Complying with labor and employment laws relating to social networking

AAEAAQAAAAAAAA1ZAAAAJDU3NDljMGQ4LWY0M2UtNGE5Mi1iYjI4LTk3MjI0NDE3ZTIzOQ

The flurry of labor and employment laws and regulations dealing with social networking in organizations makes it difficult to formulate a solid policy. Organizations have to comply with laws from these regulatory agencies and legislations in developing and implementing their own policy with regard labor and employment laws relating to social networking. These are some of them:

  • The Financial Industry Regulatory Authority (FINRA)
  • The Federal Trade Commission
  • The Genetic Information Nondiscrimination Act
  • The National Labor Relations Act
  • The Health Insurance and Portability Act.

The government can use the provisions of any of these laws to deal with labor and employment laws relating to social networking. All of these laws, of course, are in addition to the various state security requirements and many other laws related to these.

Employers and employees are caught in a bind

Despite the existence of these many laws; there is no real clarity about what to allow employees to do and what not do when it comes to labor and employment laws relating to social networking laws. What does an employer do when both disciplining employees for their comments and not doing so can result in unwelcome consequences?

Courts have now become proactive in dealing with labor and employment laws relating to social networking lately, as the number of recent judgments in this area indicate. These judgments have been specific to the various industries that deal with labor and employment laws relating to social networking.

Get to understand these laws and legal issues

In order to help employers and employees in various industries get a proper idea of how to deal with labor and employment laws relating to social networking, TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing a webinar.

The aim of this webinar is to impart understanding of how all these judicial decisions affect organizations that have to deal with labor and employment laws relating to social networking.

The speaker at this webinar, Susan Desmond Fahey, a Principal in the New Orleans, Louisiana, office of Jackson Lewis P.C., will seek to explain how to make sense of these legal issues, and how these judgments need to be implemented. She will explain how organizations that deal with labor and employment laws relating to social networking need to take decisions relating to social networking use by their employees in the light of these judgments.

To register for this webinar, please visit TrainHR

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Attendance at this webinar also makes a participant eligible for recertification credit from SHRM. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

Human Resource Professionals, Business Owners, Risk Managers and those responsible for compliance with Sarbanes Oxley can gain complete and proper understanding of how labor and employment laws relating to social networking apply to their organizations, the impact of these laws, and all other related aspects of this subject.

Understanding of labor and employment laws relating to social networking

Susan will show what policies and actions an organization that comes under labor and employment laws relating to social networking needs to take in order to be compliant with the laws. She will cover the following areas at this very valuable webinar:

  • Identification of social media
  • Why social networking has become the human resource professional’s latest friend.
  • Why social networking has become the human resource professional’s latest enemy.
  • The National Labor Relations Board’s position on disciplining employees for statement made on social networking sites
  • The Financial Industry Regulatory Authority’s position on social networking
  • The Federal Trade Commission’s guidelines regarding businesses using social media for endorsement purposes
  • What GINA says about social networking and obtaining employees’ genetic information
  • When employee statements can violate HIPAA
  • When can a human resource professional use information on social networking sites in conducting background checks
  • What policies you should consider to protect your company from inappropriate comments on social networking sites
  • How to protect your company’s reputation from the disgruntled ex-employee who takes to social networking sites for revenge.

 

Advertisements

Payroll Deduction –an overview

Dollarphotoclub_71491944

Payroll deduction is a tricky job. Payroll professionals have to wade through innumerable, elaborate laws that apply to different kinds of pay. If one kind of payroll deduction applies to an employee who lives in one state and works in another; another kind of payroll deduction has to be followed for an employee who works in a company which is situated in another state. Residence of the employee, the state in which the company for which she works is registered, the state of which an employee has citizenship and the state in which she works or stays –all these are important factors and parameters that go into a payroll deduction.

Further, federal and state deductions vary from one state to another. In addition, there are hierarchies of payroll deductions, meaning items for which deductions are to be are prioritized. Certain deductions take priority over others. All in all, payroll deduction can get very complicated if the payroll professional is not thoroughly familiar with all the rules and regulations, as well as the exceptions to the payroll.

Get to understand all the aspects of payroll deductions

Offering clarity on the areas of payroll deductions is the intent of a webinar that is being organized by TrainHR, a leading provider of professional trainings for the healthcare industry. At this webinar, Dayna Reum, Payroll Tax Manager at PetSmart Inc., who has been heavily involved in the payroll field over 15 years, will be the speaker.

In order to have your confusions over the many areas of payroll deductions cleared, please enroll for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701756LIVE?wordpress-seo

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Attendance at this webinar also makes a participant eligible for recertification credit from SHRM. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

Content of the webinar on payroll deductions

live-payroll-feature

At this webinar, Dayna will offer a general overview of the types of deductions that employers take from an employee’s check. She will review the laws that surround all types of deductions that an employee can take with or without employee consent, along with how to properly calculate the deductions. She will equip the participants with the knowledge that will make them rest assured that the way by which they process employee payroll deductions are in accordance with the law at both the federal and state levels.

Complete learning on all the problem areas of payroll deductions

In offering reviews of the Federal and State laws on payroll deductions; the speaker will highlight the difference between required tax deduction and tax deductions that the employers are not required to withhold. She will explain how to make the proper garnishment calculation based on the Federal Consumer Credit Protection Act.

Another important learning she will offer is how to properly refund before tax deductions, what deductions require employee written consent, and what precautions to take with regard to employee payroll deductions according to the State DOL. Special IRS rules for Loan and advances given to employees.

Payroll Professionals, Compensation Professionals, HR Professionals, and Benefit Professionals will derive a lot of value from this webinar. It will cover the following areas:

  • Benefits Deductions
    • Before tax and after tax deductions
    • Cafeteria 125 Deductions
  • Garnishment Deductions
    • Child support limits and beyond
    • Federal and State Tax Levies
    • Creditor Garnishments
  • Taxation
    • Mandatory taxes versus courtesy taxation
  • Employer Deductions
    • Overpayments
    • Advances and Employee Loans
    • Non- Cash overpayment legality
      • Cash Drawer Shortage
      • Theft

 

Handling travel pay

texas-payday-law-final-paycheck

Both the Internal Revenue Service (IRS) and the Department of Labor (DoL) have requirements that need to be met when considering compensable travel pay. The requirements for this segment of pay have to be met from gross pay and overtime calculation.

Many components go into making this calculation. Factors such as one day assignment but overnight concerns, waiting time, meeting and training regulations come into play. Making these calculations rightly is important to meet the requirements set out by the DoL and the IRS. The requirements of both these departments have to be satisfied if incorrect entries have to be avoided.

Knowledge of how to apply them is important

Further, IRS regulations need to be grasped properly for gaining understanding of taxable and non-taxable expenses such as how to properly handle spousal travel and frequent flyer miles.

This requires a proper understanding of the way the requirements are set out by these two departments, plus clarity of how to apply them. This is the teaching a webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will be imparting.

Dayna Reum, who is Payroll Tax Manager at PetSmart Inc., and has been heavily involved in the payroll field over 15 years, will be the speaker at this webinar. To gain understanding of the way travel pay has to be handled from a payroll perspective; please enroll for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

All areas of travel pay

In this session, which will be of value to everyone connected with the payroll, such as Payroll Professionals, Compensation Professionals, HR Professionals, and Benefit Professionals; Dayna will cover the following areas:

  • Gross Pay/Overtime Concerns
    • Defining “Hours Worked”
    • Preliminary and postliminary Activities
    • “On-Call” Time
    • “On-Duty” Waiting Time
    • Training And Seminar Time
    • Travel Time
  • Taxation and Expense Concerns
    • IRS Travel Expense Concerns
    • Accountable and Non-accountable Expense plans.

Collaboration is important for getting things done, if handled properly

166-lg

Collaboration is an essential part of our lives and careers. It is a great means to getting things done when it is not possible for us to carry out all our work ourselves. What did you do when you built your house? Did you carry out all the work related to construction, such as painting, plumbing or electrification yourself? Didn’t you employ the people with the right skills and knowledge for carrying out their respective tasks?

The same goes for collaboration at the organization, because it is simply not possible for anyone to carry out all their work themselves. Collaborations and alliances are necessary for getting a number of things done in an organization. They are important to not only save time, but also to reduce costs and improve efficiency. Collaboration is something like extra hands for an organization.

Helps reduce effort, increases the bottom line

Collaboration, internal or external, helps organizations cut down failure rate by over 60 percent. It can help the organization improve its bottom line by a good 15%. This sounds good, but the important factor that has to be taken into account is how to bring about this collaboration.

Like all other team endeavors, collaboration carries great benefits, but only if it is got right. Properly conceptualized and implemented collaboration brings about many benefits, because if we could delegate a few tasks, we can concentrate on our core tasks and achieve better results. Proper collaboration has these five characteristics:

  • It should be a long term plan for the organization. It should not be just an ad-hoc measure
  • Choosing the right allies who gel from both the business and cultural perspectives
  • People with the right understanding, desire, and willingness to spend time with the alliances apart from carrying out their other duties and responsibilities should manage the collaborative efforts
  • It should not be arbitrary and unilateral. Not just the person dealing with the alliance, but everyone else who matter to that effort has to be in the loop
  • It should be aimed at bringing about a balanced approach to growth.

In-depth understanding of all aspects of collaboration

An in-depth understanding of this important aspect of an organization’s team effort will be offered at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. Jan Triplett, CEO of the internationally recognized Business Success Center, and an entrepreneur, author, speaker and small business activist, who is a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes, will be the speaker at this session.

Want to understand how to make collaboration work for your organization? Then, enroll for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

Collaboration 2.0 and all its elements

Dr. Triplett will familiarize participants of this webinar with all the elements of what it takes to make collaboration successful and productive. She will explain all the issues surrounding collaboration in what she terms “Collaboration 2.0”. The points she will describe at this session will be of immense value to professionals who need this tool to improve efficiency in their work and their organizations. These include owners of businesses, C- Level management staff, department heads, Marketing & Sales Directors with inside or outside Sales Teams, Operations Managers, vendors to larger businesses and non-profit Presidents or CEO’s.

The following areas will be covered at this webinar:

  • Determining when a collaboration or alliance is the right answer for the situation
  • Choosing the right allies, the right agreement (formal or informal), and the right success measurements
  • Creating an early warning system to identify problems before they cascade
  • Implementing the Plan -timeline, expected results, budget management
  • Getting “buy in” from the top to the bottom of the organization
  • Tracking and Evaluating the Plan
  • Adjusting the Plan
  • Exiting from the Alliance.

SHRM recertification powers TrainHR courses!

trainhr-shrm

 

TrainHR courses, which were already heavyweight, have now become fortified with Society for Human Resource Management (SHRM) recertification! With this, TrainHR’s courses will now come with the SHRM recertification tag.

So, why should it matter? Hasn’t TrainHR been organizing courses over the years that have helped thousands of HR professionals in their field? Well, what this recertification label means is that the Society for Human Resource Management puts its official stamp on TrainHR’s courses. SHRM-approved courses, as is well known in the industry circles, carry higher value and relevance to the participants.

These trainings are more perceptive, up-to-date, and current. This makes TrainHR courses even more power packed with the ingredients that HR professionals need to stay updated on the latest in their industry.

Plus, these SHRM-certified courses are known for the high level of knowledge they impart to the participants. This is the kind of knowledge and insight that helps them to take on challenges in their work head-on. What’s more; SHRM courses from TrainHR offer credits to professionals. Earning these credits is like building up your credit scores with every course you take. Keep adding to the kitty, and you will be pleased to see what it accumulates to at the end of day.

Helping professionals become smart decision makers

SHRM-certified courses enable HR professionals to take smart steps needed to adapt to the needs of the professions. They also bring about a new dimension into their thinking, which will be more strategic and astute. They are conditioned to look at a situation differently from the ordinary folk by thinking on their feet. With this kind of orientation in their thinking, they add value to what they are doing in their professions.

And yes, you can also show your boss that you have been proactive in enhancing your knowledge in your field. This is a double whammy, as it benefits you, and the organization is all the happier to have someone with gumption and enterprise. With your ears glued to the ground; your outlook is markedly different as a result of learning from these courses.

TrainHR’s courses are now even more solid and stronger. With trainings from such a highly respectable source; you boost your image among your community and in your organization. Our courses enable you to attain that stature. The SHRM recertification is official corroboration of this fact.

How does the recertification process work?

Participants can maintain their recertification by earning 60 professional development credits (PDCs) over three years. They can also choose to retake the certification exam. The real educational time spent at these courses determines the award of the credit. So, while a one-hour educational program offers one PDC; a one-hour and fifteen minute concurrent conference session earns participants 1.25 PDCs, and a three-hour eLearning course offers them three.

Getting the Onboarding Right helps Organizations to keep Good Employees

onboarding

 

Onboarding is an extremely important function for an organization. It is the first step towards creating an impression about the organization in the mind of the new hire. Not getting the onboarding process right puts a stumbling block in the employee’s first step into the organization at the start of her employment. The onboarding process is the method by which the employee takes to the organization, which is why it has to be effective.

A common misconception in the minds of many people is that onboarding is the same as the employee orientation. Employee orientation is just the first step of onboarding. Orientation is about documentation and paperwork and presentations, because this is the session in which the employee gets to know about what the organization does in terms of its business, what it values are, what its position in the market is, and so on.

Onboarding, on the other hand, is an extension of orientation. It is the phase in which the employee gets to familiarize herself with the ways of the organization, the processes, the people, the benefits, and so on. More than anything else, the onboarding process is when the new hire gets to understand the organization’s culture, that most important intangible factor that eventually makes an employee stick to the employer or leave it and seek alternatives.

Period of adaption

It is during the onboarding phase that the new hire gets assimilated and integrated into the organization’s thinking. It lays the foundation to the behaviors expected of the new hire in her stint with the organization. Unlike orientation, which usually does not last more than a day; onboarding is carried out over a long period of time, usually three months, when the employee gets to adapt to the new organization.

This explains the importance of onboarding. This is why an onboarding program that goes wrong risks depriving the organization of good employees that could otherwise be assets of the future. Such an onboarding program is sure to create a less than favorable opinion with the new hire. When the first few weeks of the new employment appear boring and inept, how does one expect an employee to stay for the long haul?

Keeping the interest up is critical

The first signs of alienation emerge right then. Keeping the new employees idle without allocating responsibilities is sure to make them feel unwanted and bored. Feeding them with unnecessary information is another wasteful activity during an onboarding program.

An effective orientation program is one that should not only kick start the employee from day one at work; it should make her feel enthusiastic about doing so and create a feeling of belonging with the organization. It is actually more a process than a program.

Learning on how to get onboarding right

Business meeting

A webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry, will show how to create and implement an effective onboarding program. The speaker at this webinar is Judi Clements, President of Judi Clements Training & Development, in Clifton Park, NY, and a New York State certified teacher, trained mediator, and qualified Myers Briggs® Personality Type expert.

Please enroll for this webinar by visiting TrainHR . This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Helping to avoid common mistakes of onboarding

Judi will show the ways by which organizations can avoid the common mistakes of putting ineffective onboarding in place. She will help them to put not just a program, but a process that can be used for future times. She will show how to make employees productive from the very start of onboarding, which will make them enthusiastic and eager to work. She will help employees to prepare, conduct, and evaluate effective new employee orientation programs, update existing programs and to reflect new technologies and learning styles of 21st century employees.

Judi will cover the following areas at this webinar:

  • Avoid traditional orientation mistakes
  • Define onboarding goals
  • Plan an orientation agenda
  • Avoid information overload
  • Put new employees at ease
  • Ease the transition of new employees into existing teams
  • Develop rapport between new employees & their manager
  • Communicate organizational culture & support
  • Utilize new technologies
  • Provide consistency to ensure legal requirements
  • Increase new employee retention
  • Help HR professionals work with all levels of the organization to improve the onboarding experience.