Prepare for an Investigation! Know which settings raise red flags when there's an evaluation of your time sheet and payroll practices. Simple things that you may think are 'set it and forget it' rules in your software may become your biggest nightmare.
We'll discuss the big areas of focus for DOL investigators as well as for money-hungry plaintiffs attorneys. We'll review what the law actually says and how it's been interpreted in DOL Administrative Interpretations and case law.
Then we'll focus on software solutions - what they can do versus what they should do.
Throughout the session, you'll learn what you can and should do to easily and legitimately demonstrate your company's compliance and beat a violation allegation.
Is employee engagement improving or declining? Have the drivers of engagement changed over time? Who is responsible for engagement? Why aren't the least engaged employees actively looking for jobs elsewhere. These questions and more will be answered as Don MacPherson unveils Modern Surveys Fall 2013 Employee Engagement Study of the U.S. Workforce.
Twice annually, Modern Survey polls a panel sample of full-time employees to learn how they feel about their relationship with their organization, how effectively they are being led, whether or not they have the tools and training to do their job, and how well their organizational goals are communicated throughout the organization.
Most HR and IT organizations face complexity in assembling and communicating insight to business leaders, especially when working with workforce data. This “telling of the story” is one of the most common challenges cited by HR leaders who are “data rich” but “information poor”. This presentation will discuss the importance to HR professionals of utilizing workforce metrics and analytics, the need for more effective data-driven stories, and six steps to improving the likelihood that managers and leaders will understand and utilize workforce data for the purpose of talent management decision-making. The steps to be covered include:
Over the past few years, organizations large and small continue to dedicate more and more resources (and money) to the task of implementing workforce wellness programs. The results have been less than spectacular and with a few exceptions, little progress has been made towards either improving employee health or increasing workforce productivity due to improved wellness.
Find out how to stay ahead of the learning curve with real world insights and practical examples of how you could implement an ecosystem approach to corporate wellness programming that is holistic in focus and combines four core programmatic perspectives:
• Partner Community
• Behavioral Incentives
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.
Forty per cent of businesses plan on hiring temporary workers in 2013 and this number is likely to increase over the next few years as businesses realize the benefits of a more flexible workforce.
However, as the usage of temps and contractors grows, rules and regulations regarding the usage of these workers (and the associated litigation surrounding them) will continue to grow, both at a federal and state level.
Hiring the best talent is a top priority, and pre-hire assessments are a valuable tool. When these assessments are implemented properly they can help predict future job performance, turnover, and cultural fit. However, if not legally compliant, an “off-the-shelf” assessment can lead to costly and time-consuming audits and potential lawsuits, which can negatively impact an organization in many ways.
The cost of non-compliance is quite high. For cases relating to external hiring, the average fee to settle out-of-court is $590,266 per EEOC case and $668,785 per OFCCP case. In situations where cases actually go to trial and are ruled in favor of the plaintiff, the average cost to the organization is over $13 million!
While the government’s view of healthcare and hospitals is still somewhat vague, it has been widely reported that the US Department of Labor, the OFCCP and the EEOC all believe that the healthcare sector will be scrutinized heavily on the subject of compliance.
In this presentation we will:
• Learn what to avoid when vetting pre-hire assessments and vendors.
• Explore what makes an assessment TRULY statistically valid.
• Examine the pre-hire process and discuss how seemingly harmless steps can present significant risk.
• Identify key areas MOST at risk for scrutiny and audits.
• Look at research and data findings from a simplistic and accessible point of view.
• Develop a checklist of actions that you can immediately apply to your pre-hire process to lower
Organizational Strategic Plans are calling for talent to deliver on aggressive agendas with limited resources in a whole new set of work realities. It is vital that HR professionals adopt a whole new approach in regards to ensuring that human resources are able to deliver on the strategic goals of the organization.
Join Cy Wakeman, New York Times bestselling author and blogger, in this session where she’ll introduce a revolutionary new performance metric for quantifying employee value to the organization. Cy will reveal five groundbreaking findings, “New Rules of the Workplace” that call for HR to completely change its approach to managing change, measuring performance, and creating engagement to truly support business missions and strategies.
The Affordable Care Act (ACA) and looming regulatory changes that impact healthcare costs and liability for all US employers are causing organizations to rethink their workforce management strategies and technologies. New rules require greater visibility into the hours employees work, new strategies for planning schedules that adhere to the organization’s planned response to the ACA, and heightened levels of reporting at the individual, organizational, local and federal level. Without a solid strategic workforce management foundation and the right automated workforce management tools, organizations will struggle to comply and make the right choices when it comes to healthcare reform. In this webinar, Mollie Lombardi, vice president and principal analyst of Aberdeen Group’s Human Capital Management practice will share her latest research on workforce management strategy and technology.
The amateur practices until they get it right. The professional practices until they cannot get it wrong.
EQ and this session will give you the data you need to help others understand how they manage their emotions is their personal brand in action.
You will learn how to help others understand how they are perceived and what they need to do to change those perceptions. In addition, the session will focus on the interactions between team members and the impact emotional intelligence has on the performance of the team.
Lead by two seasoned professionals this session will give you real work life examples of emotional intelligence in action.
ADP invites you to join us for our latest event in a series focused on Health Care Reform – the dos and don’ts in managing your workforce.
The Health Care Reform law (also known as the Patient Protection and Affordable Care Act, the Affordable Care Act, or the “ACA”) has created new obligations for employers, the full force of which will take effect in 2015. However, employers should be paying attention to these rules now. They will soon need to be in a position to make decisions that will have a direct impact on the healthcare they will be offering. In 2015 and beyond, the requirements of the ACA are extremely complex and its legal implications extend well beyond ERISA and the Internal Revenue Code.