Compare upcoming attorney-led workplace law programs by role, issue, timing, and delivery format. If you are choosing for a team or forwarding options internally, use the schedule as a decision tool, not just a calendar.
Use role and risk-area guidance before you compare dates.
I know the programCompare upcoming dates and formats.Filter by program area, format, timing, or audience.
Choosing for a groupDecide public seats or private training.Use the schedule for individual seats, or ask IAML about group timing.
The right IAML schedule choice depends on three things: the workplace issue you need to improve, whether one person or a team needs training, and whether timing, format, location, or continuing credit is the deciding constraint. Use the paths below to choose the best-fit program family first, then compare the upcoming options.
The fastest route is not always the nearest date. These paths connect common HR, benefits, investigations, legal, compliance, and manager-training needs to the program family to compare.
Best when HR needs sharper judgment on discipline, documentation, accommodations, retaliation, labor relations, and escalation decisions.
Best when benefits, HR, legal, or plan-administration professionals need ERISA, welfare benefits, claims, appeals, fiduciary, and plan-compliance grounding.
Best when the organization needs a cleaner process for intake, interviews, evidence review, credibility analysis, findings, and written reports.
Best when newer HR leaders need employment-law fluency, credibility, practical judgment, and strategic influence earlier in the role.
Best when senior HR, legal, compliance, or employee relations leaders need higher-stakes workplace-law strategy, risk, policy, and advisory judgment.
Best when frontline leaders need issue spotting, documentation habits, retaliation awareness, and cleaner escalation handoffs.
Rows prioritize the decision a buyer has to make: program fit, date, location, format, credit path, and whether to request details for approval or team planning.
Best for individual participants who can use the published format, schedule, and program structure.
Best for a small HR, benefits, legal, compliance, or employee relations group with aligned timing.
Best when you need internal relevance, a shared foundation, or training built around your audience.
Discipline, documentation, accommodations, retaliation, labor relations, and escalation issues.
Advanced employment-law judgment for complex workplace risk, policy, and litigation-sensitive decisions.
Discipline, documentation, accommodations, retaliation, labor relations, and escalation issues.
Investigation planning, interviews, evidence gathering, credibility assessment, findings, and documentation.
Investigation planning, interviews, evidence gathering, credibility assessment, findings, and documentation.
HR leadership judgment, credibility, compliance fluency, and strategic influence earlier in the role.
A live virtual route through core employee relations issues without travel.
Advanced employment-law judgment for complex workplace risk, policy, and litigation-sensitive decisions.
Discipline, documentation, accommodations, retaliation, labor relations, and escalation issues.
A live virtual route through HR law fundamentals and strategic HR management.
ERISA, retirement plans, welfare benefits, claims, appeals, litigation, and benefits compliance fundamentals.
HR leadership judgment, credibility, compliance fluency, and strategic influence earlier in the role.
Investigation planning, interviews, evidence gathering, credibility assessment, findings, and documentation.
Advanced benefits compliance, plan design strategy, fiduciary responsibilities, and complex benefits issues.
Investigation planning, interviews, evidence gathering, credibility assessment, findings, and documentation.
Discipline, documentation, accommodations, retaliation, labor relations, and escalation issues.
A live virtual route through core employee relations issues without travel.
Advanced employment-law judgment for complex workplace risk, policy, and litigation-sensitive decisions.
HR leadership judgment, credibility, compliance fluency, and strategic influence earlier in the role.
A live virtual route through HR law fundamentals and strategic HR management.
Investigation planning, interviews, evidence gathering, credibility assessment, findings, and documentation.
A flexible route through employee relations law when live dates do not fit.
A flexible route through HR law fundamentals and strategic HR leadership when live dates do not fit.
A flexible route through workplace investigation skills when live dates do not fit.
Ask for a short overview before you route the decision to HR, legal, compliance, benefits, procurement, or a manager sponsor.
For manager groups, cross-functional HR/legal/compliance teams, benefits teams, or organizations that need internal examples, private training may be a better fit than sending everyone to the next public date.
Use a listed public or on-demand option when one person needs the standard certificate path.
Use scheduled dates when a few HR, ER, benefits, legal, or compliance professionals need the same program.
Use team training when frontline leaders need issue spotting, documentation habits, and escalation discipline.
Confirm session-specific details before making a final decision, especially when professional credit, format, approval, or travel matters.
Many IAML programs support SHRM, HRCI, CLE, or CE credit pathways. Exact credit availability depends on program, format, jurisdiction, and participant role, so confirm details for the session you are considering.
In-person, virtual, and on-demand options solve different timing, travel, and approval needs while keeping the focus on applied workplace law.
Ask for a short overview if a manager, legal reviewer, procurement contact, or training sponsor needs to evaluate the path.
Ask about future sessions, on-demand options, reserved seats, or private/team training when the public schedule does not fit.
Use these when you are comparing dates, forwarding options, or deciding whether a public program or team-training path fits better.
Start by choosing the workplace issue or audience, then compare date, format, location, and credit details. If you are choosing for a team, decide whether public seats or private training is the better fit.
Yes. Public sessions can work well for one participant or a small group. If you need shared examples, manager training, custom timing, or a larger internal audience, ask about private or team training.
Use the schedule as a starting point. IAML can help with future sessions, on-demand options, details to share internally, or private/team training when public dates do not fit.
SHRM, HRCI, CLE, and CE pathways are available for qualifying programs. Credit details vary by program, format, role, and jurisdiction, so confirm the details for the session you are considering.
Where both formats are offered, IAML uses attorney-led workplace law instruction in both settings. Review the program details for exact schedule, content blocks, faculty, and credit information.
Yes. Ask for details to share if a participant, HR leader, legal reviewer, manager sponsor, or training coordinator needs a concise explanation of fit, timing, format, and credit path.
Public seats work best when one person or a small group can use the standard program date, format, and certificate path. Private team training is better when timing, internal examples, manager audiences, or shared team alignment matter.
Yes. IAML can provide details that help explain program fit, dates and delivery format, audience fit, continuing-credit notes, and whether a public session or team-training path is the better next step.
Manager and supervisor training is often planned as a team-training path. If the public schedule does not show the manager option you need, ask IAML about private training, internal timing, and details to share with a sponsor.