With complicated regulations such as the Affordable Care Act, FMLA, and minimum wage compliance, it is now more important than ever for HR and payroll leaders to understand what is merely interesting and what is critically important in regards to HR technology, so they can take their much-needed seat at the table in more strategic matters. In this webinar, Susan Meisinger, former president and CEO of SHRM, and Jim Manfield, product marketing manager, will discuss the latest regulations from legislation, economics and employment, and science and technology that can help you navigate your way through 2014 … and communicate better with your workforce along the way.
Employee policy documents are vital to compliance; no employer planning to stay in business ought to go without them. But, these documents can sometimes cause more problems than they solve. Once dedicated to writing, an employer’s policy can become a sword for a plaintiff to wield, rather than a shield for deflecting lawsuits and administrative agency audits.
This presentation is geared towards identifying the ten most common areas in which employer policies go awry, with the most costly consequences. These are the policies from which the majority of litigation arises, as well as those that, if well-drafted, will be of greatest benefit in defending employment claims. The presentation will discuss the major mistakes, and the ways to avoid them, in the following realms:
1. Employment Applications
2. Form I-9 Procedures
3. Background Check Documents
4. Basic Handbook Mistakes
5. Arbitration Agreements
6. Documenting Wage & Hour Compliance
7. California “Gotcha” Violations
8. Social Media Policies
9. Leave Policies
10. Confidentiality & Non-Competition
Some of these areas, like wage-and-hour compliance, are perennial plaintiff favorites. Others, like social media policies, are more akin to the “flavor of the week.” However, all of these areas are of importance to a California employer interested in defending itself from costly litigation.
Is your business up to date on all of the recent changes in California employment law? Come learn what these changes mean for your business, during our 2014 Employment Law Update presentation. Brian Koegle, from Poole & Shaffery, LLP will provide insight and practical suggestions which will assist you in bringing your company into compliance. Among the topics to be covered are:
• A review of the 2014 legislation, case law and administrative decisions affecting employers;
• An update on wage and hour laws, meal and rest period requirements, overtime compensation and calculations, reasonable accommodation laws and employee privacy, among other issues; and,
• An overview of upcoming and anticipated legislative changes and court cases for 2014.
Departing employees continue to walk away with sensitive employer information when they resign or are fired. Often times the employee uses a planned approach to take the information and uses it in a competing venture or new job. What can employers do to prevent this type of theft? This presentation will address the suggested policies and procedures employers should use from day one of the employment relationship through the departure. These range from confidentiality and non-disclosure agreements to non-compete/non-solicitation agreements. The presentation will also address practical solutions employers can use to protect proprietary information.
Though no policy or agreement is foolproof there are definite steps that should be considered to thwart the former employee and avoid having to go to the courthouse.
Social media is a double-edged sword. It offers a wealth of opportunities for greater connection and communication with your customers and among your employees. It can help you recruit and retain the best employees. It can be a source for new ideas and innovations that are the lifeblood of growth. But social media also poses unprecedented new risks and challenges for your business. It can expose you to legal liability. It can drain productivity. And it even allows a wayward employees to harm your reputation irreparably with the push of a button. If more than half of the country is interacting via this technology, how can you afford not to understand the risks and protect your business?
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.
This webinar will focus on methodologies for HR professionals to prevent post-termination liability for employers in the form of litigation costs, settlements, verdicts, attorney’s fees and more importantly, the loss of valuable time and productivity. HR professionals have many tools at their disposal to forestall post-termination conflict, including candid and thorough performance evaluations, thoughtful termination processes that identify problematic employees while also maintaining a sense of fairness and compassion, and when conflict is unavoidable, measures and tactics available to HR to reduce exposures and/or increase the probability of success in alternative dispute resolution or litigation. These methods and best practices are one of the employers’ last defenses against costly, time-consuming and destructive employment litigation.
What are the key components of the law as it relates to wages, salaries, and other compensation? "Wage and Hour Laws - California Dreamin'" will cover these moving parts, if you will, in concise yet comprehensive manner. This course will address some of the knotty issues associated with wage and hour claims and their their governing laws, from a California and national perspective. As a State known for its cutting edge outlook and deep economic problems this course will give the participant ample knowledge to confront this ever burgeoning area of the law. Such topics specifically covered include: Can payroll personnel be liable for penalties and fines for miscalculating overtime? What are the three most essential documents you must have when an employee makes a wage and hour claim? Can you prohibit employees from discussing their wages with others?
Most states presume that employment relationships are at-will, allowing either the employer or employee to terminate the employment relationship at any time, for any reason (other an illegal one) or no reason. Why then are there seemingly so many wrongful discharge lawsuits? Employers and employees alike seem to harbor many misperceptions about this basic building block of employment law, causing needless suffering on both sides.
Can an employer really terminate an employee without incurring any legal liability? How does an employer preserve at-will status? This presentation will aim to address these and other questions and myths regarding employment at will.
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.