Archived Webcasts and Podcasts

Few businesses face as much complexity in payroll administration and accounting as manufacturing. Unions, irregular hours, government contracts, high turnover and immigration issues add to the challenges of multiple jobs, pay rates, state jurisdictions, and industry-specific reporting standards.

Ammu Warrier, a recognized expert in managing contingent workers for manufacturing companies, will provide practical advice for managing industrial worker time and expense. The session will cover:

• Work scheduling techniques that provide the workers needed for each production run
• Establishing and enforcing pay and work rules – consistently and accurately – across the organization.
• Curbing the rising rate of litigation over alleged violations of state and federal labor laws
• Building a Link between time management and worker safety
• Generating workforce intelligence data that ties actual labor costs to production, even when your labor picture includes complexities such as different wages, premium pay, partial shifts, and team allocation.

This program will discuss all aspects of legally effective incident investigation and management, arising from a variety of crisis situations. Basic principles of accident investigation will be examined, as well as management of OSHA/MSHA inspections arising from occupational accidents, insurance and tort/contractor liability issues, media management, staffing, and site security. Given that improperly managed incidents can frequently give rise to OSHA/MSHA prosecution or civil tort and contract liability, learning the basic principles will help to limit legal exposures for companies and their managers. Participants will learn proper approaches to root cause analysis as well as proactive steps that can be taken to avoid crisis situations in the future.

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

Whistleblower claims brought under federal safety, health and environmental statutes can be costly and disruptive to your business, and claims may involve actions that an employer did not realize could be considered discriminatory. Find out how best to coordinate between safety and HR activities, to avoid prosecution under these statutes, and how to defend against claims when a complaint is filed.

This presentation will cover how to structure your incentive and disciplinary programs to avoid scrutiny by the government, how to document adverse actions properly, and how to address situations involving "bulletproof" employees in a legally sound manner.

The remedies available to whistleblowers and unique aspects of some laws - such as "temporary reinstatement" provisions that may require actual or economic reinstatement while a case is pending - will also be discussed.

Are you confused about OSHA’s record-keeping rules and procedures? Do you know the difference between an OSHA recordable injury and first aid only? What’s the difference between OSHA 300 recordables and workers’ compensation reporting? This presentation will cover this and more. In addition, there will be a practical exercise to assist attendees with applying the concepts to real life scenarios. This topic is always a very popular subject. This presentation’s format is not merely a lecture; it is tailored in real time to the needs and suggestions of the attendees. Feedback is encouraged and necessary. Much of the presentation is spent addressing attendee’s scenarios that they have struggled with in their day to day operations. The scenarios presented within the presentation itself are designed to be fun, but at the same time, thought provoking.

Each year, LexisNexis publishes the Commercial Driver Safety Report—highlighting where organizations could fine tune their driver hiring programs to help make roads safer. This year’s results are in. Attend this session to review the latest trends and hear how Reddy Ice manages their driver qualification program to increase safety. The 2012 report highlights key items commonly missing in Driver Qualification Files needed to meet Department of Transportation requirements, a review of the most common drugs and health problems faced by drivers, and a summary of a public survey that found most of you feel prepared—77%. If you are the other 23%, then this webinar may help you map out a safer driver program.

Five New Ways to Move Beyond Status Quo Technology Implementation HRIS and other talent technology intiatives such as ERP and cloud migrations can fail in implementation due to mis-alignment with business objectives and/or user adoption rates. In many cases, internal business users will avoid or fail to give their buy-in to the launch of a solutions launch. It is time to move beyond the "status quo" of typical HR technology applications to an experience that supports workforce effectiveness and personal productivity. This session, based on the studies of hundreds of successful technology implementations, will help HR leaders and their executive team counterparts use new "next practices" alignment and engagement techiques to accelerate successful outcomes to their technology launch(es). The session will give participants both strategic perspectives and practical tips, as well as provide a case study with the Boys & Girls Clubs, around the selection, creation and implementation of new applications that enhance the overall work experience rather than simply compliance or maintenance uses. > How to link to technology projects to overall business objectives- not HR but PA (People Apps that work). > Building a user experience that truly engages them. > Integrating other major initiatives such as intraprenuership and employer branding to your technology launch.

Fifteen states and the District of Columbia currently have laws permitting certain individuals legally to possess and use marijuana. How should employers handle employees who qualify for marijuana use under these statutes? Can employees be fired for the medical use of marijuana? Must an employer accommodate an employee’s use of marijuana under the Americans With Disabilities Act? What if the employer wants to make an exception to its drug free workplace policies for the medical use of marijuana? Would such an exception violate federal law? In this program, we will examine state statutes permitting medical use of marijuana and recent case law interpreting these statutes in the context of the employment relationship. We will also discuss best practices in drafting and enforcing an effective drug-free workplace policy.

Learn how to use alternative shift schedule strategies to not only capture cost savings, but improve the morale of your staff. Changing schedules is emotional and potentially disruptive. Learn how to design labor strategies that work with this session. We will walk you through a wide variety of shift schedules and answer questions from the audience about their own specific challenges. If you use predominantly 8-hour shifts, this session is right for you. Learn how to break away from this classic mistake. Management teams should watch this session especially if they are currently using traditional 8-hour shift models as their approach to meeting customer demand. Other indications that this session will be right for you is if you pay a shift differential, have high turnover, or general issues with morale. We will work on recruitment strategies as well.

The participants should gain self-awareness and confidence needed to execute the human resources function of leadership development. To develop an approach and support to implement a leadership development process to measure, increase and facilitate self-awareness among leaders, as this will be a valuable area for their leadership development. It would also be helpful in determining if the leaders have the capacity for self-awareness as a leader. As this would lessen leaders to become a “pimple on the derriere of an elephant” (a simple metaphor psychologists use to explain how a leadership development program can be destroyed if not executed properly).