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.

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Human Resources Training, Succession planning

Succession Planning: It’s Not Just for Emergencies – It’s a Leadership Development Strategy

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Succession planning is perhaps as vital to an organization as its business itself. An organization that has its succession plan in place is an organization that is ready for any crisis. What would happen if the market the business is built on comes crashing down? Worse, what if a disaster of the magnitude of 9/11 or a natural disaster hits a company, destroying every asset, physical and intellectual, that was built in perhaps years or even decades, in minutes?

It is in situations such as these that succession planning matters like nothing else. Succession planning is not about making hurried decisions and replacements when an unexpected business turn happens. It is also not about naming a new CEO during the height of the crisis.

So, what is succession planning and how do organizations build a successful one? This is the learning TrainHR, a leading provider of professional training, is imparting at a webinar it is organizing on May 6. TrainHR brings Marcie Zidle, the CEO of Leaders At All Levels and a board certified executive coach, as the expert for this session.

Please visit http://bit.ly/2UWeiGw to register for this webinar and gain invaluable insights into how to put an effective and resilient succession plan in place for your organization.

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The core of an effective succession planning is to identify and develop the organization’s future leadership at all levels. Recruiting superior employees, identifying and developing their knowledge, skills, and abilities, and phasing them into more and more challenging roles, are all part of the succession planning process. This is the how organizations can ensure that they have a strong leadership bench as a backup at its beck and call, and ready to fill vacated roles or assume new ones.

At this very meaningful session, Marcia will explain to participants how they can identify their potential leaders who can assume greater responsibility in the organization. She will also show how to delegate and test the variety and impact of various development experiences to the staff that will be made part of the succession plan, and how to train and engage them in supporting the key, high-potential leadership roles.

It is true that the organization is as good as its leadership. Great organizations are those that prepare leaders at all levels, even when they are in a position of comfort. This is the difference between average and excellent organizations. The latter thinks ahead, while the former carries out last-minute firefighting exercises. Marcia will introduce some of the best practices that leading companies have been employing to groom leadership in advance of and in anticipation of a future shock. She will emphasize the importance of ingraining and integrating succession planning right into every step of the organization’s daily, normal activities.

Marcia will cover the following areas at this webinar:

  • The focus of this webinar is to learn the elements of effective succession planning and will include these six objectives
  • Discover the seven deadly sins of succession planning: What not to do!
  • Examine the pros and cons of insiders vs outsiders to fill specific positions: Which is better?
  • Understand the 70-20-10 rule for developing your future leaders: What it is and how to use it
  • Identify the 10 best practices that high performing organizations use for grooming outstanding leaders
  • Review the 5 steps that must be followed to build a culture that supports development from the top down
  • Utilize the Center for Creative Leadership’s 3 key elements with examples for successful leadership development: Assessment – Challenge -Support.

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About the speaker: Marcia’s expertise includes coaching high performers for senior and mid-management positions, developing effective executive teams, positioning organizations for significant growth and facilitating business and team performance. Her specialties include strategy and culture, change management, employee engagement, team building, career management, leadership assessment and development.

With over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development, she provides strategic focus, alignment and guidance to business leaders and their teams to ensure they get on the right track, stay on the right track and not get side-tracked in their drive for higher performance and profitability.

Human Resources Training

Outsourcing Risk: HIPAA-Compliant Vendor Management

MentorHealth

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A compliant vendor management system is at the heart of a HIPAA Business Associate Agreement (BAA). A vendor management agreement sets out the relationship between the technology vendors for a Business Associate, right from EHR vendors to IT consultants. It also includes cloud-based email and file services, which are potentially vulnerable to cyberattacks and data breaches.

So, it is extremely crucial to get a vendor management program right. The good news is that HIPAA sets out the ways by which to devise a vendor management program which will offer a means for protecting the organization and ensuring that privacy and security is covered everywhere, irrespective of whether the systems are in-house or managed by a HIPAA Business Associate.

So, the key to putting an effective and robust vendor management program is to ensure that it is compliant with the requirements set out by HIPAA. This is the only real means…

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hr best practices, Human Resources Training

Foundations of Change Management for HR Professionals

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Wondered how far human resources has come from the days of counting the heads of the employees present in the office to one that is an integral part of the organization’s core functions? HR today has a role to play in all the functions the organization performs, right from the most routine one, all the way up to mergers, takeovers and acquisitions.

If this is the extent to which HR has evolved in what may termed the normal period, what should it do in today’s world of globalization, explosion of the information technology and the like? Change is the buzzword in today’s businesses. And nothing is more critical for organizations than knowing how to handle change management. Who could be a better facilitator for change management in the organization than HR?

Interested in exploring this topic more? A webinar from TrainHR, a leading provider of professional training for the human resources areas, will be explaining how organizations’ HR can help cope with change management.

People skill specialist, trainer, negotiator, facilitator and author, Tony White, will be the expert at this webinar. Please log on to http://bit.ly/2TZLWqo  to enroll for this highly valuable training session and derive understanding of how HR can play a stellar role in change management.

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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Knowledge of change management is no longer optional for organizations; it is mandatory. Lack of it could make a critical difference in the organization. Human resources, given its position in the organization, is uniquely placed to help facilitate this all-important transition in the organization.

At this 90-minute session, Tony will provide participants with the tools, strategies and techniques for successfully positioning their organizations in the light of unprecedented change, both in its nature and its speed. This session is of immense value to organizations that are struggling to cope with change management. Tony will show how HR can bring in a more disciplined approach to change management, which will help organizations build what he calls the change management “muscle”.

Professionals in any role of HR will benefit from this session, at which all the areas relevant to the topic will be discussed. These are:

  • Working Definition of Change
  • Why Change?
  • Types & Nature of Organizational Change
  • Transition and Future State Models
  • Understanding Resistance to Change
  • Planning for Effective Change Management
  • Three Stage Scalable Organizational Change Management Process
  • Four Core Questions
  • Change Readiness Surveys
  • Change Management Roles
  • Managing Change
  • Communication
  • Resistance Management
  • Reinforcing and Evaluating Change.

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About the expert:

Tony White has conducted training workshops, delivered keynote addresses and facilitated high-level executive initiatives for a broad cross section of business, education, and government organizations for over twenty-five years.

During this long tenure, he has held very notable positions ranging from part-owner and director of a private label food manufacturing company, a partner in an international training company, a change management specialist in a global enterprise, a community college outreach partner, and an in-house instructional designer with a high-profile government office.

Tony is also author of “Make It Happen – A Practical Handbook for Team Leaders, Project Managers and Facilitators to Build, Facilitate and Repair High Performance Teams”.

Human Resources Training, Leadership

Strategies for Effective Leadership

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Wondered what factors differentiate average performers from leaders, who go on to become the highest achievers? Apart from the readiness and willingness to grow, what marks out leadership is the ability to influence. It appears simple enough. Indeed, the core requirements of excellent leadership are pretty straightforward. Yet, we see far too many people struggle with it. One reason could be that lack of clarity and determination. Commitment and perseverance are necessary ingredients to leadership, and anyone who lacks these is bound to fail. It is because they lack the ability of applying the principles of being a leader that they usually fail.

Want to understand the ways by which to imbibe the right methods for leadership? A 90-minute webinar on April 23 from TrainHR, a leading provider of professional training for HR professionals, will offer this valuable learning. David Rohlander, author of the bestselling book, CEO Code, will be the speaker at this session. Please visit http://bit.ly/2YHEt2B   to enroll for this session and gain deep understanding of how to learn and implement strategies for effective leadership into your organization.

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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Strategies for Effective Leadership are a proven process for helping organizations improve their leadership. The focus of these strategies is on getting results for the organization. At this webinar, David will briefly touch upon the principles and theories, but the emphasis will be on how to apply specific strategies and tactics. He will show participants just exactly how they must behave as a leader to influence. This learning will help them identify the various types of leadership and why, when and how they are effective. Participants will gain greater clarity on why they should believe what they do, how to implement a leadership strategy and how to get the best results.

This webinar will offer clarity, definition and practical methods needed to become and achieve the mission of being a quality leader. Participants will learn the knowledge, attitudes, skills and behaviors necessary to become an exceptional leader. Another core component of leadership, power, will be discussed extensively. David will explain what power is, how one gets to use it for either good or evil, and the importance of understanding one’s own power and that of people around us.

Participants of this webinar will be able to see an appreciable difference in many areas. They will be able to:

  • Gain profound insight into people and behaviors
  • Adapt specific tools and methods to plan better
  • Set up systems to set goals, communicate and delegate
  • Have more free time to focus on the big picture
  • Inspire and improve their and their team’s morale
  • Reduce stress.

David will cover the following areas at this webinar:

  • What is leadership? What is management?
  • Discover the different types of leaders and which type is best
  • How to use power in the workplace
  • Learn the practical aspects of establishing goal clarity
  • Building balanced high achieving teams
  • Develop the practice of mastering your personal organization skills
  • How to balance the four primary functions of all leaders
  • You will explore the art and science of effective communication
  • Results are the ultimate goal. How do you measure and achieve the right things?

This session is aimed at the benefit of those who exhibit leadership or are required to interact with leaders, such as CEO, CFO, COO, Vice Presidents, Managers, and those being groomed for promotion.

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About the speaker:

David Rohlander is a highly acclaimed Executive Coach at David Rohlander, Inc., David Rohlander. Following the success of this first book, The CEO Code, Penguin/Alpha Books asked him to write another, Idiot’s Guides: Management Skills, which was released in late 2014.

Human Resources Training, payroll best practices

2019 Payroll Tax Update: New Forms and Requirements Explained

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One of the changes the IRS has brought in includes an update in the penalties for information returns. Companies whose W-2’s and the required ACA forms are still required will end up paying more penalties. One more issue that organizations have to keep in mind is the fact that the IRS has implemented a pilot program. This program affects payroll service providers as they are now required to have an additional number on the W-2 to help reduce identity theft. This pilot was considered so successful that the Form W-2 for 2019 has now been updated.

It is updates and matters such as this that will be the learning a webinar from TrainHR, a leading provider of professional training for all the areas of human resources, is imparting. This webinar will be organized on April 24, and its speaker is Dayna Reum, Payroll Tax Manager at PetSmart Inc. To gain insights into this crucial topic, please register for this webinar by visiting  http://bit.ly/2YD91Cy .

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The aim of this webinar is to familiarize participants with the updates for 2019, which is necessary to stay in compliance with the IRS.  Dayna will give participants an understanding of the present status of this legislation. She will help them understand the possible impacts that tax reforms bring and update them with the position of the legislation vis-à-vis tax reform and the IRS’s thinking in this matter.

In addition to offering them an understanding of the annual updates that they need to be aware of, she will also update them on forms and teach them how to handle them for 2019. Yet another important understanding she will offer is the topic of tax reform and how it will continue to impact the way payroll functions.

This session will benefit Payroll Professionals, Tax Professionals, Accountants, Controllers and Human Resource Professionals, and will cover the following areas:

  • Form 941 & Form W-2
  • Deadline Updates for 2018 for W-2 Reporting
  • Changes to the Form 941 for 2019
  • Tax Reform Updates
  • Annual Taxation Updates
  • Deferred Comp
  • IRS Limits (Mileage, transportation, etc.)
  • Taxation of Fringe Benefits
  • 2019 Budget and Payroll Impact
  • Tax Reform and what it Could Mean for you.

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About the speaker: Dayna has received a Citation of Merit for her service along with being a Gold Pin member of the APA. A Certified Payroll Professional, she also serves on the National American Payroll Association on the national Strategic Leadership Task Force, Government Affairs Task Force. Dayna is also certified in HR hiring and firing practices and is a Six-Sigma Greenbelt.

 

Human Resources Training, interview, Interview training

Stay Interviews: A Powerful and Low-Cost Employee Engagement

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The best way to find out what your employees want and how to retain them is to ask them. Ask questions to gauge how you’re meeting your employees’ expectations. Not just “How’s it going?”, but specific questions to get specific answers. Explore why these people remain with your company. Why did they join the organization? How well are their objectives or dreams being fulfilled? Which aspects of their work do they enjoy the most? Which do they least enjoy? Are they receiving sufficient opportunities for growth and development? What would influence them to look elsewhere?

The stay interview is a one-on-one interview between a manager and a valued employee. Its aim, quite simply, is to learn what makes employees want to keep working for you. Likewise, it’s designed to elicit what might motivate them to leave.
The stay interview is an opportunity to build trust with employees and a chance to assess the degree of employee satisfaction and engagement that exists in a department or company. Stay interviews are preferable to employee satisfaction surveys because they:

  • Provide a two-way conversation and a chance to ask questions
  • Get more in-depth understanding of that employee’s current motivation
  • Offer managers the opportunity to quickly reinforce the positives and deal with the employee’s concerns

A recent Harvard Business Review article ‘How to Keep Your Top Talent’ warns that 25% of your top talent plans to jump ship in the next year.The results for engagement and effort are even more alarming, since about a third of employees surveyed admit to phoning it in at work. That’s bad news if you believe that staying competitive relies on the passion, drive and creative energy of talented people.

Many organizations use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover. A superior approach is a “stay interview.” because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps managers understand why employees stay so that those important factors can be reinforced. They also signal frustrations that can be nipped in the bud before they drive the employee to start looking elsewhere.

The Benefits of Stay Interviews:

  • They stimulate the employee: Most employees are excited simply by the fact that the organization is concerned about their future and that their manager took the time to consult with them
  • They’re personalized: Unlike engagement surveys and many other retention tools that are focused on what excites a large number of employees, this approach is customized to a single identifiable individual and their wants
  • They include actions: Unlike exit interviews, which only identify problems, stay interviews also encourage the parties to identify actions that can improve the employee experience and actions that can help eliminate any major turnover triggers
  • They are inexpensive: These informal interviews don’t require a budget. In most cases, a half to an hour of a manager and an employee’s time are the only major cost factors

Adding stay interviews to your engagement and strategies can help your organization retain critical employees. It’s the single best tool you can give managers.

Learn more :  http://bit.ly/2YxV9cV