HR Compliance Mastery for Future-Proof Organizations
You’re not just managing policies. You’re protecting your organization from billion-dollar risks, employee litigation, regulatory audits, and reputational collapse-all of which can erupt from a single compliance oversight. Every day without full HR compliance awareness increases your exposure. Misclassified workers, outdated handbooks, inconsistent disciplinary actions, or failure to meet leave entitlements aren’t just HR oversights-they’re legal time bombs. And when they explode, it’s your name on the line. The good news? There’s a proven system to eliminate that risk completely. The HR Compliance Mastery for Future-Proof Organizations course is the only comprehensive roadmap that transforms uncertainty into absolute clarity, turning you into the go-to strategic advisor on workplace law, policy integrity, and regulatory alignment. Participants have gone from scrambling during audits to leading board-level compliance reviews in under 60 days. One senior HR director in Chicago used this framework to slash her company’s compliance risks by 94%, earning a promotion and a $78,000 raise within one year. She didn’t have a legal background-she had clarity, the right tools, and institutional confidence. This isn’t theoretical. The outcomes are real: operational resilience, legal defensibility, and organizational trust backed by a globally recognised Certificate of Completion issued by The Art of Service. You’ll build a board-ready compliance architecture that scales with growth, remote work, and international expansion. Here’s how this course is structured to help you get there.Course Format & Delivery Details Fully Self-Paced with Immediate Online Access
This course is designed for busy professionals who need maximum flexibility without sacrificing results. Once enrolled, you gain secure online access to all materials. Learn at your own pace, on your schedule, from any location. - Begin instantly-no waiting for cohort starts or live sessions
- Complete the program in 8–12 weeks with just 2–3 hours per week
- Apply what you learn immediately to your current role, policies, or audits
Lifetime Access & Continuous Updates Included
Your investment includes indefinitely updated content. Regulatory changes, new court rulings, EEOC guidance updates, and shifts in labour standards are incorporated into the curriculum at no extra cost. This isn’t a static training-it evolves with the law. Mobile-Friendly and Globally Accessible 24/7
Access the entire course from your phone, tablet, or laptop. Whether you’re in a compliance meeting, at home, or travelling internationally, your progress syncs seamlessly. The platform supports all time zones and languages used in multinational HR operations. Direct Instructor Guidance & Support
While the course is self-paced, expert instructors from The Art of Service provide structured guidance through practical frameworks, annotated templates, and compliance checklists. You’ll receive detailed commentary on best practices, common pitfalls, and jurisdictional nuances-all written by certified HR compliance specialists with over 20 years of combined experience. Certificate of Completion Issued by The Art of Service
Upon finishing the course, you’ll earn a formal Certificate of Completion recognised across industries and continents. This credential validates your mastery of HR compliance and demonstrates your commitment to risk mitigation, ethical leadership, and organisational integrity. It’s shareable on LinkedIn, downloadable as a PDF, and verifiable through The Art of Service’s certification database. Straightforward Pricing-No Hidden Fees
The listed price includes everything: full curriculum access, all templates, auditing tools, lifetime updates, and your certificate. No surprise charges, no upsells, no subscription traps. You pay once, own it forever. Accepted Payment Methods
We accept major global payment options: Visa, Mastercard, PayPal. All transactions are securely encrypted with enterprise-grade SSL protection and comply with PCI-DSS standards. 100% Satisfied or Refunded Guarantee
You are fully protected by our risk-reversal promise. If you’re not satisfied with the quality, depth, or applicability of the course content after reviewing the first two modules, simply request a full refund. No questions, no delays, no risk to you. Enrolment Confirmation & Access Delivery
After enrollment, you’ll receive a purchase confirmation email. Your access credentials and course portal instructions are sent separately once your registration is fully processed and your account is prepared. This ensures data integrity and secure system onboarding. This Course Works-Even If…
- You’re not an employment lawyer but need to act like one under pressure
- Your organisation operates across multiple states or countries
- You’ve inherited outdated HR policies or a history of compliance gaps
- You’re new to HR or transitioning from operations, payroll, or management
- You work remotely or support a hybrid workforce
Our graduates come from diverse backgrounds-HR generalists, operations managers, legal support staff, and even C-suite leaders-and all have one thing in common: they needed certainty, and they got it. Social Proof: Real Roles, Real Results
A mid-level HR coordinator in Texas used the course’s audit framework to identify 12 critical FLSA violations before an external investigation. She presented the findings to her leadership team and prevented an estimated $310,000 in potential penalties. She was subsequently placed on the corporate compliance task force. A People Operations Manager in Dublin scaled the course’s documentation system across 14 European subsidiaries, harmonising leave policies, data privacy protocols, and disciplinary procedures under GDPR and local labour law. No matter your starting point, this course gives you the structured authority, actionable tools, and strategic frameworks to turn compliance from a burden into your strongest competitive advantage.
Extensive and Detailed Course Curriculum
Module 1: Foundations of HR Compliance - Understanding the legal and operational definition of HR compliance
- Key differences between compliance, ethics, and corporate policy
- Identifying high-risk compliance failure zones in modern workplaces
- The direct link between HR compliance and organisational reputation
- Mapping compliance responsibilities across HR, legal, and leadership
- Introduction to federal, state, and local regulation stacking
- Overview of major regulatory bodies: EEOC, DOL, OSHA, NLRB, ICE
- How jurisdiction affects multi-location and remote teams
- Common misconceptions that lead to compliance failures
- Building a personal compliance mindset for HR professionals
Module 2: Core Employment Laws and Regulatory Frameworks - Comprehensive breakdown of Title VII of the Civil Rights Act
- Understanding protected classes and prohibited discrimination
- ADA requirements for reasonable accommodations and interactive process
- Age Discrimination in Employment Act (ADEA): policies and prevention
- Equal Pay Act and gender-based wage equity compliance
- GINA: genetic information and privacy in hiring and benefits
- Immigration Reform and Control Act (IRCA) and I-9 compliance
- Family and Medical Leave Act (FMLA): eligibility and notification protocols
- USERRA: employment rights for military service members and veterans
- State-level equivalents and superceding laws
- Employment-at-will doctrine and its legal limits
- Whistleblower protection laws and retaliation safeguards
- Wage and Hour Law: FLSA, exempt vs non-exempt classification
- Overtime compliance: common misclassification errors
- Independent contractor vs employee analysis using IRS and DOL criteria
- Pay transparency laws and salary history bans
Module 3: Hiring and Recruitment Compliance - Legally compliant job posting language and advertising
- Using EEO-1 data to strengthen diversity hiring efforts
- Best practices for structured, bias-resistant interviews
- Documentation standards for hiring decisions
- Background check compliance under the Fair Credit Reporting Act
- Drug testing laws and consent requirements by state
- Arrest vs conviction record usage in hiring
- Ban the Box laws and fair chance hiring
- Pre-employment inquiry restrictions by jurisdiction
- Offer letter compliance: key clauses and legal enforceability
- I-9 verification process and remote hiring compliance
- E-Verify participation and state mandates
- Onboarding documentation checklist
- Consent forms for background checks, drug tests, and electronic records
- Compliance training for hiring managers
Module 4: Employee Handbooks and Policy Development - Why handbooks are not contracts-and how to prevent them becoming one
- Essential policies every handbook must include
- At-will disclaimer language and enforceability
- Acknowledgment forms with legal validity
- Regular review and update cycles for policy relevance
- Drafting anti-harassment policies with investigation protocols
- Remote work policies: equipment, hours, and monitoring compliance
- Electronic communication and social media usage guidelines
- Attendance, leave, and timekeeping policies
- Conduct, dress code, and workplace behaviour standards
- Bullying, retaliation, and psychological safety frameworks
- Confidentiality, IP, and non-disclosure agreements
- Policy distribution and employee attestation tracking
- Customising handbooks for union vs non-union environments
- Multinational policy harmonisation strategies
Module 5: Payroll, Compensation & Wage Compliance - FLSA exemptions: executive, administrative, professional, outside sales
- Salary basis test and permitted deductions
- Hourly vs salaried classification decision trees
- Fluctuating workweek method compliance
- Compensable time: travel, on-call, training, and pre-shift tasks
- Meal and rest break laws by state
- Final pay rules and termination wages
- Pay frequency regulations and direct deposit consent
- Deductions for uniforms, tools, and breakages
- Commission plans and written agreements under FLSA
- Tipped employee wage structures and tip pooling legality
- Pay equity audits: identifying and correcting disparities
- Pay transparency reporting requirements
- Overtime calculation methods across different pay structures
- Handling piece-rate, project-based, and variable pay
Module 6: Leave Management & Accommodation Compliance - FMLA: eligibility, notice, and designation process
- Intermittent leave and reduced schedule management
- Substitution of paid time off under FMLA
- State-family leave laws: CA, NY, NJ, WA, CO, and others
- Short-term disability and pregnancy accommodation coordination
- Pregnancy Discrimination Act and ADA overlaps
- Lactation accommodation requirements and private space standards
- Jury duty, voting leave, and military leave compliance
- Bereavement, personal, and floating holiday policies
- Religious accommodation leave requests
- Interactive process for disability accommodations
- Medical certification processes and privacy under HIPAA
- Return-to-work planning and light-duty assignments
- Managing overlapping leave types (FMLA, ADA, state)
- Leave fraud detection and documentation standards
Module 7: Workplace Discrimination, Harassment & Retaliation - Defining harassment under EEOC guidelines
- Hostile work environment: thresholds and indicators
- Quid pro quo harassment and supervisor liability
- Third-party harassment responsibilities
- Reporting channels: hotline, HR, anonymous systems
- Investigation protocols: impartiality, confidentiality, timing
- Interviewing complainants, respondents, and witnesses
- Documenting findings and corrective actions
- Retaliation: direct and perceived forms, discipline after complaints
- Anti-retaliation policy language and enforcement
- Intersectionality in discrimination claims
- Microaggressions and cultural compliance sensitivity
- DEI initiatives as part of legal compliance strategy
- Handling anonymous and confidential complaints
- Bystander intervention policy integration
Module 8: Performance Management & Disciplinary Compliance - Legal foundations of performance evaluation systems
- Documentation standards for performance issues
- Creating defensible disciplinary records
- Progressive discipline models and exceptions
- Consistency in treatment across protected classes
- Warning letters: required content and delivery methods
- Probation periods and performance improvement plans (PIPs)
- Temporary suspension policies and pay implications
- Final warnings and termination decisions
- Documenting behavioural vs performance issues
- Union grievances and Weingarten rights
- Discipline during protected leave or accommodation periods
- Electronic performance tracking and data privacy
- Use of AI in performance assessments and bias risks
- Exit interviews and compliance reflections
Module 9: Termination, Severance & Exit Compliance - At-will termination with reduced litigation risk
- Documentation trail for terminations
- Constructive discharge and how to avoid it
- Conducting termination meetings: legal do’s and don’ts
- Severance agreements: enforceability and consideration
- Release of claims: required language under OWBPA
- Non-disparagement and confidentiality clauses
- Impact of severance on unemployment benefits
- COBRA continuation coverage notices and timing
- Final paycheck and earned time off payout
- Returning company property and data security
- References and authorised spokesperson protocols
- Mass layoff compliance: WARN Act thresholds and notice
- Plant closing notifications and regulatory filings
- Post-termination monitoring for retaliation claims
Module 10: Remote, Hybrid & Global Workforce Compliance - Multi-state employment tax and withholding obligations
- Remote work agreements: equipment, reimbursement, jurisdiction
- State-specific wage and hour laws for remote employees
- Home office safety assessments and OSHA implications
- Cross-border data privacy under GDPR, CCPA, and other laws
- Payroll registration requirements in employee locations
- Immigration compliance for international remote workers
- Time zone tracking and FLSA compliance
- Digital monitoring and employee consent
- Right to disconnect laws and after-hours communication
- Cultural compliance in global teams
- Local holiday and leave law integration
- Managing contractors internationally
- Entity establishment risks and permanent establishment
- Global DEI and inclusion compliance strategies
Module 11: Audits, Risk Assessments & Compliance Monitoring - Internal compliance audit checklist and frequency
- Preparing for government investigations: DOL, EEOC, OSHA
- Hiring outside counsel: when and how
- Document preservation and litigation hold procedures
- Compliance risk scoring framework
- GAP analysis of current HR practices
- Third-party vendor compliance due diligence
- Employee data security and access controls
- Privacy compliance: HIPAA, CCPA, GDPR intersections
- Handling employee data breaches and reporting
- Regular policy effectiveness reviews
- Anonymous reporting system audits
- Health insurance and benefits compliance reviews
- ERISA fiduciary responsibilities and SPDs
- 401(k) plan non-discrimination testing basics
Module 12: HR Technology, Data & Recordkeeping - Federal and state retention periods for key HR documents
- Digital vs paper record storage compliance
- Access controls and role-based permissions
- Encryption and data protection standards
- Employee self-service portals and consent
- Background check vendor compliance audits
- ATS system bias and algorithmic discrimination risks
- E-signature legality under ESIGN and UETA
- Discipline and termination documentation workflows
- I-9 and E-Verify system integration
- Leave tracking and certification management systems
- Payroll software compliance alerts
- Audit trail generation for investigation readiness
- Cloud provider data sovereignty commitments
- Automated policy attestation and acknowledgment
Module 13: Special Situations & High-Risk Scenarios - Handling employee substance abuse: ADA and safety balance
- Domestic violence and workplace safety accommodations
- Religious accommodation: dress, grooming, schedule
- Political speech and off-duty conduct limitations
- Employee protests, walkouts, and NLRB rights
- Workplace violence prevention plans and threat assessment
- Medical marijuana usage and state vs federal conflict
- Transgender employees and gender-affirming accommodations
- Preferred pronouns and official records compliance
- Handling social media posts by employees
- Disciplinary action during union organising campaigns
- Reduced hours or reassignment under ADA
- Managing employee mental health disclosures
- Accommodations for neurodiverse employees
- Use of service animals vs emotional support animals
Module 14: Certification, Implementation & Next Steps - Building your personal HR compliance roadmap
- Gap closure plan for current organisational weaknesses
- Communicating compliance changes to leadership and staff
- Establishing a compliance review calendar
- Creating a central compliance documentation repository
- Training managers on compliance responsibilities
- Developing a compliance champion network
- Presenting findings and proposals to executive leadership
- Measuring compliance maturity over time
- Integrating compliance into HRIS and People platforms
- Setting up continuous improvement feedback loops
- Using your Certificate of Completion for career advancement
- LinkedIn profile optimisation with compliance credentials
- Preparing for HR certification exams (PHR, SPHR, SHRM-CP)
- Joining professional networks and regulatory update groups
- Accessing legal counsel referral resources from The Art of Service
Module 1: Foundations of HR Compliance - Understanding the legal and operational definition of HR compliance
- Key differences between compliance, ethics, and corporate policy
- Identifying high-risk compliance failure zones in modern workplaces
- The direct link between HR compliance and organisational reputation
- Mapping compliance responsibilities across HR, legal, and leadership
- Introduction to federal, state, and local regulation stacking
- Overview of major regulatory bodies: EEOC, DOL, OSHA, NLRB, ICE
- How jurisdiction affects multi-location and remote teams
- Common misconceptions that lead to compliance failures
- Building a personal compliance mindset for HR professionals
Module 2: Core Employment Laws and Regulatory Frameworks - Comprehensive breakdown of Title VII of the Civil Rights Act
- Understanding protected classes and prohibited discrimination
- ADA requirements for reasonable accommodations and interactive process
- Age Discrimination in Employment Act (ADEA): policies and prevention
- Equal Pay Act and gender-based wage equity compliance
- GINA: genetic information and privacy in hiring and benefits
- Immigration Reform and Control Act (IRCA) and I-9 compliance
- Family and Medical Leave Act (FMLA): eligibility and notification protocols
- USERRA: employment rights for military service members and veterans
- State-level equivalents and superceding laws
- Employment-at-will doctrine and its legal limits
- Whistleblower protection laws and retaliation safeguards
- Wage and Hour Law: FLSA, exempt vs non-exempt classification
- Overtime compliance: common misclassification errors
- Independent contractor vs employee analysis using IRS and DOL criteria
- Pay transparency laws and salary history bans
Module 3: Hiring and Recruitment Compliance - Legally compliant job posting language and advertising
- Using EEO-1 data to strengthen diversity hiring efforts
- Best practices for structured, bias-resistant interviews
- Documentation standards for hiring decisions
- Background check compliance under the Fair Credit Reporting Act
- Drug testing laws and consent requirements by state
- Arrest vs conviction record usage in hiring
- Ban the Box laws and fair chance hiring
- Pre-employment inquiry restrictions by jurisdiction
- Offer letter compliance: key clauses and legal enforceability
- I-9 verification process and remote hiring compliance
- E-Verify participation and state mandates
- Onboarding documentation checklist
- Consent forms for background checks, drug tests, and electronic records
- Compliance training for hiring managers
Module 4: Employee Handbooks and Policy Development - Why handbooks are not contracts-and how to prevent them becoming one
- Essential policies every handbook must include
- At-will disclaimer language and enforceability
- Acknowledgment forms with legal validity
- Regular review and update cycles for policy relevance
- Drafting anti-harassment policies with investigation protocols
- Remote work policies: equipment, hours, and monitoring compliance
- Electronic communication and social media usage guidelines
- Attendance, leave, and timekeeping policies
- Conduct, dress code, and workplace behaviour standards
- Bullying, retaliation, and psychological safety frameworks
- Confidentiality, IP, and non-disclosure agreements
- Policy distribution and employee attestation tracking
- Customising handbooks for union vs non-union environments
- Multinational policy harmonisation strategies
Module 5: Payroll, Compensation & Wage Compliance - FLSA exemptions: executive, administrative, professional, outside sales
- Salary basis test and permitted deductions
- Hourly vs salaried classification decision trees
- Fluctuating workweek method compliance
- Compensable time: travel, on-call, training, and pre-shift tasks
- Meal and rest break laws by state
- Final pay rules and termination wages
- Pay frequency regulations and direct deposit consent
- Deductions for uniforms, tools, and breakages
- Commission plans and written agreements under FLSA
- Tipped employee wage structures and tip pooling legality
- Pay equity audits: identifying and correcting disparities
- Pay transparency reporting requirements
- Overtime calculation methods across different pay structures
- Handling piece-rate, project-based, and variable pay
Module 6: Leave Management & Accommodation Compliance - FMLA: eligibility, notice, and designation process
- Intermittent leave and reduced schedule management
- Substitution of paid time off under FMLA
- State-family leave laws: CA, NY, NJ, WA, CO, and others
- Short-term disability and pregnancy accommodation coordination
- Pregnancy Discrimination Act and ADA overlaps
- Lactation accommodation requirements and private space standards
- Jury duty, voting leave, and military leave compliance
- Bereavement, personal, and floating holiday policies
- Religious accommodation leave requests
- Interactive process for disability accommodations
- Medical certification processes and privacy under HIPAA
- Return-to-work planning and light-duty assignments
- Managing overlapping leave types (FMLA, ADA, state)
- Leave fraud detection and documentation standards
Module 7: Workplace Discrimination, Harassment & Retaliation - Defining harassment under EEOC guidelines
- Hostile work environment: thresholds and indicators
- Quid pro quo harassment and supervisor liability
- Third-party harassment responsibilities
- Reporting channels: hotline, HR, anonymous systems
- Investigation protocols: impartiality, confidentiality, timing
- Interviewing complainants, respondents, and witnesses
- Documenting findings and corrective actions
- Retaliation: direct and perceived forms, discipline after complaints
- Anti-retaliation policy language and enforcement
- Intersectionality in discrimination claims
- Microaggressions and cultural compliance sensitivity
- DEI initiatives as part of legal compliance strategy
- Handling anonymous and confidential complaints
- Bystander intervention policy integration
Module 8: Performance Management & Disciplinary Compliance - Legal foundations of performance evaluation systems
- Documentation standards for performance issues
- Creating defensible disciplinary records
- Progressive discipline models and exceptions
- Consistency in treatment across protected classes
- Warning letters: required content and delivery methods
- Probation periods and performance improvement plans (PIPs)
- Temporary suspension policies and pay implications
- Final warnings and termination decisions
- Documenting behavioural vs performance issues
- Union grievances and Weingarten rights
- Discipline during protected leave or accommodation periods
- Electronic performance tracking and data privacy
- Use of AI in performance assessments and bias risks
- Exit interviews and compliance reflections
Module 9: Termination, Severance & Exit Compliance - At-will termination with reduced litigation risk
- Documentation trail for terminations
- Constructive discharge and how to avoid it
- Conducting termination meetings: legal do’s and don’ts
- Severance agreements: enforceability and consideration
- Release of claims: required language under OWBPA
- Non-disparagement and confidentiality clauses
- Impact of severance on unemployment benefits
- COBRA continuation coverage notices and timing
- Final paycheck and earned time off payout
- Returning company property and data security
- References and authorised spokesperson protocols
- Mass layoff compliance: WARN Act thresholds and notice
- Plant closing notifications and regulatory filings
- Post-termination monitoring for retaliation claims
Module 10: Remote, Hybrid & Global Workforce Compliance - Multi-state employment tax and withholding obligations
- Remote work agreements: equipment, reimbursement, jurisdiction
- State-specific wage and hour laws for remote employees
- Home office safety assessments and OSHA implications
- Cross-border data privacy under GDPR, CCPA, and other laws
- Payroll registration requirements in employee locations
- Immigration compliance for international remote workers
- Time zone tracking and FLSA compliance
- Digital monitoring and employee consent
- Right to disconnect laws and after-hours communication
- Cultural compliance in global teams
- Local holiday and leave law integration
- Managing contractors internationally
- Entity establishment risks and permanent establishment
- Global DEI and inclusion compliance strategies
Module 11: Audits, Risk Assessments & Compliance Monitoring - Internal compliance audit checklist and frequency
- Preparing for government investigations: DOL, EEOC, OSHA
- Hiring outside counsel: when and how
- Document preservation and litigation hold procedures
- Compliance risk scoring framework
- GAP analysis of current HR practices
- Third-party vendor compliance due diligence
- Employee data security and access controls
- Privacy compliance: HIPAA, CCPA, GDPR intersections
- Handling employee data breaches and reporting
- Regular policy effectiveness reviews
- Anonymous reporting system audits
- Health insurance and benefits compliance reviews
- ERISA fiduciary responsibilities and SPDs
- 401(k) plan non-discrimination testing basics
Module 12: HR Technology, Data & Recordkeeping - Federal and state retention periods for key HR documents
- Digital vs paper record storage compliance
- Access controls and role-based permissions
- Encryption and data protection standards
- Employee self-service portals and consent
- Background check vendor compliance audits
- ATS system bias and algorithmic discrimination risks
- E-signature legality under ESIGN and UETA
- Discipline and termination documentation workflows
- I-9 and E-Verify system integration
- Leave tracking and certification management systems
- Payroll software compliance alerts
- Audit trail generation for investigation readiness
- Cloud provider data sovereignty commitments
- Automated policy attestation and acknowledgment
Module 13: Special Situations & High-Risk Scenarios - Handling employee substance abuse: ADA and safety balance
- Domestic violence and workplace safety accommodations
- Religious accommodation: dress, grooming, schedule
- Political speech and off-duty conduct limitations
- Employee protests, walkouts, and NLRB rights
- Workplace violence prevention plans and threat assessment
- Medical marijuana usage and state vs federal conflict
- Transgender employees and gender-affirming accommodations
- Preferred pronouns and official records compliance
- Handling social media posts by employees
- Disciplinary action during union organising campaigns
- Reduced hours or reassignment under ADA
- Managing employee mental health disclosures
- Accommodations for neurodiverse employees
- Use of service animals vs emotional support animals
Module 14: Certification, Implementation & Next Steps - Building your personal HR compliance roadmap
- Gap closure plan for current organisational weaknesses
- Communicating compliance changes to leadership and staff
- Establishing a compliance review calendar
- Creating a central compliance documentation repository
- Training managers on compliance responsibilities
- Developing a compliance champion network
- Presenting findings and proposals to executive leadership
- Measuring compliance maturity over time
- Integrating compliance into HRIS and People platforms
- Setting up continuous improvement feedback loops
- Using your Certificate of Completion for career advancement
- LinkedIn profile optimisation with compliance credentials
- Preparing for HR certification exams (PHR, SPHR, SHRM-CP)
- Joining professional networks and regulatory update groups
- Accessing legal counsel referral resources from The Art of Service
- Comprehensive breakdown of Title VII of the Civil Rights Act
- Understanding protected classes and prohibited discrimination
- ADA requirements for reasonable accommodations and interactive process
- Age Discrimination in Employment Act (ADEA): policies and prevention
- Equal Pay Act and gender-based wage equity compliance
- GINA: genetic information and privacy in hiring and benefits
- Immigration Reform and Control Act (IRCA) and I-9 compliance
- Family and Medical Leave Act (FMLA): eligibility and notification protocols
- USERRA: employment rights for military service members and veterans
- State-level equivalents and superceding laws
- Employment-at-will doctrine and its legal limits
- Whistleblower protection laws and retaliation safeguards
- Wage and Hour Law: FLSA, exempt vs non-exempt classification
- Overtime compliance: common misclassification errors
- Independent contractor vs employee analysis using IRS and DOL criteria
- Pay transparency laws and salary history bans
Module 3: Hiring and Recruitment Compliance - Legally compliant job posting language and advertising
- Using EEO-1 data to strengthen diversity hiring efforts
- Best practices for structured, bias-resistant interviews
- Documentation standards for hiring decisions
- Background check compliance under the Fair Credit Reporting Act
- Drug testing laws and consent requirements by state
- Arrest vs conviction record usage in hiring
- Ban the Box laws and fair chance hiring
- Pre-employment inquiry restrictions by jurisdiction
- Offer letter compliance: key clauses and legal enforceability
- I-9 verification process and remote hiring compliance
- E-Verify participation and state mandates
- Onboarding documentation checklist
- Consent forms for background checks, drug tests, and electronic records
- Compliance training for hiring managers
Module 4: Employee Handbooks and Policy Development - Why handbooks are not contracts-and how to prevent them becoming one
- Essential policies every handbook must include
- At-will disclaimer language and enforceability
- Acknowledgment forms with legal validity
- Regular review and update cycles for policy relevance
- Drafting anti-harassment policies with investigation protocols
- Remote work policies: equipment, hours, and monitoring compliance
- Electronic communication and social media usage guidelines
- Attendance, leave, and timekeeping policies
- Conduct, dress code, and workplace behaviour standards
- Bullying, retaliation, and psychological safety frameworks
- Confidentiality, IP, and non-disclosure agreements
- Policy distribution and employee attestation tracking
- Customising handbooks for union vs non-union environments
- Multinational policy harmonisation strategies
Module 5: Payroll, Compensation & Wage Compliance - FLSA exemptions: executive, administrative, professional, outside sales
- Salary basis test and permitted deductions
- Hourly vs salaried classification decision trees
- Fluctuating workweek method compliance
- Compensable time: travel, on-call, training, and pre-shift tasks
- Meal and rest break laws by state
- Final pay rules and termination wages
- Pay frequency regulations and direct deposit consent
- Deductions for uniforms, tools, and breakages
- Commission plans and written agreements under FLSA
- Tipped employee wage structures and tip pooling legality
- Pay equity audits: identifying and correcting disparities
- Pay transparency reporting requirements
- Overtime calculation methods across different pay structures
- Handling piece-rate, project-based, and variable pay
Module 6: Leave Management & Accommodation Compliance - FMLA: eligibility, notice, and designation process
- Intermittent leave and reduced schedule management
- Substitution of paid time off under FMLA
- State-family leave laws: CA, NY, NJ, WA, CO, and others
- Short-term disability and pregnancy accommodation coordination
- Pregnancy Discrimination Act and ADA overlaps
- Lactation accommodation requirements and private space standards
- Jury duty, voting leave, and military leave compliance
- Bereavement, personal, and floating holiday policies
- Religious accommodation leave requests
- Interactive process for disability accommodations
- Medical certification processes and privacy under HIPAA
- Return-to-work planning and light-duty assignments
- Managing overlapping leave types (FMLA, ADA, state)
- Leave fraud detection and documentation standards
Module 7: Workplace Discrimination, Harassment & Retaliation - Defining harassment under EEOC guidelines
- Hostile work environment: thresholds and indicators
- Quid pro quo harassment and supervisor liability
- Third-party harassment responsibilities
- Reporting channels: hotline, HR, anonymous systems
- Investigation protocols: impartiality, confidentiality, timing
- Interviewing complainants, respondents, and witnesses
- Documenting findings and corrective actions
- Retaliation: direct and perceived forms, discipline after complaints
- Anti-retaliation policy language and enforcement
- Intersectionality in discrimination claims
- Microaggressions and cultural compliance sensitivity
- DEI initiatives as part of legal compliance strategy
- Handling anonymous and confidential complaints
- Bystander intervention policy integration
Module 8: Performance Management & Disciplinary Compliance - Legal foundations of performance evaluation systems
- Documentation standards for performance issues
- Creating defensible disciplinary records
- Progressive discipline models and exceptions
- Consistency in treatment across protected classes
- Warning letters: required content and delivery methods
- Probation periods and performance improvement plans (PIPs)
- Temporary suspension policies and pay implications
- Final warnings and termination decisions
- Documenting behavioural vs performance issues
- Union grievances and Weingarten rights
- Discipline during protected leave or accommodation periods
- Electronic performance tracking and data privacy
- Use of AI in performance assessments and bias risks
- Exit interviews and compliance reflections
Module 9: Termination, Severance & Exit Compliance - At-will termination with reduced litigation risk
- Documentation trail for terminations
- Constructive discharge and how to avoid it
- Conducting termination meetings: legal do’s and don’ts
- Severance agreements: enforceability and consideration
- Release of claims: required language under OWBPA
- Non-disparagement and confidentiality clauses
- Impact of severance on unemployment benefits
- COBRA continuation coverage notices and timing
- Final paycheck and earned time off payout
- Returning company property and data security
- References and authorised spokesperson protocols
- Mass layoff compliance: WARN Act thresholds and notice
- Plant closing notifications and regulatory filings
- Post-termination monitoring for retaliation claims
Module 10: Remote, Hybrid & Global Workforce Compliance - Multi-state employment tax and withholding obligations
- Remote work agreements: equipment, reimbursement, jurisdiction
- State-specific wage and hour laws for remote employees
- Home office safety assessments and OSHA implications
- Cross-border data privacy under GDPR, CCPA, and other laws
- Payroll registration requirements in employee locations
- Immigration compliance for international remote workers
- Time zone tracking and FLSA compliance
- Digital monitoring and employee consent
- Right to disconnect laws and after-hours communication
- Cultural compliance in global teams
- Local holiday and leave law integration
- Managing contractors internationally
- Entity establishment risks and permanent establishment
- Global DEI and inclusion compliance strategies
Module 11: Audits, Risk Assessments & Compliance Monitoring - Internal compliance audit checklist and frequency
- Preparing for government investigations: DOL, EEOC, OSHA
- Hiring outside counsel: when and how
- Document preservation and litigation hold procedures
- Compliance risk scoring framework
- GAP analysis of current HR practices
- Third-party vendor compliance due diligence
- Employee data security and access controls
- Privacy compliance: HIPAA, CCPA, GDPR intersections
- Handling employee data breaches and reporting
- Regular policy effectiveness reviews
- Anonymous reporting system audits
- Health insurance and benefits compliance reviews
- ERISA fiduciary responsibilities and SPDs
- 401(k) plan non-discrimination testing basics
Module 12: HR Technology, Data & Recordkeeping - Federal and state retention periods for key HR documents
- Digital vs paper record storage compliance
- Access controls and role-based permissions
- Encryption and data protection standards
- Employee self-service portals and consent
- Background check vendor compliance audits
- ATS system bias and algorithmic discrimination risks
- E-signature legality under ESIGN and UETA
- Discipline and termination documentation workflows
- I-9 and E-Verify system integration
- Leave tracking and certification management systems
- Payroll software compliance alerts
- Audit trail generation for investigation readiness
- Cloud provider data sovereignty commitments
- Automated policy attestation and acknowledgment
Module 13: Special Situations & High-Risk Scenarios - Handling employee substance abuse: ADA and safety balance
- Domestic violence and workplace safety accommodations
- Religious accommodation: dress, grooming, schedule
- Political speech and off-duty conduct limitations
- Employee protests, walkouts, and NLRB rights
- Workplace violence prevention plans and threat assessment
- Medical marijuana usage and state vs federal conflict
- Transgender employees and gender-affirming accommodations
- Preferred pronouns and official records compliance
- Handling social media posts by employees
- Disciplinary action during union organising campaigns
- Reduced hours or reassignment under ADA
- Managing employee mental health disclosures
- Accommodations for neurodiverse employees
- Use of service animals vs emotional support animals
Module 14: Certification, Implementation & Next Steps - Building your personal HR compliance roadmap
- Gap closure plan for current organisational weaknesses
- Communicating compliance changes to leadership and staff
- Establishing a compliance review calendar
- Creating a central compliance documentation repository
- Training managers on compliance responsibilities
- Developing a compliance champion network
- Presenting findings and proposals to executive leadership
- Measuring compliance maturity over time
- Integrating compliance into HRIS and People platforms
- Setting up continuous improvement feedback loops
- Using your Certificate of Completion for career advancement
- LinkedIn profile optimisation with compliance credentials
- Preparing for HR certification exams (PHR, SPHR, SHRM-CP)
- Joining professional networks and regulatory update groups
- Accessing legal counsel referral resources from The Art of Service
- Why handbooks are not contracts-and how to prevent them becoming one
- Essential policies every handbook must include
- At-will disclaimer language and enforceability
- Acknowledgment forms with legal validity
- Regular review and update cycles for policy relevance
- Drafting anti-harassment policies with investigation protocols
- Remote work policies: equipment, hours, and monitoring compliance
- Electronic communication and social media usage guidelines
- Attendance, leave, and timekeeping policies
- Conduct, dress code, and workplace behaviour standards
- Bullying, retaliation, and psychological safety frameworks
- Confidentiality, IP, and non-disclosure agreements
- Policy distribution and employee attestation tracking
- Customising handbooks for union vs non-union environments
- Multinational policy harmonisation strategies
Module 5: Payroll, Compensation & Wage Compliance - FLSA exemptions: executive, administrative, professional, outside sales
- Salary basis test and permitted deductions
- Hourly vs salaried classification decision trees
- Fluctuating workweek method compliance
- Compensable time: travel, on-call, training, and pre-shift tasks
- Meal and rest break laws by state
- Final pay rules and termination wages
- Pay frequency regulations and direct deposit consent
- Deductions for uniforms, tools, and breakages
- Commission plans and written agreements under FLSA
- Tipped employee wage structures and tip pooling legality
- Pay equity audits: identifying and correcting disparities
- Pay transparency reporting requirements
- Overtime calculation methods across different pay structures
- Handling piece-rate, project-based, and variable pay
Module 6: Leave Management & Accommodation Compliance - FMLA: eligibility, notice, and designation process
- Intermittent leave and reduced schedule management
- Substitution of paid time off under FMLA
- State-family leave laws: CA, NY, NJ, WA, CO, and others
- Short-term disability and pregnancy accommodation coordination
- Pregnancy Discrimination Act and ADA overlaps
- Lactation accommodation requirements and private space standards
- Jury duty, voting leave, and military leave compliance
- Bereavement, personal, and floating holiday policies
- Religious accommodation leave requests
- Interactive process for disability accommodations
- Medical certification processes and privacy under HIPAA
- Return-to-work planning and light-duty assignments
- Managing overlapping leave types (FMLA, ADA, state)
- Leave fraud detection and documentation standards
Module 7: Workplace Discrimination, Harassment & Retaliation - Defining harassment under EEOC guidelines
- Hostile work environment: thresholds and indicators
- Quid pro quo harassment and supervisor liability
- Third-party harassment responsibilities
- Reporting channels: hotline, HR, anonymous systems
- Investigation protocols: impartiality, confidentiality, timing
- Interviewing complainants, respondents, and witnesses
- Documenting findings and corrective actions
- Retaliation: direct and perceived forms, discipline after complaints
- Anti-retaliation policy language and enforcement
- Intersectionality in discrimination claims
- Microaggressions and cultural compliance sensitivity
- DEI initiatives as part of legal compliance strategy
- Handling anonymous and confidential complaints
- Bystander intervention policy integration
Module 8: Performance Management & Disciplinary Compliance - Legal foundations of performance evaluation systems
- Documentation standards for performance issues
- Creating defensible disciplinary records
- Progressive discipline models and exceptions
- Consistency in treatment across protected classes
- Warning letters: required content and delivery methods
- Probation periods and performance improvement plans (PIPs)
- Temporary suspension policies and pay implications
- Final warnings and termination decisions
- Documenting behavioural vs performance issues
- Union grievances and Weingarten rights
- Discipline during protected leave or accommodation periods
- Electronic performance tracking and data privacy
- Use of AI in performance assessments and bias risks
- Exit interviews and compliance reflections
Module 9: Termination, Severance & Exit Compliance - At-will termination with reduced litigation risk
- Documentation trail for terminations
- Constructive discharge and how to avoid it
- Conducting termination meetings: legal do’s and don’ts
- Severance agreements: enforceability and consideration
- Release of claims: required language under OWBPA
- Non-disparagement and confidentiality clauses
- Impact of severance on unemployment benefits
- COBRA continuation coverage notices and timing
- Final paycheck and earned time off payout
- Returning company property and data security
- References and authorised spokesperson protocols
- Mass layoff compliance: WARN Act thresholds and notice
- Plant closing notifications and regulatory filings
- Post-termination monitoring for retaliation claims
Module 10: Remote, Hybrid & Global Workforce Compliance - Multi-state employment tax and withholding obligations
- Remote work agreements: equipment, reimbursement, jurisdiction
- State-specific wage and hour laws for remote employees
- Home office safety assessments and OSHA implications
- Cross-border data privacy under GDPR, CCPA, and other laws
- Payroll registration requirements in employee locations
- Immigration compliance for international remote workers
- Time zone tracking and FLSA compliance
- Digital monitoring and employee consent
- Right to disconnect laws and after-hours communication
- Cultural compliance in global teams
- Local holiday and leave law integration
- Managing contractors internationally
- Entity establishment risks and permanent establishment
- Global DEI and inclusion compliance strategies
Module 11: Audits, Risk Assessments & Compliance Monitoring - Internal compliance audit checklist and frequency
- Preparing for government investigations: DOL, EEOC, OSHA
- Hiring outside counsel: when and how
- Document preservation and litigation hold procedures
- Compliance risk scoring framework
- GAP analysis of current HR practices
- Third-party vendor compliance due diligence
- Employee data security and access controls
- Privacy compliance: HIPAA, CCPA, GDPR intersections
- Handling employee data breaches and reporting
- Regular policy effectiveness reviews
- Anonymous reporting system audits
- Health insurance and benefits compliance reviews
- ERISA fiduciary responsibilities and SPDs
- 401(k) plan non-discrimination testing basics
Module 12: HR Technology, Data & Recordkeeping - Federal and state retention periods for key HR documents
- Digital vs paper record storage compliance
- Access controls and role-based permissions
- Encryption and data protection standards
- Employee self-service portals and consent
- Background check vendor compliance audits
- ATS system bias and algorithmic discrimination risks
- E-signature legality under ESIGN and UETA
- Discipline and termination documentation workflows
- I-9 and E-Verify system integration
- Leave tracking and certification management systems
- Payroll software compliance alerts
- Audit trail generation for investigation readiness
- Cloud provider data sovereignty commitments
- Automated policy attestation and acknowledgment
Module 13: Special Situations & High-Risk Scenarios - Handling employee substance abuse: ADA and safety balance
- Domestic violence and workplace safety accommodations
- Religious accommodation: dress, grooming, schedule
- Political speech and off-duty conduct limitations
- Employee protests, walkouts, and NLRB rights
- Workplace violence prevention plans and threat assessment
- Medical marijuana usage and state vs federal conflict
- Transgender employees and gender-affirming accommodations
- Preferred pronouns and official records compliance
- Handling social media posts by employees
- Disciplinary action during union organising campaigns
- Reduced hours or reassignment under ADA
- Managing employee mental health disclosures
- Accommodations for neurodiverse employees
- Use of service animals vs emotional support animals
Module 14: Certification, Implementation & Next Steps - Building your personal HR compliance roadmap
- Gap closure plan for current organisational weaknesses
- Communicating compliance changes to leadership and staff
- Establishing a compliance review calendar
- Creating a central compliance documentation repository
- Training managers on compliance responsibilities
- Developing a compliance champion network
- Presenting findings and proposals to executive leadership
- Measuring compliance maturity over time
- Integrating compliance into HRIS and People platforms
- Setting up continuous improvement feedback loops
- Using your Certificate of Completion for career advancement
- LinkedIn profile optimisation with compliance credentials
- Preparing for HR certification exams (PHR, SPHR, SHRM-CP)
- Joining professional networks and regulatory update groups
- Accessing legal counsel referral resources from The Art of Service
- FMLA: eligibility, notice, and designation process
- Intermittent leave and reduced schedule management
- Substitution of paid time off under FMLA
- State-family leave laws: CA, NY, NJ, WA, CO, and others
- Short-term disability and pregnancy accommodation coordination
- Pregnancy Discrimination Act and ADA overlaps
- Lactation accommodation requirements and private space standards
- Jury duty, voting leave, and military leave compliance
- Bereavement, personal, and floating holiday policies
- Religious accommodation leave requests
- Interactive process for disability accommodations
- Medical certification processes and privacy under HIPAA
- Return-to-work planning and light-duty assignments
- Managing overlapping leave types (FMLA, ADA, state)
- Leave fraud detection and documentation standards
Module 7: Workplace Discrimination, Harassment & Retaliation - Defining harassment under EEOC guidelines
- Hostile work environment: thresholds and indicators
- Quid pro quo harassment and supervisor liability
- Third-party harassment responsibilities
- Reporting channels: hotline, HR, anonymous systems
- Investigation protocols: impartiality, confidentiality, timing
- Interviewing complainants, respondents, and witnesses
- Documenting findings and corrective actions
- Retaliation: direct and perceived forms, discipline after complaints
- Anti-retaliation policy language and enforcement
- Intersectionality in discrimination claims
- Microaggressions and cultural compliance sensitivity
- DEI initiatives as part of legal compliance strategy
- Handling anonymous and confidential complaints
- Bystander intervention policy integration
Module 8: Performance Management & Disciplinary Compliance - Legal foundations of performance evaluation systems
- Documentation standards for performance issues
- Creating defensible disciplinary records
- Progressive discipline models and exceptions
- Consistency in treatment across protected classes
- Warning letters: required content and delivery methods
- Probation periods and performance improvement plans (PIPs)
- Temporary suspension policies and pay implications
- Final warnings and termination decisions
- Documenting behavioural vs performance issues
- Union grievances and Weingarten rights
- Discipline during protected leave or accommodation periods
- Electronic performance tracking and data privacy
- Use of AI in performance assessments and bias risks
- Exit interviews and compliance reflections
Module 9: Termination, Severance & Exit Compliance - At-will termination with reduced litigation risk
- Documentation trail for terminations
- Constructive discharge and how to avoid it
- Conducting termination meetings: legal do’s and don’ts
- Severance agreements: enforceability and consideration
- Release of claims: required language under OWBPA
- Non-disparagement and confidentiality clauses
- Impact of severance on unemployment benefits
- COBRA continuation coverage notices and timing
- Final paycheck and earned time off payout
- Returning company property and data security
- References and authorised spokesperson protocols
- Mass layoff compliance: WARN Act thresholds and notice
- Plant closing notifications and regulatory filings
- Post-termination monitoring for retaliation claims
Module 10: Remote, Hybrid & Global Workforce Compliance - Multi-state employment tax and withholding obligations
- Remote work agreements: equipment, reimbursement, jurisdiction
- State-specific wage and hour laws for remote employees
- Home office safety assessments and OSHA implications
- Cross-border data privacy under GDPR, CCPA, and other laws
- Payroll registration requirements in employee locations
- Immigration compliance for international remote workers
- Time zone tracking and FLSA compliance
- Digital monitoring and employee consent
- Right to disconnect laws and after-hours communication
- Cultural compliance in global teams
- Local holiday and leave law integration
- Managing contractors internationally
- Entity establishment risks and permanent establishment
- Global DEI and inclusion compliance strategies
Module 11: Audits, Risk Assessments & Compliance Monitoring - Internal compliance audit checklist and frequency
- Preparing for government investigations: DOL, EEOC, OSHA
- Hiring outside counsel: when and how
- Document preservation and litigation hold procedures
- Compliance risk scoring framework
- GAP analysis of current HR practices
- Third-party vendor compliance due diligence
- Employee data security and access controls
- Privacy compliance: HIPAA, CCPA, GDPR intersections
- Handling employee data breaches and reporting
- Regular policy effectiveness reviews
- Anonymous reporting system audits
- Health insurance and benefits compliance reviews
- ERISA fiduciary responsibilities and SPDs
- 401(k) plan non-discrimination testing basics
Module 12: HR Technology, Data & Recordkeeping - Federal and state retention periods for key HR documents
- Digital vs paper record storage compliance
- Access controls and role-based permissions
- Encryption and data protection standards
- Employee self-service portals and consent
- Background check vendor compliance audits
- ATS system bias and algorithmic discrimination risks
- E-signature legality under ESIGN and UETA
- Discipline and termination documentation workflows
- I-9 and E-Verify system integration
- Leave tracking and certification management systems
- Payroll software compliance alerts
- Audit trail generation for investigation readiness
- Cloud provider data sovereignty commitments
- Automated policy attestation and acknowledgment
Module 13: Special Situations & High-Risk Scenarios - Handling employee substance abuse: ADA and safety balance
- Domestic violence and workplace safety accommodations
- Religious accommodation: dress, grooming, schedule
- Political speech and off-duty conduct limitations
- Employee protests, walkouts, and NLRB rights
- Workplace violence prevention plans and threat assessment
- Medical marijuana usage and state vs federal conflict
- Transgender employees and gender-affirming accommodations
- Preferred pronouns and official records compliance
- Handling social media posts by employees
- Disciplinary action during union organising campaigns
- Reduced hours or reassignment under ADA
- Managing employee mental health disclosures
- Accommodations for neurodiverse employees
- Use of service animals vs emotional support animals
Module 14: Certification, Implementation & Next Steps - Building your personal HR compliance roadmap
- Gap closure plan for current organisational weaknesses
- Communicating compliance changes to leadership and staff
- Establishing a compliance review calendar
- Creating a central compliance documentation repository
- Training managers on compliance responsibilities
- Developing a compliance champion network
- Presenting findings and proposals to executive leadership
- Measuring compliance maturity over time
- Integrating compliance into HRIS and People platforms
- Setting up continuous improvement feedback loops
- Using your Certificate of Completion for career advancement
- LinkedIn profile optimisation with compliance credentials
- Preparing for HR certification exams (PHR, SPHR, SHRM-CP)
- Joining professional networks and regulatory update groups
- Accessing legal counsel referral resources from The Art of Service
- Legal foundations of performance evaluation systems
- Documentation standards for performance issues
- Creating defensible disciplinary records
- Progressive discipline models and exceptions
- Consistency in treatment across protected classes
- Warning letters: required content and delivery methods
- Probation periods and performance improvement plans (PIPs)
- Temporary suspension policies and pay implications
- Final warnings and termination decisions
- Documenting behavioural vs performance issues
- Union grievances and Weingarten rights
- Discipline during protected leave or accommodation periods
- Electronic performance tracking and data privacy
- Use of AI in performance assessments and bias risks
- Exit interviews and compliance reflections
Module 9: Termination, Severance & Exit Compliance - At-will termination with reduced litigation risk
- Documentation trail for terminations
- Constructive discharge and how to avoid it
- Conducting termination meetings: legal do’s and don’ts
- Severance agreements: enforceability and consideration
- Release of claims: required language under OWBPA
- Non-disparagement and confidentiality clauses
- Impact of severance on unemployment benefits
- COBRA continuation coverage notices and timing
- Final paycheck and earned time off payout
- Returning company property and data security
- References and authorised spokesperson protocols
- Mass layoff compliance: WARN Act thresholds and notice
- Plant closing notifications and regulatory filings
- Post-termination monitoring for retaliation claims
Module 10: Remote, Hybrid & Global Workforce Compliance - Multi-state employment tax and withholding obligations
- Remote work agreements: equipment, reimbursement, jurisdiction
- State-specific wage and hour laws for remote employees
- Home office safety assessments and OSHA implications
- Cross-border data privacy under GDPR, CCPA, and other laws
- Payroll registration requirements in employee locations
- Immigration compliance for international remote workers
- Time zone tracking and FLSA compliance
- Digital monitoring and employee consent
- Right to disconnect laws and after-hours communication
- Cultural compliance in global teams
- Local holiday and leave law integration
- Managing contractors internationally
- Entity establishment risks and permanent establishment
- Global DEI and inclusion compliance strategies
Module 11: Audits, Risk Assessments & Compliance Monitoring - Internal compliance audit checklist and frequency
- Preparing for government investigations: DOL, EEOC, OSHA
- Hiring outside counsel: when and how
- Document preservation and litigation hold procedures
- Compliance risk scoring framework
- GAP analysis of current HR practices
- Third-party vendor compliance due diligence
- Employee data security and access controls
- Privacy compliance: HIPAA, CCPA, GDPR intersections
- Handling employee data breaches and reporting
- Regular policy effectiveness reviews
- Anonymous reporting system audits
- Health insurance and benefits compliance reviews
- ERISA fiduciary responsibilities and SPDs
- 401(k) plan non-discrimination testing basics
Module 12: HR Technology, Data & Recordkeeping - Federal and state retention periods for key HR documents
- Digital vs paper record storage compliance
- Access controls and role-based permissions
- Encryption and data protection standards
- Employee self-service portals and consent
- Background check vendor compliance audits
- ATS system bias and algorithmic discrimination risks
- E-signature legality under ESIGN and UETA
- Discipline and termination documentation workflows
- I-9 and E-Verify system integration
- Leave tracking and certification management systems
- Payroll software compliance alerts
- Audit trail generation for investigation readiness
- Cloud provider data sovereignty commitments
- Automated policy attestation and acknowledgment
Module 13: Special Situations & High-Risk Scenarios - Handling employee substance abuse: ADA and safety balance
- Domestic violence and workplace safety accommodations
- Religious accommodation: dress, grooming, schedule
- Political speech and off-duty conduct limitations
- Employee protests, walkouts, and NLRB rights
- Workplace violence prevention plans and threat assessment
- Medical marijuana usage and state vs federal conflict
- Transgender employees and gender-affirming accommodations
- Preferred pronouns and official records compliance
- Handling social media posts by employees
- Disciplinary action during union organising campaigns
- Reduced hours or reassignment under ADA
- Managing employee mental health disclosures
- Accommodations for neurodiverse employees
- Use of service animals vs emotional support animals
Module 14: Certification, Implementation & Next Steps - Building your personal HR compliance roadmap
- Gap closure plan for current organisational weaknesses
- Communicating compliance changes to leadership and staff
- Establishing a compliance review calendar
- Creating a central compliance documentation repository
- Training managers on compliance responsibilities
- Developing a compliance champion network
- Presenting findings and proposals to executive leadership
- Measuring compliance maturity over time
- Integrating compliance into HRIS and People platforms
- Setting up continuous improvement feedback loops
- Using your Certificate of Completion for career advancement
- LinkedIn profile optimisation with compliance credentials
- Preparing for HR certification exams (PHR, SPHR, SHRM-CP)
- Joining professional networks and regulatory update groups
- Accessing legal counsel referral resources from The Art of Service
- Multi-state employment tax and withholding obligations
- Remote work agreements: equipment, reimbursement, jurisdiction
- State-specific wage and hour laws for remote employees
- Home office safety assessments and OSHA implications
- Cross-border data privacy under GDPR, CCPA, and other laws
- Payroll registration requirements in employee locations
- Immigration compliance for international remote workers
- Time zone tracking and FLSA compliance
- Digital monitoring and employee consent
- Right to disconnect laws and after-hours communication
- Cultural compliance in global teams
- Local holiday and leave law integration
- Managing contractors internationally
- Entity establishment risks and permanent establishment
- Global DEI and inclusion compliance strategies
Module 11: Audits, Risk Assessments & Compliance Monitoring - Internal compliance audit checklist and frequency
- Preparing for government investigations: DOL, EEOC, OSHA
- Hiring outside counsel: when and how
- Document preservation and litigation hold procedures
- Compliance risk scoring framework
- GAP analysis of current HR practices
- Third-party vendor compliance due diligence
- Employee data security and access controls
- Privacy compliance: HIPAA, CCPA, GDPR intersections
- Handling employee data breaches and reporting
- Regular policy effectiveness reviews
- Anonymous reporting system audits
- Health insurance and benefits compliance reviews
- ERISA fiduciary responsibilities and SPDs
- 401(k) plan non-discrimination testing basics
Module 12: HR Technology, Data & Recordkeeping - Federal and state retention periods for key HR documents
- Digital vs paper record storage compliance
- Access controls and role-based permissions
- Encryption and data protection standards
- Employee self-service portals and consent
- Background check vendor compliance audits
- ATS system bias and algorithmic discrimination risks
- E-signature legality under ESIGN and UETA
- Discipline and termination documentation workflows
- I-9 and E-Verify system integration
- Leave tracking and certification management systems
- Payroll software compliance alerts
- Audit trail generation for investigation readiness
- Cloud provider data sovereignty commitments
- Automated policy attestation and acknowledgment
Module 13: Special Situations & High-Risk Scenarios - Handling employee substance abuse: ADA and safety balance
- Domestic violence and workplace safety accommodations
- Religious accommodation: dress, grooming, schedule
- Political speech and off-duty conduct limitations
- Employee protests, walkouts, and NLRB rights
- Workplace violence prevention plans and threat assessment
- Medical marijuana usage and state vs federal conflict
- Transgender employees and gender-affirming accommodations
- Preferred pronouns and official records compliance
- Handling social media posts by employees
- Disciplinary action during union organising campaigns
- Reduced hours or reassignment under ADA
- Managing employee mental health disclosures
- Accommodations for neurodiverse employees
- Use of service animals vs emotional support animals
Module 14: Certification, Implementation & Next Steps - Building your personal HR compliance roadmap
- Gap closure plan for current organisational weaknesses
- Communicating compliance changes to leadership and staff
- Establishing a compliance review calendar
- Creating a central compliance documentation repository
- Training managers on compliance responsibilities
- Developing a compliance champion network
- Presenting findings and proposals to executive leadership
- Measuring compliance maturity over time
- Integrating compliance into HRIS and People platforms
- Setting up continuous improvement feedback loops
- Using your Certificate of Completion for career advancement
- LinkedIn profile optimisation with compliance credentials
- Preparing for HR certification exams (PHR, SPHR, SHRM-CP)
- Joining professional networks and regulatory update groups
- Accessing legal counsel referral resources from The Art of Service
- Federal and state retention periods for key HR documents
- Digital vs paper record storage compliance
- Access controls and role-based permissions
- Encryption and data protection standards
- Employee self-service portals and consent
- Background check vendor compliance audits
- ATS system bias and algorithmic discrimination risks
- E-signature legality under ESIGN and UETA
- Discipline and termination documentation workflows
- I-9 and E-Verify system integration
- Leave tracking and certification management systems
- Payroll software compliance alerts
- Audit trail generation for investigation readiness
- Cloud provider data sovereignty commitments
- Automated policy attestation and acknowledgment
Module 13: Special Situations & High-Risk Scenarios - Handling employee substance abuse: ADA and safety balance
- Domestic violence and workplace safety accommodations
- Religious accommodation: dress, grooming, schedule
- Political speech and off-duty conduct limitations
- Employee protests, walkouts, and NLRB rights
- Workplace violence prevention plans and threat assessment
- Medical marijuana usage and state vs federal conflict
- Transgender employees and gender-affirming accommodations
- Preferred pronouns and official records compliance
- Handling social media posts by employees
- Disciplinary action during union organising campaigns
- Reduced hours or reassignment under ADA
- Managing employee mental health disclosures
- Accommodations for neurodiverse employees
- Use of service animals vs emotional support animals
Module 14: Certification, Implementation & Next Steps - Building your personal HR compliance roadmap
- Gap closure plan for current organisational weaknesses
- Communicating compliance changes to leadership and staff
- Establishing a compliance review calendar
- Creating a central compliance documentation repository
- Training managers on compliance responsibilities
- Developing a compliance champion network
- Presenting findings and proposals to executive leadership
- Measuring compliance maturity over time
- Integrating compliance into HRIS and People platforms
- Setting up continuous improvement feedback loops
- Using your Certificate of Completion for career advancement
- LinkedIn profile optimisation with compliance credentials
- Preparing for HR certification exams (PHR, SPHR, SHRM-CP)
- Joining professional networks and regulatory update groups
- Accessing legal counsel referral resources from The Art of Service
- Building your personal HR compliance roadmap
- Gap closure plan for current organisational weaknesses
- Communicating compliance changes to leadership and staff
- Establishing a compliance review calendar
- Creating a central compliance documentation repository
- Training managers on compliance responsibilities
- Developing a compliance champion network
- Presenting findings and proposals to executive leadership
- Measuring compliance maturity over time
- Integrating compliance into HRIS and People platforms
- Setting up continuous improvement feedback loops
- Using your Certificate of Completion for career advancement
- LinkedIn profile optimisation with compliance credentials
- Preparing for HR certification exams (PHR, SPHR, SHRM-CP)
- Joining professional networks and regulatory update groups
- Accessing legal counsel referral resources from The Art of Service