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.  This course was updated in February and June 2023.

Duration:  60 minutes

**Please be advised the slide deck, the recording of this course, and certain material developed by CharterSAFE are copyrighted by CharterSAFE and are intended for the private use of our attendees.  Any unauthorized use, including reproduction and distribution, without the expressed written consent of CharterSAFE is prohibited.

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.

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.  This course was updated in June 2025.

Duration:  60 minutes

**Please be advised the slide deck, the recording of this course, and certain material developed by CharterSAFE are copyrighted by CharterSAFE and are intended for the private use of our attendees.  Any unauthorized use, including reproduction and distribution, without the expressed written consent of CharterSAFE is prohibited."

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.

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.  This course was updated in July 2025.

Duration:  80 minutes

**Please be advised the slide deck, the recording of this course, and certain material developed by CharterSAFE are copyrighted by CharterSAFE and are intended for the private use of our attendees.  Any unauthorized use, including reproduction and distribution, without the expressed written consent of CharterSAFE is prohibited.

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.

Your organization has employees…so how does a supervisor hold an employee accountable to do their job?  Welcome to the challenging world of performance management.  We will discuss the big picture of performance management – how it supports an employer’s decisions, what are the legal constraints, how a supervisor can establish goals and objectives for employees, how a supervisor can develop staff by providing feedback, and how does a supervisor set expectations.  We will provide coaching tips on how a supervisor can engage an employee while being aware of performance rater “errors”.  The second half of the course will take a detailed look at the purpose of an evaluation from the employer and employee’s perspective and how a supervisor can provide on-going feedback.  We will conclude with a review of a comprehensive checklist for supervisors to use to prepare for the annual review process.  This course can be assigned to supervisors who need coaching on how to manage their responsibilities in the performance review process.

Duration:  62 minutes

**Please be advised the slide deck, the recording of this course, and certain material developed by CharterSAFE are copyrighted by CharterSAFE and are intended for the private use of our attendees.  Any unauthorized use, including reproduction and distribution, without the expressed written consent of CharterSAFE is prohibited.

Learning Outcomes:

Learn about performance management and how effective staff performance reviews can be used to support the mission, goals and objectives of a school.    

Learn about How to provide effective feedback, and how to avoid rater bias.

Understand the performance review process and the purpose of performance evaluations.

What happens when an employee’s performance or behavior negatively impacts an organization’s effectiveness?  Discipline is the process to help correct these deficiencies.  We will learn how to address an employee’s failure to perform or comply with the policies and procedures in your employee handbook.  We will discuss the types of disciplinary action, how to make an initial assessment of any employee issue and develop a game plan to encourage the employee to change their attitude or performance, or provide sufficient document to support a termination for cause.  This course can be assigned to supervisors who need coaching on how to manage their responsibilities in the performance review process.  The course was updated in July 2025.

Duration:  60minutes

**Please be advised the slide deck, the recording of this course, and certain material developed by CharterSAFE are copyrighted by CharterSAFE and are intended for the private use of our attendees.  Any unauthorized use, including reproduction and distribution, without the expressed written consent of CharterSAFE is prohibited.

Learning Outcomes:

Review the purpose and function of Human Resources in an organization.

Learn how discipline fits in the life cycle of an employee’s engagement with your school and how hiring right can reduce potential future employee discipline issues.

Understand the purpose of discipline, and when and how to engage an employee in a compliant manner.  

Recognize the difference between an employee's failure to perform the duties detailed in a job description and failure to comply with the policies and procedures in an employee handbook.

Learn about the various types of disciplinary actions and how to use the proper discipline documentation to support a termination for cause when an employee fails to correct the inappropriate conduct or behavior. 

Review how to conduct an initial assessment of an employee relations issue.

Learn about common employee issues and which type of discipline documentation would be appropriate.

Review general observations regarding the entire discipline process.

Because of the complex nature of leaves, leaves administration, disabilities and reasonable accommodation at the federal and state level, the material is divided into 2 courses.  HR 106 reviews the aspects of 4 major leaves – Family Medical Leave Act, California Family Rights Act, California Pregnancy Leave, and Workers Compensation Leave.  Understanding which leave of absence applies to your organization is a critical compliance requirement.  Learn about events that could trigger a leave, which employees may be entitled to a leave, the parameters of a leave, and the obligations of the employer and employee. We will discuss various return-to-work scenarios and focus on best practice recommendations.  This course was updated in July 2024.

Duration:  80 minutes

As a side note, HR212 course is a companion course to HR106 and HR107.  HR212 is a review and discussion of leaves of absence forms including those used for job-protected leaves such as the federal Family Medical Leave Act, California Family Rights Act and Pregnancy Disability which are part of the leave administration process, as well as forms used to document the reasonable accommodation interactive dialogue process.  We recommend attendees of our HR106 and 107 courses also complete our HR212 course regarding these leaves and accommodation forms.

**Please be advised the slide deck, the recording of this course, and certain material developed by CharterSAFE are copyrighted by CharterSAFE and are intended for the private use of our attendees.  Any unauthorized use, including reproduction and distribution, without the expressed written consent of CharterSAFE is prohibited.

Learning Outcomes:

Learn about Family Medical Leave Act, California Family Rights Act, California Pregnancy Disability and Workers Compensation leaves and how these leaves interact with each other.

Recognize the eligibility requirements to provide an employee with a leave of absence.  

Understand the different parameters of intermittent use of each leave. 

Learn about various state wage replacement programs and employer provided pay which can be used during a leave.

Understand how to manage an employee’s benefit entitlement during each type of leave.

Review return-to-work scenarios and best practice recommendations for compliant leave administration.

Because of the complex nature of leaves, leaves administration, disabilities and reasonable accommodation at the federal and state level, the material is divided into 2 courses.  HR 107 reviews the lesser known federal and California leaves as well as the most common optional employer provided leave for personal reasons.  Understanding which of these lesser known leaves applies to an employer based on the number of employees and if these lesser known leaves are paid or unpaid.  Review major provisions of the federal American With Disabilities Act and the California Fair Employment & Housing Act as they relate to employment and disability accommodations.  Learn what constitutes a disability and the various ways an employer can learn about an individual's disability.  Understand the employer's obligation to engage an individual in the interactive process to determine what, if any, accommodations may be provided. We will focus on best practice recommendations for compliant leave administration and the interactive process.  This course was updated in August 2024.

Duration:  80 minutes

As a side note, HR212 course is a companion course to HR106 and HR107.  HR212 is a review and discussion of leaves of absence forms including those used for job-protected leaves such as the federal Family Medical Leave Act, California Family Rights Act and Pregnancy Disability which are part of the leave administration process, as well as forms used to document the reasonable accommodation interactive dialogue process.  We recommend attendees of our HR106 and 107 courses also complete our HR212 course regarding these leaves and accommodation forms.

**Please be advised the slide deck, the recording of this course, and certain material developed by CharterSAFE are copyrighted by CharterSAFE and are intended for the private use of our attendees.  Any unauthorized use, including reproduction and distribution, without the expressed written consent of CharterSAFE is prohibited.

Learning Outcomes:

Learn about the following lesser known federal and state leaves:  Voting Time Off, OSHA (unaddressed workplace safety issues), Military, Crime or Abuse Victim and Domestic Violence/Sexual Assault/Stalking, School Appearance/Suspension, Jury & Witness Duty, Volunteer Civil Service emergency duty and training, Organ Donor/Bone Marrow Donor, Civil Air Patrol, School & Child Care Activities, Adult Literacy, Drug or Alcohol Rehabilitation, Military Spouse, Bereavement Leave and Reproductive Loss Leave.

Learn which of these lesser known federal and state leaves apply to an employer based on the number of employees.

Learn about the most common employer provided leave - personal leave - and questions you should consider as you develop policies or review your existing policies.

Understand how various leaves interaction with each other.

Learn about the federal Americans With Disabilities Act and the California Fair Employment & Housing Act, and how these regulations impact the entire employment relationship.

Understand why an employer cannot discriminate against individuals with disabilities.

Understand the definition of disabilities and types of accommodations as well as what are not accommodations.

Learn about the interactive dialogue process:  purpose, employer obligation to engage, what constitutes an employer undue hardship, and implementation and monitoring accommodations.

Review best practice recommendations for compliant leave administration and interactive dialogue process.

California charter schools are required to comply with federal and California regulations to provide a safe workplace for their employees free from discrimination, harassment and retaliation.  This course will review what constitutes discrimination, harassment, and retaliation and how workplace bullying, abusive conduct and hostile work environment are manifested in a school workplace. We will review the steps your charter school should take to ensure your organization is providing your employees with an inclusive and respectful workplace by covering how to prevent and address inappropriate workplace conduct.

Duration:  80 minutes

**Please be advised the slide deck, the recording of this course, and certain material developed by CharterSAFE are copyrighted by CharterSAFE and are intended for the private use of our attendees.  Any unauthorized use, including reproduction and distribution, without the expressed written consent of CharterSAFE is prohibited.

Learning Outcomes:

Understand what constitutes discrimination, harassment, retaliation, workplace bullying, abusive conduct and hostile work environment in a school workplace.

Learn how discrimination, harassment and retaliation are manifested in a school environment.

Discuss real-time situations to identify employee behavioral patterns in a charter school environment which are detrimental to your operations.

Review forms and templates to address inappropriate conduct. 

Discuss steps to prevent and address inappropriate workplace conduct.

An employee has made a complaint against a co-worker or supervisor, or your school received an initial inquiry from a federal agency (EEOC) or state agency (CRD) inquiring about an employee’s allegation of discrimination or harassment, now what do you do?  One option is to engage an attorney to handle your investigation.  If you choose to use internal resources, we will discuss the steps needed to conduct a workplace investigation which is prompt, thorough, timely and made in good faith.  We will look at the most common mistakes made during an investigation and how to avoid them.  We will focus on how to document your investigation process and what steps to take after you’ve completed your investigation.  This course was updated in July 2025.

Duration:  80 minutes

**Please be advised the slide deck, the recording of this course, and certain material developed by CharterSAFE are copyrighted by CharterSAFE and are intended for the private use of our attendees.  Any unauthorized use, including reproduction and distribution, without the expressed written consent of CharterSAFE is prohibited.

Learning Outcomes:

Understand why an employer needs to conduct an investigation and when it is appropriate to do so.

Discuss internal and external investigator options to conduct a workplace investigation.

Review steps needed to plan and conduct an investigation.

Learn how to evaluate evidence and assess the credibility of interviewees.

Recognize the importance of proper and complete documentation and reaching a conclusion.

Understand how to follow-up with parties involved in the investigation.

Review forms, checklists and templates used during an investigation. 

Discuss common mistakes and tips for an investigator.

An employee decides to resign or your charter schools needs to terminate an employee for failing to perform the essential functions of their job description or violating a school policy or procedure.  What needs to be done?  This course will explain various types of separations - voluntary (resignation), involuntary (layoff or termination for cause) and "hybrid" (resignation in lieu of termination and job abandonment), the logistics to handle each type of separation, the potential costs to defend against an employee's claim for wrongful termination, steps to take when an employee threatens to sue your charter school, and our best practice recommendations.  We will also review forms, templates and checklists in our Handout section which will help a school navigate the separation process in a legal and compliant manner.     

Duration:  105 minutes

**Please be advised the slide deck, the recording of this course, and certain material developed by CharterSAFE are copyrighted by CharterSAFE and are intended for the private use of our attendees.  Any unauthorized use, including reproduction and distribution, without the expressed written consent of CharterSAFE is prohibited.

Learning Outcomes:

Understand what "at-will" employment means and learn about the different types of separations which end an individual's employment at a charter school.  

Learn about the steps to take before, during and after any separation of employment.   

Review forms, templates and checklists to support a legal and compliant separation of employment.

Discuss when to consider offering a separation agreement to a departing employee.

Learn about "waiting time penalties", a charter school's cost to defend against an employee's wrongful termination claim and how to prepare for a possible lawsuit.

Review our best practice recommendations for any type of separation of employment.