Melissa Fleischer, Esq., is a sought-after employment law attorney and HR counselor and teacher, having parlayed her 20 years of law practice experience to form HR Learning Center LLC, a company that specializes in helping employers work through a wide range of legal and human resources management issues. As an attorney, Ms. Fleischer specialized in employment discrimination litigation and began offering her clients preventive counseling and training to help them avoid discrimination complaints and other legal problems in the first place.
Management-side employment attorney
Over twenty years of experience representing clients in employment law discrimination litigation
President and Founder, HR Learning Center LLC, an organization that offers training seminars, webinars, and consulting on a wide range of workplace and human resources issues
JD Degree from the George Washington University School of Law
3 Sessions scheduled for 60 minutes including question and answer period.Monday, October 23 - Wednesday, October 25, 2023; 11:30 AM Eastern or Monday, November 27 - Wednesday, November 29, 2023; 11:30 AM Eastern
Employment attorney and legal expert Melissa Fleischer will share the legal guidance you need to understand as an HR professional. You will learn how to protect your organization and advance your career with a prestigious certification.
Benefits of Certification:
Explore the significant legal issues affecting employment
Learn concrete steps to follow for specific HR scenarios
Protect your organization from potential legal liability
Prove your knowledge to colleagues, managers, and regulators
Scheduled for 60 minutes including question and answer period.Monday, November 6, 2023; 12:00 PM Eastern
Leading employment attorney Melissa Fleischer will explain how to adapt to today’s broad workplace risks and updated OSHA requirements. You will learn the necessary precautions and discover how to protect your employees from all hazards.
What You'll Learn
What hazards and organizations are covered by OSHA?
How have recordkeeping requirements changed?
What do the new lead exposure rules require?
How can you protect employees from communicable diseases?
What are the OSHA requirements for maintenance and records?
How can you ensure you comply with OSHA poster requirements?
Leading employment attorney Melissa Fleischer will explore these fascinating legal issues. You will learn how to set vaccination policies that maintain workplace safety while adhering to the law and mitigating liability.
What You'll Learn
What laws might prevent you from requiring employees to get the vaccine?
What does the recent EEOC guidance say on this issue?
What legal liability could you face for requiring employees to get the vaccine?
How would you handle employees whose religions prohibit vaccines?
What if an employee claims the vaccine is unsafe?
Can you terminate an employee who refuses to get the vaccine?
Are there alternative ways to keep the workplace safe?
Could you get sued for requiring your employees to get the COVID-19 vaccine?
What vaccination policies and procedures should you implement?
Leading employment attorney Melissa Fleischer will explain the latest OSHA requirements and how vaccines' availability affects them. You will learn how to keep your employees safe while the world continues to confront COVID-19.
What You'll Learn
What are the OSHA regulations and your responsibilities?
What changes should you make based on the new COVID-19 guidance?
How should you incorporate COVID-19 in your written safety plan?
How do OSHA COVID-19 requirements cover vaccines?
How can you mitigate the potential hazards during this pandemic?
What are the OSHA requirements for recordkeeping and maintenance?
How should you report and record incidents for remote employees?
How can you ensure you comply with OSHA poster requirements?
Melissa Fleischer, an expert employment attorney, will detail the specific records you must keep today to prove adherence to COVID-19 guidelines. You will learn how to minimize liability by updating your documentation and demonstrating a consistent commitment to safety.
What You'll Learn
What COVID-19 records does OSHA require you to retain?
Must you record COVID-19 on OSHA Form 300A?
Should you keep records of safety complaints from employees?
Should you document employee vaccination status?
Is it necessary to record employee temperature check results?
Human resources lawyer Melissa Fleischer will help you understand how the ADA covers COVID-19 situations. You will learn how to balance employee accommodation requests with the needs of your organization.
What You'll Learn
What is the purpose of the ADA?
How does the ADA prevent discrimination?
What does the ADA require of employers and employees?
What is considered medical information?
How are vaccines treated?
What should an interactive dialogue entail?
How should you handle accommodation requests?
How are mental and psychiatric disabilities covered?
What are the best tactics for managing employees’ perceptions?
Employment law and COVID-19 expert Melissa Fleischer will detail the concrete steps you should take to create a vaccine policy. You will have the opportunity to get input about your unique situation and leave with a draft of your vaccine policy.
What You'll Learn
What topics should you include in a vaccine policy?
What documentation may you require to prove vaccination?
Do you need to include warnings to protect your organization?
Is it better to administer the vaccine on-site?
What language should your policy include about reasonable accommodations?
Employment law and COVID-19 expert Melissa Fleischer will explain if and when it is appropriate and legal for you to reveal an employee's COVID-19 health information to colleagues in your workplace. You will learn how to balance privacy and safety.
Key Learnings
What are your confidentiality obligations under the ADA for COVID-19?
Can you tell employees if a colleague has COVID-19 and exposed others?
Are you obligated to notify employees when they may have been exposed?
Can you reveal departments the identity of an employee with COVID-19 in your workplace to state and local health without violating the ADA?
Can you tell employees which colleagues do not get the COVID-19 vaccine?
Employment law expert Melissa Fleischer will share a step-by-step guide to following the interactive process for vaccine accommodations. You will learn how to set appropriate policies and procedures before the vaccines are widely available.
What You'll Learn
If you make vaccination mandatory, do you need to allow some employees to not get the vaccine as a reasonable accommodation?
For what reasons and under what laws would an employee be entitled to a reasonable accommodation?
What steps do you have to take to engage in the interactive process?
What types of accommodations would you have to provide?
What constitutes an undue burden to provide a reasonable accommodation?
Employment law expert Melissa Fleischer will highlight the most significant mental health concerns employees are facing. You will learn how to help them while complying with the relevant laws and regulations.
What You'll Learn
What are the top mental health concerns during the pandemic?
How can you address those concerns while complying with the FMLA and ADA?
May employees take FMLA leave due to mental health issues?
Does the ADA allow for a leave of absence or other accommodations for employees with disabilities due to mental health?
Could COVID-19 exacerbate underlying mental health and anxiety disorders entitling employees to remote work or a leave of absence?
Melissa Fleischer, an expert employment attorney, will provide an in-depth understanding of telecommuting as a reasonable accommodation under the ADA. You will learn best practices for preventing retaliation claims when employees telecommute as a reasonable accommodation due to COVID-19.
Key Learnings
How does the ADA prohibit retaliation?
What reasonable accommodations relate to COVID-19?
Do you need to provide ergonomic furniture or keyboards to remote employees?
What policies and procedures should you implement for telecommuters?
How can you prevent employees from alleging retaliation?
What is required to demonstrate retaliation under the ADA?
How have cases shown the importance of being cautious?
