employment law, Human Resources Training

Flexible Work Arrangements: The Future of Employment

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Flexible work arrangements are the future of the workplace. It is only a matter of time before most organizations move towards them. By giving at least some employees the freedom to work at their own schedule and in the location of their choice, organizations are realizing that their productivity goes up significantly due to a number of reasons.

Employees can spend the time they take for travel on doing constructive work. They will have the comfort of staying close to their family, which promotes a healthy work-life balance, a big factor in productivity. Further, they are less stressed because they can attend to chores at their own pace.

At a webinar that TrainHR, a leading provider of professional training for all the areas of human resources, is organizing, all the dynamics of how to build flexible work arrangements at the workplace will be discussed.

Diane L. Lee, President of Advantage HR Consulting, will be the expert at this webinar, which is being organized on April 15. Please join in for this important learning by visiting TrainHR.

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The main aim of this webinar is to offer to its participants an understanding of the benefits of workplace flexibility. It will clarify some of the myths about flexible work arrangement and offer its participants the tools needed to establish and effectively manage workplace flexibility.

Diane will cover these areas at this course:

  • Defining flex work arrangements
  • Understanding the various types of flex work arrangements
  • Potential legal pitfalls to avoid
  • Benefits of a flex work schedule for employers & employees
  • Advantages and disadvantages of flex work programs
  • Instituting a flexible work environment
  • Developing a flex work policy
  • Implementation challenges
  • Measuring the effectiveness of flex work arrangements

This course is aimed at the benefit of those to whom implementing a flexible arrangement is of crucial importance, and these include senior leadership, HR professionals, managers and supervisors, operations professionals, compliance professionals, and benefits professionals.

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About the speaker: Diane Lee brings over 25 years of experience in the Human Resources arena, during which she has gained experience in HR consulting and administration in corporate, government, consulting and pro bono environments.

Her organization provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various training firms across the country.

By attending this webinar, participants will receive information and practical advice on how to handle an investigation effectively. They will be better prepared to determine what circumstances prompted the investigation, the importance of dealing with problems early, enforcement of company policies, knowing the right questions to ask, and steps to take to protect their company from future lawsuits.

 

employment law, Human Resources Training

FMLA: Issues and Solutions

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A whopping $21 billion. That is the estimated value that organizations incur from lost productivity, continued health benefits, and labor replacement as a result of managing Family and Medical Leave Act (FMLA) incorrectly. $300,000 is the average cost of lawsuits that have resulted from wrongful terminations.

Given these astounding facts, does it require emphasis that grasping of the right information is imperative, and the only real remedy to such heavy costs? It is only when employers arm themselves with the proper and full information about the various aspects of the FMLA and its applications that penalties can be avoided. The more informed an organization is about the law, the better it can protect itself from its repercussions and make more cost-effective decisions.

However, this comes with a few challenges, mainly because FMLA hardly works in isolation of other laws, the combined application of which can be quite confusing. Lack of harmonious application of the FMLA with other laws has resulted in more than half of all employers being granted unverified time off.

Want to get a lucid understanding of the FMLA and the ways by which it works with other laws, and prevent heavy penalties? You need enrolling at a valuable webinar that TrainHR, a leading provider of professional training for all the areas of human resources, is organizing on February 25.

Setting the various confusions around the FMLA at rest is Michael Haberman, co-founder of Omega HR Solutions, Inc., who will be the expert at this webinar. Please register for this course at 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).

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.

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Understanding what constitutes a ‘serious health condition’ under the FMLA is a primary area of knowledge that an organization should have. The expert at this session will help participants get an idea of this concept.

Michael will also offer insights into what a company should do to file an unfair labor practice charge, which has an interplay between the FMLA, the Americans with Disabilities Act (ADA), and the Fair Labor Standards Act (FLSA).

These apart, there are other seemingly grey areas of this Act about which the participants may have doubts. What can be done to identify and address potential abuse of FMLA leave, and how FMLA interacts with other similar medical and disability-related leave statutes are among these.  Michael will offer clarity on these areas, and will also offer tips and tricks for implementing a few best practices. He will take questions from the participants of this webinar relating to any aspect of the FMLA and will try to answer them.

This webinar is of great benefit to personnel who are required to apply the many aspects of the FMLA. These include HR Managers, CFO’s, Office Managers, and VPs of HR.

At this course, these areas will be covered:

  • Serious Health Condition
    • Inpatient Care
    • Continuing Treatment
    • Chronic Conditions
  • Abuse
    • Authentication/Clarification
    • Re-Certification
    • Second Opinions
  • Interplay Between FMLA and Related Statutes
    • ADA
    • Title VII
    • FLSA

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About the speaker: A consultant, speaker, writer and teacher; Michael brings several years of experience in dealing with the challenges of human resources in the 21st century. His consulting and services company offers complete human resources solutions.

Mike is the author of the Human Resources blog found at OmegaHRsolutions.com, which has been recognized as a top human resources related blogs. He has also been named a top Digital Influencer in Human Resources. In addition, Mike has presented numerous webinars on various HR related issues including wage and hour compliance, rewards, culture, social media use in HR, practical futurism for HR departments and more.

employment law, Human Resources Training

Complying with the Americans with Disabilities Act

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Complying with the Americans with Disabilities Act (ADA) and ADAAA (Americans With Disabilities Act Amendment Act) is mandatory for many organizations. Doing so requires them to implement many additional steps, lack of none of which is excusable. As with any other law, obedience to this law also goes by the dictum, “ignorantia legis neminem excusat”, or “Ignorantia juris non excusat”, i.e., ignorance of the law is no excuse.

In fulfilling these additional steps, organizations should have a clear understanding of vital terms such as “Essential Job Function”, “Undue Hardship”, “Reasonable Accommodation”, and “Interactive Process”. There are a couple of reasons for this:

  • The clause of reasonable accommodation required under ADA is the highest among all types of discrimination charges
  • The good faith effort to have an interactive process to determine if an individual with a disability is qualified for the job or whether an accommodation is reasonable is unique to the ADAAA

It is to help sort out these nuances that TrainHR, a leading provider of professional training for all the areas of human resources, will be organizing a webinar on February 26.

Bob McKenzie, a senior human resources management professional, will be the expert at this 75-minute session. Please enroll for this valuable learning by registering at TrainHR .

This activity has been approved for 1.25 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

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.

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At this course, which is aimed at benefiting human resources professionals, business owners, or anyone who manages or supervises others, Bob will cover these following areas:

  • Summary of the Americans With Disabilities Act of 1990
  • Summary of the Americans With Disabilities Act Amendment Act of 2008
  • Understanding Essential Job Functions
  • Understanding Reasonable Accommodations and Undue Hardship
  • How to conduct the Interactive Process
  • Essential Documentation
  • Summary
  • Action Items.

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About the expert: During his over 40 years in human resources management, Bob McKenzie has worked hands-on in all areas of Human resources management in all types of industries within the public and private sectors.

An indication of his credibility as an HR expert is the fact of his being cited frequently by leading HR trade publications such as HR.com, HR Magazine, HR Florida Review, Vault.com, BNA and the Institute of Management and Administration and the Business Journal.

 

 

employment law, Human Resources Training

PDA, ADA, and FMLA. How to Manage Requests for Light Duty, Leave, Transfer, and More

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These days, there exist an abundance of laws that are aimed at protecting the health of pregnant women at the workplace. Three major legislations: The Pregnancy Discrimination Act (PDA), Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA), guarantee protections and rights to pregnant women at the workplace.

These laws often work in conjunction with each other. For instance, the PDA empowers a woman who is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, to be treated by the employer in the same way as any other temporarily disabled employee is. If some kind of impairment results from the pregnancy, it could be considered a disability, and the employee enjoys the same protections offered to people with disabilities under the ADA.

And then, the FMLA gives pregnant women many of the rights it gives to other employees. Pregnant women cannot be discriminated against in terms of the nature of work they carry out because of this condition. They are also protected from harassment arising out of pregnancy, childbirth or any other medical condition related to these.

Are employers aware of their legal obligations to pregnant women under these legislations? Those who don’t risk inviting penalties. A webinar from TrainHR, a leading provider of professional training for the areas of human resources, will offer thorough and proper explanation of the nuances of these legislations as they impact employer-pregnant women relations.

Being organized on September 9, this webinar will have Teri Morning, the Founder and President of Hindsight Human Resources, as the speaker. Please join in for this highly valuable session by visiting  https://www.trainhr.com/webinar/pda,-ada,-and-fmla.-how-to-manage-requests-for-light-duty,-leave,-transfer,-and-more-702527LIVE?wordpress-seo

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Teri will highlight not just what an employer is required to do in terms of its obligations to pregnant women; she will also show how to treat such employees. She will explain the manner in which employers are required to structure and handle situations that arise with relation to pregnant women.

Often, many supervisors take subjective and arbitrary decisions on the employer’s accountability towards pregnant women. At this webinar, the speaker will show how to avoid this. She will offer a thorough understanding of the protections these laws ensure to pregnant women against retaliation when they fight the employer legally under the provisions set out in these. She will also explain the nature of complaints made regarding an employer’s treatment of a pregnant employee or in relation to employers’ failure in fulfilling their obligations towards an employee correctly.

The speaker will cover these areas at this webinar:

  • The Pregnancy Discrimination Act – what the PDA requires of employers
  • Discrimination and Harassment of pregnant employees
  • Pregnancy and the Americans with Disabilities Act – what the ADA requires of employers
  • Pregnancy and the FMLA – what the FMLA requires of employers
  • FMLA hot spots regarding pregnant woman and new parents
  • Who is a parent under FMLA?
  • What an employer must do, can do and can’t do regarding,
    • Light duty
    • Accommodations
    • Alternative assignments
    • Disability leave
    • Unpaid leave
  • Safety issues and pregnant employees
  • How to educate and then monitor particularly uncooperative managers
  • Retaliation towards pregnant employees – prevention, detection and protection

Personnel/professionals that will derive value from this webinar include Plant Managers and Upper Management, HR Directors, Managers, Generalists and Associates, Safety Managers and Associates, Small Business Owners, and Regulatory Compliance Managers and Associates.

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About the speaker: During the over twenty years she has spent in human resource and training, Teri has gained experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies. She loves to consult with employers on their problems and trained managers and employees, and meeting and working with employees from all types of businesses.

 

employment law, HR compliance, Human Resources Training

Wage and Hour Topics: Making Sense of Requirements Affecting Exempt and Non-Exempt Employees

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For a financial supervisor, the knowledge of the relevant pay practices and applying the right one required for the type of employees she oversees is critical, no matter for how long the supervisor has been managing employees. The most fundamental knowledge needed is of the two basic pay employee status types under federal and state laws:

  • The exempt, and the
  • Non-exempt.

To many, it may seem as if some basic idea of these two types is enough. But there is a lot more to the employee pay statuses than these. One needs to be familiar with the fact that one type is paid a salary and the other, an hourly rate. This is just one of the several aspects and intricacies of what is broadly classified under “Wage and Hour.”

A learning session from TrainHR, a leading provider of professional training for the human resources arena, will help participants explore Wage and Hour topics in-depth. It will offer a clear understanding of several differing factors under the broader subject commonly referred to as “Wage and Hour.”

Melveen Stevenson, CEO and founder of M.S. Elemental, LLC, a human resources and business advisory firm based in Los Angeles, California, will offer valuable insights into this area of Wage and Hour practices. Please visit http://bit.ly/2Y0TMmy to enroll for this course.

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).

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On the surface, handling pay practices may appear simple, but diligence is needed when it comes to classifying exempt and non-exempt employees properly. Businesses have to be acutely aware of the proper way of applying the appropriate federal and State Wage and Hour requirements. Acts such as misclassifying employees’ status, improperly paying employees, incurring penalties and fines, or making recordkeeping mistakes can invite major risks for non-compliance and the resultant penal actions.

The aim of this course is to give the participants a practical overview of the requirements along with strategies for implementing policies and procedures for Wage and Hour compliance. Melveen will examine the more common exemptions that apply to executive, administrative, and professional employees.

She will explain what differences lie between an employee and independent contractor, something that is of high importance in what is called the present-day “gig” economy, where the emphasis in many industries is on contract or ad-hoc hiring.

Being a practical one, this course will open the participants’ minds to the more common mistakes that employers make in attempting to comply with Wage and Hour requirements. The speaker will offer a review of some of the best practices that help companies be compliant.

At this 90-minute session, Melveen will cover the following areas:

  • Source of federal law for wage and hour requirements
  • Exempt and non-exempt classifications
  • Exemptions that apply to executive, administrative, and professional employees
  • Employee versus independent contractor
  • State meal and rest break requirements
  • Recordkeeping best practices for wage and hour requirements compliance.

This course is designed for the benefit of professionals that handle Wage and Hour issues, such as business owners, leaders, and managers who currently have employees, will be hiring employees, or are considering hiring an Independent Contractor. The target group also includes current leaders who have to manage either Exempt or Non-Exempt employees, and Executives, Vice Presidents, Directors, Managers, and Supervisors.

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About the speaker:

A certified HR professional with a background in accounting and finance, Melveen helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products. She has also worked internationally.