In this program, Tammy McCutchen, a former Administrator of the U.S. Department of Labor’s Wage and Hour Division, will discuss common reward programs for non-exempt employees and how they impact overtime pay. Often, when considering the cost of incentive pay, employers fail to consider the related cost of the increased overtime pay. For example, a non-exempt employee who worked 150 regular hours and 25 overtime hours during a month in which he received a $200 production bonus is also owed an additional $14.29 in overtime. Although this seems a modest amount by itself, over time and for many employees, the overtime costs quickly mount up – as does the risk of class action litigation if the employer fails to pay this overtime.
In addition to providing training on how to calculate additional overtime due on bonuses, incentive pay, prizes and awards, Tammy will also cover reward programs that do not require the employer to calculate and pay additional overtime to non-exempt employees.
Recognition programs must have executive level support to be successful. This program focuses on five key strategies to help you present your recognition program to executives and get their buy in to move forward with your recognition initiatives.
If you are tasked with gaining buy-in from executive management for your recognition program, this presentation will introduce five strategies to help you explain the scope of your program, resource requirements, implementation techniques and anticipated results.
The strategies include:
- Presenting the Business Case
- 8 Major Objectives of Successful Reward Programs
- Key Reward Rules
- Implementation Factors for Success
- Action Plan for Roll Out
Building a WOW! Recognition Culture is a fast-paced, fun, and informative seminar that equips HR professionals and business leaders with an understanding of how to engage employees through effective recognition.
Learn how to keep employees engaged and motivated. Developing a culture of recognition, in which employees are genuinely acknowledged for their contributions is more important than ever in a challenging economy - not only to bolster flagging spirits, but as a means to maintain productivity, profitability, and retention of key employees. This presentation demonstrates key findings on how recognition strategies impact business goals, and provides real-world examples and practical solutions for implementing or enhancing a recognition initiative. Attendees will take away ideas that they can put into practice starting today.
Your timekeeping and payroll systems can be your worst enemy or your best friend – generating documents that can make an overtime lawsuit impossible to win, or documents that will establish employees were paid for all hours worked at the correct overtime rate. Particpants in this session will learn from a former Administrator of the U.S. Department of Labor's Wage and Hour Division how to uncover the overtime violations that may be lurking in their company's timekeeping and payroll systems, including rounding violations, unpaid pre- and post-shift time, improper deductions, and regular rate violations. Particpants will also learn of best practice processess for preventing those violations.
5 Strategies to Get Executive Buy In For Your Recognition Program
Recognition programs can successfully impact your business if they are planned appropriately, have a clear and agreed upon purpose, the benefits are of value to employees and executive leaders support it.
Without executive buy-in you’ll waste a ridiculous amount of effort, time and energy on planning an initiative that coulda, woulda and shoulda had a huge impact on your culture but like a spooked horse at the start of a race, never makes it out of the gate.
If you’re tasked with gaining buy-in from executive management for your recognition program, you are in an exciting position! This presentation will introduce five strategies to help you explain the need and scope of your recognition program, resource requirements, implementation techniques and anticipated results.
How to Present Your Business Case. Executives are busy and you need to be efficient and clear on why this program is important. We will talk about 3 ways to get the most important information across right out of the gate.
8 Major Objectives of Successful Reward Programs. Every reward program has key components that make it effective. We will review each of these components that should be part of your presentation to executives.
Key Reward Considerations. There are several considerations to take into account when designing your reward program. These considerations should be well thought out before you present to the exec team.
Implementation Factors for Success. We will review several factors for implementation success including training, task teams, analysis, usage guidelines, and more.
Action Plan for Roll Out. A clear plan for the roll out of the program should be defined for all executives to support. We will outline action plans for rolling out a successful initiative.
Many traditional forms of recognition and compensation are not working and executives want to know why. It used to be easy; recognition was all about logoed, trophy-value awards that were custom-made to carry a lasting company message to predominantly Baby Boomer employees. Today, there are four distinct generations in the work force and the Millennials are demanding very different approachs to recognition and compensation … or at least that’s how it appears!
The vendors, who forever have been simply proving the “stuff” assuming that their clients know why they’re buying it and how to properly hand it out, are partly to blame. We as an industry have not done a very good job of teaching our customers the difference between recognition and compensation, how to best use these tools, and most importantly, how to measure the results and prove ROI.
Recognition is a powerful tool in helping employees become and remain engaged in their work. Employee engagement, as defined in a recent Towers Watson survey, “ is the extent to which employees “go the extra mile” and put discretionary effort into their work — contributing more of their energy, creativity and passion on the job.” Learn how companies can create a high performance culture with employees around the world using recognition as a strategic engagement tool. John O’Brien, Vice President of the Employee Performance Group at BI WORLDWIDE will present Creating a High Performance Culture on October 29, 2012 from 10-11 am central time. Attendees will learn a global recognition model to engage employees, best practice standards for recognition design, global recognition case studies and industry trends and best practices. John O’Brien is the Vice President of BI WORLDWIDE’s Employee Performance Group. In his leadership role, John’s primary focus is to develop employee engagement strategies and solutions that change the behaviors of employees to align with our customers’ business objectives. John has worked at BI WORLDWIDE and the employee engagement industry for 27 years. He also serves on the Board of Directors for Recognition Professional International. As a board member, John educates HR professionals around the world on how to best engage their employees through employee engagement strategies, solutions and best practices. John holds a Bachelor’s degree in Behavioral Psychology and Communications from St. Cloud State University, St. Cloud Minnesota.
The numbers don't lie. While North American companies spend $38 billion annually on incentives for their employees, 70% are not engaged and 60% are actively looking for work citing lack of appreciation as the reason.
It’s time for a reality check - monetary incentives don’t buy workplace happiness. The age old methodology of motivation, using monetary ‘carrots’ – such as perks or financial remuneration – has a weak exchange rate with today’s knowledge worker, for whom the most valuable currency is recognition. As the Harvard Business Review explains: “Though necessary, these extrinsic motivators [perks, promotion, pay] don't necessarily excite people to work smarter or harder. Instead, they prompt employees to do only the minimum required to get that next raise or job title.
In this 60-minute webcast, David Bator, Director of Marketing & Customer Strategy will talk about the win-win that non-monetary social recognition delivers to organizations. Using customer case studies, David will demonstrate that social recognition is not only far less expensive than traditional monetary rewards programs but has also proven to be more effective in engaging a motivating knowledge workers.
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.
Employees have spoken – and less than half of them are satisfied with their reward and recognition programs. Do you know how effective your programs and program investments are? Managing and motivating people today demands a deeper understanding of human behavior and motivation, as well as the values, attitudes, preferences and intentions of your own employees. This webinar will share recent insights from human science, particularly from the area of social cognitive neuroscience and behavioral economics that shed new light on what really makes us tick. You will also learn about a recent study that informs new best practices on designing effective reward and recognition experiences, and why you can’t afford not to design your programs with deeper insight from the employee, or human perspective.