Fundamentals of Human Resources St. Louis Community College Meramec Campus Tuesdays 6:30 PM to 9:00 PM October 7, 2008 through October 28, 2008 Instructor: Victoria Wors Copy right 2008 Wors Consulting, LLC, all rights reserved

St. Louis Community College

Meramec Campus

Tuesdays 6:30 PM to 9:00 PM

October 7, 2008 through October 28, 2008

Instructor: Victoria Wors

What We Will Cover Copy right 2008 Wors Consulting, LLC, all rights reserved

Human Resources Role in Compliance Establishes HR management policies and practices that comply with federal laws Understanding when to seek legal advice Identifying compliance “red flags” as they occur Copy right 2008 Wors Consulting, LLC, all rights reserved

Establishes HR management policies and practices that comply with federal laws

Understanding when to seek legal advice

Identifying compliance “red flags” as they occur

Policies & Procedures Provides specific “rules” managers are obligated to follow for consistency Communicates “expectations” to all employees Provides “processes” to follow to keep within the company “rules” Examples? Copy right 2008 Wors Consulting, LLC, all rights reserved

Provides specific “rules” managers are obligated to follow for consistency

Communicates “expectations” to all employees

Provides “processes” to follow to keep within the company “rules”

Examples?

Examples of Policies & Procedures Absentee Policy Application and hiring procedures Family Medical Leave Act (FMLA) policy and procedure to follow Performance Management Policy i.e. performance reviews, training & development process Termination policy i.e. disciplinary procedures, retirement program, etc. Copy right 2008 Wors Consulting, LLC, all rights reserved

Absentee Policy

Application and hiring procedures

Family Medical Leave Act (FMLA) policy and procedure to follow

Performance Management Policy i.e. performance reviews, training & development process

Termination policy i.e. disciplinary procedures, retirement program, etc.

Seeking Legal Advice Review of final drafts of Policies and Procedures to insure compliance Upon receipt of notice of action, i.e. EEOC charge, OFCCP audit, DOL inquiry, etc. Review of terminations i.e. Race, Gender, Age, Handicap, possible allegations of harassment, prior worker compensation claimant, etc Copy right 2008 Wors Consulting, LLC, all rights reserved

Review of final drafts of Policies and Procedures to insure compliance

Upon receipt of notice of action, i.e. EEOC charge, OFCCP audit, DOL inquiry, etc.

Review of terminations i.e. Race, Gender, Age, Handicap, possible allegations of harassment, prior worker compensation claimant, etc

Identification of “red flags” Human Resources professionals are trained to monitor any activity within the daily operations for possible “threats” to the organization Examples of “red flags”? Copy right 2008 Wors Consulting, LLC, all rights reserved

Human Resources professionals are trained to monitor any activity within the daily operations for possible “threats” to the organization

Examples of “red flags”?

Examples of “red flags” Improper handling of confidential information (FACTA) Posted statements, pictures, drawings, etc. of offensive nature (EEO, Harassment) Failure to pay overtime per federal regulations (DOL Wage & Hour) Lack of diversity in the workforce (EEO, OFCCP) Copy right 2008 Wors Consulting, LLC, all rights reserved

Improper handling of confidential information (FACTA)

Posted statements, pictures, drawings, etc. of offensive nature (EEO, Harassment)

Failure to pay overtime per federal regulations (DOL Wage & Hour)

Lack of diversity in the workforce (EEO, OFCCP)

Inside the Employment Life Cycle The Employment Life Cycle consists of four stages: Workforce Planning Hire Workforce Workforce Maintenance Workforce Separation These stages include the HR, benefits, time and labor, and payroll activities that you do today. Copy right 2008 Wors Consulting, LLC, all rights reserved

Inside the Employment

Life Cycle

The Employment Life Cycle consists of four stages:

Workforce Planning

Hire Workforce

Workforce Maintenance

Workforce Separation

These stages include the HR, benefits, time and labor, and payroll activities that you do today.

Work Force Planning Creating strategic alignment between HR and organizational business objectives Identification of skills, knowledge and abilities (SKA’s) necessary to achieve business objectives Development of advancement / succession plans to insure continuity and future growth of the organization Formulating retention strategies Copy right 2008 Wors Consulting, LLC, all rights reserved

Creating strategic alignment between HR and organizational business objectives

Identification of skills, knowledge and abilities (SKA’s) necessary to achieve business objectives

Development of advancement / succession plans to insure continuity and future growth of the organization

Formulating retention strategies

Talent Acquisition Development and execution of recruiting strategies for time efficiencies HR as the “gate keeper” for compliance Coordination of candidates and identification of interviewing and selection practices that produce effective hiring decisions Construction of orientation and “on-boarding” programs to accelerate time to performance Copy right 2008 Wors Consulting, LLC, all rights reserved

Development and execution of recruiting strategies for time efficiencies

HR as the “gate keeper” for compliance

Coordination of candidates and identification of interviewing and selection practices that produce effective hiring decisions

Construction of orientation and “on-boarding” programs to accelerate time to performance

Performance Management Identifies systems to use Works with management to identify measures to be used Implements process and procedures for performance management Monitors process to insure credibility with employees Insures actions are free of bias or favoritism Copy right 2008 Wors Consulting, LLC, all rights reserved

Identifies systems to use

Works with management to identify measures to be used

Implements process and procedures for performance management

Monitors process to insure credibility with employees

Insures actions are free of bias or favoritism

Training & Development Identification of employee development needs necessary to achieve business objectives Research, development and implementation of appropriate training to meet the identified needs Management of vendors of programs such as educational assistance, seminars, etc. Copy right 2008 Wors Consulting, LLC, all rights reserved

Identification of employee development needs necessary to achieve business objectives

Research, development and implementation of appropriate training to meet the identified needs

Management of vendors of programs such as educational assistance, seminars, etc.

Compensation & Benefits Cost analysis of total compensation i.e. benefits and compensation added together Coordination of providers for benefits packages Direction and coordination of annual “open enrollment” Market analysis of competition in the labor market Copy right 2008 Wors Consulting, LLC, all rights reserved

Cost analysis of total compensation i.e. benefits and compensation added together

Coordination of providers for benefits packages

Direction and coordination of annual “open enrollment”

Market analysis of competition in the labor market

Termination Counsel and guidance to management team on disciplinary issues that may result in termination for legal ramifications Develop, plan and execute reduction in force when necessary Coordinate and guide retirements Follow-up with exit interviews to glean important employment data Copy right 2008 Wors Consulting, LLC, all rights reserved

Counsel and guidance to management team on disciplinary issues that may result in termination for legal ramifications

Develop, plan and execute reduction in force when necessary

Coordinate and guide retirements

Follow-up with exit interviews to glean important employment data