In this program, Tammy McCutchen, a former Administrator of the U.S. Department of Labor’s Wage and Hour Division, will discuss common reward programs for non-exempt employees and how they impact overtime pay. Often, when considering the cost of incentive pay, employers fail to consider the related cost of the increased overtime pay. For example, a non-exempt employee who worked 150 regular hours and 25 overtime hours during a month in which he received a $200 production bonus is also owed an additional $14.29 in overtime. Although this seems a modest amount by itself, over time and for many employees, the overtime costs quickly mount up – as does the risk of class action litigation if the employer fails to pay this overtime.
In addition to providing training on how to calculate additional overtime due on bonuses, incentive pay, prizes and awards, Tammy will also cover reward programs that do not require the employer to calculate and pay additional overtime to non-exempt employees.
Recognition programs must have executive level support to be successful. This program focuses on five key strategies to help you present your recognition program to executives and get their buy in to move forward with your recognition initiatives.
If you are tasked with gaining buy-in from executive management for your recognition program, this presentation will introduce five strategies to help you explain the scope of your program, resource requirements, implementation techniques and anticipated results.
The strategies include:
- Presenting the Business Case
- 8 Major Objectives of Successful Reward Programs
- Key Reward Rules
- Implementation Factors for Success
- Action Plan for Roll Out
This session will be valuable to those who want to understand best practice analytic, quantitative and communication approaches to in market pricing. This would include compensation analysts, managers or human resources personnel who will need to discuss, defend or communicate compensation policy within the organization.
We will provide an overview of assessing the quality of survey data, matching your job to market and using an Excel spreadsheet to analyze data. We will discuss the quality of surveys, Antitrust Guidelines, technical aspects of compensation analysis along with ways of adjusting or interpreting data in a fair and equitable way. Finally, we will discuss ways of looking at the implications for your organization and how to present your findings to managers and incumbents.
Managing risk around equity and deferred compensation programs is challenging. A key area of risk garnering attention these days is employee mobility.
Employee mobility has historically been made up of personnel taking on long-term assignments abroad for the organization; expatriate assignements for example. Fast forward to today and now, more than ever before, employees and executives are traveling.
While this is very exciting for the business - it can keep owners of equity and deferred compensation programs up at night – literally… Please join us as we discuss risks of employee movement and what organizations are doing today to tackle it!
An open discussion around Trends and Patterns in Compensation Planning and Award and Recognition. Attendees will hear about movements to revenue and profit based plans, the mechanics behind these measures (e.g. linkages, caps and thresholds) and new monetary and non-monetary award and recognition programs. Specific topic areas include:
What measures are companies using in their compensation plans?
What is more common? – Quota based compensation plans or commission based compensation plans.
Which compensation plan works best and in what situations?
The current use of Stock grants for sales, signing bonuses and SPIFF and award perks.
Are geographic pay differentials still valid for sales.
What are some of the monetary and non-monetary award and recognition programs organizations are using?
Stewart Daly specializes in the practical side of compensation management…how to get things done within the function so that you can move on to the interesting projects. In that vein, this presentation covers the survey participation process and how to make it easier.
The presentation will cover delegating responsibilities to the experts (e.g., stock administrators, international HR groups), defining the fields you’ll need to report, understanding the differences between domestic and international surveys and deciding when to say no to certain survey company requests. We’ll also describe the mistakes that drive the survey companies crazy and how to avoid them.
Participants will receive a checklist and a calendar for ensuring survey participation goes smoothly this year.
Because of his extensive experience developing and implementing broadbanding, Oliva has a unique practitioner’s perspective that goes beyond a text book. This inside the belt-way look at broadbanding is intended to provide useful how-to instruction and insights on how to do it successfully. This presentation will discuss what broadbanding is and what it can do for an organization. The advantages of this approach to salary management and administration will be discussed in detail along with the benefits experienced in both the private and public sectors. It will provide a step by step development process to follow, including how to make the case for broadbanding with senior executive management and win their buy-in/approval, and how to ensure the success of this important project initiative as you move forward. We will discuss important surrounding issues that need to be addressed during the development process, including salary administration and your organization’s compensation philosophy. Finally, this presentation will also discuss mistakes to avoid during the development process and how to maintain its relevance to the organization after its launch, including making sure that it supports the culture of the organization and thus ensure its long term success.
What is the role of a C-Level in the sales compensation design process? To poke his head into a conference room and ask a few questions, or to become involved at certain key points? After all, sales compensation the single biggest expense for most companies with the motivational power to move financial mountains, but many executives squander this opportunity to connect the business strategy to the sales organization. Based on the new book What Your CEO Needs to Know About Sales Compensation, author and managing partner of SalesGlobe Mark Donnolo outlines when and why highly successful companies involve the C-level in the design and implementation of their comp plans.
The Institute for Human Resources (IHR) Compensation Best Practices and Trends certification program was launched on February 14/15, 2011, with a two-day virtual event. Subsequent events have been held on September 22nd & 23rd, December 12th & 13th, March 19th & 20th, June 11th & 12th and September 10th & 11th. Archives of events are available on www.HR.com .
To date, over 7,500 HR professionals have registered for the IHR program. The purpose of this introductory session is to provide you with an update on webcast topics and introduce you to speakers that will be presenting on December 3rd & 4th. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the compensation arena. You will also learn how to network with your peers by visiting the lounge.
PLEASE NOTE: THIS WEBCAST DOES NOT QUALIFY FOR CERTIFICATION CREDITS.
The Human Resources Certificate Institute (HRCI) sets HR professionals apart! HRCI certification demonstrates to peers and colleagues within the Human Resources profession that you are a recognized expert and have mastered the core HR principles. Earning an HR certification wreaks many benefits for both the employee and organization.
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