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  • Boundaries: Student Sexual Abuse Prevention - 20/21

    Contains 7 Component(s)

    This sexual abuse prevention course teaches staff to understand the mind of a sexual predator and recognize their behavior.

    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.

    Duration: 53 minutes


  • HR 101 - Recruit, Hire & Onboard Charter School Employees

    Contains 11 Component(s)

    This course will provide information on practices unique to California charter schools as you recruit, hire and onboard top talent. Duration: 55 minutes

    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.

    Duration:  55 minutes

    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.

    Karla M. Ksan

    Director, Human Resources Partner

    With more than 25 years of Human Resources experience, Karla Ksan has a broad range of expertise in employee relations, compliance, benefit(health and retirement) administration, performance management, training anddevelopment, recruiting, compensation and payroll administration.  Karla has a Master's Degree in PublicAdministration from the University of Southern California, and has SPHR, PHRcaand SHRM-SCP designations from the Society for Human Resources Management andHR Certification Institute.  Karla also has a SHRM California Employment Law Micro-Credential.

  • HR 102 - Wage & Hour Compliance: Part 1

    Contains 9 Component(s)

    This course will discuss California wage and hour laws as they relate to your charter school employees. Duration: 55 minutes

    Your charter school has hired the right employees.  Now how do you pay them?  The next step is to understand the complexities surrounding California wage and hour laws and how to properly pay employees.  We will review the complex California labor laws including the various wage orders issued by the California Industrial Welfare Commission, and continue with a review of the definitions of workday, workweek and the state and local jurisdiction minimum wage regulations.  We will explain the duties and responsibilities of an employer to maintain adequate and accurate timekeeping records.  We will discuss the difference between an employee and an independent contractor, and how to handle volunteers and interns.  We will review all required information which needs to be on an employee's wage earning statement (paystub), including an explanation of permissible wage deductions.  And last, we will do a brief overview of when an employee needs to receive a final paycheck.

    Duration:  55 minutes

    Learning Outcomes:

    Review the most common types of employee lawsuits and the result of a national study as well as a 3-1/2 year CharterSAFE claims history review of employee lawsuits.

    Understand the key components of federal and California wage and hour laws.

    Learn the definitions of workday and workweek, and the state minimum wage as well as local minimum wage ordinances.

    Recognize the components of timekeeping and an employer's obligation for record keeping.

    Identify the difference between an employee and an independent contractor including the provisions of AB 5 and the "ABC" Test.

    Understand how to handle volunteers and interns.

    Describe the legal requirements of information that needs to be shown on an employee's wage earning statement (paystub), and the acceptable ways to pay an employee.

    Learn the requirements of wage deductions including garnishments and what to do if your charter school overpays an employee - how do you get the monies back?

    Know when an employee's final paycheck needs to be provided.

    Karla M. Ksan

    Director, Human Resources Partner

    With more than 25 years of Human Resources experience, Karla Ksan has a broad range of expertise in employee relations, compliance, benefit(health and retirement) administration, performance management, training anddevelopment, recruiting, compensation and payroll administration.  Karla has a Master's Degree in PublicAdministration from the University of Southern California, and has SPHR, PHRcaand SHRM-SCP designations from the Society for Human Resources Management andHR Certification Institute.  Karla also has a SHRM California Employment Law Micro-Credential.

  • HR 103 - Wage & Hour Compliance: Part 2

    Contains 10 Component(s)

    This course will continue the discussion of California wage and hour laws as they relate to your charter school employees. Duration: 80 minutes

    We will continue our discussion of wage and hour laws by focusing on employee classifications for exempt versus non-exempt, and the salary and duties tests for exempt employees.  We will start by reviewing the current California minimum wage structure as well as the consequences of local jurisdiction minimum wage ordinances.  We will discuss the calculation of non-exempt rates of pay including overtime and double time, as well as pay for holidays, weekends, travel time, split shift, makeup time, reporting time and on-call.  We will go over the provisions of compliant meal and rest breaks.  We will discuss the salary and duties tests for exempt classifications and possible legal and financial exposures for misclassifications of exempt employees.  We will also delve into the payroll cycles for different classifications of employees and the consequences of paying employees based on a 10, 11 or 12 month work calendar.  We will discuss the consequences of paying stipends to non-exempt employees and how to create an alternative workweek schedule.  And last, we will focus on our best practice recommendations for compliant wage and hour practices.

    Duration:  80 minutes

    Learning Outcomes:

    Review the most common types of employee lawsuits and the result of a national study as well as a 3-1/2 year CharterSAFE claims history review of employee lawsuits.

    Understand the key components of federal and California wage and hour laws.

    Learn the difference between exempt and non-exempt employee classifications, and the significance of a job description for exempt positions.

    Understand when to use the California state minimum wage or a local jurisdiction minimum wage thresholds to ensure the correct minimum wage rate for a non-exempt employee.

    Learn how to calculate a non-exempt employee's overtime and double time rates of pay, and when to apply these rates for hours worked.

    Understand what happens when a non-exempt employee works on a holiday, a Saturday or a Sunday and if special rates of pay apply (hint: it's at the discretion of the employer).

    Learn what to do if an employee is not paid for hours worked.

    Learn to calculate overtime for a non-exempt employee who works 2 different positions with 2 different rates of pay on the same workday.

    Identify the provisions of a salaried non-exempt employee and the overtime consequences for this type of classification.

    Understand how to manage non-exempt employee travel time, meeting & training time, split shift, makeup time, reporting time and on call status.

    Describe the legal requirements of meal and rest breaks.

    Learn the requirements of wage deductions including garnishments and what to do if your charter school overpays an employee - how do you get the monies back?

    Recognize the various exempt employee classifications at a charter school and how to accurately perform the salary and duties tests for an exempt position.

    Identify misclassification exposure.

    Describe the various payroll cycles for exempt and non-exempt positions.

    Learn why paying stipends to a non-exempt employee requires extra work if overtime or double time was paid during the stipend period.

    Learn components of the alternative workweek schedule.

    Review our best practice recommendations for compliant wage and hour practices.

    Karla M. Ksan

    Director, Human Resources Partner

    With more than 25 years of Human Resources experience, Karla Ksan has a broad range of expertise in employee relations, compliance, benefit(health and retirement) administration, performance management, training anddevelopment, recruiting, compensation and payroll administration.  Karla has a Master's Degree in PublicAdministration from the University of Southern California, and has SPHR, PHRcaand SHRM-SCP designations from the Society for Human Resources Management andHR Certification Institute.  Karla also has a SHRM California Employment Law Micro-Credential.

  • HR 201 – Employee Handbook – Annual Review of CharterSAFE’s Template

    Contains 8 Component(s)

    This course will review the current CharterSAFE Employee Handbook template and discuss year-over-year changes, as well as the legal or business reasons for the inclusion of each section. Your school's policies and procedures are listen in your employee handbook as a resource and to put your employees on notice as to these policies and procedures to protect your school from possible employment related lawsuits. Duration: 65 minutes

    Employee handbooks are an important tool to communicate your school’s policies and procedures to all employees.  Over half of employee discipline issues pertain to violations of employee handbook policies and procedures.  CharterSAFE consults with outside counsel each year to update our employee handbook template which is made available to all of our members.  We also provide a summary of the year-over-year changes in the employee handbook.  Please join us for an in-depth review of the CharterSAFE Employee Handbook template for the current school year.

    Duration:  65 minutes

    Karla M. Ksan

    Director, Human Resources Partner

    With more than 25 years of Human Resources experience, Karla Ksan has a broad range of expertise in employee relations, compliance, benefit(health and retirement) administration, performance management, training anddevelopment, recruiting, compensation and payroll administration.  Karla has a Master's Degree in PublicAdministration from the University of Southern California, and has SPHR, PHRcaand SHRM-SCP designations from the Society for Human Resources Management andHR Certification Institute.  Karla also has a SHRM California Employment Law Micro-Credential.

  • HR 203 – Unemployment Insurance

    Contains 9 Component(s)

    This course reviews the California unemployment insurance process for charter school including eligibility requirements, claims and appeal processes, and reasonable assurance. Duration: 35 minutes

    Unemployment Insurance benefits administered by the California Employment Development Department (EDD) may be available to an individual who is unemployed and meets eligibility requirements. By understanding the communications from EDD and how to respond within a specified time period, a school can find ways to proactively manage the unemployment insurance claim process as well as the annual unemployment insurance tax rate assessed by EDD.

    Duration:  35 minutes

    Karla M. Ksan

    Director, Human Resources Partner

    With more than 25 years of Human Resources experience, Karla Ksan has a broad range of expertise in employee relations, compliance, benefit(health and retirement) administration, performance management, training anddevelopment, recruiting, compensation and payroll administration.  Karla has a Master's Degree in PublicAdministration from the University of Southern California, and has SPHR, PHRcaand SHRM-SCP designations from the Society for Human Resources Management andHR Certification Institute.  Karla also has a SHRM California Employment Law Micro-Credential.

  • HR 204 – Civility in the Workplace

    Contains 8 Component(s)

    This course will focus on civility and respect in the workplace, and how uncivil behavior can have lasting negative consequences for a charter school. Duration: 50 minutes

    Civil and respectful behavior in the workplace 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 relationships” amongst employees.  We will review aspects of civility and the negative business consequences of uncivil behavior.  We will also discuss 3 types of microaggression and how these acts will have a detrimental impact on a charter school. 

    We will provide resources to help a charter school encourage a civil and respectful work environment.  These resources include a civility policy template, employee training handouts, supervisor discipline forms to address uncivil behavior and best practice recommendations to develop professional working relationships amongst your staff.

    Duration:  50 minutes

    Karla M. Ksan

    Director, Human Resources Partner

    With more than 25 years of Human Resources experience, Karla Ksan has a broad range of expertise in employee relations, compliance, benefit(health and retirement) administration, performance management, training anddevelopment, recruiting, compensation and payroll administration.  Karla has a Master's Degree in PublicAdministration from the University of Southern California, and has SPHR, PHRcaand SHRM-SCP designations from the Society for Human Resources Management andHR Certification Institute.  Karla also has a SHRM California Employment Law Micro-Credential.

  • HR 209 – How to Prevent Employee Lawsuits (Fall 2019 CharterSAFE Workshop Presentation)

    Contains 8 Component(s)

    This course will discuss Employment Practice Liability Insurance and recommended strategies to position your charter school to help prevent employee lawsuits. Duration: 45 minutes

    A best practice recommendation for California charter schools is to have Employment Practice Liability Insurance (EPLI) coverage.  Generally speaking, underlying employee relations issues may lead to EPLI claims and employee lawsuits.  This course will explore the components of EPLI coverage offered by CharterSAFE to our members and the types of workplace issues (harassment, discrimination, retaliation, wage & hour violations, etc.) which may lead to EPLI claims and employee lawsuits.  To underscore the need for EPLI coverage and a proactive approach to workplace issues, we will conduct a historic review of EPLI claims filed by CharterSAFE members from 2016 through September 2019.  We will provide an overview of Human Resources support services provided by CharterSAFE to our members (at not cost) which may help reduce future EPLI claims.  And last, we will discuss best practice recommendations to help California charter schools prevent future EPLI claims and employee lawsuits.

    Duration:  45 minutes

    Karla M. Ksan

    Director, Human Resources Partner

    With more than 25 years of Human Resources experience, Karla Ksan has a broad range of expertise in employee relations, compliance, benefit(health and retirement) administration, performance management, training anddevelopment, recruiting, compensation and payroll administration.  Karla has a Master's Degree in PublicAdministration from the University of Southern California, and has SPHR, PHRcaand SHRM-SCP designations from the Society for Human Resources Management andHR Certification Institute.  Karla also has a SHRM California Employment Law Micro-Credential.

  • HR 210 – Monthly HR Activities At-A-Glance (Fall 2019 CharterSAFE Workshop Presentation)

    Contains 7 Component(s)

    This course will provide tips for developing a strategic master calendar plan for Human Resources and Payroll activities on a monthly, quarterly and annual basis throughout the school year. Duration: 55 minutes

    Charter school leaders wear many different "hats", and the Human Resources function can be a daunting "hat" for many.  From credential monitoring, recruiting talent, benefits, changing labor labors, and everything in between, this course will provide an overview of re-occurring Human Resources functions presented in a month-by-month and quarterly format.  We will offer insight and resources for developing a strategic annual Human Resources plan that will assist in keeping your school successful and compliant throughout the school year!

    Duration:  55 minutes

    Jennifer Callens

    Manager, Human Resources Partner

    Jennifer brings over 15 years’ experience in both Human Resources and Operations, most recently serving a Northern California Charter School for three years as a Human Resources and Payroll Analyst. Jennifer studied at Cosumnes River College and is a professional member of the Sacramento Area Human Resources Association. Jennifer has earned her Human Resources Certifications specializing in both Federal and California labor law from the Human Resources Certification Institute.

  • HR 301 – California Harassment Prevention Training - Supervisor

    Contains 1 Component(s)

    This course will provide supervisors with a minimum of two hours of interactive sexual harassment, discrimination, and abusive conduct (bullying) prevention training and complies with the training requirements described in Assembly Bill 1825, Senate Bill 1343 and Government Code Section 12950.1.

    California law requires companies with five or more employees (which includes seasonal and temporary employees as well as independent contractors) to 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 their supervisory position.  We will help your supervisors understand and identify sexual harassment, their responsibilities as representatives of your school as well as for themselves personally, and how to comply with state and federal laws.

    Our in-person, interactive two hour course exceeds the training requirements described in Assembly Bill 1825, Senate Bill 1343 and Government Code Section 12950.1.  Schedule your onsite training session for a minimum of 5 or more supervisors for any one class.  Our trainers will make this experience relevant to your staff because they have hands-on experience as former supervisors as well as extensive Human Resources experience in the California charter school environment. 

    Contact CharterSAFE's HR staff to schedule any onsite training at your school (hr@chartersafe.org or 916-880-3467) 

    Karla Ksan

    Director, Human Resources

    With more than 25 years of Human Resources experience, Karla has a broad range of expertise in employee relations, compliance, benefit (health and retirement) administration, performance management, training and development, recruiting, compensation and payroll administration. Karla has a Master's Degree in Public Administration from the University of Southern California, and has SPHR, PHRca, SHRM-SCP and Micro-Credential in California Employment Law designations from the Society for Human Resources Management and Human Resources Certification Institute.

    Jennifer Callens

    Manager, Human Resources Partner

    Jennifer brings over 15 years’ experience in both Human Resources and Operations, most recently serving a Northern California Charter School for three years as a Human Resources and Payroll Analyst. Jennifer studied at Cosumnes River College and is a professional member of the Sacramento Area Human Resources Association. Jennifer has earned her Human Resources Certifications specializing in both Federal and California labor law from the Human Resources Certification Institute.