HR Law Fundamentals

Build the legal foundation every HR professional needs. Master discrimination defense, ADA/FMLA compliance, wage-hour law, hiring and termination risk—the essential employment law knowledge that protects your organization and advances your career.

Delivery Options:
In Person Virtual On Demand
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46+ YEARS
Employment Law Training
|
80,000+
Certificates Earned
|
PRACTICING ATTORNEYS
Not Academics

Master Employment Law Fundamentals That Protect Your Organization

HR Law Fundamentals is 2 intensive days where you'll master discrimination law, ADA/FMLA compliance, wage-hour requirements, and hiring/termination risk—working through real workplace scenarios with practicing employment attorneys, not theoretical lectures.

What Sets This Program Apart

  • Complete legal foundation – Discrimination defense, ADA/FMLA accommodations, wage-hour compliance, hiring risk, termination law, performance management, and HR investigations
  • Real-world application – Work through discrimination claims, accommodation requests, termination decisions, and the legal challenges you'll face Monday morning
  • Expert attorney instruction – Learn from practicing employment attorneys who handle these cases and defend employers every day
  • Professional certification – Earn your certificate plus 13 SHRM/HRCI/CLE continuing education credits
  • Benefits beyond the classroom – Your investment includes quarterly legal updates, faculty access, and alumni resources that keep you current year-round. View participant benefits →
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What You'll Master in 2 Days

Master the sophisticated labor relations, discrimination defense, and employment law strategies that set your organization apart. Each block delivers specialized expertise you can immediately apply to your most pressing challenges.

The New Landscape of Workplace Discrimination (2026)

What's changing in discrimination law and how to adapt policies, training, and investigations.

Foundation

Expansion of protected characteristics under state law

Update policies and training to comply with expanding protected classes including gender identity, hairstyles/hygiene, and reproductive decisions.

Foundation

Retaliation remains #1 EEOC claim

Structure responses so protected activity doesn't convert routine actions into retaliation claims.

Advanced

Religious accommodation conflicts (post-Groff)

Apply post-Groff standards to balance sincere beliefs with operational and coworker impacts.

Advanced

Harassment outside the four walls

Address remote misconduct, chat/messaging platforms, and bystander liability with clear rules and prompt action.

Expert

Reverse discrimination and post-DEI backlash claims

Spot and mitigate risks as DEI programs face reverse-bias and retaliation allegations.

Foundation

Documenting the interactive process

Create a contemporaneous record that shows good-faith exploration of accommodation options.

Advanced

Determining essential job functions when hybrid/remote is feasible

Define essential duties defensibly when remote and hybrid options exist.

Advanced

Mental health accommodations and the new expectation of flexibility

Navigate mental health requests while maintaining performance and fairness.

Advanced

When performance issues are really medical/legal issues

Differentiate conduct from condition to choose coaching, discipline, or accommodation.

Expert

Overlap traps: FMLA + ADA + workers' comp + pregnancy accommodation

Coordinate leave and accommodation laws to avoid conflicts and double liability.

Foundation

Pay transparency laws and salary band posting requirements

Meet posting rules while preserving market competitiveness and internal equity.

Foundation

Salary history bans (still expanding state by state)

Remove salary-history bias from hiring and compensation decisions.

Advanced

Negligent hiring & social media screening pitfalls

Use verifiable criteria and documented sources; avoid protected-class data.

Advanced

Inclusive interviewing without increasing risk

Ask job-related, validated questions that minimize discrimination risk.

Expert

AI/algorithmic recruiting laws (CO, NY, CA, IL emerging models)

Audit automated tools for bias, disclosures, and candidate opt-outs.

Foundation

Remote/off-the-clock time: when quick emails become unpaid work

Set boundaries and capture all hours for non-exempt remote work.

Foundation

Travel time & hybrid commutes — what must be paid?

Apply federal and state rules to travel, home office trips, and training.

Foundation

Pay transparency intersects with wage claims

Align postings, pay practices, and records to withstand claims.

Advanced

Meal/rest break liability under remote tracking

Ensure compliant break tracking and off-duty controls for remote staff.

Advanced

Misclassification crackdowns (independent contractor & salaried/exempt)

Reassess roles and duties before audits target grey areas.

Foundation

Coaching vs discipline vs accommodation: knowing which lane you're in

Pick the right path early to avoid mixed messages and legal exposure.

Advanced

Documentation as legal shield — what juries look for

Write contemporaneous, behavior-based notes that show fairness and consistency.

Advanced

Digital tone, Teams/Slack as evidence

Model respectful, concise communication that's safe to print in court.

Expert

The silent plaintiff file — managers' notebooks and emails as discovery exhibits

Assume side notes and chats will be exhibits; keep them professional.

Expert

Legal do's & don'ts of progressive discipline

Follow clear steps, timelines, and expectations without rigid traps.

Foundation

Why evaluations are Exhibit A in litigation

Make ratings match reality; avoid inflated scores that suggest pretext.

Foundation

He was always rated 'exceeds' — until termination = pretext

Use trend lines and notes to explain performance changes.

Advanced

Writing defensible comments based on behavior not personality

Anchor comments in observable actions, metrics, and impact.

Advanced

Self-appraisals as risk management tool

Capture employee input to reduce disputes and surface issues early.

Expert

Corrective action plans that legally protect the company

Include specific behaviors, supports, deadlines, and consequences.

Foundation

At-will vs implied contracts (what unintentionally creates one)

Avoid language and practices that look like job guarantees.

Advanced

Off-duty conduct & political/social issue firings

Balance brand and policy with lawful off-workplace protections.

Advanced

Retaliation analysis before discharge

Audit timeline, comparators, and documentation before acting.

Advanced

Requests for references & defamation risk

Share neutral facts and required verifications only.

Expert

Severance/releases — when HR should recommend counsel

Use tailored terms and timing to maximize enforceability.

Foundation

Psychological safety = OSHA 2.0 (emerging enforcement theory)

Address psychosocial hazards with training, reporting, and response plans.

Foundation

FMLA abuse vs legal protected use — documentation rules

Tighten certifications, recertifications, and call-in rules lawfully.

Advanced

Workplace threats & duty to act

Build multidisciplinary response protocols for credible threats.

Advanced

Workers' comp plus ADA = dual risk area

Coordinate restrictions, RTW, and accommodations across programs.

Expert

WARN, COBRA, ERISA (what HR must flag, even if counsel handles details)

Know the triggers and timelines HR must escalate immediately.

Foundation

When HR must investigate vs when coaching is sufficient

Triage complaints quickly to choose the right response path.

Advanced

Neutrality and avoiding confirmation bias

Use structured questions and corroboration to keep findings objective.

Advanced

What you can/can't promise about confidentiality

Set realistic privacy expectations while protecting the process.

Advanced

Handling reluctant witnesses or anonymous complaints

Build participation through safeguards, not pressure.

Expert

Retaliation-proofing the aftermath

Implement follow-ups and guardrails after findings are delivered.

Ready to Transform Your Workplace?

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Choose Your Format. Not Your Quality.

In-person, virtual, or on-demand - every program features the same practicing attorneys, current content, and professional credits you need.

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 13 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.

Quick Answers

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

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 the specific employment law challenges you're facing and identify which topics will have the biggest impact for your role. Pre-program materials arrive one week before your session starts.
Both formats feature the same practicing attorney instructors, current content, and professional credits. In-person provides face-to-face networking with other HR professionals and immediate interaction. Virtual delivers the same live instruction via Zoom with full Q&A capability. Choose the format that fits your schedule. The quality and content remain identical.
The 2-day program provides 13 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 19 credits. That's more than most professionals earn in a year.
Yes. HR Law Fundamentals is Block I of the full Certificate in Strategic HR Management program. You can take it as a standalone 2-day program, or combine it with Strategic HR Leadership (Block II) to earn the full certificate. If you complete this program first, your investment applies toward the complete certificate.
HR Law Fundamentals is an introduction to employment law designed specifically for HR professionals. It covers the practical legal knowledge you need for daily HR decisions: discrimination, ADA/FMLA, wage-hour, hiring, terminations, performance management, and investigations. The Certificate in Employee Relations Law is a comprehensive 4½-day program that goes much deeper into labor relations, union organizing, collective bargaining, NLRB procedures, and employment litigation strategy. Think of HR Law Fundamentals as "employment law essentials for HR" and Employee Relations Law as "advanced employment law for HR leaders and in-house counsel."
No. HR Law Fundamentals is specifically designed to build the legal foundation every HR professional needs. You don't need prior legal training or years of HR experience. The program starts with foundational concepts and builds to practical applications. If you're handling hiring, performance management, accommodations, or terminations, you'll leave with knowledge you can apply immediately.
Yes. Even experienced HR professionals tell us they discover gaps in their knowledge and learn updated approaches. The 2026 curriculum covers emerging issues like AI hiring compliance, pay transparency laws, remote work wage-hour risks, post-Groff religious accommodations, and reverse discrimination claims. Employment law changes constantly, and this program ensures you're current on what courts and regulators expect today.
Yes. Your enrollment includes all live instruction from practicing employment attorneys, complete program materials, 13 continuing education credits, pre-program consultation, 12 months of quarterly employment law updates (4 sessions, $1,588 value), permanent access to updated resources, and alumni benefits for all future programs. The only additional cost would be travel and lodging if you choose in-person format.
Yes. HR Law Fundamentals (Block I) counts toward the full certificate. You can complete Strategic HR Leadership (Block II) at any future session to earn the complete Certificate in Strategic HR Management. Many participants start with this focused 2-day program to build their legal foundation, then return for the strategic leadership content when their schedule allows.
Yes. The program is designed for immediate application. You'll leave with frameworks for handling discrimination complaints, processing accommodation requests, documenting performance issues, making defensible termination decisions, conducting HR investigations, and avoiding the common mistakes that lead to lawsuits. This is practical employment law for HR professionals, not law school theory.

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