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Standalone Webcast
According to the Bureau of Labor Statistics, temporary agency employment grew by an astounding 9.6%. And whether you call them contingent workers, contractors, or good ol’ fashioned temps, the number of personnel joining the ranks of the “free agent economy” is on the rise and, managed properly, can add another dimension of flexibility, effectiveness, and efficiency to your business. However, it can present some interesting challenges from both a talent management and a workforce management perspective. During this informative webcast, we’ll explore some of the obstacles, options, and opportunities of leveraging this large and growing sector of the labor pool.
Date: May 22 2014
Time: 1:00 PM - 2:00 PM
Presenter:
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Marc Moschetto
WorkForce Software

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WorkForce Software
 
Virtual Conference Webcast
Temporary, freelance and project-based workers are fast becoming a staple of the U.S. workplace and research suggests that around a third of all jobs are now temporary in nature. While utilizing temporary labor can provide significant cost savings over taking on internal, direct hire workers, engaging temporary staff of all kinds can expose your company to significant risks....especially in the great state of California! Our virtual conference - led by Emergent President, Bill Inman - will alert you to key CA compliance issues to watch out for and will show you how your company can mitigate these risks effectively.
Date: Jun 9 2014
Time: 12:00 PM - 1:00 PM
Presenter:
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Bill Inman
Emergent.com

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Emergent.com
 
Virtual Conference Webcast
Sexual Harassment Training is required for all management staff; this includes Senior Managers to the Supervisory level. As an employer, you are required to provide a workplace environment free from Sexual Harassment. There are guidelines developed by the Department of Fair Employment and Housing (DFEH) which identify what these requirements are.

Listed below is a brief description of the guidelines and requirements:

• Defined policies and procedures on Sexual Harassment, which are developed, implemented, maintained, and enforced by the employer. Information and education must be provided to all employees.

• Posting of mandatory posters in a conspicuous area which all employees frequent and have access. They must be visible.

• Training of all management staff is required. The training must be completed by an individual who has met the defined training criteria established by the Department of Fair Employment and Housing (DFEH).

• Investigate all complaints and take the appropriate disciplinary action up to and including discharge.

• Maintain clear and well documented records for all training provided and investigations conducted.

Following these guidelines and mandatory requirements is essential. Failure to do so could result in legal issues, which could include steep monetary payments being paid out.

You do not want to be investigated for noncompliance. The best thing you can do is be compliant and adhere to the all of the requirements. If you are investigated having all your documentation in good order will make it much easier to defend.

Date: Jun 10 2014
Time: 3:00 PM - 4:00 PM
Presenter:
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Rhonda Knisley
The Human Resource

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The Human Resource
 
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