Wrongful Discharge
Privacy
Substance Abuse
Temporary Employees and Independent Contractor Issues
Wage and Hour
Violence in the Workplace
Equal Employment Opportunity
EEOC Charge Processing Materials
Sexual Harassment

Wrongful Discharge

• Effectively managing performance terminations: The Basic Rule
• Exceptions to the "At will" basic rule
• Exception1: Violation of Public Policy
• Employment Contracts
• Breach of a written, verbal or implied contract
• How to effectively manage discipline and discharge issues by establishing "cause"
• What to do now to effectively manage discipline and discharge issues
• The concept of constructive discharge
• Intentional infliction of emotional distress
• Key principles of wrongful discharge

• Employee Privacy: General principles
• When the right of privacy arises in the workplace
• Drug Testing
• Searches
• Defamation
• Outside work activities

• Substance abuse and employment laws
• Guidance from Employee Assistance Programs
• Identifying a troubled employee
• Absenteeism
• High accident rate
• Changes in personal habits
• Poor job performance
• Poor interpersonal relationships on the job

• Independent Contractor or Employee?
• The Common Law Right to Control Test
• The IRS 20 Factor Test

• Overtime pay
• Travel time
• "Standby", "On-call" or "Pager" pay
• Compensatory time off

• Managing violence: why is it important?
• How to determine if someone has the potential for violence
• When does Liability arise?
• The duty to provide a safe workplace
• Theories of liability
• The effect of Workers’ Compensation
• Responding to threats of violence
• Key principles of violence in the workplace

 Equal Employment Opportunity

• Equal Employment Opportunity Laws
• What is protected?
• What is regulated…Who can sue
• Race, Color and National Origin Discrimination
• National origin special issues
• Religious discrimination
• Special issue or reasonable accommodation
• Tips for reasonable accommodation of religious practices
• Sex and pregnancy discrimination
• Special issues: Leave policies
• Federal and State Laws governing family and medical leaves
• Age discrimination and sexual orientation
• Marital status discrimination
• Medical condition
• Physical and mental disability discrimination
• Physical and mental disability definitions
• Protected disabilities and exclusions
• Special Issue of Reasonable Accommodation
• Special Issues: Drug/Alcohol abuse; AIDS/HIV
• Remedies for discrimination
• Checklist for avoiding charges of discrimination
• Hiring
• Training and promotions
• Working conditions and Fringe Benefits
• Termination
• Affirmative Action Principles
• Key discrimination of concepts
• Key principles of EEO

• Notice to Complainant and Respondent
• Notice of Charge of Discrimination
• Charge of Discrimination
• Request for Information
• Response
• Determination

• Managing Sexual Harassment: Why is it important?
• Unwelcome sexual conduct
• How to determine whether an environment is sexually hostile
• Considerations…a quick test
• When does liability arise?
• Key elements to a proper response to a sexual harassment complaint
• Guidelines on documentation
• Preventative actions to create a harassment free workplace
• Key principles of sexual harassment

Related Information :

• Education and Training

This page was last updated on 11/11/02.  
Copyright © 2002 American Electronics Association.  All rights reserved.