Archived Webcasts and Podcasts

HR Information is a powerful thing. It can tell stories about the overall health and state of the workforce and allow leaders to drive business growth through the engagement & productivity of the most valuable asset: The Employee. When employees are not engaged, they tend to leave. When they are dissatisfied with one thing or another related to their job/work environment (i.e., inequitable pay, poor management practices, lacking communications, etc.), they unionize. What do they want? They want an environment that is rich in opportunity and provides them with all the characteristics that make up an equitable, committed style & approach to management. They need leadership that pays attention and understands the labor landscape. Contrary to popular belief, employees don’t unionize because of union influence – they unionize because they feel their employer can do better but either a) doesn’t care about their concerns or b) simply chooses not to improve employment conditions. When leaders treat employees like humans, employees don’t need costly outside representation. Simply put: If you take care of your employees as well as you take care of yourself, then you have little to fear from unions as it is unlikely your employees will see much value in paying an expensive intermediary to deal with you.

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

The intense competition and consolidation in the dining industry has forced businesses to continually seek out greater efficiencies and improved yield. As such, effective labor management has become more important than ever for the food and beverage industry.

Management is faced with the daily challenges of increasing guest satisfaction while minimizing employee turnover, and improving the business’ bottom line. Labor management issues such as optimal employee scheduling, wage and hour compliance, and the administration of new legislation such as the Affordable Care Act has forced many organizations to seek out more comprehensive technology beyond the features of existing Point-of-Sale (POS) systems.

Additionally, with labor costs being the largest, variable operational expense for food and beverage organizations (as high as 40% - 50% of costs), management is challenged with ways to reduce labor cost spending while decreasing employee turnover and not jeopardizing customer satisfaction. A comprehensive workforce management solution equips management with tools to monitor real-time staffing information, analyze budget performance and control labor costs, all while continuing to focus on increasing customer satisfaction and profit margins.

Within this session we will highlight the importance of managing labor, increasing labor effectiveness, ways to ensure labor compliance and how to motivate employees in a food and beverage setting. We will discuss strategies for operating your workforce more efficiently and ways to increase overall productivity and profitability.

The goal of this session is also to outline the labor management challenges facing the food and beverage industry and the emerging need for organizations to adopt more sophisticated workforce management solutions in order to stay competitive and to operate more profitability.

Do you have your finger on the pulse of your message? Is it what you intend it to be? Are you connected to the nerve center of the audience...are you calling them to action? Doesn’t matter if it’s it written form or spoken word? Are you connecting to your intended audience, the way in which you want?
This webinar will explore how to make a solid connection with your intended audience, every time you address them. Whether they be front-line staff, management, clients, or prospective employers. It will examine the three key aspects of communication (both written and verbal), explore how to curtail your message for accuracy and detail without error and suggest how to solicit a professional check up as necessary.

This is a demo, no certification credit will be given.

XpertHR is an award-winning online service that helps you ensure that your organization remains compliant with evolving and complex employment law issues at federal, state and municipal levels. We provide comprehensive, authoritative and up-to-date guidance on employment laws and regulations across all jurisdictions which is tailored to the needs of the HR professional.

Our trustworthy content is written by the top law firms, including Littler Mendelson, Morgan, Lewis & Bockius LLP and Fisher & Phillips, LLP and is edited by our in-house team of legal, HR and payroll professionals. It is kept constantly up-to-date so you can utilize our guidance and tools with confidence knowing we provide you with the most current information and alert you to key employment law changes. We do the hard work for you - thereby taking the pressure off you and your team to stay informed.
XpertHR is so comprehensive that unlike our competitors, you can find the answers to all your employment law questions in one place. We cover all areas from recruitment through retirement including universal HR topics like the Affordable Care Act, FMLA and Discrimination, to the more niche challenges such as managing workers abroad. What is the value of XpertHR?
• We remove the need to check multiple resources to find answers to your questions
• You spend less time researching and more time doing your job
• You can have more effective conversations with counsel therefore often reducing costs and saving time
• Your team gains valuable HR knowledge and confidence

This demo will take you through our suite of practical tools such as interactive workflow charts, model policies and documents, how to guides and supervisor briefings - all designed to save time and reduce risk.

Employers with operations in California have two new sets of rules to understand, interpret, and apply: (a) California's Pregnancy Disability Leave Regulations (PDL Regulations) and (b) California's Disability Discrimination Regulations (Disability Regulations). While the PDL Regulations provide some clarity and guidance on notice and related obligations, they appear to create some conflicts with existing law. Employers should be aware of these conflicts and have a plan for dealing with them when considering leaves of absence and disability accommodation issues.

The new Disability Regulations emphasize the importance of the "interactive process." They also introduce complex definitions of "disability" and an apparent expectation that employers will rely on the employee's health care provider to apply those definitions to the employee/patient. Employers will face challenges in determining whether an employee seeking an accommodation is a person protected by the law.

In this insightful session, the presenters will review California's new PDL and Disability Regulations and provide employers with practical perspective on the complex scenarios that may arise under each.

The California Department of Child Support Services (DCSS) recognizes the value employers provide to the child support program.

As a payroll or human resource professional it can get confusing keeping up with your roles and responsibilities as an employer.

Today’s webinar will provide you with the education you need regarding the child support process. Our focus is to provide employers with the latest changes, updates, laws and requirements as we work together to improve the lives of children. The law requires parents who owe child support to have it withheld from their pay. We hope you find this information helpful.

Cooperation between employers and the child support program is essential in supporting family self-sufficiency. We appreciate your cooperation and look forward to building a stronger partnership for the future.

USCIS recently released a new Form I-9 that all US employers will be required to use for new hires, rehires, and reverification starting May 7, 2013. This webinar will address changes to the Form as well as address continued compliance concerns associated with I-9 and E-Verify policies and recordkeeping. In this regard, Office of Special Counsel and Immigration Customs and Enforcement actions will be reviewed to identify areas where employer representatives should focus and recommend corrective action. It will also assess recent cases and settlements to identify employer concerns and best business practices companies should put in place. The webinar will review proposed immigration reform and likely changes to E-Verify and the use of the I-9 Form in the future.

Absenteeism is not something that is confined to a few sectors of the economy. It is one of the most persistent obstacles to productivity, profitability and competitiveness. In this webcast we look at how the latest developments in Time & Attendance and Labor Scheduling solutions are assisting World Class organizations to permanently reduce absenteeism. We uncover the many associated costs of absenteeism including; overtime, dissatisfied customers and the morale of workers expected to cover for absent employees. We explain why absenteeism remains a persistent problem for organizations, despite the fact that many organizations have first class policies on absence management in place.

The Office of Federal Contracts Compliance Program (OFCCP) continues to scrutinize contractor outreach efforts during compliance reviews. From assessing outreach efforts to the female and minority communities, to reviewing the effectiveness of outreach to the veteran and disabled communities, OFCCP continues to strictly enforce this technical compliance obligation. HOWEVER, while effective outreach may increase the number and diversity of job seekers, it will also significantly impact your applicant flow recordkeeping obligations and associated adverse impact analyses. Join presenters from Jackson Lewis LLP and MAXIMUS, Inc., for this webinar as we discuss effective outreach strategies and best practices for minimizing resulting risk.