Human Resources

Course Description and Learning Objectives

People are your most important asset. To attract and retain quality employees and volunteers, your nonprofit must follow effective and fair leadership practices. This course, one of nine offerings in the UNA Credential Program, provides you with the resources you need to implement best practices in Human Resources. 

Successful completion of the course will help you:

  • Become current on the impact of Covid-19 on employment practices, legal issues, and moving forward with the next normal.
  • 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.

What’s Expected of You

This course is highly interactive and relies on the experiences of each participant. Therefore, it's important you are prepared to contribute to the program. Please be ready to:

  •  Bring all required materials to each session. If your organization doesn’t have any of the required materials, the facilitator will provide you with samples to use.
  •  Complete the follow up activities after each session and bring questions and concerns to the next session.
  • Complete the Badge Requirements by the deadline. 


In order to earn the UNA Human Resources Badge, the organization must submit the following items for review and approval:

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. For any Bona Fide Occupational Qualifications (BFOQs) that are not blatantly obvious, document why that qualification is necessary. (For example, include 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 training 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 training 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.

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 Executive Director.

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.

  • Course Dates:

    You can find the schedule (and venue) for the Credential Program and for all our other training on the UNA Calendar. Please email Jill Bennett for more information about this— or any other item on the calendar.

    The Credential in Human Resources includes two classroom sessions, a consultation with the expert trainer, and ongoing coaching and support for four months following your consult. We offer each of the nine Credential courses once per calendar year in Salt Lake City. (We also bring the Credential to areas outside of the Wasatch Front.)

  • Cost:

    UNA Members: $150 for the first person/$30 for each additional participant
    Non-Members: $300 for the first person/$60 for each additional participant

  • Location:

    Online as a webinar or in person classes. Please consult the UNA Calendar for details.