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.
Using a twenty-five (25) year old, yet highly effective co-employment method known as PEO, the presenter will take you step-by-step through PEO’s huge companywide advantages which include greatly improved internal or external contingent workforce management, cost reduction/ containment, reduced legal exposure, extensive professional help and administrative assistance, among so many others. You will be amazed that improvements in contingent workforce can have such a profound positive affect on most, if not the entire company.
You will also learn the advantages of PEO are not limited to internal contingent workforce management. Many businesses insist on using third-party staffing vendors who themselves utilize PEO in order to reduce cost and/ or reduce legal liabilities which often come back to hunt the client-company.
While the process is old the applied principles are brand new. If you are an officer, upper management or HR decision-maker you won’t want to miss this presentation
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.
*NOTE: This webcast does not qualify for HRCI or IHR credits
Nearly every week there is news of Independent Contractor misclassification and other "gray area" errors that are resulting in companies primarily (for now) in the US to pay enormous fines and in some extreme cases even serve jail time. This session will review some of these cases and, more importantly, lay out strategy and specific things you should be doing now to prepare for the inevitable audit from the CRA and other government and regulatory bodies of Canada. Having seen links to US and Canada business and government actions in the past, we will also show why now is the time for companies here in Canada to be aware of these potential risks and exposures while proactively working to mitigate them.