Calendar of Events

Inventory is a wonderful place to both hide fraud and commit fraud.  The reasons that inventory is subject to so much fraud is the it is often very large, spread out over a large area, and many people have access to it.  When there are little or no internal controls related to inventory control, you are begging employees to steal it.  No with so many ways to dispose of stolen inventory via the internet, i.e., EBAY, inventory fraud is much more appealing to a lot of individuals.

The more common ways to commit expense fraud and how to cover it up will also be discussed.  Travel and entertainment are some of the favorite areas of committing expense fraud.  In addition, payroll fraud will be discussed.  Although there are many ways to commit payroll fraud, it is very easy to prevent.

This presentation is designed to familiarize the participants with the many ways to commit inventory, expense and payroll fraud, how to detect it, and more importantly, how to prevent it.

When performing a financial statement audit, auditors have always been responsible for the detection of anything that would cause a material misstatement of the financial statements whether caused by error of fraud.  However, in the past the audit profession focused on material misstatements due to errors and more or less ignored the possibility of misstatements due to fraud.  Now, SAS No. 122, AU 240 requires significant documentation as to what the auditor did in order to determine if there any material risk of a misstatement of the financial statements.  This presentation is an overview of what the auditor is to document in there working papers on every financial audit as to the procedures they performed in order to determine the risk of a material misstatement.  If a material risk is discovered, they are then required to document what they did in order to determine if the financial statements were misstated.

This course provides practical suggestions for improving leadership skills, including self-awareness, communication, delegation, empowerment, coaching, and counseling. 

Being neuro-inclusive is not only kind, but can also help your team get the right things done in less time. This course will be about what neurodiversity is, give an overview of brain science, and show you tactical tips and techniques you can use to help your company get more of the right things done in less time with a strategy designed with more brains in mind. 

Transform your data presentation skills with our comprehensive course on creating impactful dashboards and reports using Excel. This workshop is tailored for professionals who:

• Regularly produce or update dashboards and reports
• Struggle with confusing or overly complex reporting tools
• Seek to streamline varied reporting styles across their organization
• Aim to establish a consistent, replicable "house style" for reporting
• Want to impress stakeholders with clear, user-friendly data presentations

Through a combination of theory and hands-on practice, you'll learn the fundamental principles that make reports and dashboards easy to understand. We'll distill these concepts into a set of practical rules and guide you through their application in Excel.

Targets can be a powerful catalyst for remarkable achievements - from landing humans on the moon to eradicating smallpox and repairing the ozone layer. However, poorly designed targets can have severe consequences, potentially leading to executive imprisonment, corporate collapse, or even loss of life.

This course uses real-world examples and case studies to guide you through a practical, step-by-step process for crafting robust, effective, and credible targets for your organization. You'll learn how to harness the positive potential of targets whilst avoiding the pitfalls that can derail even the most well-intentioned performance initiatives.

Running or advising a small business? The KPI Bootcamp can help you rapidly identify and implement the right KPIs to achieve your or your client's goals. Delivered by Bernie Smith, KPI specialist and seasoned entrepreneur, this course will guide you through selecting a powerful set of measures tailored to your business. The structured approach helps you refine your objectives and choose KPIs that drive growth and profitability.
The program includes access to over 400 pre-defined KPIs, each with a clear, jargon-free definition, business benefits, real-world examples, and practical implementation tips.

Over 80% of all employment-related lawsuits relate to termination. Every termination should be treated as a potential lawsuit. The facts supporting a leader's recommendation of discharge must be fully investigated. The discharge of an employee requires prior review and approval. Narrow self-interest, spite, or personal animosity must not play a part in making termination decisions. This course provides practical knowledge and scripts for handling discharges with good judgment such that personal and employer liability is avoided.

Good judgment works well in handling most employee relations matters. However, there are special situations where legal requirements dictate specific handling to avoid significant personal and employer liability. This course provides practical knowledge and scripts for responding to requests for accommodation regarding religious practices or disabilities, confronting employees in substance-abuse situations, and handling disclosures of contagious infections so that individual is properly helped, and the health of your workforce is protected.

The objective of corrective action is to change conduct through teaching. Corrective action may be sequential, out of order, repetitive, or not appropriate to take at all. The action selected should reflect the type, frequency, and severity of the misconduct. Changing conduct through teaching requires effective employee relations skills. This course provides practical knowledge and scripts for handling a wide array of sensitive misconduct situations with good judgment, such that personal and employer liability is avoided.

You often can perform an audit in accordance with all of the standards, and still have a substandard audit IF you did not get out among the clients employees (let them know you are there and where you located), talk to as many people as you can regardless as to whether you may think that they may have any helpful information; constantly observe your surrounding where ever you are at (you never now what you might see) and lastly, listen to not only what people are saying to you but are also saying around you.

This presentation is designed to illustrate the importance of making yourself available to your client’s employees, let them know that you are there and where you can be found. Talk with them because if there is a problem, somebody knows and they will often tell you all about it IF you just ask them.  Look at your surrounding everywhere you go.  What are you looking for?  I don’t know but I’ll know it when I see it. Lastly, listen to what they have to say.  Every word is important because they may say something that you had not asked about. 

Remember, you never want to discover something and go to an individual who you determined knew about it and ask, why didn’t you tell me about this and their response was, you never asked me!

Prior to the original SAS No. 82 on Consideration of Fraud In A Financial Statement Audit (now codified as SAS No. 122, AU 240), the word fraud never appeared in a single SAS, nor was it described anywhere.  SAS No. 82 stated that auditors failed to detect fraud for two reasons:  1) They did not know what it looked like and 2) They had not been trained to look for it.  Although the SASs did not provide any guidance, auditors have always been responsible for the detection of anything that would cause a material misstatement of the financial statements whether caused by error or irregularities.  (They would not even say the word fraud until it appeared in SAS No. 82) The standards were replete with guidance on the detection of an error but silent on how to detect irregularities.  Now auditors are required to document in every financial statement audit their process of determining the risk of financial misstatement due to fraud.

This presentation is designed to focus on frauds that were missed by the auditors and, in some cases, why it was missed.  There will also be discussion as to what the auditor must do in order to improve their track record on detecting fraud.  As reported on the Association of Certified Fraud Examiners Occupational Fraud 2022: A Report to the Nations, only 4% of frauds were initially discovered by the external auditor.  It was reported that more frauds were discovered by accident, (5%) then was discovered by the external auditor.

In order not to perform an excessive number of audit procedures (over audit) auditors must perform procedures in order to determine in what areas are there weak internal controls that could result in a risk that the financial statements would be materially misstated and not be detected.  SAS No. 122, AU 300 – 499, Measuring Audit Risk provides guidance as well as required procedures that must be performed in every audit in order to determine the risk of material misstatement.  No longer can the auditor state that they assess the risk of material misstatement at maximum without having a basis for making such assessment.  As a result, the standards now require that the auditor make such an assessment of a material misstatement of the financial statement on every audit in order to have a basis for such assessment.  This program is an overview of the statement documentation requirements in assessing such a risk.

When we verbally communicate with an individual, we must make a conscious decision as to whether we believe what we have heard.  Little do we realize that we are not making a decision based on what we have heard; rather we make a subconscious decision based primarily on what we have seen, or how the body was behaving when the subject was speaking.  We often walk away from a conversation with a gut feeling that the person was not telling the truth.  That gut feeling is your subconscious.  Yet we often have no idea as to why we have that feeling.

This presentation is designed to provide the participant with the tools to identify those both verbal and nonverbal indicators that we all give off when we are under stress.  Normally, telling the truth does not create stress.  When we lie, we know that we are not supposed to and that creates stress, and it will manifest itself in some manner, and that is what a trained interviewer is looking to observe.

When we observe indicators of deception, how do we deal with it?  How do we get the subject to admit to a wrong-doing when it is not in their best interest to do so?  That is one of the many things that will be addressed in this presentation.  Whether you are a parent dealing with you kids; an employer dealing with employees or and investigation interviewing a suspect, this presentation will provide you with the tools to assist you in finding the truth.

This webinar aims to provide HR professionals with a comprehensive understanding of mental illness and depression under the Americans with Disabilities Act (ADA). It will cover key aspects of the law, provide practical advice, and address common challenges.

As a small business owner or manager, navigating the complexities of HR can be challenging, but it's crucial for your company's success. This comprehensive webinar will provide you with practical, informative, and encouraging tips to help you build a strong HR foundation for your small business.

From recruitment strategies to employee retention, legal compliance to company culture, we'll cover all the essential aspects of HR that will contribute to your business's growth. Let's create a thriving workplace where both your business and your employees can flourish.

Understanding the principles and practices of compensation is essential for creating a motivated and satisfied workforce. In this webinar, we'll explore how these crucial elements drive fairness and engagement in HR practices. This program is designed for HR professionals and business leaders seeking to enhance their compensation strategies.

This webinar will explore embracing and supporting neurodiversity in the workplace, promoting inclusivity, and creating a more diverse and dynamic environment.

As discussed in the Association of Certified Fraud Examiners’ Occupational Fraud 2022: A Report to the Nations, 86% of all frauds are misappropriation of assets.  Why is the misappropriation of assets so large?  Because there as so many of them it creates many, many opportunities.  And the asset which is stolen the most?  CASH!  Because it’s easy to conceal and you don’t have to convert it.  During this presentation, the many, many different ways to misappropriate (steal) assets and which assets (besides cash) are most subject to misappropriation are discussed as well as how to recognize such and more importantly, how easy it is to prevent it!

This program provides an update to the latest tax developments, rules and regulations impacting and business taxpayers, with a review and integration of 2024/25 legislation.  

*Please Note:  If you need credit reported to the IRS for this IRS approved program, please download the IRS CE request form on the Course Materials Tab and submit to kori.herrera@acpen.com

When the leadership in any organizations carries out their responsibilities of establishing, maintaining and monitoring internal controls, it significantly reduces the possibility of fraud occurring.  When and if it does occur, a good system of internal controls will often detect it early on. 

This presentation is an illustration of what can happen when top management fails to carry out their responsibility of protecting an entity’s assets through a good system of internal controls.

The audit standards state that one of the reasons auditors fail to detect fraud is that they don’t know what it looks like.  Prior to the original SAS No. 82, Consideration of Fraud In A Financial Statement Audit, nowhere in any SAS was there a description of what fraud looked like.  So, as they say, if you don’t know what you are looking for, you can often look right at it and not recognize it!

This presentation illustrates some of the more common indicators of fraud they most individuals would overlook unless they 1) knew what they were looking for and were 2) actually looking for it.  Contrary to what the standards say about fraud being concealed, I have found that fraud is often laying on the table right in front of you; but no one has discovered it because they have no idea what the indicators of fraud are.

This program provides an update to the latest tax developments, rules and regulations impacting and individual taxpayers, with a review and integration of 2024/25 legislation.  

*Please Note:  If you need credit reported to the IRS for this IRS approved program, please download the IRS CE request form on the Course Materials Tab and submit to kori.herrera@acpen.com

Auditors are required by Generally Accepted Auditing Standards to perform audit procedures to determine if the financial statements are materially misstated due to error OR FRAUD.  Unfortunately, in the past the profession has focused on misstatements due to errors and largely ignored to possibility of misstatements due to fraud.  While SAS No. 122, AU 240, Consideration of Fraud in a Financial Statement Audit sets forth the procedures that auditors are required to perform in each audit to determine if the financial statements are materially misstated due to fraud, this program presents a practical approach to making such a determination.  It’s not a substitute for the requirements in SAS 122, AU 240, but rather an informal supplement to the standard with some common-sense procedures which are designed from my over 30 plus years of directing fraud investigations.  After attending this session, you will more than likely never look at a financial statement audit the same way.

Leaders have the right to exercise customary management functions. Employees have the right to be kept free from discrimination. Neither employer rights nor employee rights are absolute. The courts are equally protective of the rights of employees and employers. A courtroom is the wrong place for anyone to find this out. This course provides practical knowledge on how to effectively balancing these two sets of rights, such that employees and leaders stay out of court. Employers avoid lawsuits, rather than win lawsuits.

A harmonious working environment is one in which people feel safe, seen, heard, and respected. Critical to maintaining it are that employees have high self-esteem, are treated with respect, and work in a safe, non-violent setting. This course provides practical knowledge and scripts on how to take appropriate action and deal effectively with discriminatory comments, sexual harassment, and threats and acts of violence, such that personal and employer liability is avoided.

The tools for managing performance and addressing misconduct are not identical. The failure to point this out to leaders has often resulted in the use of the wrong tool. Reinforcing good performance and securing improvements in performance requires skill in coaching employees, making effective requests, and providing effective feedback. This course provides practical knowledge and scripts for setting, communicating, and enforcing performance expectations, such that personal and employer liability is avoided.

Inventory is a wonderful place to both hide fraud and commit fraud.  The reasons that inventory is subject to so much fraud is the it is often very large, spread out over a large area, and many people have access to it.  When there are little or no internal controls related to inventory control, you are begging employees to steal it.  No with so many ways to dispose of stolen inventory via the internet, i.e., EBAY, inventory fraud is much more appealing to a lot of individuals.

The more common ways to commit expense fraud and how to cover it up will also be discussed.  Travel and entertainment are some of the favorite areas of committing expense fraud.  In addition, payroll fraud will be discussed.  Although there are many ways to commit payroll fraud, it is very easy to prevent.

This presentation is designed to familiarize the participants with the many ways to commit inventory, expense and payroll fraud, how to detect it, and more importantly, how to prevent it.

When performing a financial statement audit, auditors have always been responsible for the detection of anything that would cause a material misstatement of the financial statements whether caused by error of fraud.  However, in the past the audit profession focused on material misstatements due to errors and more or less ignored the possibility of misstatements due to fraud.  Now, SAS No. 122, AU 240 requires significant documentation as to what the auditor did in order to determine if there any material risk of a misstatement of the financial statements.  This presentation is an overview of what the auditor is to document in there working papers on every financial audit as to the procedures they performed in order to determine the risk of a material misstatement.  If a material risk is discovered, they are then required to document what they did in order to determine if the financial statements were misstated.

In order not to perform an excessive number of audit procedures (over audit) auditors must perform procedures in order to determine in what areas are there weak internal controls that could result in a risk that the financial statements would be materially misstated and not be detected.  SAS No. 122, AU 300 – 499, Measuring Audit Risk provides guidance as well as required procedures that must be performed in every audit in order to determine the risk of material misstatement.  No longer can the auditor state that they assess the risk of material misstatement at maximum without having a basis for making such assessment.  As a result, the standards now require that the auditor make such an assessment of a material misstatement of the financial statement on every audit in order to have a basis for such assessment.  This program is an overview of the statement documentation requirements in assessing such a risk.

You often can perform an audit in accordance with all of the standards, and still have a substandard audit IF you did not get out among the clients employees (let them know you are there and where you located), talk to as many people as you can regardless as to whether you may think that they may have any helpful information; constantly observe your surrounding where ever you are at (you never now what you might see) and lastly, listen to not only what people are saying to you but are also saying around you.

This presentation is designed to illustrate the importance of making yourself available to your client’s employees, let them know that you are there and where you can be found. Talk with them because if there is a problem, somebody knows and they will often tell you all about it IF you just ask them.  Look at your surrounding everywhere you go.  What are you looking for?  I don’t know but I’ll know it when I see it. Lastly, listen to what they have to say.  Every word is important because they may say something that you had not asked about. 

Remember, you never want to discover something and go to an individual who you determined knew about it and ask, why didn’t you tell me about this and their response was, you never asked me!

Prior to the original SAS No. 82 on Consideration of Fraud In A Financial Statement Audit (now codified as SAS No. 122, AU 240), the word fraud never appeared in a single SAS, nor was it described anywhere.  SAS No. 82 stated that auditors failed to detect fraud for two reasons:  1) They did not know what it looked like and 2) They had not been trained to look for it.  Although the SASs did not provide any guidance, auditors have always been responsible for the detection of anything that would cause a material misstatement of the financial statements whether caused by error or irregularities.  (They would not even say the word fraud until it appeared in SAS No. 82) The standards were replete with guidance on the detection of an error but silent on how to detect irregularities.  Now auditors are required to document in every financial statement audit their process of determining the risk of financial misstatement due to fraud.

This presentation is designed to focus on frauds that were missed by the auditors and, in some cases, why it was missed.  There will also be discussion as to what the auditor must do in order to improve their track record on detecting fraud.  As reported on the Association of Certified Fraud Examiners Occupational Fraud 2022: A Report to the Nations, only 4% of frauds were initially discovered by the external auditor.  It was reported that more frauds were discovered by accident, (5%) then was discovered by the external auditor.

When we verbally communicate with an individual, we must make a conscious decision as to whether we believe what we have heard.  Little do we realize that we are not making a decision based on what we have heard; rather we make a subconscious decision based primarily on what we have seen, or how the body was behaving when the subject was speaking.  We often walk away from a conversation with a gut feeling that the person was not telling the truth.  That gut feeling is your subconscious.  Yet we often have no idea as to why we have that feeling.

This presentation is designed to provide the participant with the tools to identify those both verbal and nonverbal indicators that we all give off when we are under stress.  Normally, telling the truth does not create stress.  When we lie, we know that we are not supposed to and that creates stress, and it will manifest itself in some manner, and that is what a trained interviewer is looking to observe.

When we observe indicators of deception, how do we deal with it?  How do we get the subject to admit to a wrong-doing when it is not in their best interest to do so?  That is one of the many things that will be addressed in this presentation.  Whether you are a parent dealing with you kids; an employer dealing with employees or and investigation interviewing a suspect, this presentation will provide you with the tools to assist you in finding the truth.

This webinar will explore embracing and supporting neurodiversity in the workplace, promoting inclusivity, and creating a more diverse and dynamic environment.

This webinar aims to provide HR professionals with a comprehensive understanding of mental illness and depression under the Americans with Disabilities Act (ADA). It will cover key aspects of the law, provide practical advice, and address common challenges.

As a small business owner or manager, navigating the complexities of HR can be challenging, but it's crucial for your company's success. This comprehensive webinar will provide you with practical, informative, and encouraging tips to help you build a strong HR foundation for your small business.

From recruitment strategies to employee retention, legal compliance to company culture, we'll cover all the essential aspects of HR that will contribute to your business's growth. Let's create a thriving workplace where both your business and your employees can flourish.

Understanding the principles and practices of compensation is essential for creating a motivated and satisfied workforce. In this webinar, we'll explore how these crucial elements drive fairness and engagement in HR practices. This program is designed for HR professionals and business leaders seeking to enhance their compensation strategies.

The audit standards state that one of the reasons auditors fail to detect fraud is that they don’t know what it looks like.  Prior to the original SAS No. 82, Consideration of Fraud In A Financial Statement Audit, nowhere in any SAS was there a description of what fraud looked like.  So, as they say, if you don’t know what you are looking for, you can often look right at it and not recognize it!

This presentation illustrates some of the more common indicators of fraud they most individuals would overlook unless they 1) knew what they were looking for and were 2) actually looking for it.  Contrary to what the standards say about fraud being concealed, I have found that fraud is often laying on the table right in front of you; but no one has discovered it because they have no idea what the indicators of fraud are.

As discussed in the Association of Certified Fraud Examiners’ Occupational Fraud 2022: A Report to the Nations, 86% of all frauds are misappropriation of assets.  Why is the misappropriation of assets so large?  Because there as so many of them it creates many, many opportunities.  And the asset which is stolen the most?  CASH!  Because it’s easy to conceal and you don’t have to convert it.  During this presentation, the many, many different ways to misappropriate (steal) assets and which assets (besides cash) are most subject to misappropriation are discussed as well as how to recognize such and more importantly, how easy it is to prevent it!

Auditors are required by Generally Accepted Auditing Standards to perform audit procedures to determine if the financial statements are materially misstated due to error OR FRAUD.  Unfortunately, in the past the profession has focused on misstatements due to errors and largely ignored to possibility of misstatements due to fraud.  While SAS No. 122, AU 240, Consideration of Fraud in a Financial Statement Audit sets forth the procedures that auditors are required to perform in each audit to determine if the financial statements are materially misstated due to fraud, this program presents a practical approach to making such a determination.  It’s not a substitute for the requirements in SAS 122, AU 240, but rather an informal supplement to the standard with some common-sense procedures which are designed from my over 30 plus years of directing fraud investigations.  After attending this session, you will more than likely never look at a financial statement audit the same way.

Being neuro-inclusive is not only kind, but can also help your team get the right things done in less time. This course will be about what neurodiversity is, give an overview of brain science, and show you tactical tips and techniques you can use to help your company get more of the right things done in less time with a strategy designed with more brains in mind. 

When the leadership in any organizations carries out their responsibilities of establishing, maintaining and monitoring internal controls, it significantly reduces the possibility of fraud occurring.  When and if it does occur, a good system of internal controls will often detect it early on. 

This presentation is an illustration of what can happen when top management fails to carry out their responsibility of protecting an entity’s assets through a good system of internal controls.

The tools for managing performance and addressing misconduct are not identical. The failure to point this out to leaders has often resulted in the use of the wrong tool. Reinforcing good performance and securing improvements in performance requires skill in coaching employees, making effective requests, and providing effective feedback. This course provides practical knowledge and scripts for setting, communicating, and enforcing performance expectations, such that personal and employer liability is avoided.

Leaders have the right to exercise customary management functions. Employees have the right to be kept free from discrimination. Neither employer rights nor employee rights are absolute. The courts are equally protective of the rights of employees and employers. A courtroom is the wrong place for anyone to find this out. This course provides practical knowledge on how to effectively balancing these two sets of rights, such that employees and leaders stay out of court. Employers avoid lawsuits, rather than win lawsuits.

A harmonious working environment is one in which people feel safe, seen, heard, and respected. Critical to maintaining it are that employees have high self-esteem, are treated with respect, and work in a safe, non-violent setting. This course provides practical knowledge and scripts on how to take appropriate action and deal effectively with discriminatory comments, sexual harassment, and threats and acts of violence, such that personal and employer liability is avoided.

This course provides practical suggestions for improving leadership skills, including self-awareness, communication, delegation, empowerment, coaching, and counseling. 

Targets can be a powerful catalyst for remarkable achievements - from landing humans on the moon to eradicating smallpox and repairing the ozone layer. However, poorly designed targets can have severe consequences, potentially leading to executive imprisonment, corporate collapse, or even loss of life.

This course uses real-world examples and case studies to guide you through a practical, step-by-step process for crafting robust, effective, and credible targets for your organization. You'll learn how to harness the positive potential of targets whilst avoiding the pitfalls that can derail even the most well-intentioned performance initiatives.

This program provides an update to the latest tax developments, rules and regulations impacting and individual taxpayers, with a review and integration of 2024/25 legislation.  

*Please Note:  If you need credit reported to the IRS for this IRS approved program, please download the IRS CE request form on the Course Materials Tab and submit to kori.herrera@acpen.com

Transform your data presentation skills with our comprehensive course on creating impactful dashboards and reports using Excel. This workshop is tailored for professionals who:

• Regularly produce or update dashboards and reports
• Struggle with confusing or overly complex reporting tools
• Seek to streamline varied reporting styles across their organization
• Aim to establish a consistent, replicable "house style" for reporting
• Want to impress stakeholders with clear, user-friendly data presentations

Through a combination of theory and hands-on practice, you'll learn the fundamental principles that make reports and dashboards easy to understand. We'll distill these concepts into a set of practical rules and guide you through their application in Excel.

Running or advising a small business? The KPI Bootcamp can help you rapidly identify and implement the right KPIs to achieve your or your client's goals. Delivered by Bernie Smith, KPI specialist and seasoned entrepreneur, this course will guide you through selecting a powerful set of measures tailored to your business. The structured approach helps you refine your objectives and choose KPIs that drive growth and profitability.
The program includes access to over 400 pre-defined KPIs, each with a clear, jargon-free definition, business benefits, real-world examples, and practical implementation tips.

This program provides an update to the latest tax developments, rules and regulations impacting and business taxpayers, with a review and integration of 2024/25 legislation.  

*Please Note:  If you need credit reported to the IRS for this IRS approved program, please download the IRS CE request form on the Course Materials Tab and submit to kori.herrera@acpen.com

The objective of corrective action is to change conduct through teaching. Corrective action may be sequential, out of order, repetitive, or not appropriate to take at all. The action selected should reflect the type, frequency, and severity of the misconduct. Changing conduct through teaching requires effective employee relations skills. This course provides practical knowledge and scripts for handling a wide array of sensitive misconduct situations with good judgment, such that personal and employer liability is avoided.

Over 80% of all employment-related lawsuits relate to termination. Every termination should be treated as a potential lawsuit. The facts supporting a leader's recommendation of discharge must be fully investigated. The discharge of an employee requires prior review and approval. Narrow self-interest, spite, or personal animosity must not play a part in making termination decisions. This course provides practical knowledge and scripts for handling discharges with good judgment such that personal and employer liability is avoided.

Good judgment works well in handling most employee relations matters. However, there are special situations where legal requirements dictate specific handling to avoid significant personal and employer liability. This course provides practical knowledge and scripts for responding to requests for accommodation regarding religious practices or disabilities, confronting employees in substance-abuse situations, and handling disclosures of contagious infections so that individual is properly helped, and the health of your workforce is protected.