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Overview : This is an advanced webinar that assumes an understanding of the Patient Protection and Affordable Care Act (ACA). The webinar will begin with a review of the options large employers will face in 2014 regarding penalties and offering health benefits.

The webinar will review a number of case studies that will provide examples of how different employers are responding to the challenges that lie ahead. Large employers who already offer all full-time employees (now defined as those working an average of 30 hours per week) health benefits that meet the minimum value and affordability tests will not be in danger of paying penalties. Other employers will need to decide whether to begin offering such coverage to all full-time employees or begin paying penalties.

For some employers, the penalties may be relatively small. For other employers the penalties could be quite substantial. Some employers may need to reduce employee contributions rather dramatically in order to avoid penalties. For some employers the best solution might be to offer a new plan that is not as rich and has lower employee (and employer) contributions. There are numerous options available and the analysis can be quite complex. Employers that have provided benefits to a minority of employees in the past will probably be hardest hit by the new rules.

Areas Covered in the Session:
Health Care Reform
Employer Shared Responsibility
Individual Shared Responsibility
Affordability Test
Definition of Full-time Employee
Measurement, Administrative and Stability Periods
Maximum Waiting Period
Fees
Cost-Sharing Limits
Minimum Value Test

Who Will Benefit:
Director of Compensation and Benefits
Benefit Managers
Benefit Specialists
Insurance Agents
Insurance Brokers
Employee Benefits Consultants
Group Insurance Representative

John Garner is the founding Principal of Garner Consulting, an employee benefit consulting firm in Pasadena. Under Garner’s leadership, this nationally recognized consultancy has built a broad base of services including benefits consulting, claim audits and compliance for insurance companies, employers, health care organizations and providers, and managed care companies. Garner Consulting recently merged its insurance brokerage division with two other brokerage firms to create Valence Benefits, where Garner also serves as a Principal.

Price: $145.00
Contact:
Russel Stuart
Phone: 1800-385-1627
E-Mail: webinars@trainhr.com
Register here: http://bit.ly/10vbmsA

Overview : The challenge for an employer is to maximize that amazing Barbarian will and strength while minimizing their less appreciated tendencies. To handle a Barbarian requires understanding their mindset. What it means to supervise, succeed and work have extremely different definitions to a Barbarian.

For example, while others think of sharing information as a way of cooperation and a workplace expectation, Barbarians think that weak, instead choosing to hoard information as a way of achieving power. This webinar will cover how to harness that Barbarian energy while keeping it from negatively affecting other employees.

Why should you attend: Barbarians can be amazing employees and strong managers but can also be a huge liability for an employer with their less than sensitive view of what it means to work. They can be great leaders of teams but often try to overtake the team as they don't really recognize the concept of a team. Barbarians need to be managed with a firm hand and with their controlling tendencies minimized they can be amazingly productive forces in your workforce.

Left unregulated, Barbarians can be amazingly destructive forces causing an employer to fend off employee complaints, lowered productivity, high turnover, increased accidents, unionism attempts and harassment complaints.

Areas Covered in the Session:
Barbarians as managers. How to minimize the, "you're either with me or against me mindset."
Barbarians who control information as a form of power.
How to minimize a Barbarian's effect on new employees.
Charismatic Barbarians who practice bullying coworkers out of the company.
Handling the unqualified but over titled/compensated Barbarian. The scariest type of Barbarian.
How to thrive working for a Barbarian.
How to work with a Barbarian coworker.
How to persuade a Barbarian who is amazingly talented.
How to stage an intervention with a Barbarian.

Who Will Benefit:
HR Generalists
HR Managers
Front Line Managers
Managers
Plant Managers
Management
Business Owners

Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm. She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.

Overview : Document, document, document. Every employment attorney preaches this word to their clients. Not all documentation, however, is the same. Yes, employment attorneys want you to document - but only if you do it right. Good documentation helps you win lawsuits. Bad documentation will inevitably help your former employee win his/her lawsuit against your company.

So how do you document so that it will hold up in court? Of course, we don't want to keep documentation around too long - particularly if it is bad documentation. How long does the law require you to keep documents? And, if you get notice of a claim being filed against you, what steps must your organization take to ensure that documentation is not destroyed?

Why should you attend: You know you were justified in terminating that employee. Unfortunately, your documentation doesn't reflect it, and judges/juries seem to give more credence to documentation than testimony. Don't let poor documentation lose your lawsuit. But would be plaintiffs do have limitation periods to bring lawsuits, and you don't want to keep that documentation around too long? When can you destroy documentation? If you guess wrong, you may be facing one angry judge. Judges are becoming increasingly angry over companies failing to keep documentation relevant to the litigation, and they are showing their anger. Judges are imposing significant sanctions and even default judgments without regard to liability in particularly egregious cases. So when you destroy documentation legally?

Areas Covered in the Session:
Strategies for effective documentation.
Performance and Disciplinary Documentation Pitfalls.
Documentation Dangers to Avoid.
The Importance of Knowing the Difference between Misconduct and Performance Issues.
What You Should Say in Termination Documents.
Documenting Performance Improvement Plans and Using Them Effectively.
Advantages and Disadvantages of Performance Evaluations (and why some attorneys are saying don't do them anymore).
Why Courts and Agencies Are Reviewing Your Performance Evaluations with Greater Scrutiny.
Record Retention Requirements under the Law.
How to Have an Effective Record Retention Policy
How to Work with Your Attorney When Litigation Calls

Who Will Benefit:
Human Resource Managers
Human Resource Supervisors
Company Owners

Susan Fahey Desmond Ms. Desmond, who maintains an active practice in both Louisiana and Mississippi, specializes in the areas of labor and employment and civil litigation, including representing employers in Family and Medical Leave cases, discrimination claims relative to age, sex, disability, race, religion, and sexual harassment, and handling EEOC charges and other administrative complaints through the administrative and judicial process.

Price: $145.00
Contact:
Russel Stuart
Phone: 1800-385-1627
E-Mail: webinars@trainhr.com
Register here: http://bit.ly/13X0oAO

Overview : Human Resource practitioners should attend this program to create and implement effective strategies for combatting compression in their companies. If left alone, this problem festers and leads to employee relations issues that don't surface until turnover signals its presence. The pragmatic Webinar Leader, David Wudyka, SPHR, MBA, will offer his ideas for "do's and don'ts" when managing compression.

Areas Covered in the Session:
How to define pay compression
How to design and implement practical solutions to compression
The number one cause of pay compression
What employers overlook that leads to compression
The importance of administrative diligence
How pay range quartiles can be used to help manage compression
The role of "Equity Adjustments"
The important influence of the Employment function
Why the ratio of Supervisory: Subordinate pay matters
Can pay compression ever be good?
The impact of compression upon discrimination
How the "Merit Matrix" can help in managing compression
Turnover: the ultimate consequence of compression

Who Will Benefit:
Human Resource Managers
Compensation Analysts
Compensation Managers
Financial Managers of HR Departments

David J. Wudyka, SPHR, is an independent Human Resource Consultant with over 30 years experience in the profession. He is the Managing Principal of Westminster Associates in Wrentham, MA, a Human Resource Consulting firm offering a wide array of Human Resource consulting services, including the design of Compensation programs. He is one of the first people in the United States certified in the Compensation field by the World At Work.

Price: $145.00
Contact:
Russel Stuart
Phone: 1800-385-1627
E-Mail: webinars@trainhr.com
Register here: http://bit.ly/168Lk7p

Overview : As the old saying goes an ounce of prevention is worth a pound of cure. Training your managers, especially new managers in the basics of HR compliance is the easiest, fastest, most helpful, and downright cheapest thing a company can do to stave off employment complaints and expensive legal claims.

This webinar will cover what a new manager needs to know about HR before, or shortly after they start their new job.

Why should you attend: Vague goals, little guidance, maybe promoted over people with whom they used to be coworkers, maybe even friends, management promotions at some companies are more akin to a test of survival than a reward. Even with training, traditional management techniques just don't always have an answer for today's complicated HR challenges. Wherever there are people, there are employee relations issues which can turn into compliance issues. Even with training there can be enough misunderstandings and miscommunications to keep a manager busy. Sending a new manager out without knowing at least some HR basics is a recipe for disaster. Not only for the manager, but their employees and certainly the company as well.

In any new position there are enough challenges during the first months to keep the newly promoted busy. But it's not just for the benefit of the manager that you are training. HR training provides not only knowledge to the new manager but also is of benefit to the new manager's employees as well.

Areas Covered in the Session:
What every manager needs to know today about the major Federal employment laws; FLSA, FMLA, ADA and Title VII.
Performance management - The 4 tools a manager has and how, when, why to use them.
An easy tool for spotting problems - How to discover if it's the employee or the company causing the problem.
Legal and practical advice for what every manager needs to know about interviewing and hiring.
How to counsel up or out problem employees.
What to do if an employee has a complaint.
How to write consistent, logical, factual, defensible documentation. What, when, how and why we write.
What to do when you've been promoted over your friends.

Who Will Benefit:
Managers
Branch Managers
Store Managers
HR Generalists
HR Managers
Plant Managers
Management
Business Owners

Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm. She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.

Price: $145.00
Contact:
Russel Stuart
Phone: 1800-385-1627
E-Mail: webinars@trainhr.com
Register here: http://bit.ly/18HlrKu

This HR compliance training will clearly explain how you can adapt compliant HR best practices in setting up a virtual workplace plan. It will discuss the key elements, dos and don’ts of effective HR program implementation in a virtual workplace environment.

Why Should You Attend:

Technology at lightning speed continues to reduce the global gap and virtual workplaces are everywhere as an expectation and is even used in some companies as a way to reduce overhead costs. Some employees have never known any kind of workplace but a virtual one. Working virtually has overnight become so mainstream that in some respects you're almost considered "old school" if your business doesn't at least allow it for some jobs.

But as more and more employees flood into a hodgepodge of largely individually negotiated work "agreements", the problems can begin. It seemed easy - employees could just work in a different place, but actually it turned out to be a different way of working. So as they say - fail to plan, then plan to fail.

This HR compliance webinar will discuss in detail the compliance hotspots and considerations of different HR laws implementation in a virtual environment. From job identification issues, existing policy revisions, clarifying performance expectations, having to plan communications, and different methods of employee selection, it will cover all important matters that need careful consideration and planning in a virtual workforce.

It will help attendees to identify how to foster teamwork between people who never traditionally meet or even seen each other.

Areas Covered in the Seminar:

• They Did WHAT? Compliance hot spots and considerations; exempt/non-exempt timekeeping, FMLA, safety, data security and more.
• Not all high performance translates to a virtual workplace - identifying virtual high performers, both new hires and within existing employees.
• Out of sight doesn't have to equal out of mind. Managing performance from afar through objectives and expectations.
• Reorganizing current virtual arrangements and setting up processes for new ones. Tips for transitioning workforces.
• When "working in your pajamas" doesn't. Pitfalls of virtual workplaces.
• Making time to communicate. Dos and Don'ts for a virtual manager.
• How to foster teamwork between people who never traditionally met or even seen each other.
• How to move people back to a traditional workplace or move them on.

Overview : Communicate better, improve performance, and defend yourself from legal challenges by producing more effective performance documentation. Employees are more productive when they know what is expected of them. Employee discipline is easier when documents are in order, and high standards are met when directions are clear. Learn simple, stress-free methods for collecting the right information, keeping the right records, and tracking performance outcomes. Good documentation has many advantages including eliminating subjectivity in performance appraisal ratings, serving as a basis for training and development, as well as a source for rewards and recognition.

Why you should attend: Most managers fall short in their goal of documenting performance. This neglect often results in sloppy disciplinary procedures, performance shortcomings, bad morale, and possible legal challenges. Learn to effectively track, manage, and document performance by using simple and effective techniques that are not a chore to do. Don't let the excuses such as "I do not have time" stop you from being an effective manager. If you have ever failed to nominate great employees for awards because you did not have records to prove their success, or if you have ever wished that you could help poor performers move on to another career, this training session is designed to help you enjoy the benefits of good performance documentation.

Areas Covered In the Seminar:
What is the difference between documentation and evidence?
What type of documents should be collected?
Are there advantages and disadvantages to electronic documentation?
What are some best practice data gathering techniques?
What are the potential uses of effective documentation?
Where documentation should be kept?
What is the best documentation method?
What is the difference in an activity log and a performance log?
How and when documentation should be used for employee discipline.
Diffuse performance confrontations by having the right information in front of you.
Help employees succeed through setting clear expectations.

Who will benefit:
Supervisors
Managers
HR Managers
Training Managers
New Supervisors
General Managers

Chris Lee is a human resources practitioner, lecturer, researcher, and author. His background includes having served as the chief human resources officer for three different colleges or universities and a state college system.

Price: $145.00
Contact:
Russel Stuart
Phone: 1800-385-1627
E-Mail: webinars@trainhr.com
Register here: http://bit.ly/10mZr45

This webinar will provide perspective on how cosmetic companies should label their products for the US market, and what needs to be considered in order to substantiate the advertising claims being made for such products.

Why Should You Attend:

The cosmetic product industry is growing rapidly in the United States with an increasing population of consumers taking an active role in maintaining and improving their physical appearance. The expansion of product offerings in this category has been met by an increase in monitoring and enforcement by the FDA and FTC, especially as ingredient technologies and formulations deliver therapeutic benefits. It is therefore important for cosmetic companies to ensure their product labels and accompanying claims are fully compliant with applicable statutes and regulations.

This session is designed for cosmetic companies, and is focused on helping those companies develop product labels and advertising claims that comply with applicable statutory and regulatory requirements. The webinar will also provide a perspective on how regulatory compliance can be built into company programs to support the development and launch of cosmetics in the US.

Areas Covered in the Seminar:

• Product classification
• Statutory definition of cosmetics
• Compare and contrast with other FDA product classifications
• FDA oversight of cosmetics
• Key FDA offices; senior officials and managers
• Applicable statutes, regulations and guidances
• Cosmetic labeling
• FDA requirements
• Dual-labeling (drug and cosmetic)
• Other statutory and regulatory labeling requirements
• Cosmetic claims
• Cosmetic versus drug claims
• Unique claims – eg., natural, organic, cosmeceuticals
• Claim substantiation
• Clinical and nonclinical studies
• Truthful and non-misleading advertising
• FDA and FTC standards
• Enforcement trends