The Department of Homeland Security (DHS) released a New two page Form I-9 on March 8, 2013. This Form can be used immediately, but will be mandatory as of May 7, 2013. DHS gave employers very little time to make this administrative change, which can be especially challenging for employers that have several people responsible for this function through many different field offices.
This session will review the new Form in detail, and will also review the most common errors based on the new form, including how to correct errors made on the Form.. The initiation of a new form is also an excellent time to review all I-9 policies, including whether to make copies of supporting documents, how to process remote hires and rehires, when to reverify in Section 3, and how long to retain I-9 Forms. The speaker will provide practical solutions, especially for those employers that continue to rely on paper I-9s.
Most retailers agree transforming and improving the in-store experience is critically important for success, but not enough has been said about the role of the store employees who shape that customer experience (positive or negative). Earlier this year, RSR released their benchmark report WFM 2013: The Store Employee in the Customer Age, and noted: “Aside from the instant gratification that comes from taking a product home after a purchase, it’s the store employee that can make the difference to the in-store experience. But getting the most value out of the employee investment remains a challenge.” In this webinar, Paula Rosenblum from RSR will walk us through the report findings and recommendations for retailers nationwide.
As organizations seek to improve the effectiveness of contingent labor management programs, a holistic view of the workforce and strategies for optimizing spend is essential. A solution that combines information about full time and contingent workforces provides visibility into total talent and allows organizations to more effectively source talent, control costs and manage a blended workforce.
This webcast will provide insight into ways that organizations can achieve visibility into their talent pipeline. Key takeaways from the presentation will include:
How an integrated system can manage permanent and contingent workforce
How reporting can be used to change recruitment behavior across your entire workforce
How technology can be used to drive change through the business
Your company does not need just another review of ethics for the payroll department. Do you know that people who cause the most ethical problems are the ones that know the ethics code and how they are expected to behave?
The code of Business Ethics is a set of principles that summarizes a Company’s ethical standards. Its purpose is to guide employees in making good decisions in regards to their position.
This presentation will provide you with real world solutions to build and maintain great ethics, while showing you how to spot ethical issues before they develop and what to do when they arise. We will take a look at roadblocks you face every day and how to put procedures in place to head them off.
The “X” Factors of Expatriate Payroll – Making your Expatriate Payroll Program Perform like a Star digs into the complexities of expat payroll administration including a why the expat payroll process is so complicated, what the customers of the service think about it (e.g. the expats), how to mitigate risks and costs associated with the expat payroll program, and ways to improve customer service. The presentation describes the three components of an effective expat payroll model and the roles and responsibilities of each. The audience will also learn about how the other mobility-related functions such as mobility, HR, finance, tax, legal immigration and accounting can interact with the payroll function to improve the overall success of the mobility program generally.
We will explore what a cloud solution is and how a unified cloud solution helps businesses streamline Payroll, HR, and Time & Attendance. Today's business environment requires a configurable cloud based solution to meet the modern company structure. Multiple roles have different information needs and this requires the need to control access to proprietary and confidential data. Now more than ever, businesses are embracing the use of cloud solutions to streamline the process of delivering information. Cloud solutions go beyond the distribution of materials to include payroll management and human resources applications. The use of this type of tool not only simplifies day-to-day operations, but also reduces operations costs.
Discussion of commong challenges and best practices for running payroll and employing resources in the EU. The content focuses on both the practical challenges of finding and managing payroll vendors around the region, as well as common mistakes companies make with regards to employment contracts, benefits, and country-specific gotchas.
Specifically we will run through how permanent establishment factors in to payroll and employment and why that matters, we will talk about contractors versus employees, contract best practices, the benefits framework and examples of social security in certain EU countries, nuggets of knowledge for common EU countries, and a summary of best practices for planning your international expansion or improving your existing international operations.
The Current Web Technology for Workforce Management and Disaster Recovery session will introduced to the technology side of the tools you use. We will discuss the important pieces, the formats and associate those technologies with keeping the service running for your employees and you in case of a disaster.
We will touch on past technologies with the advancements however we will invest more time in discussion of the “Cloud”. We will float through the perceptions of the cloud, the definition if a cloud environment, and how it can be of benefit along with the risks.
Surrounding the various technologies inclusive of the cloud, we will address what could happen in a disaster, how it could happen and examples of recent situations. We will also look at the various processes and questions to ask in order to help mitigate impact on the operation. Then to assist with choosing a good solution partner we will look at items you will want to consider.
Innovative, powerful, and affordable devices have empowered technologically savvy consumers of HR Technology. They have expect much more than what the HR Tech industry has provided to date. Information is king and simple, on-demand delivery is paramount. These facts have become a major contributor in the acquisitions/mergers of Talent Management vendors by many of the larger ERP providers.
These transactions in the HR Technology arena will affect us all in some way. The opportunity for major and rapid innovation is there. So is the ability to bring industry innovation to a crawl. Based on ERP history, many HR leaders expect it to take years before these transactions affect them directly - That would be a poor assumption and may prove to be costly.
From the cloud to integrations; from mobile to social to the measureable. We will highlight what you really need to know.
Web 2.0 - The Next Generation of Web Technologies
Human Resources and Payroll professionals are constantly delivering information to their workforces. New technologies have come into existence that could assist in that effort, but how do you learn about what is available and how it would work for you?
Do you know what SaaS, Social Networking, Wiki’s, Blogs, and Mash Ups are? It is a bit of a moving target, as these technologies continue to expand and evolve; what should you plan for in the future?
This fast paced session will examine and help you understand these new capabilities, show how other companies have deployed them, and share some of the benefits and downsides of each.