days of Live Instructor-Led Training by Elga Lejarza, aPHR, PHR, SHRM-CP, PHR, SHRM-SCP, GPHR
  • HRCI – 14 HR (General) Credits
  • SHRM – 14 PDC’s
  • Certificate upon Successful Completion
  • Hardcopy of the presentation & training materials

Upcoming Training Dates

Click a date below for more info & to register