HR Compliance

Labor enforcement agencies are gearing up for a busy 2010.  More than 40 significant labor and employment bills have been introduced in Congress. With a new Secretary of Labor in office, employers need to comply  with wage and hour labor laws now more than ever.  The Secretary of Labor has added 250 new wage-hour field investigators and $2 billion dollars in funding to ensure this compliance.

Topics to be covered:

• Swine Flu and the Employer’s Responsibilities
• GINA
• Social Security No Match Letters
• DFEH Complaints
• EEOC Statistics
• Civil Air Patrol Leave
• And More

Harvard University wrote a book titled Hiring and Keeping the Best People, which talks about the cost of poor hiring practices. The Business Essentials book stated that bad hiring brings down performance and can be painfully costly in the long run. Painfully costly is defined as 24 times the base compensation of the poorly hired person. Can you afford it? CEA’s hiring system will help businesses and HR professionals avoid costly hiring mistakes.

Learning Objectives

• Know what you need to hire
• Reduce time spent writing job ads and descriptions
• Discover where applicants are and what to pay them
• See the critical hiring steps between accepting an application to the 1st day of work
• Unlock the recruiter’s toolkit for quality hires and fit
• Develop legally defensible behavioral interview questions targeting proven performer’s skills
• Uncover hidden tips, tools, and tricks for effectively managing on-the-job (OJT)

How many different leaves of absence might a California Employer have to grant? Depending on the number of employees a company has, they may have to grant up to 19 different leave laws! It’s important to know about pregnancy disability leave and family medical leave laws, but there are so many others that employers need to be understand. We’ll cover them all and provide you with a CA Leave Law Cheat Sheet to refer to in the future.

Learning Objectives

• All of the leave and time off laws governing California employers (PDL, FMLA, CFRA, Military Leave, Jury Duty, Domestic Violence, Volunteer, School Suspension, Time off to Vote, WC, Kin Care, Drug and Alcohol and more...)
• Who is eligible
• Employee’s rights under the law
• Notice requirements
• Duration
• Affects on PTO, vacation, sick, and wages

Just when you think you’ve got a handle on OSHA’s complex rules and regulations, the agency issues a new standard, changes the record-keeping requirements or mandates additional training. Keeping your workplace compliant with OSHA’s ever-changing rules – and safety for your employees – is a never-ending headache where th>e stakes couldn’t be higher. California law (SB198) requires companies to have an Injury and Illness Prevention Progam in place. It doesn't matter if you have one employee or hundreds ... as their employer, you are responsible for their safety.

Learning Objectives

• The basics of OSHA Compliance
• Cal/OSHA Inspection targets and how to handle for a positive outcome
• How does the IIPP apply to your business
• Tips for integration, not separation
• Learn what to do before and after an injury occurs
• How to implement an IIPP
• Resource materials to implement your own programs

All documentation is designed to communicate how an employee must behave on the job. The documentation must communicate your organization’s process for dealing with business-defeating behaviors warranting action up to and including discharge from employment. This quick guide will help you confidently document, discipline, and discharge employees. It also provides your organization with the documentation necessary for defending against wrongful termination lawsuits and paying unemployment, which both drain money from your business.

Learning Objectives

• Explore barriers to taking disciplinary action
• See the purpose of disciplinary action
• Identify reasons to take and document disciplinary action
• Examine why one would coach and discipline an employee simultaneously
• Define effective documentation
• Review methods for investigating issues before creating documentation
• See and explore safe practices for performing a CA employee discharge

Sometimes, employees are absent from work. This can create a variety of hardships for the business. From staffing to lawsuits, CEA, its representatives, and its partners understand your unique needs and will help you be successful in preventing and managing employee absenteeism, so that you can get on with the business of business.

Learning Objectives

• Assess absenteeism’s impact
• Define absenteeism
• Determine the cost of absenteeism
• Explore state and federal laws related to absenteeism
• Review an FMLA (Family Medical Leave Act) case study
• Recognize keywords and phrases employees use when an absence is imminent
• Conduct absentee root-cause analysis
• Assess and prevent absenteeism
• Discover how to discipline absenteeism
• Examine and discuss resolution for absentee scenarios

Human Resources professionals will be making significant and deeply emotional job cut decisions in the coming months. With families, customers, and the businesses’ future hanging in the balance, HR professionals must know and solidify their options, to prevent lawsuits, reduce job cuts, and remain competitive in today’s tough economy.

Learning Objectives

• Reducing staff work hours
• Getting unemployment dollars and keeping your employees
• Performing an individual or mass layoff
• Identifying who can and can’t be laid off
• Notifying your employee of reduced work hours
• Notifying an employee of a job cut
• Exploring compensation and benefits cuts

Prevailing wage is a mandatory component of many public works projects. Unfortunately, the law often raises more questions than it answers. What is the prevailing wage? What paperwork do I need? How can I avoid liability and complaints? What if I need help? We will help you with the practical guidance you need to avoid penalties and costly litigation. You'll learn the nuts and bolts of complying with prevailing wage law - minus the confusion and worries.

Learning Objectives

• Overview of Federal and State Prevailing Wage Laws
• How Are Prevailing Wages Determined?
• What Construction Work Is Covered?
• What Are the Prevailing Wage Standards?
• Reading Federal and State Wage Determinations
• How Are Prevailing Wages Paid?
• Who Is Paid the Prevailing Wage?
• Completing Certified Payroll Reports
• Complying with Apprenticeship Requirements
• Compliance and Enforcement

CAL/OSHA Update:

Updates in regulations and how that may affect you. Inspection target, focus and handling tips for a positive outcome.

Basic Safety Process Activities:

Injury Illness Prevention Program (IIPP) - what it is and how it applies to your company.

Activities in the IIPP - a reminder and discussion.

Getting more from your efforts - tips on integration; not separation.

California’s Unemployment Insurance Agency is called the Employment Development Department (A.k.a. EDD) is a complex organization responsible for.

Learning Objectives

• Paying Unemployment Insurance, Disability, and Paid Family Leave
• Overseeing job training, retraining, and lay offs
• Collecting payroll taxes and overseeing employer’s reserve accounts
• Providing Labor Market Information
• Providing agency forms and publications

NAVIGATING THE WAGE & HOUR MINEFIELD

Both the Federal Government and the State of California have discovered a way to battle their budget woes… employer non-compliance!  Hilda Solis, the Secretary of Labor, has added 250 new field investigators in order to audit employers.  To ensure your company moves safely through the compliance jungle, join us.

Learning Objectives:

• Latest opinion letters from the Labor Commissioner
• Latest rulings from the CA Supreme Court
• Exempt v. Non-exempt, Independent Contractor v. Employee, Meal & Rest Periods
• Common and continuing mistakes employers make

Offered as AB1825 compliant for Supervisors or Managers, or employees. The goal of this training program is to provide a better understanding as to what constitutes harassment and to do everything possible, through proactive training and education to ensure a harassment-free environment. It is also designed to make sure the work force knows that any kind of complaint will be handled through internal grievance procedures.

More and more people see violence as a way to settle disputes or get revenge for some perceived mistreatment. It's part of society, and so naturally it's part of the workplace.

Topics covered are:

• How to settle problems before they erupt into violence
• How far you can go, legally, to address a threat of violence
• The essentials of an effective and legal anti-violence policy
• What to do if someone commits a violent act
• What types of violence-prevention measures the courts have approved.