hr policies, Human Resources Training

Executive Compensation

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Executive compensation is one of the core elements of an organization, and is yet, at the same time, a highly contentious one. It is one of the hotly debated topics in the corporate and financial worlds. It has to be admitted that many high-profile executive compensation packages routinely keep picking up a row for their disproportionality; yet; these are more cases of exceptions than rules.

Executive compensation, when done in a process oriented, just and well documented manner, will leave no one bitter. It will spur greater effort from the executive layer of the organization and motivate the lower level employees to strive harder to reach executive levels in their organization.

Executive compensation should be thoroughly discussed, the terms clearly stated, and the goals should be clearly defined and documented beforehand. There should be no changes in any of these at later stages, which will arouse suspicion among the other employees.

These and the other important intricacies of executive compensation will be examined in great detail at a webinar that is being organized on September 26 by TrainHR, a leading provider of professional training for the areas of human resources. David Wudyka, a highly experienced human resource consultant, who specializes in compensation consulting, will be the speaker at this session.

Please register for this webinar by visiting TrainHR

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This program is of immense value to those who are both new to executive compensation and are experienced at it. The overview of the executive compensation program that David will offer at this webinar is useful to companies of all sizes and types.

Both those who want to design a new program for the first time, as well as those who need insight into established program concepts, will gain from the learning imparted over these ninety minutes. The expert will explain his perspectives and sets of “do’s and don’ts” of executive compensation.

All the elements of an executive compensation program will be covered at this session. These include:

  • What distinguishes EC from other sub-fields of the Compensation function?
  • What is the unique terminology applicable to EC programs?
  • What are the typical (and quite unique) elements of an EC program?
  • What is “good” EC strategy? What is likely to be an ineffective strategy?
  • What does it take to motivate an Executive?
  • What are “stock based” plans, and why are they so central to EC programs?
  • What should Executives be paid? How surveys of EC pay can be effectively utilized?
  • What tips exist for managing Executive performance?
  • What is an overview for designing an EC program?
  • The role of taxation in stock-based plans
  • What’s an “ESOP”?
  • Should an EC program have an “egalitarian” philosophy?
  • Why stock values are NOT an effective way of measuring CEO success
  • Why EVA and SVA plans may be the BEST way to evaluate CEO effectiveness
  • Can Executives have pay plans that reward just Executives?
  • When should a company use “Phantom Stock”? How is it calculated?
  • What is the difference between “Qualified” and “Non-Qualified” stock plans?
  • What is “Total Compensation” and why is it so important?
  • What are “Perquisites” and what are some common examples?
  • What is Egalitarianism and when should we use it to manage Compensation?
  • What is the role of “Job Evaluation” in the EC program?

Personnel that deal with executive compensation, such as Human Resource Managers, Compensation Analysts, Compensation Managers and Financial Managers of HR Departments will benefit from his webinar.

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About the expert: Managing Principal of Westminster Associates of Wrentham, MA, David brings over three decades of experience in speaking, teaching and writing about compensation and other HR issues. David has taught extensively in colleges and universities such as UMass Boston, Bryant University, and the U.S. Coast Guard Academy.

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.