Human Resources Training, workplace conflict resolution

Burning Issues for Executive Assistants: Comp and Training

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Executive Assistants are among the most underpaid employees. There are many reasons for this sad situation: all but one or two percent of AE’s are women, which means they normally shy asking for more pay. Most of them are not required to possess a strong degree or any other high paying qualification, and most people have a rather poor perception of this position.

Most areas of their positions need major overhauling, of which the most important ones pertain to their pay and their training. Proper training which gives them the opportunity to enhance their qualification places them in an improved position for bargaining. To gain this, they need the support of HR.

How do AE’s learn to bargain and better their chances at work and in the market? This will be the learning a valuable training session from TrainHR, a leading provider of professional training for all the areas of human resources, will be offering. Columnist for Executive Secretary Magazine, Bonnie Low-Kramen, will be the expert at this ninety minute webinar, which is being organized on February 28.

To register for this learning, please visit TrainHR to enroll.

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Although they are a strong link in the Executive Leadership Team of most companies, are the face of their companies’ top management teams, and play an influential role in decision-making in most companies, Executive Assistants face poor prospects in most companies. Their job descriptions are sometimes vague, their job titles outdated, and their pay almost always fails to catch up with that of most others in the company.

This webinar will suggest some of the ways by which EA’s can strengthen their position through collective bargaining with the management through HR’s help. Bonnie, who has worked as the Personal Assistant to Oscar winner Olympia Dukakis and now travels the world educating, empowering, and inspiring, will show from her vast experience how EA’s can ameliorate their working and pay conditions.

She will cover the following areas at this webinar:

  • We are in a time of change. The strong job market is causing EAs to question their salaries which are not matching their job descriptions
  • Historically, EAs did not need professional development training but now it is a necessity
  • Kinds of training available for EAs
  • Impact of the #MeToo & #TimesUp movements on negotiations
  • Impact of social media and crowdsourcing sites such as Paysa.com, Indeed.com and Glassdoor.com
  • Trends towards annual training budgets being built in as part of comp packages

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About the expert: Bonnie is the bestselling author of Be the Ultimate Assistant and the Founder of Ultimate Assistant Training. To date, she has spoken and taught in 14 countries. Starbucks, Amazon, PwC, AMC Entertainment, Dell, and MasterCard are among her clients.

Bonnie co-hosts the “Be the Ultimate Assistant Podcast” with Vickie Sokol Evans where they tackle the burning workplace issues. She was named 2015 Educator of the Year by DEMA, the Domestic Estate Managers Association. In May 2019, Bonnie’s work was featured as a Forbes cover story.

 

 

 

Human Resources Training, Workplace dress code

Piercings, Tattoos and More: Dress Codes For the Workplace – Legally Compliant Policies and Guidelines

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One of the touchy areas for an organization’s HR concerns the organization’s policy on dress code. Some of the questions it constantly faces from employees include: does the organization allow only formal dressing, or does it also permit semiformal dressing? Are there different dress codes for different positions? And yes, as the Millennials become the dominant group at the workforce, where does the organization stand in relation to its policy on tattoos and piercings for its employees of this generation?

Clarity is the only real means to answer these questions. The clearer the organization’s HR is about these policies, the better. HR should formulate, document and circulate policies relating to these areas concerning employees. This information should also be shared with the management.

A workplace dress code that is written down and published not only eliminates ambiguity, and with it, the resultant tussles between the employees and the management; it also protects the organization against any legal actions any of the employees may take against it over this issue.

TrainHR, a leading provider of professional training for all the areas of human resources, will offer thorough grasp of all the aspects of a legally compliant dress code at a webinar it is organizing on December 5. The learning that the expert at this webinar, Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying will impart, will help avoid many of the confrontations between the employees and the management.

Please visit TrainHR to enroll for this learning.

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The aim of this webinar is to help participants understand the need for putting a dress code in place. Dr. Strauss will explain the benefits such a code brings. In addition to echoing the organization’s culture and showing it in a positive light, the dress code should make the employees feel comfortable. It should be created in a manner that makes it appropriate for each generation.

Dr. Strauss will show the ways of dealing with matters that is considered as important by the present generations of the workforce. These include tattoos, makeup for women, jewelry, grooming and religious symbols. This webinar will cover the following areas:

  • Reasons to have a Dress Code
  • Your rights as an employer to establish a dress code as a condition of employment
  • What to include in your dress code?
  • Defining business, business casual and casual
  • Professionalism: customer contact positions
  • Morale and respect among coworkers
  • Safety: office and manufacturing positions
  • Uniforms and logo wear
  • Piercings, tattoos and hair
  • Perfume and cologne
  • Hygiene
  • Cultural and religious considerations and other exceptions
  • Younger generation’s preference for informality
  • When companies have been taken to court about “dress”: discrimination cases related to sex or gender, religion, or race?
  • When does dress make a positive or negative impact on performance?
  • Designing a policy which corresponds to your business.

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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. The popularity of these exercises can be gauged from the vast spectrum of sectors that her clients hail from: business, education, healthcare, law, and government organizations from both the public and private sector.

She has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She appears on television and radio programs and is frequently interviewed for newspaper and journal articles.

 

 

Human Resources Training

Piercings, Tattoos and More: Dress Codes For the Workplace – Legally Compliant Policies and Guidelines

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The dress code is an area in which an organization’s HR faces many questions. It will have to deal with posers relating to dressing by employees, such as: is only formal dressing allowed at the workplace? Is semiformal dressing also allowed? Do different positions have different dress codes? Finally, with the advent of the Millennials at the workforce, what policy does the organization have vis-à-vis tattoos and piercings for its employees?

The only way to address these and related issues is for the organization to be clear about these aspects. It should formulate guidelines for a formal dress code in a written form and publish it with the employees, as well as with the management. It is only when there is lack of clarity on these matters that the chances of creating unnecessary rifts and arguments are aborted. A written workplace dress code is also a strong line of defense for organizations if employees decide to take the legal route over this issue.

The ways by which to get a proper grasp of all the aspects of a legally compliant dress code, which will go a long way in avoiding unpleasantness between the employees and the management, will be explained at a webinar that TrainHR, a leading provider of professional training for the human resources areas, is organizing.

At this webinar, which will be on October 24, Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the expert. Please visit TrainHR to enroll for this webinar.

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Dr. Strauss will explain why a dress code needs to be put in place in a workplace and what benefits it offers. A dress code should reflect the organization’s culture and should show it in a positive light. It should put the employees at ease, and should also be appropriate for each generation that it is created for.

How to deal with matters that the present generations of the workforce consider important, such as tattoos, makeup for women, jewelry, grooming and religious symbols, will be addressed. At this webinar, Dr. Strauss will cover the following areas:

  • Reasons to have a Dress Code
  • Your rights as an employer to establish a dress code as a condition of employment
  • What to include in your dress code?
  • Defining business, business casual and casual
  • Professionalism: customer contact positions
  • Morale and respect among coworkers
  • Safety: office and manufacturing positions
  • Uniforms and logo wear
  • Piercings, tattoos and hair
  • Perfume and cologne
  • Hygiene
  • Cultural and religious considerations and other exceptions
  • Younger generation’s preference for informality
  • When companies have been taken to court about “dress”: discrimination cases related to sex or gender, religion, or race?
  • When does dress make a positive or negative impact on performance?
  • Designing a policy which corresponds to your business.

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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. The popularity of these exercises can be gauged from the vast spectrum of sectors that her clients hail from: business, education, healthcare, law, and government organizations from both the public and private sector.

She has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She appears on television and radio programs and is frequently interviewed for newspaper and journal articles.

 

 

 

 

 

Human Resources Training, Workplace Wellness Program

Implementing the Affordable Care Act, GINA, and other Discrimination Laws into your Wellness Program

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Wellness programs have come a long way from being a set of activities consisting of a newsletter, or, incentives for exercising and taking a look at one’s diet, to something of a holistic strategy that actively intervenes in promoting the health and wellbeing of the employee and decreasing the employer’s healthcare costs.

Traditionally, wellness programs have been seen as a benefit for the employee. These programs aim to incentivize employee participation with the wellness programs and reward them based on their level of involvement. However, in the process, most wellness programs have given way to some another kind of discrimination based on the employees’ special class, such as disability, race, or gender.

While the evolution of wellness programs is certainly a positive thing to have happened for the workforce, designing them in a manner that transcends these limitations is the need of the hour. This makes it imperative for organizations to put in place a wellness strategy that is non-discriminatory towards all their employees.

Laws such as the ADA, GINA, FMLA, and other civil rights laws, along with other new federal regulations, have emphasized the role of nondiscriminatory wellness plans in organizations. Regulations from the U. S. Department of Labor (DoL), the Treasury, and Health and Human Services (HHS) make it mandatory for every individual participating to be able to receive the full amount of any reward or incentive, regardless of any health factor or the type of wellness program,

Further, new regulations have divided wellness programs into two types with specific rules for each. A highlight of the regulations is that they address the issue of employee discrimination based on health/disability, age, gender and other protected classes. These laws have created specific regulations to prevent employee discrimination in wellness programs. From January 1, 2014 onwards, employers have been required to ensure that their wellness programs comply with the final rule.

A webinar from TrainHR, a leading provider of professional training for human resources, will set these issues in the proper perspective. 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 ninety-minute webinar, which is being organized on May 17.

Please visit  http://bit.ly/2PW8uaV to enroll for this webinar and gain clear insights into how to implement a nondiscriminatory and legally compliant set of employee wellness programs 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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The aim of this learning session is to specifically help participants differentiate between the two types of wellness programs. While doing so, Dr. Strauss will explain why the knowledge of the ways by which these two types of wellness programs is important. She will list and explain the four standards required by the ACA for health-contingent wellness programs to follow to ensure nondiscrimination.

She will take up HIPAA and specific discrimination laws for discussion and explain the requirements for their compliance in wellness programs. Participants will be able to understand the difference between the reasonable alternative standard for activity-based wellness programs and the reasonable alternative standard for outcome-based plans. Dr. Strauss will also show the steps that the participants of this webinar can take to strategically plan a comprehensive wellness program.

She will cover the following areas at this webinar:

  • provide examples of how wellness programs have resulted in discrimination lawsuits
  • explain the role that the ADA, GINA, FMLA, and other civil rights laws play in the design and development of your wellness strategy
  • provide specific examples of the alternative standards and why they are mandatory
  • list the benefits of a Wellness strategy to minimize healthcare costs for the organization and the employee
  • discuss the critical steps in designing and developing the Wellness strategy
  • plan an effective organization-wide implementation process
  • Establish an effective evaluation method of the Wellness program.

 

Personnel who are closely involved in employee wellness programs, such as CFO’s, Wellness Directors, Risk Management Directors, Occupational Health Nurses, Employers and Business owners, and Human Resources Specialists and Managers will benefit from this course in a big way.

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About the speaker:

Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. The popularity of these exercises can be gauged from the vast spectrum of sectors that her clients hail from: business, education, healthcare, law, and government organizations from both the public and private sector.

She has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She appears on television and radio programs and is frequently interviewed for newspaper and journal articles.

 

Human Resources Training, workplace conflict resolution

TrainHR to organize 90-minute, HRCI-approved webinar on “What Every HR Professional Should Know about Coaching Toxic Personalities” on January 15, 2019

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Fremont, CA: TrainHR, a very trustworthy name in the area of human resources training, will offer a webinar on January 15, 2019, on the topic, “What Every HR Professional Should Know about Coaching Toxic Personalities”. This webinar will have Mitchell Kusy, an illustrious HR professional who is currently professor in the PhD. Program, Graduate School of Leadership & Change, Antioch University, as the speaker.

Please visit  https://www.trainhr.com/control/w_product/~product_id=702277LIVE/?wordpress-seo to enroll for this webinar and gain valuable insights into how to handle toxic personalities at the workplace.

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. This webinar 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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This webinar is completely based on a comprehensive three-year study the expert at this webinar, Dr. Mitchell Kusy, carried out with Dr. Elizabeth Holloway, aimed at analyzing how toxic behaviors in the workplace rob organizations of everyday politeness, making them places that people avoid joining and working in.

This study, which had a sample of more than 400 participants, zeroed in on measurable figures that convincingly proved that when employees make daily courtesy a habit, it leads to an environment in which there is positive change in the organization.

Dr. Kusy will explain the findings of this study in detail at this webinar. He will validate his findings by presenting facts which show what changes could be observed before and after employees adapted this attitude.

How to avoid toxic behaviors?

The core of this webinar is to demonstrate a practical and fresh approach that amalgamates everyday civility with performance management. A salient part of this study is how to avoid narcissistic employees. The speaker will explain how a simple tool such as this can be extremely powerful in bringing about change at almost no cost and yet offer high returns.

One of the strongest negative consequences of having a toxic employee is that other employees would not hesitate to leave the organization if they had a toxic employee in their midst. This is what about half of the respondents in this study said. Toxic employees bring with them a domino effect: they breed more toxicity among their colleagues, which vitiates the entire organization. Dr. Kusy will also offer learning which lead to an understanding of the ways in which toxic behaviors destroy team cultures when implemented at the micro HR level.

Dr. Kusy will explain the following startling facts at this webinar, which the study of which Dr. Kusy was co-author showed:

  • 92% of employees rated the range of severity of toxic work behaviors 7 to 10 on a 10-point scale: How can HR reduce the severity of these behaviors?
  • 94% of employees have work with a toxic person in the past 5 years: What are best practices for HR intervention?
  • 87% reported that team climate worsened: How can HR assess team climate with a simple and innovative assessment tool?
  • 51% of your organization’s top talent is likely to quit because of a toxic person: What are top HR strategies to reduce this turnover?
  • 90% of your customers who witness a toxic interchange between two employees tell others: How can HR prevent the erosion of your business?
  • 6% of individuals impacted by a toxic person ever filed a formal complaint: What can HR do to increase this low reporting percentage?

This webinar is of immense use for those who have to deal with toxic behaviors in organizations, such as HR Leaders, HR Practitioners, Talent Development Professionals, Organization Development Practitioners, and Leadership Coaches.