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.
Extraordinary Performance Alignment Via Talent, Customer and Operational Rewards Centricity Overview
True innovation and dramatically improved compensation practices are called for across organizations, and yet in most entities, less than 20% of rewards are actually aligned to performance metrics and key business outcomes. Most CEO’s and top HR leaders intuitively know this, and yet a way forward for most companies has been glacially slow to materialize. This webinar, drawing on case examples of hundreds of companies, will identify “next practice” methods to creating more effective compensation and rewards systems.
The session will help participants discover the key business drivers and outcomes that compensation programs must support via “line of sight” alignment techniques.
This is a comprehensive session for those leaders who want to demonstrate both program effectiveness and the ROI of rewards and compensation management
A growing number of companies are enhancing the way they communicate pay to shareholders. And for all key stakeholders involved with executive compensation, it’s about time. Since the 2011 implementation of mandated ‘say-on-pay’ votes under the Dodd-Frank legislation, attention surrounding ‘pay-for-performance’ alignment has focused on the performance side of this equation, specifically on how to measure performance.
Meanwhile, the pay segment has been relegated to inconsistent application of facts, hyperbole and overall insufficient consideration on what actually should be included in pay for purposes of determining alignment with performance.
Current methods used in evaluating the extent to which an executive’s compensation correlates with company performance have fundamental flaws and provide inconsistent conclusions. Join us for our webinar Realizable Pay: Changing How Companies Communicate Executive Pay to Shareholders as we examine the emergence of realizable pay and its prominence in the pay-for-performance discussion, and considerations to help optimize the pay-for-performance message to shareholders.
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.
As equity plan design continues to take on new shapes and sizes, it is easy to get lost in the myriad of the choices now available. Confusing acronyms will be thrown at you. You need to know the questions that add clarity. Learn to speak the same language as your executives, consultants and stakeholders. Spend this time comparing and contrasting administration, communication, pluses and minuses of: nonqualified vs. incentive stock options; restricted stock vs. restricted stock awards vs. restricted stock units; and Section 423 vs. nonqualified employee stock purchase plans.
This face-paced and dynamic presentation covers more ground that you can imagine while leaving attendees confident that they have the ability to understand and use valuable new information. The presenters will explain how each equity instrument works. You will learn what makes them similar and different. Understand how employees make money, plan for taxes and why each tool in the equity compensation toolbox exists.
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.
If you follow Social Media, you’ll see all kinds of simple, new, “flavor-of-the-week” ideas, sure to appeal to your younger, Gen Y employees (the toughest group to win over), but what about your older folks, and those Gen X people in the middle (the least trusting group)? It comes down to a balanced approach that starts with engaging people emotionally in a way that earns trust. Then, you need to offer them intriguing and rewarding ways to contribute to the organization’s success and share in the benefits. If you’ve won them over and they trust you, this will be seen as a positive way for them to help themselves and the company. If you haven’t, they will see it as subtle manipulation. Next, make it fun, but fostering teamwork, make it easy for managers and peers to recognize and thank each other for their efforts. Lastly, measure results, compare with previous benchmark data, tweak and modify to keep things in line with your current goals and objectives. And finally – share the good news with your CFO! It works if it’s structured well and launched the proper order.
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.
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.