Surfing the silver tsunami - Workers Compensation, ADA, FMLA, Mental Illness and Other Workplace Regulations! Will there be any protection?


Course Code

#1519739319

Level

Intermediate

Duration

90 Min

Date & Time

Jun 26, 2018 | 11:00 AM PDT


Why Should You Attend:

Today’s Employers are asked to manage difficult situations in the workplace while they also focus on building their business. Now more than ever, compliance regulations and employee rights are making the workplace a battleground for HR professionals, supervisors, managers and business owners with expectations that can make even the most effective leader searching for ways to manage all the regulations without stepping on landmines.

Description:

This training will focus on the skills necessary to navigate the many workplace regulations that can impact Employers by arming them with the fundamentals of Family Medical Leave Act (FMLA), American with Disabilities Act (ADA), American with Disabilities Act Addendum (ADAA), Occupational Safety and Health Act (OSHA). Then and only then can Employers feel confident about juggling all these regulations without making decisions that can impact negatively on employees and the organization. When you add strict guidelines of Workers Compensation claims and the financial impact of high volume claims versus safety in the workplace, we need to provide Employers with as much awareness, tools and strategies to reduce risk and increase confidence. This training provides the necessary level of knowledge of compliance initiatives and resources that can assist HR professionals, supervisors and Employers in ensuring effective workplace compliance.

Areas covered in this webinar:

  • Learn when to use Workers Compensation Insurance to manage incidents;
  • How to handle situations when FMLA, ADA and Workers’ Compensation interconnect?
  • Learn how to terminate an employee who is on FMLA without being held hostage;
  • Learn what strategies can protect Employers from wrongful termination allegations;
  • When you provide compliance training to HR professionals, managers and supervisors you have a first line of defense for allegations against your company!
  • Definitions of ADA, ADAA, OSHA, EEOC and FMLA and best practices on how each should be managed;
  • Myths and Facts of handling employee requests for all the above;
  • What regulations can have the most impact on fines and penalties?
  • When should Employers consider third party administrators to manage all the facets of workplace leaves and administration;
  • Use effective checklists and tools to mitigate FMLA and ADA requests;
  • When to use reasonable accommodations to help employees manage their illnesses;
  • When should you use Employee Assistance Programs (EAP) as part of a treatment plan

Who will benefit:

  • CEO
  • CFOs
  • Business Owners
  • Employers
  • Board of Directors
  • Executive Leadership
  • Supervisors/Managers
  • Program Managers, Office Managers (with HR Roles)
  • HR Workplace Compliance Professionals (Officers, Directors, Managers and Specialists)
  • Senior HR Professionals
  • Operations Professionals
  • Margie Faulk

    Margie Faulk, PHR, SHRM-CPHR Compliance Solutions, LLC-Compliance Officer, is a senior level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.

    Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.

    Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.  Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for HumanResources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).

RELATED WEBINARS

Apr 10, 2018
12:00 PM | 90 Min
Mike Thomas

Excel - Building a Dashboard-Based Reporting Tool


No matter what business you are in, a dashboard is a critical tool in your communication armoury and as with any communication tool, presentation is everything. Although there are many tools that can be used to create a dashboard, Excel is commonly used due to it’s power, it’s flexibility and the fact that most people have it installed on their computer.

This training focuses on what you need to know to create an interactive professional-looking dashboard using Excel. You'll learn how to: make the dashboard maintenance-free when new data becomes available; create the pivot tables needed to drive the dashboard; create great looking visuals; add interactivity using slicers; automate elements of the dashboard with a macro and protect the cells containing critical formulas.

REGISTER NOW

Apr 17, 2018
10:00 AM | 90 Min
Catherine Mattice

How to Implement a Workplace Diversity & Inclusion Program


An organization that is truly inclusive focuses on diversity in every nook and cranny of its organization and by being inclusive an organization can gain competitive advantage in the market. This course outlines the concept of diversity and its benefits to your organization. The course will then provide you with a strategic plan to implement programs and develop unique ways to expand the target pool, develop interview questions, and imbed diversity into the organization through performance management. Overall you will not only receive guidance on how to implement programs, you will also receive the tools needed to overcome challenges the organization faces when developingdiversity and inclusion initiatives.

REGISTER NOW

May 03, 2018
11:00 AM | 120 Min
Susan Strauss

How to Conduct a Harassment/Bullying Investigation (2-hours)


What exactly is sexual harassment? Sexual assault?  Questions and confusion abound with the current seismic national—and international—tsunami of women coming forward to disclose their victimization.  The #MeToo movement is providing a platform for women’s voices to be shared as they tell their stories.

But it is not only famous powerful men, such as celebrities and law makers, who sexually harass women (and sometimes men),  powerful men (and occasionally women) in every industry may find  they either have in the past, or are currently guilty of aggressive propositioning, touching, or telling off-color jokes. Sexual harassment exists at every level from universities, to workplaces, to healthcare and even in law firms.  Antics or bad behavior such as this are unacceptable in the workplace and against company policy, but do these behaviors rise to the very high standard of illegal sexual harassment?

No matter one’s gender, everyone has the legal and ethical right to be free from sexual harassment and assault. So what prevention and intervention strategies have your organization created and implemented to address the epidemic of sexual harassment?  Are those strategies working?  According to the 2016 EEOC report on harassment in the workplace, 90% of those who say they were harassed never reported it or took formal action.  Considering this sobering statistic, what will you do differently?  Do you or your employer tolerate or ignore any employee who has a reputation for sexually inappropriate behavior.  Perhaps he gets excused with comments such as “Oh, that’s just George, he doesn’t mean anything by it.” The EEOC also found that sexual harassment complaints are continuing to increase despite some organizations conducting sexual harassment training.  They determined the type and format of training is largely ineffective.

REGISTER NOW

May 16, 2018
11:00 AM | 120 Min
Susan Strauss

Harassment Still a Big Problem at U.S. Employers, New EEOC Report Finds..


It is almost impossible for managers and HR professionals to stay current in the ever evolving civil rights case law due to their busy workload. As a result, discrimination and harassment may go unrecognized and allowed to continue creating a hostile work environment for employees resulting in absenteeism, turnover, loss of productivity and physical and emotional health consequences to the target and witnesses of the abuse. When managers and HR professionals fail to recognize discrimination and harassment, it creates liabilities for the organization and costly lawsuits. Join this session by expert speaker Dr. Susan Strauss who will assist you in staying current with the ever evolving civil rights case laws.

REGISTER NOW

May 23, 2018
10:00 AM | 90 Min
Diane Dee

Workplace Behavioral Issues: Appropriately Handling Issues


Workplace conflict happens in the best of organizations. Failing to address workplace conflict costs an organization money, time and productivity.  When conflicts go unaddressed, they can have a negative impact on productivity and teamwork.  In order to manage conflicts successfully, it is necessary to address conflict as it arises and facilitate productive communication in order to resolve the situation.

REGISTER NOW

Jun 06, 2018
10:00 AM | 90 Min
Diane Dee

Intricacies of the Fair Labor Standards Act


The Fair Labor Standards Act (FLSA), commonly referred to as the Wage and Hour Act, was passed in 1938 and since then has been amended many times.  The major provisions of the FLSA are concerned with minimum wage rates and overtime payments, child labor, and equal rights.  The US Department of Labor, Wage & Hour Division, oversees federal labor laws.  Additionally, State DOLs administer state labor laws.  Failure to comply with Wage & Hour laws may result in the employer paying the employee back wages, damages, penalties, attorney fees and court costs, plus the prospect of civil and criminal penalties from federal and/or state governments.  Therefore, Wage & Hour compliance is of the utmost importance.

REGISTER NOW

Jun 07, 2018
11:00 AM | 60 Min
Susan Strauss

Diversity & Inclusion Strategy: A Necessary Workplace Survival Tactic


Diversity and Inclusion must be embedded into the fabric of the organization; it must become part of the organization’s strategic plan.  In addition, part of the implementation process includes incorporating diversity and inclusion performance objectives within each employee and manager’s performance objectives.  We’ll discuss the issue of training and the role it needs to play in the diversity and inclusions as well as how to engage middle managers—who are already stressed with too much work and too little time. And finally, once the strategy has been designed and implemented, what metrics need to be used to measure the success of your organization’s  strategy.

REGISTER NOW

Jun 13, 2018
11:00 AM | 180 Min
Margie Faulk

Sexual Harassment Training including Transgender & Gender Equity - California Regulations AB 1825, CA 2053 and the FEHC mandated effective January 1 2018


Requirement Criteria - California requires all Employers with 50 or more employees to provide sexual harassment training to their supervisors/managers as part of regulations AB No. 1825 for several years. Effective, January 1, 2018, the sexual harassment training regulation has expanded to include specific transgender topics. This new regulation enhances the previous requirements. To be compliant with regulations, the Trainer must be qualified to conduct this training. Margie Faulk, PHR, SHRM-CP, Compliance Officer for HR Compliance Solutions, is qualified and certified to conduct this training. Have your supervisors/managers trained by a qualified compliance professional to meet your requirements!

Supreme Court decisions and the current EEOC Guidelines make it clear that employers need to go beyond simply having an anti-harassment policy. Employers must provide training to ensure every manager and employee understands the organization's harassment policy. Employers must show due diligence relative to controlling workplace harassment. Every employee should be trained on what harassment is, and what to do about harassment, if they see it happening to them or anyone else.

Managers and supervisors must be aware of their liability and their responsibility to control harassment. They need to know how to prevent sexual, and other forms of workplace harassment, and what steps to take if harassment claims are made.

Per the regulations, the learning objectives of the training mandated by Government Code section 12950.1 shall be:

  • To meet the California state regulations AB 1825, AB 2053, SB 396 regarding providing sexual harassment training to supervisors/managers and newly hired/promoted supervisors within 6 months of hire/promotion and every 2 years;
  • To assist California employers in changing or modifying workplace behaviors that create or contribute to "sexual harassment," as that term is defined in California and federal law;
  • To provide trainees with information related to the negative effects of abusive conduct (as defined in Government Code section 12950.1(g)(2)) in the workplace; and
  • To develop, foster, and encourage a set of values in supervisory employees who complete mandated training that will assist them in preventing, and effectively responding to incidents of sexual harassment, and implementing mechanisms to promptly address and correct wrongful behavior." (§11024(b))
  • To provide sensitivity, protection and restroom safety as per OSHA Best Practices for establishing transgender guidelines;

REGISTER NOW

Jun 20, 2018
11:00 AM | 60 Min
Susan Strauss

The Office of Federal Contract Compliance Programs (OFCCP) Finally Updates Their 1970 Sex Discrimination Guidelines: What You Need to Know to Reduce Liability


The OFCCP’s updated sex discrimination guidelines, called the Final Rule, “Discrimination on the Basis of Sex”, clarifies the connection between Title VII Civil Rights law, and OFCCP”S regulations.  The Final Rule, according to OFCCP’s Fact Sheet, facilitates contractors’ understanding and compliance with Title VII, which results in a possible reduction in contractor costs as well as an increase in labor-market efficiency. The Final Rule is necessary to ensure contractors are consistent with today’s workplace culture and challenges.  It prohibits contractors and subcontractors from discriminating against employees and applicants based on their religion, race, color, national origin, sex, sexual orientation, and gender identity (protected classes).  The Rule makes clear that discrimination of the protected classes includes issues related to hiring, promotions, recruitment, job assignments, training, benefits, pay, and discipline, as well as harassment. 

REGISTER NOW

Jun 26, 2018
11:00 AM | 90 Min
Margie Faulk

Surfing the silver tsunami - Workers Compensation, ADA, FMLA, Mental Illness and Other Workplace Regulations! Will there be any protection?


This training will focus on the skills necessary to navigate the many workplace regulations that can impact Employers by arming them with the fundamentals of Family Medical Leave Act (FMLA), American with Disabilities Act (ADA), American with Disabilities Act Addendum (ADAA), Occupational Safety and Health Act (OSHA). Then and only then can Employers feel confident about juggling all these regulations without making decisions that can impact negatively on employees and the organization. When you add strict guidelines of Workers Compensation claims and the financial impact of high volume claims versus safety in the workplace, we need to provide Employers with as much awareness, tools and strategies to reduce risk and increase confidence. This training provides the necessary level of knowledge of compliance initiatives and resources that can assist HR professionals, supervisors and Employers in ensuring effective workplace compliance.

REGISTER NOW