Avoid Workplace Litigation and Non-Compliance Fines: Conduct an HR Audit

Scheduled On : Thursday, February 20, 2014 at 1 PM EST | 10 AM PST

Duration : 60 Minutes

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Description : 

It only takes one disgruntled employee to file a complaint of unfair labor practices to incite a full blown investigation by the IRS, DOL, EEOC, ect. These investigations can interrupt you business as well as be time-consuming and very expensive. Are you prepared? By conducting your own HR Audit, you may avoid litigation and non-compliance fines. An HR Audit can also provide an objective look at the company’s human resources policies, practices, procedures, programs, and strategies to help not only protect the company from litigation and fines; it can establish best practices, identify opportunities for improvement, and evaluate outsourcing options. HR Audits can ensure effective utilization of HR resources and improve customer service, which in turn can increase revenue.

HR Audits can help the company become more efficient as well as save money, reduce productivity time, and cut costs. HR Audits can also help companies avoid non-compliance fees and government audits/intervention, such as Wage and Hour, EEOC, Unemployment, Workers Compensation, Immigration Services, Lawyers, etc.

Areas Covered in the Session :

• What is an HR Audit
• When to Conduct an HR Audit
• Who should conduct the HR Audit
• How to Conduct an HR Audit
• Step-by-Step Sample Audit of Healthcare Company, Including Report Out and Action Plan

Who Will Benefit: 

This is a must attend training for everybody involved in HR Auditing, including: 

• Business Owners
• HR Managers
• HR Representatives
• HR Generalists
• HR Assistants
• Consultants
• Managers
• Supervisors

Speaker Profile

Vanessa G. Nelson, MSA, SPHR, CLRL is founder and President of award-winning Expert Human Resources, which she founded to help companies maintain legal compliance, avoid workplace litigation, reduce costs, increase revenue and competitiveness.

Vanessa established Expert Human Resources in 2009, after observing companies' frustrations with complying with constantly changing employment laws as well as continually dealing with workplace litigations and fines. Vanessa realized that a lot of the litigious situations that businesses encountered could be avoided by their being proactive and implementing updated polices and applying them correctly. Vanessa also recognized that many companies could not afford a full-time HR person, or department, to assist in maintaining compliance with employment laws, as well as applying policies and practices correctly; therefore she established a "portable HR" to accommodate those businesses.

Vanessa is a results-oriented HR Consultant with a unique background in business management, spanning over 29 years at Hurley Medical Center and Sparrow Health Systems. Her expertise includes: HR audits, labor relations, employment laws, employee relations, workplace investigations, and policies and procedures. Additionally, Ms. Nelson has implemented processes to improve conflict management and employee relations; conducted harassment training to improve company efficiencies, worked with multiple unions to produce positive outcomes, and has recruited dozens of talented employees. She is mobile and able to quickly interpret and apply policies fairly and consistently.

Ms. Nelson received her Master of Science in Administration/Human Resources Management from Central Michigan University, and a Bachelor in Business Management from Northwood University. She holds the Certified Senior Professional in Human Resources (SPHR) credential from Human Resources Certification Institute, Certified Labor Relations Leader (CLRL) from Michigan State University, and is Six Sigma White Belt certified.

Vanessa has conducted multiple seminars including: Lawsuits Waiting to Happen, Human Resources and Employment Law Updates, How to Conduct Effective Investigations, and FMLA.

Dealing with Conduct Problems: From the Manipulative to the Mentally ill

Scheduled On : Thursday, February 13, 2014 at 1 PM EST | 10 AM PST

Duration : 90 Minutes

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Description : 

This work place misconduct webinar training will help you deal with some of the most complex employee relations issues in today’s workplace, from FMLA abuse to workplace violence to the ADA implications of mental illness, how to do internal moral investigations, terminate potentially dangerous employees, how to handle workplace bullying.

When an employee behaves inappropriately in the work place, he/ she may be charged by the employer depending upon the severity of the misconduct. Minor misconduct often involves a lesser punishment while a gross misconduct may result in termination of the employee contract with the employer. Minor misconduct is the actions that are unacceptable but not criminal such as poor task performance, excessive absence and safety violations. Gross misconduct in the work place leads to serious actions that can even result in the employee’s dismissal.

Misconduct has a negative effect on the organization and the employee involved. Discipline at the work place is the means by which you can correct the behavioral deficiencies. The purpose of the discipline should be to correct the behavior rather than punishing the employee.

An employer must set appropriate disciplinary rules and procedures which explain the standards of conduct at work. The HR department has a responsibility to ensure that the employees maintain high standards of conduct and performance. All employees with unsatisfactory performance or misconduct should be observed confidentially and proper steps should be taken in every stage to secure documentation. There should be a written disciplinary procedure and good disciplinary actions will help the employer to take appropriate steps in the event of misconduct of an employee.

This work place misconduct webinar training will help you deal with some of the most complex employee relations issues in today’s workplace, from FMLA abuse to workplace violence to the ADA implications of mental illness, how to do internal moral investigations, terminate potentially dangerous employees, how to handle workplace bullying.

As employees’ legal rights expand, so does the opportunity for abuse. On the one hand, employers often feel paralyzed to investigate – or discipline – employee misconduct for fear of potential litigation; on the other, managers may jump in the gun and fail to recognize the legal issues involved before taking corrective action.

Managers spend 57% of their time putting out fires started by problem employees. And yet, these are not the employees who contribute to the bottom line, enhance workplace morale, or facilitate good work relationships. Human resource professionals can play a vital role in shifting this balance, by preventing, and correcting, potential leave abuse, teaching managers how to deal with threatening, insubordinate, or mentally ill employees, and serving as a consultant in difficult disciplinary or termination decisions.

This course will teach you legal and interpersonal strategies to deal with your worst employee relations nightmare.

Areas Covered in the Session :

• How to prevent, identify, and remedy FMLA abuse
• How to respond to verbal threats and insubordination
• Strategies for dealing with an employee's arrest
• Recognizing, and responding to, personality disorders in the workplace
• How to terminate a potentially dangerous employee
• When, and how, to conduct a morale investigation
• Tackling psychiatric disabilities and substance abuse in the workplace
• How to handle the workplace bully

Who Will Benefit: 

• Senior HR Professionals
• HR Analysts
• HR Mangers & Directors
• HR Personnel
• Managers & Supervisors
• Employee Relations Professionals
• Line managers
• Directors, Vice Presidents & Managers of Recruiting/Retention
• Directors, Vice Presidents & Managers of Human Resources
• Employment Managers/Specialists
• HR Coordinators/Supervisors

Speaker Profile

Dr. Joni E. Johnston, is the founder and CEO of Work Relationships, a corporate training and consulting company specializing in workplace mental health problems as well as employee conduct issues including workplace harassment, workplace violence, and effective discipline/termination. Dr. Johnston has been performing human resource seminars for professional groups and industry associations since she founded her HR/employee relations consulting and training firm in 1991, and has personally trained over 50,000 managers and supervisors. She has worked extensively in the biotech and life sciences industry. A forensic psychologist, Dr. Johnston has written monthly columns for LexisNexis, HR.Com and HRGateway. She is an adjunct professor in Tiffin University's criminal justice program and has authored three books, including The Complete Idiot's Guide to Psychology. She has also served as an expert witness in numerous employment-related lawsuits.