Certificate in Employee
Relations Law

Most HR professionals never receive formal employment law training. In 4½ days, you'll build comprehensive expertise in labor relations, discrimination defense, and workplace compliance. Practicing attorneys. Practical strategies. Confidence to handle complex situations.

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Employee relations law training

For the moments when HR has to slow the situation down and ask better questions.

Workplace issues rarely arrive as clean legal categories. Employee relations law training helps HR and ER professionals sort facts, recognize risk areas, document decisions, and work more effectively with managers and counsel.

45+ years
Trusted since 1979
Employment law training for HR and legal professionals across decades of workplace change.
80,000+
Certificates earned
Practical training completed by professionals nationwide.
Attorney-led
Practitioners, not theorists
Real-world guidance from practicing employment law counsel.

From participants to practice

What HR professionals say after 4½ days with us

Why this program

Gain Confidence to Handle Complex Situations

4½ intensive days with experienced attorneys — working through real workplace scenarios, not theoretical lectures.

What Sets This Program Apart
Practicing attorneys, not academics — instructors handle employment law cases daily at firms like Taft, Thompson Hine, and Barnes & Thornburg.
Comprehensive depth, not surface overviews — intensive coverage you cannot get from conference sessions, CLEs, or online searches.
Peer learning with HR professionals nationwide — discussions with peers facing similar challenges.
A credential that advances your career — join 80,000+ professionals who earned the IAML certificate.
Support that continues after you leave — 12 months of quarterly employment law updates and alumni access.

Next step

Choose an upcoming program date or delivery format that works for you or your team.

In person Live virtual On demand
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Daily response

HR Managers & Generalists

Best fit when: you are expected to handle complaints, investigations, leave, discipline, and manager questions with practical confidence.

Case ownership

Employee Relations Specialists

Best fit when: the hardest matters land on your desk and you need more legal structure behind investigations and documentation.

Strategic oversight

HR Directors & Senior Managers

Best fit when: you advise leadership, set policy, and need to reduce preventable exposure across managers and business units.

Labor environment

Labor Relations Professionals

Best fit when: union activity, bargaining, handbook compliance, or organizing risk are part of your operating reality.

Legal partner

In-House Employment Counsel

Best fit when: you want HR’s practical view of how legal advice becomes documentation, accommodation, separation, and policy decisions.

Business guidance

HR Business Partners

Best fit when: operations leaders need clear guidance before performance, discipline, accommodation, or escalation decisions.

Live curriculum

What You'll Master in 4½ Days

Once you know the program is built for your role, the next question is simple: what will you actually be able to handle after 4½ days?

Build a practical, attorney-led roadmap for union activity, discrimination claims, workplace investigations, bargaining, discipline, accommodation, and high-risk employee relations decisions.

Labor relations Investigations Discrimination defense Accommodation Bargaining Wage & hour

The Current NLRB & Organizing Landscape

Key shifts in elections, handbooks, and joint-employer liability.

Foundation

Elections & recognition after NLRB Cemex decision

Faster elections; higher risk of bargaining orders for ULPs; what "card-check-adjacent" and new GC guidance mean in practice.

Advanced

Handbooks after NLRB Stericycle decision

Why neutral rules (civility, confidentiality, social media, devices) can still violate §7; how to rewrite with context-specific justifications.

Expert

Joint-employer status (where it stands now)

2023 rule invalidated; prior standard effectively back—implications for franchise/contracting models and vendor oversight.

Foundation

Hiring & onboarding practices

Lower ULP risk; orientation scripts that avoid "captive audience" pitfalls.

Advanced

The three big sparks for organizing

Scheduling/fairness, safety (including psychological safety), and transparency (wages/career paths)—how HR cools them with credible channels and swift fixes.

Expert

Manager training for §7 in non-union settings

Protected concerted activity on Slack/Teams and group chats; where discipline goes wrong under Stericycle.

Foundation

Campaign playbook: Do / Don't

Practical rules for message discipline under accelerated timelines; maintaining true laboratory conditions.

Advanced

Access, equal time, and solicitation rules

Apply solicitation/distribution and email/Teams policies—updated for hybrid work.

Expert

Post-election objections and reruns

Prevent and defend against objections to avoid costly reruns.

Foundation

Setting the table

Management rights, grievance/arbitration, zipper, information requests, technology/data clauses, and safety.

Advanced

Good-faith bargaining

Information requests, surface bargaining risks, and documenting proposals/counterproposals.

Expert

Handbook ↔ CBA alignment

Avoid conflicts and unintended past-practice creation.

Foundation

Types of strikes and lockouts

Intermittent/partial strike pitfalls; replacements and lawful lockout strategy.

Advanced

Picketing & social media amplification

What changes in a viral era and how to respond lawfully.

Expert

Contingency planning

Checklists and communication protocols that minimize disruption.

Foundation

Grievances to arbitration

Intake triage, settlement tools, record-building, arbitrator selection, and "just cause" proofs.

Advanced

Past practice, side letters, zipper clauses

How to manage change mid-term without creating legal traps.

Foundation

Successor obligations

When a buyer must recognize a union; hiring decisions that trigger duty to bargain.

Advanced

Alter-ego/single-employer risks

ER/LR due diligence checklists including wage/hour and privacy/data issues.

Foundation

Pay transparency (multi-state)

Job-post salary ranges, internal equity communications, and how transparency interacts with CBA wage grids.

Advanced

State privacy & monitoring

CPRA employee data and beyond—impacts on investigations, monitoring, and CBA data requests.

Title VII: Discrimination, Harassment & Retaliation (Still #1)

Trends, hybrid risks, LGBTQ+ protections, religion, and compliant DEI.

Foundation

Charge trends

Higher filings; retaliation remains most prevalent—action items for intake, interim measures, and documentation.

Advanced

Harassment in hybrid workplaces

Chats/DMs, meeting recordings, and third-party/customer harassment—practical controls.

Advanced

LGBTQ+ and sex-based claims post-Bostock; religious conflicts after Groff

Document undue hardship for schedules/duties while ensuring equal treatment.

Expert

Reverse-discrimination / DEI backlash

Run compliant DEI—widen access, use merit-based selection, and lawful outreach—amid scrutiny.

Foundation

Defining essential functions with remote options

Use defensible analyses and documented rationales.

Advanced

Mental-health accommodations and performance alignment

Balance supports with expectations and safety.

Advanced

PWFA / PUMP intersections

Scheduling and break implications; coordination with other laws.

Expert

FMLA interference/retaliation traps

Coordinate ADA/FMLA/Workers' Comp to avoid compounding liability.

Foundation

Disparate impact and RIF selection

Build selection files that hold up and avoid age bias.

Expert

Pay transparency and equal pay audits

Structure privileged audits and communications.

Foundation

Internal resolution

Prompt, impartial investigations; what to share in outcome letters.

Advanced

Arbitration & class/collective waivers

Enforceability trends; drafting updates for remote workers and electronic consent.

Expert

Pre-charge settlements and mediation

Best practices to resolve early with durable agreements.

Foundation

EEOC process

Position statements that help—and those that haunt.

Advanced

Preserving ESI

Chat, personal devices, and cloud docs—issue holds that actually cover the risks.

Expert

Summary-judgment and retaliation defenses

Build the record early and avoid avoidable admissions.

Advanced

Executive Order / OFCCP shifts

What contractors should—and shouldn't—do while rules are in flux.

Expert

Post-SFFA compliance posture

What survives for corporate DEI vs Title VII; where to re-tool.

Wage & Hour (FLSA) Under Remote/Hybrid

Off-the-clock time, hybrid travel, and complex pay calculations.

Foundation

Remote off-the-clock risk

Email/IM, rounding, device sync; travel time for split/hybrid days; audits for "player-coach" roles.

Advanced

Commission/bonus/draw plans

Overtime calculations without tripping over spiffs and recoveries.

Foundation

"At-will with evidence"

Build the performance notes → PIP → termination timeline that defeats pretext.

Advanced

Protected activity lookback

Adverse-action timing; manager speech and political/off-duty conduct.

Foundation

References and internal comms

Avoid defamation; understand privilege boundaries.

Advanced

IIED, interference, misrepresentation

How sloppy recruiting or RIF messaging creates exposure.

Expert

Negligent hiring/retention/supervision

Avoid vendor and staffing-agency pitfalls with better controls.

Foundation

Program design

Pros/cons; opt-out windows; class/collective treatment; record retention.

Advanced

Annual audit of agreement & intake flows

Onboarding portals, e-sign, and off-cycle hires—keep the chain clean.

Foundation

Cannabis laws & safety-sensitive roles

Impairment vs presence testing; consistent enforcement; accommodation analysis.

Advanced

Prescription meds and fitness-for-duty

Balancing safety, privacy, and performance in remote/hybrid contexts.

Foundation

Employee data privacy

CPRA and state analogs: notices, access requests, retention/deletion, and disciplinary use.

Advanced

Monitoring productivity and keystrokes

Geolocation, BYOD, and personal-account discovery—practical boundaries.

Foundation

What remains enforceable

NDAs, non-solicits, trade-secret law—how to draft so they stick.

Advanced

Garden leave and TRAPs

Training-repayment agreements and choice-of-law strategy across states.

Want the full agenda and upcoming dates? Review delivery options, program timing, and the full registration details in one place.

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Included With Every Registration

We're With You Before the Program Starts

Every IAML registration includes a complimentary 15-minute consultation with our program team. Tell us what's keeping you up at night, the termination you're worried might turn into a lawsuit.

We brief your instructor on the issues participants are facing. Your real-world scenarios become teaching examples. You leave with strategies for YOUR situations, not theoretical exercises.

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STEP 1

Tell Us What You're Facing

15-minute call to share your specific challenges

STEP 2

We Brief Your Instructor

Your scenarios shape the classroom discussion

STEP 3

Leave With Real Answers

Not generic advice—solutions you'll use Monday morning

Get the Full Program Details

Whether you're attending yourself or building the case to send your team, our program guide has everything you need: curriculum, CE credits, investment breakdown, and outcomes.

Download Full Program Package →

Choose Your Format. Same Quality.

In-person, virtual, or on-demand: every program features the same practicing attorneys, current content, and 29.75 SHRM/HRCI/CLE credits.

Hotel Details

Practicing Attorneys, Not Academics

Learn from employment law attorneys who practice what they teach. Your instructors actively handle union campaigns, defend discrimination charges, and win employment law cases - then share exactly what works in real courtrooms and workplaces.

Ray Deeny, Esq.

Ray Deeny, Esq.

Partner at Taft Stettinius & Hollister LLP

Ray is widely regarded as a dean of labor and employment law, known for his encyclopedic knowledge and unmatched command of workplace regulations. For over 40 years, he has represented management nationwide, blending a powerhouse advisory practice with a formidable litigation record.

Read Ray's full bio →
John F. Wymer, III, Esq.

John F. Wymer, III, Esq.

Partner, Labor & Employment at Thompson Hine LLP

John F. Wymer is a nationally recognized labor and employment attorney and partner in Thompson Hine LLP's Labor & Employment group. With decades of experience, he represents public and private sector employers nationwide in employment discrimination, wage-and-hour, labor negotiations, union matters, ERISA claims, and more.

Read John's full bio →
Wayne W. Williams, Esq.

Wayne W. Williams, Esq.

Founder, Law Offices of Wayne W. Williams

Wayne Williams is a distinguished employment and labor law attorney based in Colorado Springs. As the founder of his own firm, he advises and represents employers on a wide range of issues including employment discrimination, harassment, wrongful discharge, wage and hour compliance, and traditional labor law.

Read Wayne's full bio →
Dawn R. Kubik, Esq.

Dawn R. Kubik, Esq.

Of Counsel, Kubik Workplace & Investigative Services

Dawn Kubik is an employment attorney and founder of Kubik Workplace and Investigative Services and Dawn R. Kubik, P.C. With a legal career spanning since 1997, she has represented both plaintiffs and defendants in employment, personal injury, contract, and insurance disputes, earning a reputation as a strategic, well-prepared, and highly communicative advocate.

Read Dawn's full bio →
Patrick Scully

Patrick Scully, Esq.

Partner at Foley Hoag

Patrick Scully primarily focuses on labor law issues and helps clients successfully navigate complex and persistent claims from international and local labor unions. Patrick's work includes unfair labor practice charges and representation cases as well as federal and state court litigation. He frequently advises employers in collective bargaining negotiations and handles labor arbitration.

Read Patrick's full bio →
Rudi S. Turner, Esq.

Rudi S. Turner, Esq.

Senior Corporate Counsel, White Cap

Rudi is Senior In-House Counsel at White Cap, where she counsels and defends the organization as it responds to administrative agency complaints, potential litigation, and employee lawsuits. Drawing on extensive experience in labor and employment law, she supports leaders and HR professionals in navigating complex workplace issues.

Read Rudi's full bio →
Jacqueline E. Kalk, Esq.

Jacqueline E. Kalk, Esq.

Shareholder at Littler Mendelson P.C.

Jacqueline E. Kalk represents and advises management across industries including manufacturing, construction, crowd-sourcing, and virtual companies. She focuses on independent contractor classification, wage-and-hour compliance, equal pay, and employment litigation, defending clients in state and federal courts.

Read Jacqueline's full bio →
Grant S. Gibeau

Grant S. Gibeau

Partner at Taft Stettinius & Hollister LLP

Grant Gibeau is a partner in Taft's Minneapolis Employment and Labor Relations practice group. Grant's practice primarily focuses on helping employers navigate all aspects of the employment relationship, from identifying workplace best practices and policies, drafting employee handbooks, and vigorously defending against claims.

Read Grant's full bio →
Amy J. Zdravecky, Esq.

Amy J. Zdravecky, Esq.

Partner at Barnes & Thornburg LLP

Amy represents employers across industries including retail, hospitality, manufacturing, transportation, and healthcare. She advises on employee relations, union avoidance, collective bargaining, harassment prevention, and compliance with key employment laws like Title VII, ADA, ADEA, FMLA, and FCRA.

Read Amy's full bio →

✨ Exclusive Attendee Benefits

  • Pre-Program Consultation

    Identify your priorities and customize your learning focus before day one.

  • Professional Credits

    Earn 35.75 SHRM/HRCI/CLE credits—more than most HR professionals earn in two years.

  • Ongoing Development

    12 months of quarterly employment law updates keep you current as regulations change.

  • Alumni Advantages

    $300-$500 off all future programs—for you and every colleague you refer.

Pre-Program Consultation

Identify your priorities and customize your learning focus before day one.

Related training paths: frontline manager training path and investigation-specific training path.

Quick Answers

We know you're busy. Here's what you actually need to know.

Employee relations law training helps HR and employee relations professionals understand the legal frameworks that affect workplace complaints, investigations, discipline, accommodations, leave, discrimination, harassment, retaliation, labor relations, and terminations. IAML’s Certificate in Employee Relations Law is a 4.5-day program taught by practicing employment attorneys for HR, ER, compliance, and in-house legal teams that need practical, current employment law training.
This program is designed for HR managers, HR business partners, employee relations specialists, compliance professionals, in-house counsel, and leaders who advise managers on workplace issues. It is especially useful for professionals who handle complaints, investigations, leave and accommodation questions, discipline, performance management, or termination decisions.
The program covers labor relations, discrimination and harassment, workplace investigations, FMLA and ADA issues, wage and hour concerns, discipline and termination, retaliation, privacy and monitoring, and practical employee relations scenarios. The curriculum is built for HR and ER professionals who need to recognize issues, ask better questions, and work effectively with counsel and leadership.
Employee relations law training gives HR professionals a stronger framework for spotting issues early, documenting facts, asking better questions, and coaching managers through workplace situations. The goal is practical decision support for organization-specific employee relations work.
Yes. While most participants get the best value from the complete 4½-day program, you can register for individual blocks based on your immediate needs. Block I (Labor Relations) and Block II (Discrimination Law) are each $1,375 individually, while Block III (Special Issues) is $575. The full program at $2,375 saves you $1,000 versus purchasing all blocks separately.
All three formats feature the same practicing attorney instructors, current content, and professional credits. In-person provides face-to-face networking and immediate interaction. Virtual delivers the same live instruction via Zoom with full Q&A capability. On-demand lets you learn at your own pace over 90 days with the ability to pause and revisit complex topics. Choose the format that fits your schedule and learning style—the quality and content remain identical.
Within minutes, you'll receive an invoice email. Once payment is processed, you can schedule your complimentary pre-program consultation (10-15 minutes) to discuss your specific workplace challenges and identify which program content will have the biggest impact for you. Pre-program materials arrive one week before your session starts.
The complete program provides 29.75 SHRM/HRCI/CLE credits. Plus, your enrollment includes 12 months of quarterly employment law updates (4 sessions × 1.5 credits each = 6 additional credits), bringing your total to 35.75 credits—typically more than HR professionals earn in two years.
IAML is an approved provider for both SHRM and HRCI. We provide you with documentation at the end of your program that includes all information needed to self-report your credits. For SHRM, you'll receive a completion certificate with our provider ID. For HRCI, you'll get the documentation to submit credits directly to HRCI. We walk you through the process during the program.
Your materials are living resources that update continuously as employment law changes. Unlike static textbooks that become outdated immediately after publication, our content reflects current court decisions, regulatory changes, and compliance requirements. Recent updates include the NLRB's Cemex decision on organizing, the Stericycle handbook standards, post-Bostock LGBTQ+ protections, and state-specific AI hiring regulations.
Your instructors handle employment law cases, defend discrimination charges, and advise employers on these exact issues daily. They're not teaching from textbooks—they're sharing practical context from actual courtrooms and real workplaces. When you ask what do I do about a specific situation, they answer from direct experience, not theory.
Every program enrollment includes free access to all four quarterly 90-minute update sessions for 12 months. These instructor-led sessions cover new regulations, court decisions, and compliance changes—delivered mid-January, April, July, and October. Each session is recorded and available within 24 hours. After your first year, you can continue receiving updates at alumni pricing.
Yes. Your enrollment includes all live instruction, complete program materials, 29.75 continuing education credits, pre-program consultation, 12 months of quarterly employment law updates, permanent access to living resources, and alumni benefits for future programs. There are no hidden fees or additional charges.
For many HR and employee relations professionals, the value is depth, confidence, and practical judgment. The program helps you better understand employment law issues, ask stronger questions, support managers, work with counsel, and make more informed employee relations decisions.
SHRM conferences offer broad HR exposure across many topics. IAML delivers deep employment law training: 4½ days focused on one subject area, taught by practicing attorneys who handle these issues daily. Many attendees also attend SHRM events. The two serve different needs: breadth versus depth.

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