Human Resource Compliance: Course Details

Schedule

The complete course is six weeks, from January 16 through February 23, 2018.

The class is conducted on the Haiku Learning Management platform, and requires a willingness to experiment with new applications of technology, as well as a computer with a video camera and microphone. Classes are conducted asynchronously, so there is no single time each week when participants are required to be online. However, participants should commit to spending at least 3-5 hours each week the class is in session.

Coursework and assignments for each week open on Monday morning, and should be completed by the following Sunday evening. Grace periods may be given during the course, but interaction is more effective when the entire class is working on the same topic. Participants will connect and collaborate with each other through several forms of interactive media, including short videos, voicethreads, and discussion boards.

Certificate of Completion

A registrant interested in obtaining a Certificate of Completion for a course must complete the program and earn the Course Completion badge in the Haiku Learning Platform. To receive the course completion badge, participants must earn a weekly badge for each of the six weeks of the course.

Course Description

Week 1: Life Cycle of an Employee: Hiring, Evaluation & Termination

Examine each phase of the life cycle of an employee from recruitment and hiring, and conducting background checks, to setting expectations and managing performance, and ending the relationship. Learn the important elements of a hiring process, understand the do's and don'ts of the interview, develop tools to manage performance and understand when and how to end the employment relationship.

Week 2: Defining the Employment Relationship

Business officers need to ensure that the employment relationship is clearly defined in the beginning. With so many different categories of employees it is important that key terms, documents and standards are established up front. Focus on the crucial steps to properly defining the employment relationship and determine whether the employee should be given an employment contract or an offer letter, whether they are part time or seasonal, or even independent contractors. Review samples and explore important elements of contracts, offer letters and job descriptions. Learn how to handle employees who work in multiple capacities to support the school and challenge your knowledge with a case study.

Week 3: Exempt/Non-Exempt Classifications

Properly paying employees is one of the most important functions of the business office. Make sure you properly classify your employees as exempt or nonexempt, and accurately record compensable hours, leave, and, calculate overtime. Go beyond the basics to explore common areas of confusion and creative solutions to protect exempt status and pay overtime within your school's culture.

Week 4: FMLA

Ensure your understanding of the complex FMLA rules including, who is covered, when they are covered, how long they are covered and what to do when FMLA leave ends. Learn to manage the school's obligations under the FMLA including providing employees with notice of their rights, managing medical certifications and other FMLA forms, and how to properly track leave. Examine special FMLA rules for instructional employees including leave taken over the summer and leave taken toward the end of a school year. Test your knowledge with a quiz and case study.

Week 5: ADA & "Reasonable" Accommodation

Since the ADA amendments went into effect, questions around disability and reasonable accommodation have been flooding the business office. Understand employee rights under the ADA and discuss the school's obligations to provide a reasonable accommodation, and explore what it means to engage in the interactive process. Learn when to ask for medical documentation, how to maintain confidential information and when to offer help. Discuss the challenges of managing an employee with a disability and issues that may arise while meeting the school's responsibilities.

Week 6: Employee Policies

The business office is primarily responsible for setting and communicating employee policies and handbooks. Review the policies required by law, policies that should be included as best practice and policies and language that promote your school's mission and culture.

HRCI

HR Certification

Credit Hours Awarded: 2

Specified Credit Hours: HR (General)

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

CPE

CPE Credit

Field of Study: Personnel/HR
Delivery Method: Group Internet-Based
Program Level: Basic

Prerequisites: None
Advanced Preparation: None
Recommended CPE Credits: 2

NBOA is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org.

Tax Reform Updates

NBOA

NBOA is working to update members about the pending tax reform legislation as well as to advocate for the best interest of independent schools, given that many provisions in the House and Senate bills could negatively impact our industry. Visit NetAssets.org for more information about the proposed legislation and the joint responses sent to Congress from NBOA and NAIS on behalf of the independent school community. Schools are urged to contact their representatives.