JOB TAX CREDITS: This module encompasses both the Hire Act of 2010 and The Work Opportunity Tax Credit. This module explains how new hires can qualify their respective employers for FICA savings or WOTC tax credits. Forms and a full explanation on how and with whom to file are also included.
EEOC AND OFCCP COMPLIANCE: This module focuses on employers who employ 15 or more people and must differentiate applicants from job seekers and maintain records thereto. Additionally, this module includes information on how to keep an appropriate, up-to-date, applicant log that complies with the 4/5ths rule and the risks if it is not compliant.
DISPARATE PAY: The Lilly M. Ledbetter Act changed the ball game on differential pay for the same job. This module provides forms to handle internal analysis to determine if you have disparity in pay in a job category in your organization and advice regarding protective action.
HUMAN RIGHTS IN THE WORKPLACE: In today's world each employer needs to have an appropriate up-to-date policy and procedure to deal with complaints from employees for harassment, pay, unfair treatment and other important issues in the workplace. It also deals with social media, its control and impact in the workplace.
FAMILY MEDICAL AND LEAVE ACT: Make sure you're up to date with changes that have occurred regarding employees with family members who are military. Additionally, employers are now faced with familiarizing and understanding the issues of partnerships compared to spouses. This module deals with what employers must be compliant with in the FMLA, what compliance requires and how to structure your employee policy and procedures manual statement on FMLA.
PERFORMANCE REVIEWS: There are a variety of ways to conduct good performance reviews that are positive and effective. Performance reviews must provide meaningful input for future growth and development to people in the workplace. This module deals with the ways many employers of all types and sizes have found to be most effective for them and how to best conduct those modules as well as what they cover.
TESTING AND ASSESSMENTS: This module covers just what job related tests or assessments are, what it takes for that test or assessment to be legal and valid, as well as what it should measure. It explains how to utilize a test or assessment to its maximum potential in a true job-related sense. The module also explains benchmarking and optional methods of deriving a benchmark to compare the individual to, based on the job.
APPLICANT MANAGEMENT SYSTEMS: This module explains why each and every employer could benefit from having an AMS connected to their organizations website, why an AMS should handle your entire application process, how it can differentiate your applicants from job seekers, as well as how it can maintain the required applicant log and how it can help qualify applicants hired for job tax credits and obtain and retain the data employers need for EEOC & OFCCP compliance.
INTERVIEWING: THE BEHAVIORAL APPROACH: Have you ever stopped to think that certain body types and behavioral types tend to migrate to certain jobs? This module explains and teaches participants how to better understand job seekers based on their body types as well as behavioral patterns in order to facilitate and make more productive hiring decisions via body language, assessments or test results.
JOB ADS AND HOW TO GET THE MOST BANG FOR YOUR BUCKS: Many HR people believe that Monster and Career Builder are the most effective way to attract applicants. Studies now prove that there are other highly effective ways to bring in the candidates you need. This module covers how to accomplish that while spending less money as well as published studies on job board costs versus return
EMPLOYEE POLICIES AND PROCEDURES MANUALS-WHAT THEY SHOULD CONTAIN AND WHY: This module provides each participant an electronic version of an EP&PM along with the knowledge on how to adapt it for the participant's respective organization then to publish it for your organization's use or update your existing employee policies and procedures manual.
HEALTH CARE REFORM BILL: On March 23, 2010, the "Patient Protection and Affordable Care Act" passed both legislative houses and went to the desk of President Obama to be signed into law along with the reconciliation measure. The new measures that employers must take as well as the health case standards that will be enforced across the spectrum are facets that should be understood to avoid noncompliance in the future. This webinar will cover what we know from the legislation, how the bill will affect employers, and risks for not being in compliance.
AMERICANS WITH DISABILITES – THE ACT AND THE AMENDMENT: Perhaps we should call this the Nightmare Amendment because that is exactly what the amendment is. Any employer that has not taken the time to really understand the amendment compared to the original act and that has not taken appropriate steps to implement the changes they need to make based on the amendment is a HIGH RISK- This module explains both the act and the amendment and action employers should be taking to be in compliance with the act as well as protecting themselves based on the amendment.
VIOLENCE IN THE WORKPLACE: Let's face it—there are warning signs for violence. The problem is that the people in most organizations are inadequately trained to recognize warning signs. Many employers' policies and procedures are totally inadequate in dealing with protective measures that should be in place to preclude it from the workplace. The Bullying and Violence in the Workplace module provides that information and can save your organization untold losses in productivity, dollars, and emotions.