The Human Resources Essentials (HRE) Management Training Program was created to help safeguard companies from costly employee lawsuits, which are on the rise in the United States. Our unique seminar format features presentations, interactive discussions, and videos of real-life, never-before-seen employment situations with actual employees, attorneys, and judges revealing the consequences of employers not knowing what steps to take to comply with laws; and the preventative steps you can take to reduce employee abuse of the provisions under the law.

Course #1

Americans With Disabilities Act (ADA)

Many employers are reluctant to hire people with disabilities. They assume an applicant with a disability won’t be able to handle a particular job with ease. This assumption may be correct in some cases but way off the mark in others.

Not only is it bad business sense to prejudge people with disabilities—it’s illegal. The federal government and many state governments have enacted and updated laws prohibiting discrimination based on disability.

In this course, we take an in-depth look at the federal law regarding Americans with disabilities.

By the numbers:

• 32% of the disabled population aged 18-64 work full time or part time, compared to 81% of the non-disabled population in the same age group.



• 57% of the disabled population believe that they are capable of working despite their disability or health condition.



• More than three out of ten people (36%) with disabilities who are employed say that they have encountered some form of discrimination due to their disability—including not being offered a job for which they are qualified.



• As the U.S. population ages, many more millions of Americans will become disabled during their working years.

Course #2

Fair Labor Standards Act (FLSA)

There are numerous statutes—federal and state—that regulate workplace wages and hours, imposing strict requirements on employers. For example, there are laws that require employers to:

• Pay an employee at least the minimum hourly wage unless he or she is exempt from the wage and hour statutes



• Pay a premium rate for overtime worked



• Pay an employee for all the hours he has worked in a day



• Pay men and women equally for doing the same work



• Follow special rules if you employ underage workers



• Observe legal limits on payroll deductions

Course #3

Family and Medical Leave Act (FMLA)

Workers often find it difficult to balance work and family obligations, such as caring for a seriously ill child or parent, or attending to the special needs of a newborn infant or newly adopted child. Employees who must take time off from work to recover from a serious illness themselves often worry about being demoted or even losing their job.

To help employees balance workplace requirements with personal and family needs, the U.S. Congress enacted the Family and Medical Leave Act (FMLA).

This course uses lecture, video, and case studies to clarify the law in the following areas:

• Who is covered
• Acceptable reasons for taking a leave
• Birth, adoption, or foster care
• Family health problems
• Employee health problems
• Family ties
• Scheduling leave
• Creative solutions for hard problems
• Work place politics—a delicate business
• Substituting paid leave
• Certification
• Intermittent leave
• Health benefits
• Returning to work
• Job protection

Course #4

Sexual Harassment

In 1980, the U.S. Equal Employment Opportunity Commission (EEOC) issued guidelines stating that sexual harassment in the workplace is a form of sex discrimination prohibited by Title VII under the Civil Rights Act of 1964.

In 1986, the U.S. Supreme Court agreed that sexual harassment on the job is indeed a form of sex discrimination. The Court held that sexual harassment occurs when unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature creates a hostile environment or an abusive work environment.

In 1993, the Supreme Court made it clear that a harassed employee is entitled to legal relief even without proof that the offending behavior has injured the employee psychologically (Harris v. Forklift Systems, Inc.).

This course is designed with lecture, video, and a case study to cover the following key learning topics:

• Prohibited conduct
• Complying with the law
• Preventing sexual harassment
• Looking beyond the legal liability
• Sexual harassment policy

Course #5

Questions Brainstorming

Creative problem solving is an underdeveloped skill in most organizations. Today, like never before, executives are faced with the enormous task of managing diverse human assets, hefty cost centers, fluctuating strategic plans, and changing technical standards without the benefit of being prepared for creative problem solving.

HRE offers a new approach to problem solving through a brainstorming method called Questions Brainstorming. Questions Brainstorming is a skills based training course for individuals who supervise five or more employees. Perry Ludy created this innovative problem solving technique, which is used in businesses worldwide.

Questions Brainstorming is a unique twist on traditional brainstorming, which was first developed by Alex Osborn in 1941, when, as an advertising executive, he felt conventional strategy meetings inhibited the creation of new ideas. He came up with a new method that encouraged originality and creative thinking and called it brainstorming.

Perry Ludy’s method of Questions Brainstorming was first introduced in his book Profit Building: Cutting Costs without Cutting People. Questions Brainstorming takes the traditional brainstorming method to a new level and allows managers to improve their organization’s creative problem solving skills.

This course uses lecture, team participation, and case studies to cover the following key learning points:

• From questions to solutions
• The Question Brainstorming process
• How to use jump-start questions
• Answering the questions through research
• Facilitating QB

Course #6

Implementing Profit Building Teams

Profit improvement is one of the essential elements of business, yet few business leaders have the ability to maintain an unwavering focus on their company’s profitability. Recent economic conditions, revenue shortfalls, and employment issues are indicators that managers need to develop profit-building as a skill along with other trained skills that benefit their organization.

The purpose of this course is to teach the skill of profit building.

We approach profit building as a function within the company much like marketing, finance, and human resources. Key to this method is implementing profit building teams whose sole purpose is to work through every line of the company’s P&L statement to uncover hidden costs and opportunities for profit improvement.

This course will cover the following key learning topics with the use of lecture, facilitated team participation, and case studies:

• What is a Profit Building Team?
• Picking Your Team
• No Fewer Than Five, No More Than Eight
• Out-of-the-Box Thinkers
• Cross-Discipline, Complementary, Cross-Sectional Skills
• Commitment to Reducing Cost
• Performance Goals
• PBT Members Hold Themselves Accountable
• PBT in Action

COURSE INSTRUCTOR

Perry Ludy is an internationally recognized author and business consultant. He is president of LudyCo International, a consultancy that specializes in designing management training and development strategies for profit improvement.

Perry began his career in human resource management with Procter & Gamble and later transitioned into operations when he joined PepsiCo where he was Regional Vice President for 1000 Pizza Hut locations. Perry also served as President of Globe Glass & Mirror Company and Chief Operating Officer for Environmental Systems Inc., a company he participated in selling in the capital market.

Perry’s diverse experience led to his writing the book Profit Building: Cutting Costs without Cutting People. Translated into several languages, the book introduces new concepts that are being used by companies worldwide.

Perry created Human Resources Essentials to provide an innovative approach to management training and development with a focus on profit improvement.

REGISTER TODAY!
(All seats must be pre-registered)

Phone: 1-877-629-9278 (toll-free)

Fax: 1-508-990-7175

E-mail: info@ludyco.com

IN-HOUSE SEMINARS AVAILABLE