A technology revolution is taking place. Find out if you’re keeping pace.
A full 56 percent of organizations say the Affordable Care Act (ACA) will significantly impact their workforce management strategy.* Organizations are faced with the challenge of managing complex, labor-related government regulations, union rules, and company policies. If your employee time and attendance solution is more than five years old, it’s outdated and may be falling short of meeting your compliance needs.
Register now for the webinar The Time & Attendance Technology Revolution: Are You Keeping Pace? Find out how the latest time and attendance technology can help you gain control of your processes, minimize compliance risk, and reduce payroll costs. You might be surprised to learn how much more efficient and easier to use your system could be.
California Employers: This webinar will help clarify California Specific leaves, how they interact with the Federal medical leaves and how to apply leaves accurately and consistently.
This webinar will help you master the twisty, confusing and sometime dangerous ground that the road of California specific leaves can take. We will focus on how California leaves such as FEHA and CFRA interact with Federal medical leaves, such as the FMLA and ADA. Learn which leaves can run concurrently, how to make the transition from one leave to the next (FMLA / CFRA to ADA or FMLA/PDL to CFRA)and what you need to document to protect yourself and your organization.
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.
When it comes to wage-and-hour lawsuits, there are two categories of companies in California: those who already have experience with them, and those who will soon. Wage-and-hour lawsuits – and particularly, class actions – remain big business in California. And, this area of law is especially harsh on employers, as even innocent mistakes are punished with big penalties and attorneys’ fees. Even minor “gotcha” violations can turn into bet-the-business cases if brought on a class action basis.
The silver lining is that exposure to liability on some common wage-and-hour claims can be mitigated with appropriate policies. This presentation will focus on those danger areas from which the majority of wage lawsuits arise. Participants will leave the presentation with the ability to identify common trouble spots for compliance problems, and will be able to help their companies take a proactive approach to minimizing risk related to wage-and-hour violations.
In the wake of the Navy Shipyard shooting and other recent tragedies, the presentation will focus on identifying and responding to potential workplace violence situations while remaining in compliance with the bevy of applicable employment laws (Americans with Disabilities Act, Family Medical leave Act, Genetic Information Nondiscrimination Act, Occupational Health and Safety Act, etc.) and avoiding liability to both the potential perpetrator, employees, and third parties for negligence, defamation, and other common law torts. The presentation will provide a brief background on the common factual issues and laws in play, followed by a discussion of practical steps for employers and their legal representatives to implement to maintain a safe workplace and minimize the risk of liability.
The best compliance training program managers recognize the only goal that truly matters in creating a culture of compliance is the transformation of employee behavior. This presentation will share tips, techniques, tricks and accumulated ‘best practices’ that will help you inject your compliance training program with battle-tested ideas from successful programs. If you are responsible for your organization’s compliance training program or even if you just participate in the planning or distribution of compliance training, this presentation will provide a wealth of ideas you can easily implement in the next training cycle. Learn how you can guide your organization to create a culture of compliance.
Your timekeeping and payroll systems can be your worst enemy or your best friend – generating documents that can make an overtime lawsuit impossible to win, or documents that will establish employees were paid for all hours worked at the correct overtime rate. Particpants in this session will learn from a former Administrator of the U.S. Department of Labor's Wage and Hour Division how to uncover the overtime violations that may be lurking in their company's timekeeping and payroll systems, including rounding violations, unpaid pre- and post-shift time, improper deductions, and regular rate violations. Particpants will also learn of best practice processess for preventing those violations.
The robotics revolution is profoundly changing the way work is performed. The technological advances entering the global workplace are inevitable, yet decades-old workplace laws threaten to fill this journey with legal landmines and uncertainty. This presentation will (1) unmask hidden employment and labor law compliance requirements of a roboticized workplace (e.g., laws and regulations on safety, data storage, privacy, disparate impact on protected categories of employees such as older workers, layoff notification, severance, union organizing, and retraining); (2) recommend practical legal compliance steps for both the robotics industry and the users of robotics; and (3) anticipate regulatory and legislative requirements.
OSHA is turning up the heat on its Recordkeeping Rule with increased enforcement efforts, a proposed Recordkeeping Modernization rule involving radical changes to data collection requirements, and plans for an eventual Injury and Illness Prevention Program (I2P2) standard. HR professionals and safety managers need to stay compliant and aware of activity surrounding the standard. This session covers the main components of the rule, including OSHA Forms 300, 300A, and 301, as well as provides an overview of current related regulatory activity, a review of recordable incident criteria and scenarios, and actionable steps for achieving and maintaining compliance with the standard.
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.