Archived Webcasts and Podcasts

Compensation analysis/investigation for pay-disparity within a Title VII framework has reached an new level of sophistication that most analysts are unprepared to tackle. Specifically federal enforcement agencies such as the OFCCP are auditing employers on their Total Compensation practice. Unlike traditional compensation analysis on base-pay, Total Compensation requires considerably more advanced analytical strategies to avoid two classic fatal flaws;

1. False Negative: A finding of no pay-disparity when there is, in fact, pay-disparity
2. False Positive: A finding of pay disparity when there is, in fact, pay-disparity
3. This presentation we focus on practical, fundamental analytic concepts and strategies for analysis of Total Compensation.

The purpose of this webcast is to provide human resource professionals in the federal contractor and subcontractor community with a thorough understanding of OFCCP Directive 307: “Procedures for Reviewing Contractor Compensation Systems and Practice”. This Directive clarifies and improves OFCCP procedures in support of the agency's efforts to align pay discrimination enforcement with longstanding principles under Title VII of the Civil Rights Act of 1964. It specifies and sets forth in detail the procedures OFCCP field investigators will follow in reviewing contractor and subcontractor compensation systems and practices. This webcast will cover the OFCCP’s review process so participants are better prepared in the event of an audit.

The Institute for Human Resources (IHR) Compensation Best Practices and Trends certification program was launched on February 14/15, 2011, with a two-day virtual event. Subsequent events have been held on September 22nd & 23rd, December 12th & 13th, March 19th & 20th, June 11th & 12th and September 10th & 11th. Archives of events are available on www.HR.com .

To date, over 7,500 HR professionals have registered for the IHR program. The purpose of this introductory session is to provide you with an update on webcast topics and introduce you to speakers that will be presenting on December 3rd & 4th. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the compensation arena. You will also learn how to network with your peers by visiting the lounge.

Given the uncertainty of future tax rules, limited marketability of a closely held business, and the growing number of business owners approaching retirement age, now is the time to understand how ESOPs (Employee Stock Ownership Plans) work. Come learn about the current ESOP environment from two panelists who serve hundreds of ESOP companies nationwide.

Employee Stock Ownership Plan (ESOP) Basics I. Succesion Planning Options
II. ESOP Overview

• A. What is an ESOP?
• B. Why ESOP?
• C. ESOP Tax Incentives and Mechanics
• D. How to implement an ESOP

III. Advanced ESOP Concepts (Optional Presentation at a future meeting)

• A. Plan Design
• B. Valuation
• C. Administration
• D. Living with an ESOP
• E. Current Transaction Environment

III. Q&A

The Institute for Human Resources (IHR) Compensation Best Practices and Trends certification program was launched on February 14/15, 2011, with a two-day virtual event. Subsequent events have been held on June 6th & 7th, September 22nd & 23rd, December 12th & 13th, March 19th & 20th, June 11th & 12th and September 10th & 11th. Archives of events are available on www.HR.com . To date, over 7,500 HR professionals have registered for the IHR program. The purpose of this introductory session is to provide you with an update on webcast topics and introduce you to speakers that will be presenting on December 3rd & 4th. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the compensation arena. You will also learn how to network with your peers by visiting the lounge.

This session is focused on how to set up a compensation program in a foreign country when a company has never had operations overseas before. It includes advice/information on: 1) Need to understand country labor/employment laws 2) Need to understand any cultural issues that might impact how you design your compensation plans 4) Need to understand the local competitive market 5) How to select the best survey for the new country and how it will differ from U.S. surveys 6) What corporate compensation decisions need to be made --- what is kept global and what is allowed to be local 7) How to develop a merit budget 8) The need to educate corporate management on the differences between overseas compensation practices and U.S. compensation practices This session is a very practical guide for HR people that are in the beginning stages of learning how to deal with international HR issues for the first time.

The Institute for Human Resources (IHR) Compensation Best Practices and Trends certification program was launched on February 14/15, 2011, with a two-day virtual event. Subsequent events have been held on June 6th & 7th, September 22nd & 23rd, December 12th & 13th, March 19th & 20th and Jun 11th & 12th. Archives of events are available on www.HR.com. To date, over 4,000 HR professionals have registered for the IHR program. The purpose of this introductory session is to provide you with an update on webcast topics and introduce you to speakers that will be presenting on September 10th & 11th. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the compensation arena. You will also learn how to network with your peers by visiting the lounge.

Benchmarking Total Rewards, including Executive Benefit Programs, allows plan sponsors to determine how they are positioned within their peer group of companies. In addition to information about cash and equity plans, this benchmarking also provides peer comparisons of retirement benefits derived from corporate contributions to qualified and nonqualified plans.

Companies that know their retirement data can:

• Quantify career retirement income replacement ratios for top executives
• Compare plan designs
• Identify company contributions by source and strategy
• Determine how your retirement plan strategies compare with peers
• Provide analytical data to support:
  • Integrating executive retirement plans with the Total Rewards Strategy
  • Best Practices plan recommendations

If you're a contractor with the U.S. government, you're generally required to prepare an annual Affirmative Action Plan. Compensation analysis is a core component of an Affirmative Action plan, and it's important to understand what data you'll need, how to prepare and validate it, and what kinds of analyses are appropriate. In this presentation, we talk about the current compensation data requirements for Affirmative Action Plans and how those requirements are likely to change in the near future. We discuss the importance of data scrubbing / data cleaning and offer suggestions on some common data validation tools. We talk about how incomplete and/or incorrect data affects compensation analyses, Affirmative Action Plans in general, the overall compliance of the business, and the strategic decisions of the organization. We also discuss some common data pitfalls and how to avoid them. While the presentation focuses on compensation data and analysis within the context of Affirmative Action Plans, the data requirements for compensation analyses, documentation requirements, data cleaning techniques and suggestions on employee groupings equally apply to any analysis of compensation, whether for Affirmative Action Planning purposes or other purposes.

This informative session will focus on the dangers of pay inequity, the importance of analyzing compensation processes, how to establish and maintain fair pay, and the steps to take when correcting inequities. In 2011 the Office of Federal Contract Compliance Programs (OFCCP) and the Equal Employment Opportunity Commission (EEOC) joined forces to make salary equity compliance a top priority. This increased enforcement agenda surrounding compensation will continue through 2012. In an effort to help companies ensure compliance and mitigate potential liability, this informative session, conducted by one of Berkshire Associates’ leading compensation experts, Michele Whitehead, SPHR, will help attendees learn how to identify and eliminate pay disparities in their organizations. Michele will also provide guidance on the basic components of an internal pay analysis, how to overcome compensation equity challenges, and most importantly how to develop a pay analysis project plan.