USCIS recently released a new Form I-9 that all US employers will be required to use for new hires, rehires, and reverification starting May 7, 2013. This webinar will address changes to the Form as well as address continued compliance concerns associated with I-9 and E-Verify policies and recordkeeping. In this regard, Office of Special Counsel and Immigration Customs and Enforcement actions will be reviewed to identify areas where employer representatives should focus and recommend corrective action. It will also assess recent cases and settlements to identify employer concerns and best business practices companies should put in place. The webinar will review proposed immigration reform and likely changes to E-Verify and the use of the I-9 Form in the future.
Every person recruited by a recruiter or staffing professional has the potentials to create a disaster if the candidate is hired and proves to be dangerous, unqualified, unfit or dishonest. A recruiter can choose to simply roll the dice and leave their fate and professional reputation to chance, or a recruiter can learn the basics of due diligence in order to legally recruited safe, qualified and honest workers. In this webinar, learn how to legally select honest and qualified people for your clients or organization by using best practices to avoid bad hires and the professional and legal fallout just one bad hiring decision can create. In addition, understand recruiters legal liabilities if a background check are not done right. The session will also cover the legal limits on recruiters using social media as well as the increased focus on practices that do not discriminate.
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.
Facebook, Twitter, and other forms of social media are an inescapable part of modern life. Employers' attempts to control social media in the workplace have recently become a primary target of National Labor Relations Board ("NLRB") charges for unfair labor practices. And, the majority of policies reviewed by the NLRB have been found to be overbroad.
“Social Media Policies & The NLRB: Practical Guidance for Navigating the Latest Litigation Minefield” identifies the advantages and disadvantages of having a stand-alone social media policy, and walks through recent decisions and provides an analysis of NLRB guidance to discern the permissible limitations of policy language.
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?
Social media use in recruitment is growing, with 48% of companies surveyed stating they already use or plan to use this tool. The issue complex and the legislation is changing, making it vital for you to be up-to-date. Do you know your employees’ rights? Are you aware of your obligations when it comes to social media in recruitment?
In this webinar, XpertHR contributing author, Karen Michael will explore a variety of situations where you might want to consider using social media, from requiring passwords, to “shoulder surfing” to “friending” candidates and social media background checks. In just 60 minutes, this webinar will arm you with the key points you need to know about the legal issues involved with social media and hiring, including upcoming changes to the law. Helping you recruit with confidence, while ensuring your organization is complying with the law.
Don’t miss out, claim your space today to help ensure you’re informed.
Wondering about the effects of email, instant messenger or pornography on your business? How much overtime are you paying to employees who punch in early or stay late? And then there is always “buddy punching” – what is that costing your business?
The material in this session will cover these topics as well as help identify some tools you can implement to counter their corrosive effects.
Understanding just a little more about the foot print and fingertips of your employees can make a huge difference on your bottom line. Even if you already deploy Time and Attendance or employee monitoring, you will like learn more about these topics in this session.
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.
Research from SHRM shows that 96% of HR professionals conduct reference-checks, yet less than 25% of those checks are able to produce adequate information beyond employment verification. This session will examine why reference-checking has not been effective traditionally, and then will shine fresh light onto its modern-day evolution as an opportunity to collect 360-degree feedback that predicts performance and retention.
Improve your entire hiring strategy by obtaining information about a candidate’s behaviors and skills before the hire. Leverage the feedback from references to guide the hiring manager’s interviews and to plan on-boarding and development programs. Gain an understanding of the newest scientific research from industrial-organizational psychologists supporting the reliability, compliance and validity of online reference-checking, as presented at the 24th annual SIOP conference.
Also, see an overview of how this technology infuses consistency into each reference-check, obtains scores that identify developmental needs of candidates, and captures open comments from references about a candidate’s strengths and weaknesses.
Learn how to improve quality-of-hire by:
Getting behavioral feedback from 4 or more references in less than 2 days for each candidate
Comparing results for multiple candidates
Avoiding the 10-15% of candidates who may become bad-hires