Employee and Labor Relations (46%)

HR certifications are awarded to those HR professionals who have met the required work experience and level of training of the credentialing organization. Once professionals receive certifications, they can use the credentialed status by adding relevant initials like PHR (Professional in Human Resource) or SPHR (Senior Professional in Human Resource) after their names to remind the public of the specialized set of skills the letters represent.

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Develop, implement, and administer the workplace relationship between employer and employee, including discrimination and harassment protection, in compliance with California legal requirements.

Responsibility

1. Develop, implement, and administer policies, practices, and procedures to comply with state laws regarding recruiting, selecting and terminating employees.
2. Ensure compliance with state employment-related laws by auditing, monitoring, inspecting, and evaluating behavior, records, postings and processes.
3. Develop, implement, and administer policies and procedures to prevent and/or respond to harassment and discrimination.
4. Ensure compliance with state harassment and discrimination prevention laws by auditing, monitoring, and evaluating workplace activities, processes, practices, behaviors, postings and environment.
5. Deliver training programs required under state law governing employee and labor relations.
6. Establish and administer documentation and records retention policies and procedures required under state law governing employee and labor relations.

Knowledge

1. Provisions of Fair Employment and Housing Act (FEHA). For example, protected categories, discrimination, disability, pre-employment inquiries, mandatory arbitration)
   See also Mandatory Arbitration Agreements
2. Hiring procedures. For example: permissible application procedures, background checks, Investigative Consumer Reporting Agencies Act (ICRAA), California Consumers Reporting Act (CCRA), postings and notices
   See also Required Posters and Notices
3. Rules regarding employment of minors
4. Employment Development Department (EDD) requirements. For example, new employee and contractor reporting and unemployment claims and processes
   See also Hiring and Termination
5. Non-compete, non-disclosure and invention assignment agreements
6. Privacy laws
7. Individual employment rights issues and practices. For example, employment at will, lactation accommodations, language translation requirements, literacy assistance, political activity protection, Private Attorneys General Act
   See At Will, Discrimination, Other Rights/Protections, Sexual Harassment, Whistle Blower and Lactation
8. Legal requirements for postings and notices
9. Required supervisory training for sexual harassment prevention
10. Disciplinary actions for exempt and non-exempt employees
11. Retaliation protection laws. For example, whistleblower, workers compensation, and workplace harassment
    See also Employee Protection from Discrimination
12. California WARN. For example, relocations, terminations, and mass layoffs
13. Termination notices. For example, California's For Your Benefit Brochure [DE 2320], Health Insurance Premium Payment [HIPP] notice, change of status notice
14. Requirements for state contractors. For example, drug-free workplace, anti-discrimination requirements, sweatshop
    See also Sweatfree Code of Conduct
15. Documentation and records retention requirements