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.
This webinar provides a specific and simple model for improving interview success that leads to reduced turnover and increased retention. Participants will also learn to use behavioral interviewing to tap into potential integrity problems.
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.
Do you find yourself repeatedly performing the same actions or tasks in your spreadsheets? If the answer is "Yes", it’s time to learn how to create a macro.
In this session you will learn how to create and edit macros, create macros that can be re-used across multiple files and create macros that run automatically based on an event such as opening or closing a file.
You'll learn how to create a macro the easy way by using the built-in macro recorder. You'll then progress on to learn how to make simple changes to a macro using the built-in programming language called VBA.
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.
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:
This webinar provides specific and useable tools for conducting stay interviews in your company. The core of the toolkit is actual interview questions in ten key areas. This process leads to a plan of action that increases the probability of retaining valuable employees. The Retention Toolkit gets at the source of the problem and allows managers and employees to work collaboratively to create realistic plan of action.
The pressing issue is that avoidable employee turnover costs companies billions and that retention interviews offer a viable solution for managing turnover risk.
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.
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.
Do you work with "Big Data"? Do you import and manipulate large datasets in Excel? If so you’ll already be familiar with the limitations of Excel. Power Query, (known as Get and Transform in Excel 2016) is designed to get you past these limitations, allowing you to import and work with 1-million-plus-row datasets from virtually any source.
Power Query / Get and Transform can save you a ton of time when working with imported data. In many cases when you get data from external sources, it needs work on it before it can be used. Although this can be done using Excel functionality, Power Query / Get and Transform is a lot faster, can handle much more data, and is repeatable with a couple of clicks.
This course teaches participants the fundamental concepts and methods needed to establish effective control charts and estimate process capability. In addition to learning traditional control charts (e.g. xbar, r/s), participants will be exposed to other useful charts for handling multiple sources of variation (within/between) and short production runs. Practical aspects of implementing SPC on the shop floor are also discussed.
Estimating process capability for both normal and non-normal data is discussed. The meaning and limitations of popular capability are presented in detail.
This highly interactive course will allow participants the opportunity to practice applying SPC techniques with various data sets. The objective is to provide participants with the key tools and knowledge to be able to apply the methods effectively for their own processes.
No need to go to Law School and get a Doctor of Juridical Science degree on Employment Law in order to survive the tsunami of litigations and astonishing well-publicized lawsuits and settlements we read about every week. All you need is to sharpen your skills and enrich your career by attending this 2 Day Certificate Program on FMLA & ADA. This is a thorough Certificate Program which will provide you with the tools and resources you need to maintain compliance with these two important laws and regulations and to serve as an internal consultant to minimize organizational risk. Always remember, it is better to deal with the issues “in-house”, rather than in the “Court-house”.
The key to untangling ADA and FMLA is to understand the obligations under each statute. Therefore, it is crucial for employers to have at least a basic knowledge of the laws to apply them correctly and avoid litigation.
This comprehensive program includes information packed sessions that provide complete coverage of all aspects of the federally-required FMLA and ADA compliance and best practices. You will learn the practical strategies and procedural recommendations that will enable you to tackle the challenging FMLA and ADA issues you confront everyday!
What's Covered:Your Exam Prep Workshop includes six modules that align with, and are designed to help you pass, the exam. The modules are:
A huge benefit with this course is the flash drive containing the 2000+ slide Powerpoint presentation and practice exams in Microsoft Word, which you can review and use as much as you need to prepare for your exam. In all, you receive:
We also give you instructions for applying and registering for the PHR/SPHR exam!
Bonus Re-Sit Policy: Any participant who does not pass their certification exam after taking this workshop is welcome to attend a future class free of charge within 12 months of the original program date
Additional California Regulations 2017-2018:
How many times have you been told that you can’t fire an employee even when you work in an “At-Will” State? As a compliance officer, I have told many Employers (much to their disappointment and even anger). However, most times the decision not to terminate is due to the employment laws and regulations protecting from discrimination, wrongful termination, hostile workplace and all the litany of violations of the many laws Employers have to jump through hoops to avoid.
Until Employers realize that the risk for these violations are higher because of lack of awareness instead of malicious intent, the sooner Employers can take the necessary steps to hire the best people, retain the stars and fire the employees who drag the company down.
This seminar will provide Employers, their Leadership, HR Professionals, Supervisors and any professional whose role is to manager the costliest budget item in the Organization, Human Capital!
This training contains everything our Managers and Supervisors need to know to succeed and to protect our organizations by complying with Employment Laws by doing the right thing from a moral, ethical and legal way. Always remember that it is better to deal with issues “in house” rather than in the “courthouse”.
Seminar Fee Includes:
* Free consulting service on questions related to Certificate Program for 12 months starting the day of the seminar. Participant will be provided with an email address and a response will be received within 48 hours.
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