Employers wishing to verify that their employees are healthy and fit for work, are likely to need some help navigating the ADA. In this webinar, Tyler will help HR professionals understand the ADA’s restrictions on an employer’s ability to make a disability related inquiry or require employees to submit to a medical examination, and provide them with the tools they need to avoid legal problems when working with this tricky law. He will outline a set of criteria that employers can apply to determine if a medical inquiry or test is legal under the ADA, and will explore related questions employers face using examples, case law, and guidance from the EEOC.
Do you know what a strong Fatigue Management Strategy (FMS) looks like? If you answered happier employees, you would be wrong. Quick level set: what is Fatigue Management? In the simplest terms, Fatigue Management is a collection of policies and practices designed to prevent employee fatigue caused by working too much. This webinar is going to set the stage by defining what a Fatigue Management Strategy looks like, why there is a need and more importantly, we’ll discuss how you can implement a Fatigue Management Strategy. Approaching Fatigue Management strategically empowers a hospital to improve nurse safety and ability to deliver superior patient care.
The employer mandate final regulations were released on February 10th and there were some significant changes that employers need to be aware of right now. The remainder of 2014 is the planning year and the decisions you make now with your workforce will have a financial impact on your health plan next year. We are going to help clarify and define the rules surrounding the “pay or play” requirements whereby employers will pay penalties if they don’t offer coverage, or coverage that meets the minimum requirements in 2015.
This presentation will address the following key components to help employers prepare now:
1. Who is subject to the employer mandate in 2015?
Hint: This was changed from the previous requirements and is revised with the February 10th update. Employers over 100 full-time equivalent employees needs to pay particular attention.
2. How do you measure your variable hour employees to determine if they are required to be offered coverage to avoid penalties in 2015?
3. What are the varying testing and measurement options to follow this year under the special transition rules?
4. What implications are there for contingent workers, meaning temporary employees or independent contractors?
5. How do I avoid any litigation pitfalls inherent with PPACA implementation?
6. What is my checklist and next steps to ensure my company is compliant with the requirements?
You would be surprised to know how much having the right person in the right position can not only positively affect your organizations culture but also your HCAHPS scores. Making a poor hiring decision can lead to lingering regrets, higher turn-over, and potentially staggering costs. In healthcare, the ultimate risks to patient satisfaction, outcomes, and safety make hiring decisions especially critical.
Fortunately, you can consciously hire better candidates that help achieve outstanding patient satisfaction scores—and many human resources leaders are already doing so. Hospitals are increasingly hiring based on an employee’s proven ability to conform to, and deliver against, HCAHPS standards.
Discover how more than 800 hospitals are utilizing new tools and techniques to identify candidates with the right stuff, and the impact it is having on their organizations.
Benefit plans are subject to a seemingly never-ending procession of compliance requirements, and even minor problems can lead to significant consequences for employers, fiduciaries, and participants. Fortunately, there are a number of ways you can deploy plan documents and summary plan descriptions to minimize the likelihood of problems, and when Murphy’s law inevitably rears its head, the IRS and DOL offer a number of correction programs that can be used to cure the most common benefit plan ailments. In this session, you will learn practical plan drafting techniques to help you avoid compliance problems along with the (relatively) painless ways that common problems can be corrected under IRS and DOL guidance.
While laws concerning social media are just beginning to emerge, most of the applicable legal landscape is speculative. As a result, most employers sure of their legal responsibilities or how the legal situation surrounding social networking interacts with other laws. More importantly, most employers do not know what their employees are doing in the social media sphere until it becomes a problem. This situation of uncertainty has resulted in countless lawsuits ranging from wrongful termination to discrimination and beyond.
The purpose of this presentation is to identify key issues and pose strategic questions to help guide managers to make more informed decisions when navigating social media issues within their organizations. Thereby helping employers to understand and mitigate the legal risk associated with social media in the workplace. We also will discuss important legislation, administrative enforcement actions, and cases impacting and shaping the legal landscape of social media in the work place. Additionally, we will specific considerations in developing a social media policy.
While many organizations offer employee assistance programs, employees don’t often use these helpful resources. U.S. Bank’s Sandi Boller shares how her organization has successfully transformed employees’ EAP awareness, perception and utilization. During this webinar, Sandi will share the four strategies U.S. Bank uses to drive usage of their EAP, Ceridian LifeWorks. These strategies include engaging leaders, leveraging numerous communication channels (especially their intranet), promoting phone consultations, and focusing messages on convenience and tangible savings. Sandi will also provide examples of these strategies so that you can learn from U.S. Bank’s impressive results – a 185 percent increase in EAP utilization! At the conclusion of the webinar, you’ll have great ideas for tactics you can apply to improve your organization’s use and benefit from employee assistance programs.
* Please note that this webcast doesn't qualify for HRCI credits.
Join us for a practical introduction to the various federal, state and local US labor and employment laws (Title VII, Equal Pay Act, ADA, ADEA, Civil Rights Act of 1991) that influence day-to-day activities in the workplace.
Included is a discussion of employment discrimination based upon age, disability, gender, race, religion and other categories; sexual harassment (quid pro quo and hostile work environment); retaliation; at-will employment; contractual employment relationships; elements of the various statutory claims (defining protected classes, burden shifting, adverse employment actions and defenses and EEOC charges); employee handbooks; in-house training sessions for managers and/or employees as to compliance issues; designation of EEO compliance officers; complaint procedures; and investigation/remediation procedures.
If you've ever asked the question, Why Should I Get Certified? This Webcast will provide you with the answers you need to make the best decision.Certification gives you the chance to advance above the competition by proving that you are staying in touch with current issues and the constant changes in the industry. HR.com is the ONLY PLACE where you can earn IHR (Institute for Human Resources), HRCI and WorldatWork (benefits and compensation webcasts only) credits all at the same time.
We will review:
- The Importance of Certification
- Earning HRCI Recertification Credits (PHR, SPHR, GPHR)
- Earning WorldatWork Recertification Credits
- Picking the right IHR Program (Expert Certification & Certificate Program)
- Searching for Webcasts
- How to use your "My Certification" profile
- Registration and Exam Process
If you are in the process of completing your HRCI recertification this webcast will show you how to utilize HR.com to get the credits you need on your schedule. The presentation will be followed by a Q&A session and onsite demonstration.
It’s what you do in 2014 that will determine the Affordable Care Act (ACA) penalties that your organization could face in 2015. In fact, you should already have the systems in place to manage the legislation, handle IRS reporting, and calculate “look-back” periods for each employee.
However, with variable-hour and part-time employees, tasks like determining eligibility and collecting information for IRS reports can be perplexing.
If you’re like most, this leaves you with concerns and questions around which hours actually count towards eligibility, how you’ll manage overlapping look-back periods, and the impact or potential risks you could face.
Join ACA experts Kristin Lewis of Equifax Workforce Solutions and Tom Dowling of Stinson Leonard Street for a complete playbook to calculating look-back periods, reporting to the IRS, and managing the legislation in accordance with ACA regulations.