HRCI Trainings

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

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)

This program helps Human Resources professionals understand the potential and major shift in the National Labor Relations Act, which will undoubtedly require a strategic organizational response. If passed, the EFCA would significantly amend the National Labor Relations Act. The fundamental change replaces the secret ballot election with card check recognition. If passed, there will be no time for the employer’s campaign, and the privacy of the voting booth will be gone. Peer pressure, union pressure and other pressure will focus intensely on employees signing union cards. Today, an employee can still change their mind after signing a card. If EFCA passes, employees will not have an opportunity to change their minds, because their signed card will become their vote! Human Resource professionals must be armed with a strategic response if EFCA is enacted.

Learning Objectives

The R.E.S.P.E.C.T. Act

Why was EFCA proposed and what are it’s chances of being enacted?

What might the union card look like?

What can employers do?

How to identify a unionization attempt

What to do when the union walks through your door

One little survey can give companies a lot of bang for their buck! Employee Opinion surveys do so much more than gauge employee satisfaction, they also help businesses uncover reasons for absenteeism and turnover, diagnose an organizations strengths and weaknesses and measure management effectiveness.

Learning Objectives

• To survey or not to survey
• The greatest values in surveys
• The greatest failings in surveys
• The planning process behind surveys
• Seven Survey Sins
• Types of Surveys
• Questionnaire Construction

The Federal Trade Commission requires certain business to have a written identity theft, which detects, prevents, and mitigates identity theft when opening an account or maintaining any existing account. The amendment refers to these accounts as covered accounts (covered by FACTA). These accounts use personal and sensitive financial/credit information that pose a foreseeable risk, to consumer, if stolen. Fraudulent activity against a covered account is called a Red Flag. By the FTC deadline, covered business must have a formal written program that identifies its covered accounts, how they will protect them, and how they will respond to identity theft activities. FACTA violators face penalties up to $3,500.00 per incident of non-compliance. This program also covers many State’s Data Security Breach Notification requirements mandated under many state’s laws. Join us and get an idea of your options meeting or managing your identity theft.

Learning Objectives

• Introduce the Fair and Accurate Credit Transaction Act 2003
• Introduce State Laws - Data Breach Notification
• Introduce Self-Regulation
• FACTA & HIPPA: Protecting Patients Beyond PHI (For Patient Care Practices)
• Explore Identity Theft Policy and Procedure
• Explain senior management oversight and role
• Explore employee compliance and response training

Leadership communication goes hand-in-hand with success. No matter how compelling the vision or how brilliant the strategy, without leadership communication there is no execution. Leader Speak helps leaders embrace interpersonal communication that results in strategic alignment with employees, departments, and executives.

This fast-paced, results-oriented seminar is uniquely designed to strengthen your leadership communication skills.

Learning Objectives

• Collaboratively ascertain, construct, and communicate critical information with precision.
• Identify communication barriers, leverage assertiveness skills, and be clear on negotiating interest versus position.
• Resolve conflicts quickly, politically, and effectively.

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

Strategic HR professionals must change their role from strictly managing all-things HR, to being business savvy, networked, and influential participatory leaders who embody the greatness of leadership. HR professionals will learn to embrace participatory leadership, build strategic know-how, and position themselves as business contributors, who understand how the business earns, saves, and spends its resources, for improved decision-making.

Learning Objectives

• Managing versus Leading
• Assessing your leadership style
• Identifying key participatory leadership traits
• Creating your leadership skills development plan
• Managing Up: How to be there for your boss and employees
• Learning how the business earns, saves, and spends its resources, for improved decision-making.

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