In an effort to save costs, employers are moving toward a workforce increasingly comprised of independent contractors. Unfortunately, independent contractor classifications, when done incorrectly, can result in the violation of a host of employment laws (ranging from wage and hour laws to discrimination laws).
This fast-paced presentation will cover recent developments creating greater exposure and risk with respect to independent contractor classifications. The presentation will then address the multitude of laws that may be violated as the result of incorrect independent contractor classifications. We will address the numerous factors that go into determining whether a worker is correctly classified as an independent contractor. The presentation will then provide practical guidance to ensure that such problems are avoided in the future.
Time will be reserved for questions throughout the presentation.
New federal and state cases and regulations continue to further complicate the already complex leave of absence arena. In this interactive presentation, we will focus on the increasing divergence between the FMLA and the CFRA, new Fair Employment and Housing Commission’s pregnancy disability leave regulations, changes to FLMA and the CFRA, and changes at the Department of Fair Employment and Housing. We will also discuss employer best practices for managing an employee’s leave of absence, including intermittent leave, the differences and interactions between types of leave (FMLA, CFRA, Pregnancy, etc.), and when an employer can allow or require use of accrued vacation, sick, and paid time off during a FMLA and/or CFRA leave. This presentation will be helpful for employers based in California or that have employees working in California.
In this one hour presentation, attorney Jahmal Davis, an employment law expert, and Sandra Paredes, Director Consulting Services with HR Options will review legislation changes and recent court decisions impacting California employers. It is important for employers to prepare for 2014 by understanding the impact of these changes and to ensure your company’s compliance with policies and procedures related to this legislation.
The recent court decisions and legislative changes they will review during this webinar include: Social Media, Privacy, Employee Retaliation and San Francisco’s Flexible Workforce Ordinance. They will provide practical, easy to understand information and an opportunity for participants to ask live questions. At the end of the seminar you will have a better understanding of what laws affect your company, how to review your current policies and what Best Practices apply to these legislative changes.
Temporary, freelance and project-based workers are fast becoming a staple of the U.S. workplace and research suggests that around a third of all jobs are now temporary in nature.
While utilizing temporary labor can provide significant cost savings over taking on internal, direct hire workers, engaging temporary staff of all kinds can expose your company to significant risks....especially in the great state of California!
Our virtual conference - led by Emergent President, Bill Inman - will alert you to key CA compliance issues to watch out for and will show you how your company can mitigate these risks effectively.
Forty per cent of businesses plan on hiring temporary workers in 2013 and this number is likely to increase over the next few years as businesses realize the benefits of a more flexible workforce.
However, as the usage of temps and contractors grows, rules and regulations regarding the usage of these workers (and the associated litigation surrounding them) will continue to grow, both at a federal and state level.
To avoid bad hiring decisions, employers have increasingly turned to pre-employment background screening as a risk management tool. No screening program can be conducted without a full understanding of a number of “only in California” laws that makes background checks and due diligence unique and different than the other 49 states. California law provides that an employer or screening firm can be sued for $10,000 for failure to follow each requirement, even if no one was actually harmed. Conversely, failure to exercise due diligence is a sure way to get sued. To add to the confusion, federal and state courts have struck down part of the unique California rules and the legal situation is still very fluid. In this session, discover how California employers can both satisfy due diligence and the special state legal requirements.
In the current social and legal climate, workplace investigations are under the microscope. Retaliation claims have skyrocketed, whistleblowers are celebrated, Dodd-Frank provides a bounty payment, and there is an increased and growing attention to corporate misconduct.
When you start any workplace investigation, you need to consider that the process you follow in conducting that investigation and the conclusions that you reach will be subjected to thorough legal scrutiny and will also be evaluated by a jury, judge or arbitrator for its inherent fairness.
This 1 hour webinar program is designed to review the current legal trends in relation to the role of the investigator, cover how we should plan, conduct and conclude a workplace investigation and identify the best practices for appropriately documenting the investigation.
California employers are subject to various statutes governing allowing employee accommodations and leaves-of-absence. This highly-regulated area of law is a source of consternation for many, and the interaction and overlap of the various laws – including the Family Medical Leave Act, the California Family Rights Act, the Fair Employment & Housing Act, the Americans with Disabilities Act, and California’s Pregnancy Disability Leave Law – is a common area of confusion.
This presentation provides an overview of the relevant state and federal statutory framework and the obligations each imposes on California employers. We will discuss the ways in which these laws interact and overlap with one another. And, this presentation focuses on walking through an analysis of hypothetical situations to ensure that attendees understand the ways in which the laws are applied in realistic situations.
This 15-minute webcast will provide information on the Institute for Human Resources: HR in California certification program.
The purpose of this webcast is to introduce attendees to the virtual program and will review some background information on HR.com as well as the Institute for Human Resources, which has a total of 23 different certification programs.
All of the webcasts (with the exception of this introductory one) are approved for HRCI re certification credits - both as webcasts and as eLearning credits. These credits are tracked on the individual's HR.com membership profile and this will be reviewed as well.
The Institute for Human Resources: HR in California also has its own certification program. This session will provide an overview of the program, what features are included free of charge as well as what purchase options are available.
Hiring the best talent is a top priority, and pre-hire assessments are a valuable tool. When these assessments are implemented properly they can help predict future job performance, turnover, and cultural fit. However, if not legally compliant, an “off-the-shelf” assessment can lead to costly and time-consuming audits and potential lawsuits, which can negatively impact an organization in many ways.
The cost of non-compliance is quite high. For cases relating to external hiring, the average fee to settle out-of-court is $590,266 per EEOC case and $668,785 per OFCCP case. In situations where cases actually go to trial and are ruled in favor of the plaintiff, the average cost to the organization is over $13 million!
While the government’s view of healthcare and hospitals is still somewhat vague, it has been widely reported that the US Department of Labor, the OFCCP and the EEOC all believe that the healthcare sector will be scrutinized heavily on the subject of compliance.
In this presentation we will:
• Learn what to avoid when vetting pre-hire assessments and vendors.
• Explore what makes an assessment TRULY statistically valid.
• Examine the pre-hire process and discuss how seemingly harmless steps can present significant risk.
• Identify key areas MOST at risk for scrutiny and audits.
• Look at research and data findings from a simplistic and accessible point of view.
• Develop a checklist of actions that you can immediately apply to your pre-hire process to lower
Organizational Strategic Plans are calling for talent to deliver on aggressive agendas with limited resources in a whole new set of work realities. It is vital that HR professionals adopt a whole new approach in regards to ensuring that human resources are able to deliver on the strategic goals of the organization.
Join Cy Wakeman, New York Times bestselling author and blogger, in this session where she’ll introduce a revolutionary new performance metric for quantifying employee value to the organization. Cy will reveal five groundbreaking findings, “New Rules of the Workplace” that call for HR to completely change its approach to managing change, measuring performance, and creating engagement to truly support business missions and strategies.