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Your one-day refresher on the “Big 7” HR responsibilities:

Hiring: • Essentials for avoiding lawsuits and on-boarding the bestDocumentation: • 10 golden rules for doing it rightDiscipline: • Best practices for turning wayward employees into top contributorsTermination: • Your 5-item checklist for handling this potentially explosive responsibility

Discrimination & Harassment: • How to spot it, guard against it, and stamp it outRetaliation: • Vital management techniques in light of a recent U.S. Supreme Court decisionPrivacy: • How to balance rights to privacy with your right to know

BONUS State Law Update: Fast-paced recap of the changes you must consider when managing your workforce

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ORDER FORM – FOR ASSISTANCE, CALL 800-274-6774. ❏ YES! I want to build on my employment law knowledge base and acquire the skills needed to craft the best policies for our workplace. Please reserve my seat at HR Foundations: Employment Law Essentials with John Phillips for just $397. If I am dissatisfi ed, I am entitled to a complete refund of my registration fee. I understand that additional registrants from my organization can attend for $50 off, just $347 each.

Washington D.C., February 21, 2008

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WASHINGTON D.C.

Thursday, February 21JW Marriott Hotel

Pennsylvania Avenue

Join the host of Danger Zones for Supervisors, twice named

Training Product of the Year by HR Executive Magazine, and Kevin C. McCormick and

Jonathan R. Mook.

100% GuaranteeIf this is not the most informative and cost-effective seminar that you have attended in the last year, we will refund 100% of your registration fee – no questions asked.

Cancellation PolicyA $50 processing fee applies to ALL conference • cancellations.Registrants are responsible for the entire • PROGRAM fee for a cancellation made after 5:00 p.m. three weeks prior to the event (whether or not you attend the program or fail to cancel).An alternate may attend in place of the original • registrant.

PHR/SPHR CREDIT: Earn up to 7.5 hours PHR/SPHR credit.

Five Easy Ways To Register: Mail: Return registration form to: M. Lee Smith Publishers LLC 5201 Virginia Way P.O. Box 5094 Brentwood, TN 37024-5094

Phone: Toll-free 800-274-6774

Fax: 800-785-9212

E-mail: custserv@mleesmith.com

Web: www.HRhero.com/dc-foundations

EARNCLE CREDIT

INCLUDES WASHINGTON, MARYLAND AND VIRGINIA UPDATE

Fast-paced recap of the changes you must

consider when managing your workforce

The HR learning and networking event for new and experienced professionals alike

Earn up to 7.5 hoursPHR/SPHR credit.

EARNCLE CREDIT

Kevin C. McCormick Jonathan R. Mook

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Workshop Agenda8:30 a.m.-9:30 a.m. - Module 1How to create a hiring process that obtains the information you need without crossing the line

Asking inappropriate questions about an applicant’s religion or workers’ comp history are just some of the ways to trigger an explosive lawsuit. But you still have to use the hiring process to uncover vital information about the candidate. How do you pull this off without entering the realm of expensive, time-consuming litigation? You’ll fi nd out:

How to generate interest in a job opening without running • the risk of getting sued for race or sex discriminationHow to assess candidates, from job applications to reference • checks, without incurring legal risksHow to use background checks to help in the hiring process• Why it’s so important for the right person in your company to make a • job offer at the right time on the right termsHow to tell an applicant they didn’t get the job, without getting into • legal hot water

Workshop Bonus: Learn what you MUST do at the beginning of the employment relationship, and the legal risks and rewards associated with non-compete agreements, arbitration agreements, and probationary periods.

9:30 a.m.-10:30 a.m. - Module 2How to avoid “legal quicksand” with effective documentation

“Not in writing? It never happened!” These words can have a devastating impact if you don’t have written documentation tracking an employee’s performance. Without this vital paper trail, you and your company are left exposed and may struggle to disprove an employee’s claim of discrimination or harassment. Learn why the documentation process is more important than ever, and how it can actually improve management of employees, prevent litigation from seeing the courtroom and successfully defend your company against discrimination charges and employee lawsuits.

Why the EEOC, DOL, employees, judges and juries now expect • written documentationHow good documentation helps you show you’ve treated • employees fairly and why the appearance of fairness is so crucial if you go to trialThe role documentation plays in employee disciplinary action and • how effective documentation can shield you against litigationThe “10 Golden Rules” of documentation every HR professional • must knowThe ABSOLUTE critical time to document disciplinary action• How to use your orientation sessions to set the stage for • documenting disciplinary actionsHow HR can coach supervisors to be consistent in documenting an • employee’s job performanceHow to avoid “documentation overload” or logging the petty • and the inconsequential

Workshop Bonus: What to do when an employee refuses to sign a disciplinary notice or performance evaluation

10:30 a.m.-10:45 a.m. Break

10:45 a.m.-Noon - Module 3How to discipline employees and evaluate their performance — without the bull

When it comes to addressing personnel issues, discipline and evaluations are extremely critical, but they’re also the least favorite things for HR and supervisors to do. It doesn’t have to be this way! In this module, learn how disciplinary actions and performance evaluations can be effective tools for getting poor-performing employees back on track, boosting their morale and shielding your organization from possible lawsuits. You’ll discover:

How progressive discipline works and how it can protect employers • against discrimination charges and employee lawsuitsWhat it takes to run an effective disciplinary session: how to keep •

your cool, maintain clarity in your disciplinary messages and ensure the employee understands why corrective action is neededWhat NOT TO DO during a disciplinary discussion with an • employee: the common communication errors that set the stage for a lawsuitHow to demote or suspend without raising the legal threat level• Conducting legally defensible performance evaluations• How to use the evaluation meeting to jumpstart high morale and • performance from a lackluster employee

Workshop Bonus: Learn how a simple “follow-up strategy” can be an effective tool for managing employees with disciplinary issues

Noon-1:00 p.m. Lunch

1:00 p.m.-1:30 p.m. - Module 4How to handle employee terminations without getting burned

We all know that playing with fi re is not a good idea, but that’s what employers do each day when they mishandle an employee termination. When you fi re someone for the wrong reason, or in the wrong way, there is a very good chance that you’ll end up in court. In fact, wrongful terminations are the leading cause of employee lawsuits. Learn the critical steps you must take when fi ring an employee to reduce the chances of litigation and help make an uncomfortable situation go as smoothly as possible. Discover:

Common mistakes employers make when terminating an employee• How to investigate all the facts surrounding the decision to terminate• How to evaluate the risks of a lawsuit arising from the fi ring, and • prepare a responseStep-by-step approach for conducting the termination meeting • to reduce the chance of a nasty misstepHow to prepare and use a termination checklist, covering fi nal • paycheck, vacation pay, COBRA notifi cation, job references and more

Workshop Bonus: Uncover the special steps you must take when terminating an employee just back from medical leave or who has fi led for workers’ comp

1:30 p.m.-2:30 p.m. - Module 5 How to prevent workplace discrimination and harassment

Explore how HR and supervisors can become the fi rst line of defense against discrimination and harassment lawsuits. You’ll learn the crucial duties you and your managers have under the law to avoid discrimination and harassment at work. Plus, you’ll fi nd out the things you can do to put an end to inappropriate behavior or language before it snowballs into a damaging court battle and profi t-draining settlement. This module will review:

Antidiscrimination laws, pertaining to a worker’s gender, race, sexual • orientation, religion and other characteristicsWhat you need to know about the Americans • With Disabilities Act and how it affects the way your supervisors manage employees with disabilitiesHow to help your front-line managers avoid age • discrimination claims when supervising older workersWhat constitutes sexual harassment — and • how to use EEOC guidelines for preventing it in the workplace

Workshop Bonus: Find out how to avoid unintentional discrimination and keep it away from your hiring and promotion policies

2:30 p.m.-3:15 p.m. – Module 6What to do about the “retaliation monster” before it bites

The “retaliation monster” has never been more ferocious, especially in light of last year’s U.S. Supreme Court ruling — which made it easier for employees to fi le retaliation claims. In this module, learn the

specifi c meaning of worker retaliation, the serious laws surrounding it, and precise actions you and your managers must take — and not take — once a discrimination claim is fi led. Find out:

How the courts defi ne unlawful retaliation• An analysis of the U.S. Supreme Court’s recent retaliation ruling • and why it’s opened the fl oodgates to employment litigationDozens of anti-retaliation strategies you can apply to all • of your personnel policiesSteps you must take when an employee comes to you • with a complaintUsing management training to prevent retaliation•

Workshop Bonus: Learn the special rules for handling whistleblowers in the workplace

3:15 p.m. -3:45 p.m. – Module 7How to protect the privacy of your employees without giving up your company’s right to know

Maintaining employee privacy, while preserving your right to know what employees are saying and doing, is a lot like walking on a wire. Throw in the new forms of workplace communications, such as blogs and instant messaging, and this careful balancing act becomes even more diffi cult. With this module, you’ll learn how to keep your footing and discover how employers can gain the information they need without violating privacy laws. You’ll learn:

Current privacy laws and cases and how to use them for • guidance when monitoring employee activityA step-by-step process for determining if certain information • is protected by lawHow to monitor employee use of e-mail, blogs, instant • messaging and voice mailCommon missteps that turn lawful monitoring into an illegal activity• How privacy laws can affect your policies pertaining to desk • searches, dress code, smoking, drug testing and behavior outside of the offi ceHow you can legally use the information uncovered through • searches and monitoring effortsHow to maintain the delicate balance between protecting employee • privacy and your company’s proprietary information

Workshop Bonus: Learn how you can spot and discourage the spread of information about an employee’s medical, fi nancial or family status.

3:45 p.m.-5:00 p.m. - BONUS MODULE!

An experienced in-state employment law attorney will join the program at this point to give you a vital review of signifi cant new state court decisions and laws, and how they affect your policies and procedures. You also get a “heads up” on upcoming employer obligations and how to meet them.

HR Foundations: Employment LawEssentialswith John Phillips

When you attend this one day learning and networking event, you’ll emerge with renewed confi dence and a sharpened skill-set for:

Reviewing existing workplace policies, and creating • new onesMaking critical recommendations to top management• Deriving more value from your organization’s most • signifi cant asset – your peopleCreatively solving people-problems at your workplace • without violating the lawSide stepping the expensive hazards that continue to • trip up so many employers

BONUS State and District Law SessionGives You the Complete Picture

Joining John are Maryland attorney Kevin C. McCormick and Virginia attorney Jonathan R. Mook. Kevin is chair of the Labor and Employment Section with the Baltimore law fi rm of Whiteford, Taylor & Preston. Jonathan is a founding partner in the Alexandria fi rm of DiMuro Ginsberg. These professionals advise and represent leading Maryland, DC, and Virginia employers facing a raft of compliance challenges, and both are members of the Employers Counsel Network, an nationwide affi liation of law fi rms representing management.

In just one day, you’ll learn about the latest court decisions affecting your personnel policies, the major pieces of employment legislation being debated by legislators and council members, and the regulations coming out of agencies in DC, Maryland, and Virginia. Plus you’ll have an opportunity to ask questions of your peers and share best practices for addressing the management challenges facing employers.

Satisfaction GuaranteeIf you aren’t delighted with HR Foundations: Employment Law Essentials with John Phillips, we’ll refund your entire registration fee, no questions asked, no hassle.

Washington D.C. Thursday, February 21JW Marriott Hotel Pennsylvania Avenue 1331 Pennsylvania Avenue(202) 393-2000

Earn up to 7.5 hoursPHR/SPHR credit.

EARNCLE CREDIT

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