Multiple Dates/Times (next online classes: 9/14/26)
| Venue | Start Date |
| Live Streaming | 9/14/26 10/6/26 12/14/26 |
| San Diego | 9/16/26 |
| Austin | 9/16/26 |
| Los Angeles | 9/28/26 |
| Nashville | 10/14/26 |
| Scottsdale | 11/4/26 |
| Nashville | 2/24/27 |
| San Diego | TBD |
Maintain your Certification!
HR Managers earn median pay of over $113,000/year. Is your pay below the median? Many employers prefer to hire certified candidates, and some positions require certification– especially the higher-paid HR positions.
(To see where we get our numbers for HR pay, growth rates, and importance of certification, see Bureau of Labor Statistics website)
The following on-demand training courses are available to registrants at no additional cost. Successful completion of these courses will earn an additional eight hours of PHR/SPHR recertification credits for EACH course. A total of 32 additional credits!
- ADA Training & Certification Program
- COBRA Training and Certification Program
- FMLA Training & Certification Program
- Paycheck Fundamentals Training & Certification Program
Times:
Below are the times for this three-day course, which starts on the dates posted herein.
- In Person Sessions: 8am – 4pm local time
- Live Streaming Sessions: 10:00am – 5pm Eastern Time
- Your “Certified Administrator” Designation
Simply complete any of the Training &Certification Programs included with this course, then pass the exam and receive your certificate
- PHR / SPHR Re-Certification Credits!
This program has been approved for 18 re-certification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at http://www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification credit.
- SHRM PDCs
This program is valid for 18 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit http://www.shrmcertification.org.
Substitions, Transfers, Cancellations, Refunds
Substitutions, transfers, or cancellations can be made at any time prior to the start of a seminar by contacting our office at 917 818 0133 with the new and replaced person(s) contact information.
Some quick rules: You can receive a full refund if you cancel 30 days or more from the start date of your scheduled seminar, but if you are cancelling your attendance between 14-29 days from the start of the seminar, you will receive a refund minus a 30% fee (we’ve already had to guarantee and pay the hotel for a specific head count, hence the fee). Your registration fee is non-refundable for cancellations made less than two weeks prior to the event; however, you may send a substitute in your place for no additional fee. Those who do not cancel and do not attend are responsible for the full registration fee.
Cancellation fees can be waived at the Company’s discretion if, instead of cancelling, you transfer your registration to another course or date. The waiver of fees is subject to head count at the event and the timing of your request. In other words, if we’ve already pre-paid the hotel and your request costs the Company money, then a cancellation fee will apply. We reserve the right to charge a return fee, especially in cases where you “change your mind” or drop out of a seminar, as we incur costs, including hotel fees and credit card fees to charge and refund your purchase, but if your request can be accommodated without it affecting costs, then no fee will be applied.. Either way, call our office at 917 818 0133 with your situation.
If the Company cancels an event, you can receive a full refund OR a credit to be used for another of our training courses. For instance, we could simply transfer your registration to the same event held in a different city, or to the same event held in the same city but at a later time. Last, the Company is not responsible for any costs or penalties resulting from use of discount or airfares for any ongoing or cancelled events.
If you have any questions, or just wish to discuss your registration, please give us a call a 917 818 0133
(Regular Rate $2395. Register 30 days in advance for Early Bird Rate $2195)
Updated to include the new Pregnant Workers Fairness Act. Are You Up-To-Date On The Latest ADA And FMLA Rules And Requirements. The requirements for compliance with FMLA, ADA and PWFA have been updated. Have you?
Our comprehensive Certificate Program In FMLA, ADA, And The Pregnant Workers Fairness Act™ includes 17 information-packed sessions that provide complete A-to-Z coverage of all aspects of FMLA, ADA, and the new PWFA compliance, as well as best practices in handling workers’ compensation and state-mandated family and medical leave – plus access to our heralded online FMLA and ADA Training & Certification Programs!
Not only will you learn the practical strategies and procedural recommendations that will enable you to tackle the challenging FMLA, ADA, and related issues – and now the PWFA – you confront every day, you’ll also get FREE updates whenever FMLA, ADA, or PWFA laws change!
Learn The Key FMLA, ADA, And PWFA Rules For Intermittent FMLA Guidelines, Reasonable Accommodation, And Other Employer Requirements
This comprehensive three-day seminar and workshop provides you with the FMLA, ADA, and PWFA compliance guidelines for employers, including all the tools and practical knowledge you need to effectively manage your FMLA, ADA, and PWFA compliance responsibilities.
Specifically, this course covers the ADA, PWFA, and FMLA rules, laws, and guidelines for employers, as well as the new PWFA regulations on pregnancy accommodations, the rules for FMLA intermittent leave guidelines, the ADA Reasonable Accommodation requirement, what employers can do to protect against FMLA and ADA abuse, plus:
- The FMLA, ADA, and PWFA rules on who is covered – and why
- What is – and isn’t – a disability
- Employee eligibility
- Leave entitlement
- Employer posting requirements
- Intermittent FMLA leave guidelines
- Handling pregnancy cases that have ADA and FMLA ramifications
- When your duty to engage in the interactive process is triggered
- Notifications
- The laws protecting disabled individuals from discrimination
- Disabled veterans and the ADA
- GINA’s limitations on acquiring genetic information, and absolute prohibition against using genetic information
- What is – and is not – a “serious health condition”
- Identifying “Essential Job Functions” and who is a “Qualified Individuals”
- Medical Certifications
- Fitness-for-duty testing
- How to determine if the employee can perform the essential functions of the job
- What is a “Reasonable Accommodation”
- What types of accommodations have the courts found to be reasonable?
- What types of accommodations have the courts found to be an “undue hardship” for the employer?
- Accommodations for pregnant workers
- Responding when an individual refuses an offered accommodation
- Differences between ADA and PWFA accommodations for pregnant workers
- ADA “disability” vs PWFA “limitation”
- The PUMP Act: lactation breaks for nursing mothers
- Return-to-work options
- Light or modified duty
- Job restructuring or additional training
- FMLA job and benefits restoration
- The most common abuses of FMLA – and why it’s happening
- Tracking leave, including tips for FMLA intermittent leave
- How to identify patterns, trends, and leave abuse history
- Ending Leave
- How to terminate an employee on a leave of absence without violating the FMLA or ADA
- How FMLA, ADA, Workers’ Comp, and state leave laws work together
- What needs to be included in your FMLA, ADA, and PWFA policies