Human Resource Certification

CharterSAFE is pleased to offer a series of on demand eLearning courses covering multiple HR competencies. These courses have been designed to provide information on compliance and best practices for the full life cycle of an employee working in a charter school environment. We will be releasing a series of ten “core” HR courses and will also be releasing “elective” courses to allow you to customize your learning experience. Upon completion of the ten core courses and two elective courses you will receive a certificate of completion to celebrate your achievement. We are confident that you will find these courses helpful in developing your HR knowledge at your convenience without having to leave your desk.

Currently Available:

HR 101 – Recruit, Hire & Onboard Charter School  Employees
Summary: This course will provide information on practices unique to California charter schools as you recruit, hire and onboard top talent.   

Description: Finding and hiring the right people is often a challenge for charter schools. During our time together during this HR 101 course, we will review the hiring cycle of charter schools, the importance of an accurate job description, sources for recruiting, compliance with both federal and California laws, screening and engaging candidates, interview styles, and strategies for selecting and offering a position to your top candidate.  
At the conclusion of this course we look at how to onboard your new hire to promote long term employee commitment and engagement.

Learning Outcomes: 
  • Describe the components and importance of an accurate job description
  • Understand what being an Equal Opportunity Employer means in terms of both federal and state laws.
  • Recognize the importance of a recruiting pipeline, and how to source candidates.
  • Identify best practices for screening and disqualifying applicants
  • Describe the difference between behavioral, structured, situational and hybrid interview techniques.
  • Have knowledge of what steps are necessary to identify your top candidate and develop an offer letter.
  • Understand the importance of a structured onboarding process to “set the stage” for a rewarding employer/employee relationship.

Future Release:

HR 102 – Wage & Hour Compliance – Part 1
This course will provide information and best practices for Wage and Hour Compliance for Charter Schools in California.

HR 103 – Wage & Hour Compliance – Part 2
In this course we will continue to provide information and best practices for Wage and Hour Compliance for Charter Schools in California.

HR 104 – Employee Relations – Performance Management
Job Descriptions 
Training & Development - SafeSchools 
Performance Review Process 
Performance Evaluations

HR 105 – Employee Relations – Disciplinary Actions
When to discipline 
How to discipline 
Forms

HR 106 – Leaves, Disabilities and Reasonable Accommodation
Federal and state leave laws (FMLA, CFRA, Pregnancy, etc.) 
Disability discrimination 
Step-by-Step Guide 
Reasonable Accommodation and Interactive Dialogue Process

HR 107 – Discrimination, Harassment & Retaliation
Federal and state law protections 
Forms of discrimination 
Religious accommodation 
Disparate Impact and Disparate Treatment 
ADEA/ADA/GINA 
Sexual Harassment 
Bullying/Abusive Conduct

HR 108 – Employee Investigations
Who should conduct investigation? 
DFEH Harassment Guide 
Investigation guidelines 
Witness credibility 
Documentation

HR 109 – HR Administration
Managing HR documents (employee access, etc.) 
Document retention policy 
Employment Posters 
Health insurance 
Retirement plans 
Employee expense reimbursement

HR 110 – Terminations and Resignations
Termination decision checklist 
At-will versus “for cause” termination 
Termination package – final paycheck 
Exit interview 
Severance agreements and releases 
Layoffs 
Unemployment Insurance 
Assurance/non-assurance letters
 

Boundaries:  Student Sexual Abuse Prevention

Presented by Diane Cranley, author of 8 Ways to Create their Fate, this sexual abuse prevention module was developed specifically for charter schools. The objective of this course is to provide employees with information to help combat the devastating emotional and financial impact of sexual misconduct in schools - and to bring about a cultural shift that empowers employees to understand, make note of, and report boundaries violations. This training provides information on best practices, which upon implementation will significantly reduce the risk of students being abused by staff, volunteers, and other students. Learn how to recognize the behavior of predators before any sexual misconduct occurs. Successful completion of this course by each employee satisfies CharterSAFE’s mandatory training requirement.


 

Onsite Training


Supervisor Harassment Prevention
Summary: California law requires companies with five or more employees provide supervisors with a minimum of two hours of interactive sexual harassment, discrimination and abusive conduct (bullying) prevention training every two years.

Detail: California law requires companies with five or more employees provide supervisors with a minimum of two hours of interactive sexual harassment, discrimination and abusive conduct (bullying) prevention training every two years. New employees in any position must be trained within six months of hire, and newly-promoted supervisors within six months of starting the supervisory position. 
Topics covered include prevention of sexual harassment, discrimination and harassment based upon any protected class, retaliation and bullying, as well as investigating and responding to employee complaints. This training program complies with California legal requirements and allows our members to better protect the workplace from costly employment claims.

Non-Supervisor Harassment Prevention
Summary: California law requires companies with five or more employees provide non-supervisors with a minimum of one hour of interactive sexual harassment, discrimination and abusive conduct (bullying) prevention training every two years.

Detail: California law requires companies with five or more employees provide non-supervisors with a minimum of one hour of interactive sexual harassment, discrimination and abusive conduct (bullying) prevention training every two years. New employees in any position must be trained within six months of hire, and newly-promoted supervisors within six months of starting the supervisory position. 
Topics covered include prevention of sexual harassment, discrimination and harassment based upon any protected class, retaliation and bullying, as well as investigating and responding to employee complaints. This training program complies with California legal requirements and allows our members to better protect the workplace from costly employment claims.

Civility
Summary: Civility is important for workplace morale and productivity.  Employees must understand the importance of attacking problems, not people.

Detail: Civil behavior at work goes beyond encouraging “please” and “thank you”.   Civility in the workplace supports an employer’s anti-harassment and anti-bullying policies, as well as supporting the principles of equity, diversity and inclusion.  The National Labor Relations Board endorsed workplace civility as providing “common sense” standards of conduct to promote “harmonious interactions and relation

Supervisor – Discipline
Summary: The real purpose of discipline is quite simple. It is to encourage employees to confirm to established standards of job performance and to behave sensibly and safely at work.

Detail: Employee discipline is a difficult task that managers and supervisors sometimes face in the scope of their supervisory role. This training will provide an  effective approach to managing performance and/or behavioral issues. Behavioral issues will often result in disruption to the work environment; for example, workplace misconduct and/or rules violations, as well as performance issues, result in a failure to meet goals and/or properly perform tasks, such as when an individual lacks the knowledge, skills or ability to perform the job, or where the work is consistently unacceptable in terms of quality or productivity.

Supervisor – Performance Management
Summary: The real purpose of discipline is quite simple. It is to encourage employees to confirm to established standards of job performance and to behave sensibly and safely at work.ships” amongst employees.  Attendees will receive a detailed outline of topics to create civility and professional working relationship training for employees.  

Detail: Employee discipline is a difficult task that managers and supervisors sometimes face in the scope of their supervisory role. This training will provide an  effective approach to managing performance and/or behavioral issues. Behavioral issues will often result in disruption to the work environment; for example, workplace misconduct and/or rules violations, as well as performance issues, result in a failure to meet goals and/or properly perform tasks, such as when an individual lacks the knowledge, skills or ability to perform the job, or where the work is consistently unacceptable in terms of quality or productivity.