HR compliance, Human Resources Training

Workplace Investigations 101: How to Conduct your Investigation Like a Pro

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When we think of workplace investigation, the thought that could usually come to mind is that of beginning investigations when complaints are received. While this is a laudable step, it is far less than satisfactory and falls short of the expectations and requirements from an organization.

An organization’s HR has to understand that workplace investigations are not those that are done only when an employee complains about someone or something. The role of HR should be in using investigations to discover and prevent wrongdoings and violations. These could expand to far more than routine investigations of misbehavior, for instance.

Workplace investigations should cover issues such as such as theft, safety or OSHA issues, retaliation, workplace violence vandalism, alcohol, drug or substance abuse, social media violations, company policy violations, transgressing the company’s policy on the environment, and so on.

It is the duty of the employer to investigate anything that necessitates an investigation. On the other hand, it is the duty of the employee to cooperate fully with the investigation, no matter how unpleasant she may feel about it. When these conditions are met, one does not expect too much trouble.

But what if the employee turns hostile during the investigation and becomes uncooperative and adamant? What if the witness too shows the same behavior? The ways of going ahead with a workplace investigation will be taught at a webinar that TrainHR, a leading provider of professional training for the human resources areas, will be organizing on September 26.

Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the speaker at this session. Please visit TrainHR to register for this webinar.

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It is crucial to document the investigation right from the first to the final steps. Understanding how to identify what constitutes a complaint, determining if an investigation is necessary, and getting a grasp of the key components of an investigation are some of the aspects that participants of this webinar will learn.

Another important aspect that Dr. Strauss will take up at this webinar is good documentation practices for workplace investigations. Participants will learn how to interview the accused, the accuser, and the witnesses, and understand the ways by which bring about an environment that is conducive to each of these. They will also learn to differentiate between formal and informal investigative procedures.

Dr. Strauss will teach simple but powerful techniques that go on to add tremendous value to a workplace investigation, such as how to detect if someone is lying. She will also highlight the importance of concluding and following up on an investigation and writing a formal report that is objective and comprehensive, and wins the praise of everyone concerned.

The core benefit that the participants will be able to walk away with from this learning is that they will learn how to conduct fair and impartial investigations that support a positive work environment, how to protect their employees, and how to decrease the risk of their organization’s liability.

Dr. Strauss will cover the following areas at this webinar:

  • Identify what constitutes a complaint
  • Determine if an investigation is necessary
  • Discuss the steps of an investigation
  • Explore the intricacies of interviewing the accuser, accused and witnesses
  • Demonstrate good documentation
  • Differentiate between a formal and informal investigative procedures searches
  • Determine credibility
  • Discuss tips on whether someone is lying
  • Help you reach a conclusion following an investigation
  • Follow up with appropriate action based on the outcome of the investigation
  • Help you write a formal report outlining the investigation

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About the expert: Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.

 

 

HR compliance, Human Resources Training

HR Compliance 101 – for Non HR Managers

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Why is HR compliance an absolute must for organizations? One can think of at least three core perspectives when answering this question:

Business: Seen from a business perspective, managers that are trained in the basics of HR compliance carry a proper understanding of the areas related to HR and business, such as employment law, the ways of writing documentation and of how to use the tools of employee development. When one considers the astronomical amounts that noncompliance with HR laws attracts, training non-HR managers can be the least expensive exercise for an employer to offset any unwarranted employment claims.

Managerial: Being compliant with HR practices and law is extremely important from a manager’s perspective. Why? Because being compliant with HR practices is necessary to ensure that the organization increases productivity, stays legally compliant, ensures employee development and engagement, and also safeguards the manager’s own career.

Human Resources: HR training for managers is also important from an HR perspective itself. It is only through proper and professional HR compliance training that can help managers understand how to protect the organization against many unwarranted employment claims, the cause of most of which is miscommunication, misinformation, and mismanagement.

Complete understanding of the elements of HR compliance

TrainHR, a leading provider of professional training for all the areas of human resources, will offer complete understanding of the elements of HR compliance, especially for non-HR managers, at a webinar it is organizing on Aug. 2.

TrainHR brings Teri Morning, founder and President of Hindsight Human Resources, as the speaker at this sixty-minute session. Please visit https://www.trainhr.com/webinar/hr-compliance-101—for-non-hr-managers–702483LIVE to register for this webinar. This course 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.

The cost of lack of training can be very high for organizations

What happens when an organization fails to train managers about HR compliance? It can be disastrous for the experienced and new manager alike, especially when they have assumed charge of a dysfunctional department and/or are promoted to supervise those with whom they once co-worked. Sometimes, a simple exercise such as not following the right procedures while sanctioning leave can invite legal action against the employer. This is just one instance in which HR compliance training is vital. The organization can face innumerable such occasions that could potentially land them in a legal spot of bother

At this session, the expert will cover the following areas:

  • Basics of the Big Four of employment compliance- Title VII, FLSA, FMLA, ADA
  • Managing from Day One – Using the 4 tools of a manager; coaching, performance reviews, performance improvement plans and discipline
  • The 12 elements of documentation
  • What to do if someone is struggling doing their job for whatever the reason – having a process
  • Inheriting a dysfunctional department – avoiding the pitfalls
  • Preventing harassment, bullying and general dysfunction
  • What to do with employee complaints.

Front line managers, department Managers, new HR persons, anyone promoted into a management position or managers who were promoted from within their companies, are some of the personnel who will derive immense value from this webinar.

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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.

HR compliance, hr policies, Human Resources Training

Advanced FMLA: Issues and Solutions

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When employers make mistakes in managing Family and Medical Leave Act (FMLA), it can cost a bomb: in the order of an estimated $21 billion in lost productivity, continued health benefits, and labor replacement. The average cost of lawsuits that have resulted from wrongful terminations: $300,000.

The only real way to avoid situations such as this is to be armed to the teeth with the right and proper information about the FMLA’s applications. This is the only genuine antidote to errors in managing FMLA, whose repercussions we have just examined. Information about the law can protect the company and ensure that better and more cost-effective decisions may be made.

Having said this, this is not the easiest of tasks, because, if it were so, companies would not land in this kind of trouble. An indicator of the challenge associated with understanding the law, as well as the interaction of FMLA with other laws, is the fact of studies attesting to the fact that more than half of all employers have granted unverified time off.

A 60-minute learning session from TrainHR, a leading provider of professional training for all the areas of human resources, will set these issues in the proper perspective. Michael Haberman, co-founder of Omega HR Solutions, Inc., will be the expert at this webinar, which is being organized on May 8.

Please visit  http://bit.ly/2Im7a04 to register for this session, which 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).

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Among the primary areas of information that a company needs to understand is what constitutes a ‘serious health condition’ under the FMLA. Michael will give an understanding of what constitutes this.

This webinar will also offer clarity on those who may want the company to file an unfair labor practice charge while determining the interplay between the FMLA, the Americans with Disabilities Act (ADA), and the Fair Labor Standards Act (FLSA).

Other areas on which Michael will clear the many doubts that participants may have include what can be done to identify and address potential abuse of FMLA leave, as well as how FMLA interacts with other similar medical and disability-related leave statutes.  He will also offer tips and tricks for suggested best practices and answer any FMLA-related questions that the participants of this webinar could have.

In this session, which is of immense value to those who deal with FMLA, such as HR Managers, CFO’s, Office Managers, and VPs of HR; Michael will cover the following areas:

  • 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, 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.

HR compliance, Human Resources Training

What is the Main role of HR compliance?

Common-HR-Compliance-Issues

Knowing what to do in increasingly complicated employee situations can be difficult for even seasoned managers, especially if a manager has never had training. For a new manager these problems are intensified.

Further exacerbating the problem is that managers often inherit a dysfunctional department and/or are promoted to supervise those with whom they once were coworkers. In an increasingly complicated world of employee compliance in which HR struggles just to keep abreast of new developments not teaching managers the basics can be costly. After all it’s the managers who interact with employees on a day to day basis and every day is an opportunity for problems to arise that a manger was never trained how to address. Even routine situations such as denying a seemingly simple request for a few days off can blow up into claims of a denied request for protected leave.

 

From a business perspective, training managers in the basics of HR compliance basics of employment law, how to write documentation and how to use the tools of employee development is the cheapest thing an employer can do to stave off unwarranted employment claims.

From a manager’s perspective managing from Day One is the most important thing a manager can do for productivity purposes, compliance reasons, employee development and engagement and also to safeguard their own career.

From an HR perspective, training managers of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.

 

important role of HR Compliance:

  • Dealing with employee complaints
  • Preventing harassment, bullying and general dysfunction

Know more about HR Compliance  https://www.trainhr.com/control/w_product/~product_id=702306LIVE/