The Affordable Care Act (ACA) and looming regulatory changes that impact healthcare costs and liability for all US employers are causing organizations to rethink their workforce management strategies and technologies. New rules require greater visibility into the hours employees work, new strategies for planning schedules that adhere to the organization’s planned response to the ACA, and heightened levels of reporting at the individual, organizational, local and federal level. Without a solid strategic workforce management foundation and the right automated workforce management tools, organizations will struggle to comply and make the right choices when it comes to healthcare reform. In this webinar, Mollie Lombardi, vice president and principal analyst of Aberdeen Group’s Human Capital Management practice will share her latest research on workforce management strategy and technology.
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.
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.
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.
The Workplace Pensions Reform or Auto Enrolment as its widely known is a legislative requirement which is being phased in for all UK Employers over the next few years with the largest companies having to comply later this year (2012) and even the smallest of employers by April 2017 – no one will be unaffected by these changes.
For many years, indeed since the Pension Reform Act in 2007 the UK government has been looking for ways to improve access to pensions provided by employers and to encourage individuals to save towards their future.
The reforms are designed to make workplace (employer provided pensions) available to all (with few exceptions) even those who would normally be excluded, for a variety of reasons from joining their employers traditional pension scheme and to encourage individuals to save for their future, with employers contributing , and at a lower starting value making it more affordable.
Employers today are not immune from the costs and problems associated with substance use, misuse and abuse. Drug use today includes both alcohol and drugs (both legal and illegal). Research has shown that 75% of illicit drug users are employed and an estimated 15% of the American workforce has consumed alcohol either before or during work, or has arrived at work hung-over. This program will examine both the issue of substance abuse and how nine individual substance abuse prevention strategies can be integrated into a comprehensive worksite prevention framework and how this framework might be applied at worksites of varying sizes.
Each year the Occupational Safety & Health Administration (OSHA) issues over $80 Million in fines to non-compliant organizations. Many of these fines are for paperwork that is not filled out correctly! In fact recently one employer in Texas was recently fines over 1.2 million dollars for failure to properly record injuries and illness in the workplace!
The OSHA Injury and Illness Documentation has been a focus of OSHA recently and OSHA has launched a National Emphasis Program (NEP) to target bad performers. This webinar will get you prepared and compliant with these often confusing Injury & Illness Recordkeeping rules and you'll have the opportunity to ask the presenter your most pressing compliance questions!
This session will cover the basics of mobile employee time and attendance tracking. The importance of moving away from manual time sheets and other in-house solutions will be identified, with an emphasis on the benefits of real-time tracking.
Issues such as favorable rounding of hours worked, forgetfulness (or recording hours worked after the fact), “buddy punching”, and outright cheating will be identified.
The session will then delve into possible solutions to address the above issues: the various systems, hardware devices and the accompanying verification features available on the market, including GPS tagging, voice authentication, and caller ID/IP address recording.
Lastly, the session will touch on some of the other hidden benefits that come from having this data available in real time.
Labor Department changes, along with the growing complexity of collective bargaining agreements, are adding new challenges for employers. Workforce Management (WFM) solutions must do more to help employers reduce risk and cut workforce-related costs.
Today, the burden is on you, as the employer, to decide if you’ve correctly understood and interpreted various labor laws, and to make sure your employee records are as unimpeachable as possible.
Join us to find out how to lower your compliance risk while you improve your bottom line—with workforce management.
Infor10 WFM (Workbrain) helps automate and standardize your time and labor processes, helping you enhance profitability by reducing costs, boosting customer and employee satisfaction, and adapting to changing conditions on the fly. www.infor.com