2018 ACSA Personnel Institute

Lozano Smith’s LEAD training will provide participants with the information that they need to legally, completely and effectively document employee communications and discipline matters. LEAD training is designed to assist school administrators in making their personnel communications and employee documentation legally defensible, fair, and easily understood by employees, interested parties, and other neutral third party decision makers.

In this annual lively and interactive session, we will provide vital information about new developments from PERB, the Courts, and the Legislature that you need to continue to manage your human resources responsibilities effectively.  Although the Supreme Court’s Janus decision and related developments have been the focus of attention, you will want to learn about recent court decisions on teacher dismissals, administrator reassignments to the classroom and the impact of a “reasonable accommodation” leave of absence on an employee’s probationary period.  We will help you to understand the impact of these developments on your own practice so that you can avoid inadvertently committing unfair practices, and avoid unnecessary delays as you implement your District’s LCAP and make other changes to respond to new legal requirements. 

This presentation will go over ways to build and maintain positive labor relations by looking at the unique characteristics of your district and employee needs.  This topic is increasingly important the Janus decision is impacting how labor leaders deal with their members and with management.  

In the days since the Janus decision was issued, new issues and questions are frequent. This session will provide an opportunity for participants to get answers to their specific questions and guidance on responding to the various communications from employees and labor and outside organizations regarding union membership and dues, agency fees, and requests for employee information. It will also cover the key things you need to know about the Janus decision and fill you in on some major legislative developments intended to lessen the impact of Janus.

Whether you are a new or experienced HR professional you have likely attended or heard about DWK’s Staying Legal. More than 2,500 people have attended Staying Legal over the years and it changes every year. Please plan to attend this interactive (no talking heads), practical and at times humorous presentation focusing on new laws, court decisions, legal trends and best practices for school district human resources and labor relations professionals. During this two part (I and II) presentation, DWK attorneys Dannis and Pearl will teach, share and help you better understand and apply new legal requirements and best practices to "stay legal" in the areas of labor law (Janus decision and SB 866), new legislation, discrimination/harassment, ADA, FMLA, technology, First Amendment, discipline and unfair practice charges.

Whether you are a new or experienced HR professional you have likely attended or heard about DWK’s Staying Legal. More than 2,500 people have attended Staying Legal over the years and it changes every year. Please plan to attend this interactive (no talking heads), practical and at times humorous presentation focusing on new laws, court decisions, legal trends and best practices for school district human resources and labor relations professionals. During this two part (I and II) presentation, DWK attorneys Dannis and Pearl will teach, share and help you better understand and apply new legal requirements and best practices to "stay legal" in the areas of labor law (Janus decision and SB 866), new legislation, discrimination/harassment, ADA, FMLA, technology, First Amendment, discipline and unfair practice charges.

Just because someone has been arrested or convicted of a crime does not mean they are precluded from public school employment. In fact, there are laws that prohibit certain offenses from being considered in the hiring process. On the flip side, there are certain offenses that disqualify an applicant from public school employment. This presentation will discuss the use of criminal convictions in the hiring process and also what to do when you receive a subsequent arrest notification from a current employee. Attendees will learn the limitations on use of arrests and convictions in hiring and making employment decisions, and the requirements for placing employees on a mandatory leave of absence following arrest and CTC reporting obligations.