Few businesses face as much complexity in payroll administration and accounting as manufacturing. Unions, irregular hours, government contracts, high turnover and immigration issues add to the challenges of multiple jobs, pay rates, state jurisdictions, and industry-specific reporting standards.
Ammu Warrier, a recognized expert in managing contingent workers for manufacturing companies, will provide practical advice for managing industrial worker time and expense. The session will cover:
Work scheduling techniques that provide the workers needed for each production run
Establishing and enforcing pay and work rules
– consistently and accurately – across the organization.
Curbing the rising rate of litigation over alleged violations of state and federal labor laws
Building a Link between time management and worker safety
Generating workforce intelligence data that ties actual labor costs to production, even when your labor picture includes complexities such as different wages, premium pay, partial shifts, and team allocation.
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.
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.
This presentation will present some simple and effective steps that you can take to improve compliance and reduce the likelihood of fines, and will provide you with tools you can use right now to be prepared for an OSHA inspection. Areas covered include:
Tips on handling the inspection process with an enforcement-driven inspector.
Why it's dangerous to have a "I have nothing to hide" practice.
How to handle requests (or demands) for documents and information.
The most important action you do not want to take with an inspector.
Strategies to prepare your worksite now to survive an inspection.
Being prepared with the records most often requested in an OSHA inspection.
OSHA violations and fines, and your rights and responsibilities.
Real world examples of citations and fines from OSHA inspections.
The “General Duty Clause Trap” and how to avoid it.
Employers must be ever vigilant in providing a safe and healthy work environment for all employees. Just as workplace health and safety requires careful planning, analysis and response, so too does protecting your business reputation. When any kind of workplace crisis occurs, be it an accident or other critical issue, the damage to your reputation can be disastrous, costly and long-lasting. Take control to safeguard your business and its reputation with thoughtful planning and response. Bettison will discuss reputation risks and provide you with tactics to handle even the most difficult reputational challenges, including media inquiries, OSHA investigations, litigation, and community relations.
Sustainability is fast becoming a business strategy that is being embraced by many industries and organizations. Based on all of the environmental issues our planet is facing, creating a mindset of corporate social responsibility (CSR) makes sense. The question we are here to answer is, “We know sustainability makes logical sense, but does it make good business sense for our organization?” Sustainability means different things to different companies, and it should as size of company and industry will most definitely play a role in the definition. However, there are commonalities to sustainability that apply to every business, and it is a profitable proven business strategy when implemented effectively. It creates a competitive business advantage while positively impacting the environment and your future ability to do business.
Africa is the new kid on the “RPO” block when it comes to new locations from which service delivery can be located. Unlike India, China and the Philippines, a few African countries already have better infrastructure, language capability, and lower labor costs.
Nineteen of the top 25 poorest countries in the world are located in the African continent. It was only a matter of time before the influence of globalization gave promise to developing countries. Now Africa is poised to turn the Recruitment Process Outsourcing industry among others, upside down from the bottom up. The benefits to the industry and customers of RPO will enormous.
We’re in a tumultuous era. We’re in a “new normal,” a period fraught with heightened uncertainty and risk, yet littered with opportunity for those prepared to identify and seize it. How then can an organization identify opportunity? How then can leaders mitigate risk and create a comparatively clear path to the future? The answer lies within an organization’s Talent Strategy? Great, but what does one look like? How is it put together? What purpose does it serve? Who's involved? How will it be measured? How will changes be made over time?
For too long, as opposed to thinking systematically about the employee life-cycle and the employee experiences within it, leaders have simply implemented new processes when the perceived need arose or when old ones were deemed inadequate. Little exploration and planful thinking went into how processes intertwine and how, similarly, employees perceive the intertwining. Of course, such perceptions are real and affect employee engagement, productivity, retention, and other desirable outcomes. Enlightened, high-performing companies get this, and some of their stories will be shared in this session. Also shared will be innovations that are just now taking hold given the emergence of related technologies and bold leaders willing to use them. In the end, you will have a better understanding of Talent Strategy formulation, measurement, and management; you will be inspired to get it done; and you will view a clear path to create and implement one in your organization. Please join us for this holistic, confidence-inspiring session that will help your organization get where it wants to go.