HR’s Role After Roe V. Wade: ERISA, NLRA, And More

On-Demand
From $189.00
Training Includes:
  • 1.5 HRCI, 1.5 SHRM
  • Certificate of Attendance
  • All resources and training materials
  • An on-demand recording will be available after the live presentation.

Human resources expert Teri Morning will help you address abortion rights changes in your workplace. You will learn how to provide accurate information, update policies, and facilitate difficult conversations.

Topics Covered:

  • Does the NLRA apply to your organization? How?
  • How is the Employee Retirement Income Security Act (ERISA) relevant?
  • What aiding and abetting issues should employers consider?
  • How should you update your policies?
  • What benefits questions should you expect? How can you answer them?
  • Are abortions considered confidential medical information?
  • What role do employee assistance plans (EAPs) play?

Training Overview

HR compliance after Roe v. Wade. Discover how to address the Supreme Court decision.

The Supreme Court overturning Roe v. Wade will generate many conversations in your workplace. In addition to asking about abortion views, employees may question rights based on the precedent from same-sex marriage to contraception. Revolving around company attitudes, benefits, and support, the dialogue may get heated. It may also be legally protected.

These issues will not be decided immediately. There will be differences among states, companies, and insurance benefits. Nevertheless, you cannot wait for final conclusions to answer questions and make decisions. You need to understand the impact of the ruling on your workplace today.

  • Does the NLRA apply to your organization? How?
  • How is the Employee Retirement Income Security Act (ERISA) relevant?
  • What aiding and abetting issues should employers consider?
  • How should you update your policies?
  • What benefits questions should you expect? How can you answer them?
  • Are abortions considered confidential medical information?
  • What role do employee assistance plans (EAPs) play?

Who Should Attend?

  • Human resources professionals
  • Business owners
  • Plant managers
  • Finance professionals
  • Operations managers
  • Safety managers
  • Employee relations
  • Location managers
  • Division supervisors
  • Supervisors
  • Chief executives
  • Executive directors
  • Board members
  • Senior management
  • Managers
  • Program directors
  • Hiring staff
  • Superintendents
  • District administrators
  • Faculty union representatives
  • Principals
  • Assistant principals
  • Program directors
  • School leaders
  • Student services directors
  • Social workers
  • Counselors
  • Behavior specialists
  • Nonprofit chief executives
  • Executive directors
  • Board members
  • Consultants
  • Legal counsel

Expert Presenter

Teri Morning

  • Specializes in solving company people problems and providing big company style HR service to small business
  • Over 20 years of experience in human resources and training
  • Certified in mediation skills, project management, and IT management
  • Myers-Briggs practitioner
  • Has held the PHR, SPHR, SPHR-CA, and SHRM-SCP certifications
  • Master’s degree in human resource development with a specialization in conflict management
  • MBA

Credits

  • This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
  • This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.

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