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Welcome to the Institute for Legal and Compliance - Managing Employer Risk! A special thank you to our speakers and our attendees for your participation and support. Join us over the next two days for our exciting line-up of informative sessions covering the hot topics and trends surrounding the Legal and Compliance - Managing Employer Risk community. Colleen Peck, Community Facilitator and Advisory Board member will update you on the Institute's accomplishments thus far and will highlight the event calendar this year.
During this short, 15-minute session, Colleen will provide an overview of the certification program (have you signed up yet?) and an update on hours accumulated to date. Find out what you have missed, and what is in store for 2013.
Throughout this session we will:
• Introduce you to the Advisory Board
• Introduce you to the Institute and the Certification program
• Offer an opportunity for YOU to host an educational session and educate your peers
• Learn why this Institute is important to the Leadership Industry and how you can contribute to its success
The purpose of this session is to provide you with not only our past accomplishments but explain why you should continue to participate and be a part of this community. For those with questions regarding the Institute and its content, this is your chance to share your ideas. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to navigate through the event.
For those with questions regarding the Institute and its content, this is your chance to share your ideas. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!
All employers in the US are required to verify the identity and lawful work authorization of each of their employees. The required form used for this verification process is the I-9 form. The I-9 process is fraught with potential pitfalls for employers, even ones who try diligently to comply with the rules governing the process. As an example of the complexity of this process, the one-page I-9 form is accompanied by a 64 page instruction booklet for employers. And strict compliance with I-9 rules is essential. Over the past 2 years, the US government has dramatically increased I-9 investigations and enforcement actions against employers to fail to implement proper procedures for completion and maintenance of I-9 forms.
Now, to compound the difficulty of the I-9 process, on March 8, 2013, The Department of Homeland Security (DHS) released a new two page Form I-9 which replaces the old form. This new I-9 Form can be used immediately, but will be mandatory as of May 7, 2013. DHS gave employers very little time to understand the new form, and to take steps necessary to train administrators who are responsible for the I-9 process. Proper completion of the new form can be especially challenging for employers that have several people responsible for the I-9 function through many different field offices.
This session will review the new Form in detail, going line by line through the form to make sure that each section will be completed properly at your company. The session will also review the most common errors based on the new form, including how to correct errors made on the Form.. The initiation of a new form is also an excellent time to review all I-9 policies, including whether to make copies of supporting documents, how to process remote hires and rehires, when to reverify in Section 3, and how long to retain I-9 Forms. The speaker will provide practical solutions, especially for those employers that continue to rely on paper I-9s.
Conducting witness interviews for disciplinary and grievance purposes requires skill and tact. Cognitive interviewing will enable HR practitioners and managers to retrieve more accurate evidence from witnesses even when a trigger event occurred some time ago. It also reduces the need for costly re-interviewing. This webinar will provide investigators with an understanding of the theoretical framework and benefts relating to cognitive interviewing as well as some practical tips for planning and conducting a cognitive interview with witnesses.
This technique is widely used by investigators within other contexts and this event will explore its applications to the specific context of employee investigations and in particular the interviewing of witnesses to events. Such witnesses will typically be employees of the organization.
The webcast will define the goals of the cognitive interview, explain the purpose of the technique and break down the interview into its various structural elements.
The cognitive interview is best applied to the more serious issues of employee misconduct and the more serious complaints raised by employees however the session will give examples of when it is best applied.
Cognitive interviewing is a set of skills which can be easily learnt but which should be practiced regularly and one of the main benefits for the human resource professional is that it adopts a less adversarial style and is therefore better for employment relations within the HR context.
The technique has been thoroughly researched and there is a solid evidence base for it effectiveness. This webcast will enable participants to contextualize the skills within the HR context.
Does your organization have an employee handbook? If so, when was the last time you reviewed and updated it? Have you made sure that all the necessary policies are included in your handbook, and that your handbook does not include policies that do not apply to your company?
Laws keep changing, but most employers' employee handbooks are rarely updated. Worse, many employers have employee handbooks that work against them and bind them to promises and obligations that can be enforced by current and former employees in a court of law.
This presentation opens with a discussion of the benefits of employee handbooks and why every employer should have one. Essential handbook policies such as EEO policies, protected leave, drug and alcohol testing, and wage and hour policies will be covered.
Andrew also will discuss areas in which employers may struggle to determine the best policies and practices for their workplaces—social media being one such example. Finally, participants will learn about the most common mistakes found in many employee handbooks as well as how to fix those common mistakes.
There will be adequate time left for question and answer both during the presentation and after it is complete.
This webinar is essential for any employer, company leader or HR professional whose company does not currently have a handbook, or who has a handbook that has not been reviewed or revisited in years. If you have not reviewed and revised your handbook in the past year, you will find this webinar invaluable.
GUNS AND THE WORKPLACE: WHO SPEAKS FOR THE EMPLOYER?
It’s hard to think of a more controversial, emotional and perhaps polarizing issue than the right in many states of an employee to lawfully carry a weapon for protection when traveling to and from work, and to safely store that weapon in his or her private vehicle while at work. Employers must respect this right, while also recognizing their responsibility to provide a safe and healthy workplace for not only employees, but also customers, vendors and members of the public. In addition, there is a movement to expand the right of all qualified citizens to carry a concealed weapon in all public areas, including restaurants, commercial facilities, places of entertainment, and even religious institutions and college and university campuses. There are vocal advocates on both sides of these issues, but who speaks for the Employer who may feel caught in the middle?
Presented by Jaffe Dickerson, shareholder at Littler Mendelson. Jaffe is a specialist in labor and employment law for over 30 years. He represents public and private sector employers in all aspects of labor and employment law before state and federal administrative agencies and courts. He will discuss:
1. GUNS IN THE PARKING LOT
2. VENDORS, CUSTOMERS AND MEMBERS OF THE PUBLIC
3. DUTY TO PROVIDE A SAFE AND HEALTHY WORK ENVIRONMENT FOR EMPLOYEES; LIABILITY FOR INJURY TO THIRD PARTIES
4. TRAINING FOR MANAGERS, SUPERVISORS AND STAFF
5. DEALING WITH INCIDENTS
6. GUNS IN THE WORKPLACE: EMPLOYER POLICY GUIDELINES AND CONSIDERATIONS
7. WHO SPEAKS FOR THE EMPLOYER? CURRENT (AND POSSIBLE) LEGISLATION
In an age where employees can abscond with a truckload of information on a simple thumb drive, what can employers do to protect their trade secrets and proprietary information? Recent surveys confirm that departing employees are walking out the door with company information almost as a matter of course. Employers have to take affirmative steps to stop this type of conduct.
This presentation will address policies and procedures aimed to prevent or at least thwart a departing employee from taking sensitive information. The company must adopt confidentiality and non-disclosure policies that the employee acknowledges upon commencing employment. The company should stress the seriousness of the obligations under the various agreements and not treat them simply as another form to sign during the hiring process. In addition, when appropriate, the employer can adopt other agreements such as garden leave policies, non-competes, and non-solicitation obligations that can protect company information, customer relationships, and overall competiveness. The ultimate goal is to prevent the employee from starting a competing company with the employer’s information.
In addition to up front policies and agreements, the presentation will also address procedures that are suggested at the time of departure to reemphasize the agreements previously entered into by the employee. These range from the exit interview to friendly reminder letters of company obligations.
Finally, the presentation will discuss some pragmatic solutions for how to protect company information beyond employee covenants. These include password protection of company trade secrets, monitoring employee access to proprietary information, and regulation of mobile devices, laptops, and other technology which allows access to company information.
In this comprehensive training, Sean will provide HR professionals with the most important information they need regarding wage and hour issues. He will begin with an overview the core provisions of the Fair Labor Standards Act (FLSA) – including minimum wage, overtime, and recordkeeping requirements—as well as other relevant laws pertaining to wage and hour requirements. Next, Sean will delve into the nuts and bolts of employee status and classification, how to define and count hours worked, how to properly administer and enforce meal and rest periods, and overtime. Viewers can expect to learn how an employee’s status dictates his or her wages and hours, and the differences between how volunteers, independent contractors, interns and trainees under FLSA. Viewers will also learn how to properly classify their employees as exempt or non-exempt, different kinds of exemptions, and penalties for improperly classifying employees. How to properly define and count hours worked, how to properly administer and enforce meal and rest periods, and how to calculate overtime will also be covered. Do employees need to be paid for activities performed as preparation to work, such as putting on protective gear or turning on a computer? When must an employee be paid for travel time? What should, or can you do when an employee works impermissible overtime? Sean will provide answers to these questions, and more. He will end the presentation with a discussion of relevant case law to help viewers better understand the issues at hand, as well as the regulations with which they must comply.