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Welcome to the Institute of Human Resources and the Legal and Compliance: Managing Employer Risk inaugural event! We are thrilled to welcome you onboard and hope that you have a great learning experience over the course of the day.
Legal and compliance topics in HR cover complex processes, legislation and issues facing corporations and legal departments. It is important to adopt and implement an integrated approach to ensure the governance of federal, state and provincial laws and practices to avoid legal action. This introductory conference session will welcome you to the very first Legal and Compliance Event, give you an overview of the conference speaker line-up and introduce you to HR.com and The Institute of Human Resources (IHR). We will also share with you how to navigate around our virtual space and maximize your learning and networking opportunities during the event.
An overview of the IHR certification process will result in you leaving the session clear about how you can become recognized as having current and cutting edge expertise in HR related Legal and Compliance matters. The Institute for Human Resources (IHR), the certification and accreditation process arm of HR.com, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.
Thanks for joining us and we look forward to your participation!
Even sophisticated parties with years of experience working with lawyers can find themselves at risk of receiving expensive, impractical legal advice at the 11th hour. This can wreak havoc with budgets and business planning alike never mind the negative impact it can have on the lawyer-client relationship or internal organizational planning and relationships.
While many throw up their hands and say this is just how it is when working with lawyers, particularly when working with specialists on non-routine, transactional matters, it really doesn’t need to be this way.
Participants in this session will be introduced to seven simple steps that their organizations can adopt to ensure that legal matters of any sort get started on, and continue on, a path that supports business objectives, avoids expensive 11th hour surprises and supports a stronger relationship with legal counsel.
During the session each step in the process is reviewed along with some relevant tools and/or case studies that support the successful application of the seven step approach.
During this session participants will also be introduced to some of the benefits available as a result of introducing this project management based approach to managing legal matters. A simple process for identifying who within an organization should become familiar with these seven steps will also be discussed.
Those who participate will be provided with a checklist of the seven steps, together with a brief description, that can be circulated to those within their organization who would benefit from understanding and following the seven steps.
Most states presume that employment relationships are at-will. Employment-at-will allows for either the employer or employee to terminate the employment relationship at any time, for any reason (other an illegal one) or no reason. Yet employers and employees alike seem to harbor many misperceptions about this basic building block of employment law, perhaps causing needless suffering on both sides.
If most states presume that employment is at-will, then why do there seem to be so many wrongful discharge cases in court? If an employer hires an employee at-will can she or he really terminate the employee without incurring legal liability? Can an employer’s actions rebut the presumption of employment-at-will? If so, when and how? Does a written contract automatically rebut that presumption? Are there any exceptions to this doctrine? If so, what are they? What if any impact do anti-discrimination wage and hour, and family and medical leave and other laws have on employment-at-will? How does an employer preserve at-will status? Can employment-at-will ever work to an employer’s disadvantage?
What about the position recently taken by the NLRB? Can the NLRB effectively nullify a concept that has been the cornerstone of American employment law from Day One? Is this basic building block of employment law in danger?
This presentation will aim to address these and other questions and myths regarding employment at will. Business owners and manager alike, and all who hire or supervises employees cannot afford to miss this webinar for pointers on this fundamental area of employment law.
U.S. and California wage and hour law can be confusing, even for the most experienced human resources professional. California and U.S. employers, in particular, must comply with hundreds of state and federal codes, regulations, agency opinion letters and court cases. Some of which conflict. This course presents the basics of wage and wage payment laws which the employer must follow. Keep in mind there are many exceptions and variations to these laws for some specific industries and occupations. This course does not cover collective bargaining agreements which supersede some wage and hour laws. Other areas addressed include; which laws to apply and when? Exempt versus non-exempt employees - how to tell the difference. How to assure employees are correctly characterized as exempt or non-exempt. How to identify a potential wage and hour problem before it becomes a problem. Handling overtime claims - what paperwork you must quickly locate and time limits on responding. Bonus structures and incentive pay-when they work and when they don't. Record keeping and the employee's financial privacy-three things you must know. Industry specific wage orders and how they apply to non-covered industries. Equal pay for equal work-what does it mean? Calculations for fines and penalties when the employer does'nt pay in a timely manner. Bounced paychecks-when will the employer be fined and how much? Payment of wage/hour claims when the employer seeks bankruptcy protection. To arbitrate or not to arbitrate - when the employer might be better off in court on a wage/hour claim. Settlement options for the employer when there is employer exposure. Limited class-action liability for wage/hour claims - some helpful hints in avoiding it.
Incentivizing your best employees to stay and a competitor's best employees to make the move to your company can take more than a paycheck, and when it does, the tax consequences can be tricky. This program will take you through the many benefit options available to boost your employee compensation programs. Instruction will take you beyond the basics of health and welfare and 401(k) retirement plans with a focus on common (as well as less common) fringe benefit programs, non-qualified deferred compensation plans, and the future of health care.
Viewers will learn how to select the benefits best suited to their workforces, how to design those programs, what tax consequences to watch for, and when to consult an expert. In addition, viewers will also learn about common errors in implementing and administering these programs as well as best options for correcting these errors. The fringe benefits covered will include moving expense reimbursement programs, transportation programs, and educational assistance programs to name a few. Coverage of non-qualified deferred compensation plans will include bonus programs and supplemental executive retirement plans. Finally, a discussion of the future of health care will guide viewers though the process of deciding how to address health care in light of the Patient Protection and Affordable Care Act and whether health care is (or should be) on its way to becoming a less expansive fringe benefit.
This hour-long program will conclude with a practical checklist viewers can use to begin planning ways to boost their own compensation programs through benefits.