Course Dates for Human Resources in Salt Lake City:
Classroom Training Part 1: Wednesday, November 6, 2019 9:00 am-3:00 pm
Classroom Training Part 2: Thursday, November 7, 2019 9:00 am-3:00 pm
Workshop*: Wednesday, December 11, 2019 9:00 am-4:00 pm (rollover day December 12)
(lunch will be provided for both classroom training sessions but not the workshop)
*Workshops provide participants an opportunity for more deeply integrating the concepts and practices covered in the program. We'll schedule each participating organization for a 45-minute workshop on December 11. (If we have more participating organizations than time-slots, we’ll add appointments on December 12.)
4900 South Highland Drive, Suite B
Salt Lake City, UT 84117
(above Mountain America Credit Union)
Nonprofits recognize that people are their most important asset. They utilize effective leadership and fair practices to attract and retain employees and volunteers.
Keep your employees and volunteers on the right side of the law. This training course provides nonprofit leaders with practical and actionable skills for developing high-performing agencies.
- Gain a comprehensive understanding of key employment and discrimination laws relevant to an organization’s size, and how to implement practices to follow those laws.
- Learn how to create, review, and revise an organization’s personnel handbooks, policies, and practices to ensure compliance with applicable laws.
- Gain critical insight into employee recruitment best practices, learn new methods to retain and motivate employees, and leave with a toolkit for performance appraisals that drive performance.
In order to receive the Human Resources Badge, the organization must submit the following items to UNA to be reviewed:
Job Descriptions—Provide job descriptions for at least 2-3 positions (or group of positions) clearly stating whether the position is exempt or nonexempt. Document whether any of the position might need to be changed status-wise if the 2016 proposed salary test occurs. Ensure that job descriptions have bona fide occupational qualifications and essential functions.
• Bona Fide Occupational Qualifications (BFOQs)—For any BFOQ’s that are not blatantly obvious, provide a brief explanation as to why that qualification is necessary (e.g. anything dealing with gender, religion, etc.)
Key Volunteers—Provide a job description and a detailed explanation of key volunteer positions. Include an explanation for their status as volunteer rather than employee.
Employee Handbook—Provide a copy of the employee handbook. Include these particulars.
• Pregnancy Accommodations Notice: For organizations with 15 or more employees, make sure that the notice is in the handbook book and on labor posters.
• Harassment Policy: List all protected classes and provide reporting process which includes at least two people to report violations.
• Accommodations: Provide accommodations for anxiety, service animals, and depression for anxiety.
• Pay Policies: Communicate time tracking and overtime policies as well as paydays.
• Independent Contractors—If your organization uses independent contractors, provide a sample/template of any Independent Contractor agreements used by your organization. Include justification as to why they are not employee positions.
• At-Will Statement—Provide a copy of your at-will statement and explain where and how it is presented to employees.
• Training on Contracts—Provide proof of leader (board and staff) training on avoiding implied contracts. Examples of such proof may include: material from a recent training on implied contracts, training calendar, description of when, with whom and by whom such trainings take place, leadership handbook which includes guidance on implied contracts or similar proof.
• Anti-Discrimination Policies—Provide documentation of any anti-discrimination policies your organization has based on the size of your organization.
• Training on Anti-Discrimination—Provide proof of leader (board and staff) training on anti-discrimination. Examples of such proof may include: material from a recent training on anti-discrimination, training calendar, description of when, with whom and by whom such trainings take place, leadership handbook which includes guidance on anti-discrimination or similar proof.
• Termination Process—Document the organization’s process and practice of termination for employees and for volunteers.
• Handbook Acknowledgement—Document when, where and how employees have received and acknowledged receipt of employee handbook. Also note how distribution of revised handbooks are handled and acknowledged.
Employment Application—Provide a copy of your Employment Application, if used. Note any problem areas.
Independent Contractors—Provide a list and justification for all independent contractors.
Subject Matter Expert: Kathleen Weron
Kathleen D. Weron practices employment law, representing major state and national
employers. Ms. Weron has been annually recognized in Chambers USA as an
employment litigator “tremendously well versed in the law” with “considerable
expertise” and an understanding of “the dynamic of employment
relationships.” Chambers USA has also recognized Ms. Weron as a “highly proficient
mediator.” Ms. Weron has also been regularly awarded recognition in The Best
Lawyers in America for Labor and Employment Law. She has been voted by her peers
as one of Utah’s “Legal Elite” in Labor and Employment Law in Utah
Business magazine and has received Martindale-Hubbell’s highest AV rating.
Ms. Weron is a well known speaker, author and experienced trainer. She has an
extensive employment counseling practice that includes comprehensive harassment
prevention training and executive training for creating diverse, inclusive and
professional work environments and culture.
Ms. Weron offers an array of employment services to her clients to ensure best
practices and promote productive work environments, including flat-fee services such
as an initial employment audit, drafting employee handbooks, workplace policies,
employment contracts and severance agreements. Ms. Weron also provides a
modern-approach to sexual harassment prevention training that includes an executive
session to educate and empower leaders to create a cultural shift in the workplace.
Ms. Weron also has extensive litigation experience, including representing employers
before the EEOC and the Utah Labor Commission. Ms. Weron has counseled clients
in every area of employment law and litigated issues involving all Title VII protected
classes, the Age Discrimination in Employment Act, the Americans with Disabilities
Act, the Fair Labor Standards Act, the Family Medical Leave Act, as well as employee
privacy issues and employment-related state law tort claims, including defamation,
intentional infliction of emotional distress, and tortious interference with economic
In addition, Ms. Weron has served as a trustee for two nonprofit organizations,
chairing The McGillis School Board of Trustees and serving as President of the Board
for Nuzzles & Co. Pet Rescue and Adoption, where she also went on to serve as its
Ms. Weron graduated as a Leary Scholar from the University of Utah, S.J. Quinney
College of Law where she served as a member of the Utah Law Review. After
graduation, Ms. Weron completed a federal clerkship with the Honorable Ewing
Werlein in the United States District Court for the Southern District of Texas. Prior to
joining the firm, Ms. Weron was an associate specializing in employment law with the
national law firm Littler Mendelson.
• J.D., S.J. Quinney College of Law, University of Utah (1994)
o Utah Law Review (1993-1994)
o William H. Leary Scholar
• B.A., University of Utah, cum laude (1991)
PROFESSIONAL AFFILIATIONS AND ACTIVITIES
• American Bar Association
o Section of Labor and Employment Law
o Animal Law Committee
• ALDF Animal Law Program Pro Bono Network
• Federal Bar Association
• Utah Bar Association
o Labor and Employment Section of Utah State Bar
• Salt Lake County Bar Association
• Texas Bar Association
• Society of Human Resource Managers (Salt Lake City, Utah Chapter
• DRI, Employment and Labor Law
PROFESSIONAL RECOGNITIONS AND HONORS
• AV-Rated, Martindale-Hubbell®
• America’s Leading Lawyers for Business in Chambers USA‘s The Client’s Guide, Utah Labor
and Employment (2017, 2018, 2019)
• The Best Lawyers in America, Employment Law – Management, Litigation – Labor and
• The National Trial Lawyers Top 100, Utah, 2018, 2019
• Utah Business magazine, Utah’s Legal Elite, Labor and Employment Law (2004-2018)
• Confronting Equality and Sexual Harassment in the #MeToo Era, MCBB Blog
• Current Supreme Court Term Promises to Offer Long-Awaited Guidance on Sexual
Harassment, Texas Lawyer
• Retaliation: Disciplining the Employee Who Holds You Hostage, Annual Personnel Update
• Employment Discrimination Update in Utah, National Business Institute
• The Five Most Common Mistakes Made by Employers and How to Avoid Them, Personnel
• Family Medical Leave Act in Utah, Lorman Education Services
• Employee Handbooks in Utah, National Business Institute
• Wrongful Discharge Law in Texas, Texas Employer
SEMINARS AND PRESENTATIONS
• “Executive and Human Resources Professionals Training for Creating Professional Work
Environments and Corporate Culture”
• “Creating a Professional, Productive, Work Environment Free of Sexual Harassment”
• “Confronting Equality and Sexual Harassment in the #MeToo Era”
• “Avoiding Employment Litigation and Liability: Practical Solutions”
• “Employment Discrimination Update in Utah”
• “Personnel Law Update 2000: Avoiding the Most Common and Surprising Legal Pitfalls in Your
Reference Checking Practices”
• “Progressive Discipline, Coaching & Termination Law”
• “Family and Medical Leave Act in Utah”
• “EEOC Hiring Compliance”
• “Employee Handbooks in Utah: Drafting and Enforcing Sound Procedures and Policies”
• “Annual Texas Employer Seminar and Employment Law Update”
• Executive Director, President, Nuzzles & Co. Pet Rescue and Adoption (2014-2019)
• Chair, Board of Trustees, The McGillis School (2009-2016)
• Bar Examiner Committee for the Utah State Bar (2003)
• Executive Board Member for Utah Young Lawyers Division of the Utah State Bar (1999-2000)