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Friday, April 5, 2013
EducationAdminWebAdvisor - Live and on CD: Webinars That Fit into Your Training Schedule
and on CD: Webinars That Fit
into Your Training Schedule
EducationAdminWebAdvisor offers expert-led webinars covering
the most relevant issues of today's educational climate. And, all webinars
are available live or on CD so that you may attend at your convenience --
wherever and whenever is suitable for your team.
Join us for in depth discussion and analysis of the following issues in
upcoming webinars. Just click on the title for more detail and registration
Meaningful diversity in education depends on an environment
which promotes diversity among the administrators and educators who are
responsible for educating our students. This involves more than just having
an approved diversity policy -- it also involves establishing an inclusive
work place which encourages innovation and creative solutions. Fostering a
diverse environment among administrators and educators requires dedication
and attention, and the first step is to establish a diversity management
program and then to follow through with implementation and management.
Please join us as we explain how a diverse staff contributes to improving
the quality of education and offer step-by-step guidance for setting up and
managing your diversity management program.
Schools rely on volunteers for assistance in a number of
different ways. The question is whether your volunteers and interns are
really providing services that would qualify them as employees and are
therefore entitled to be paid minimum wage under the Fair Labor Standards Act
(FLSA). For volunteers there are even more questions to consider. Please
join us as we take you step-by-step through the requirements for
determining whether under the FLSA your volunteers and interns are actually
employees and your possible responsibility for paying minimum wage to these
Amendments to the ADA and Rehabilitation Act may make it
easier for students seeking protection under the ADA to establish a
disability and obtain protections and accommodations under Section 504.
Colleges and universities have far-reaching responsibilities as a result of
these changes which include: procedures for evaluating potentially disabled
students, required accommodations and protections, etc. The penalties for
not being in compliance can be substantial, and the risks come from both
your students and the government. Please join us for a clear overview of
your obligations under the Americans with Disabilities Act Amendments Act
(ADAAA) and the related Section 504 requirements.
While students and their parents don't leave their rights at
the school house door, maintaining an effective and safe school requires
rules and discipline. Controversies with regard to freedom of speech and
expression, religious issues, rights to public education and due process
abound. School administrators must also deal with discipline, the safety
and the well-being of other students, staff and the community, as well as
due process and search and seizure issues. Even course content can be the
subject of substantial controversy. Please join us as we provide the
guidance you need to provide effective control and a Student Code of
Conduct while maintaining compliance with the law, minimizing liability and
distraction, and preserving a successful educational setting.
Colleges and universities who are subject to OFFCP regulation
are required to have a written affirmative action plan (AAP) which is
updated annually. But even if not a requirement it's difficult to imagine
achieving any meaningful level of staff diversity in the college and
university setting without a meaningful AAP. The difficulties associated
with not having a well-written, current AAP on file can be significant.
Oftentimes, however, college and university staff may not have the required
background or for that matter the time to prepare the type of AAP that
achieving meaningful staff diversity and satisfying the OFCCP requires.
Please join us as we as guide you step-by-step through how to prepare your
AAP and offer practical suggestions for interpreting and presenting your
results in an actionable manner.
The Department of Labor (DOL) has begun a crackdown against
all employers, including schools and universities, for improper
classification of workers as exempt when the employee is actually
non-exempt under the Fair Labor Standards Act (FLSA). The risk of getting
the exempt versus non-exempt classification decision wrong concerns not
only the DOL, but also possible employee litigation. Properly determining
whether your teachers, faculty, and administrators are entitled to overtime
pay, however, is more complicated than it appears. Please join us as we
show you step-by-step how to determine when your teachers, faculty, and
administrators are exempt or non-exempt based on FLSA requirements.
If any faculty member, administrator, department, or office
maintains records on a student, those records must comply with the laws and
regulations under the Federal Educational Rights and Privacy Act of 1974
(FERPA). Often, college and university faculty and administrators are not
familiar with the requirements of this and other related laws that require
such records and information to remain confidential except in limited
circumstances, and mishandling of such information may lead to complaints
and withholding of funds. Please join us as we take you step-by-step
through the underlying case law and offer administrators practical
step-by-step guidance for navigating this sensitive area of the law and
avoiding allegations of impropriety.
The use of social media in schools is an evolving area that
brings into play various state and federal laws and regulations. From
conducting social media background checks on prospective employees to
disciplining students for activity on- andoff-campus on social media sites,
the use of technology has changed the way people work and communicate.
Please join us as we guide you through the potential problem areas when
social media is used by schools, students, and staff, as well as
precautions that schools must take to avoid violating the rights of
students and staff communicating in this manner.
FMLA compliance can be tricky for institutions of higher
learning. Colleges and universities, like other types of employers, are
required to comply with all of the FMLA requirements; however, this is only
the beginning. And, from this point on complying with the requirements may
be more cumbersome than was intended. Please join us as we guide you
through theFMLA step-by-step -- highlighting compliance with the
intermittent leave requirements -- with practical explanations andtips for
reducing your FMLA compliance risks.
Most school districts have some sort of student dress code
policy to regulate the type of attire students may wear to school. While
school districts have some leeway in regulating student dress, such dress
codes are limited by the First Amendment. Please join us as we offer school
administrators practical step-by-step guidance for navigating this
sensitive area of the law and avoiding allegations of constitutional violations.
If any administrator, teacher, department, or office maintains
records on a student, those records must comply with the laws and
regulations under the Federal Educational Rights and Privacy Act of 1974
(FERPA). Often, K-12 teachers and administrators are not familiar with the
requirements of this and other related laws (such as No Child Left Behind
and the Pupil Privacy Rights Amendment) that require such records and information
to remain confidential except in limited circumstances, and mishandling of
such information may lead to complaints and withholding of funds. Please
join us as we take you step-by-step through the underlying case law and
offer administrators practical step-by-step guidance for navigating this
sensitive area of the law and avoiding allegations of impropriety.
As a result of a recent settlement between the federal
Department of Justice and Lesley University in Massachusetts, students with
serious food allergies may now qualify for accommodation under the
Americans with Disabilities Act. The implications of this settlement are
likely to be far reaching and require significant changes for all levels of
education in order to avoid charges of discrimination against students with
special dietary needs. Please join us as we guide you through the landmark
Lesley University settlement and help you understand its relevance to you
as you consider what changes might be necessary in your dietary planning in
order not to violate the new ADA accessibility requirement.