Archived Webcasts and Podcasts

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.

HR professionals should be aware of the plethora of pending regulatory and compliance changes taking place throughout the HR community. In the past two years Office of Federal Contract Compliance Programs (OFCCP) has introduced many proposed policy changes.

This informative session will address these proposed changes and the significant impact they have on HR professionals and their day-to-day responsibilities. Participants will leave with a better understanding of the impact recent OFCCP changes and initiatives have on companies and HR professionals. Attendees of this session will be able to:

1. Obtain knowledge to better understand the proposed OFCCP changes and initiatives.
2. Identify the impact of proposed OFCCP compliance changes on HR professionals.
3. Learn strategies to implement these changes in their organizations to strengthen compliance efforts.

This presentation provides an in-depth look at the issues employers face on a daily basis regarding the Internet, e-mail usage, and social networking tools. These issues include the different mediums of social media that now exist and the related legal problems, for example, in the hiring of employees, communication and crisis planning, employee discipline, social media policies, post-employment scenarios, and other legal issues associated with social media. The legal implications of social media law are both new and constantly evolving, and it is important for your organization to have an understanding of the impact they can have on your business, both for legal reasons and clear employee communications.

The EEOC Enforcement Guidance on criminal records may cause employers across the United States to rethink their hiring processes. Employers that do not consider how to deal with the new Guidance could well find themselves the subject of an investigation or legal action, In this webinar, go beyond what the EEOC did, and examine why they did it and how to start complying today. Topics will include how and when to inquire about past criminal conduct, and the good, the maybe and the impossible stemming from the EEOC’s actions. By the end of he webinar, an attendee will have a solid understanding of the challenges ahead.

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.

Every organization needs to think about and be prepared to manage the risks associated with operating in the Digital Era. It doesn’t matter whether social media is part of the organization’s strategic agenda, or if the organization itself has any deliberate digital presence. It also doesn’t matter how large the organization is, whether it’s for-profit, BtoB or BtoC, or which industry or sector it operates in. Most organizations, however – even those that are highly engaged with social media and other digital technologies – are not addressing Digital Era risks as comprehensively or deeply as they could or should. This webcast will help organizational leaders close gaps in their risk management strategies by offering checklist guidance focused on both outcomes and processes.

As employers consider adopting LGBT-friendly benefit policies, they confront questions regarding eligibility, verification issues, plan amendments, tax compliance, civil rights issues, compliance with ever-changing state and municipal law, and even new requirements for companies seeking certain government contracts. Companies that have adopted domestic partner policies will have to deal with eligibility, compliance, and tax reporting issues that they did not have before. Moreover, the domestic partnership landscape has been changing constantly as more municipalities add domestic partner registries and impose new requirements on contractors, and as more states recognize gay marriage. This session educates the HR professional on the various compliance and legal issues they may face when implementing and administering a plan that provides domestic partner benefits.

As the term ‘workplace bullying‘ becomes increasingly anchored in everyday language, people are quicker to label some legitimate managerial activities as bullying. And in an increasingly bully-saturated landscape, some employees have become increasingly militant in exercising their rights, even when no real harm was intended or done. In this landscape, even good, well-intended managers can inadvertently find themselves accused of bullying. When that happens, it’s costly to the organization and messy for all who are involved. This powerful session will reveal the top three situations that get managers into trouble. We will then outline a clear roadmap and industrial-strength strategies for establishing a proactive leadership style that will prevent these false accusations from getting triggered in the first place.

Incremental change is good, but how do you create a breakthrough, an unprecedented result, a change that seems improbable? At Insigniam Performance we assert that it is through our Network of Conversations. Every result is created through a series of conversations. Our conversations both reflect and impact our thinking. Our conversations drive our behaviors. Our behaviors impact our results. Inspiring others to engage fully is a leadership imperative. When you bring what we call “Background Conversations” skillfully into the “Foreground,” you improve the relationship, increase trust, expand understanding, forge new possibilities and provide fertile ground for creating innovative, unprecedented results.

The presentation focuses on Applying Emotional Intelligence in your work and non-work life. Emphasis is places on understanding how emotions affect our interactions, how to develop essential skills and how to "read" other people and situations.