Effective Training Programs to Mitigate Compliance Risks in 2012

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Start the year off right! In these uncertain economic times, employment compliance issues remain a top concern for senior management. One large claim or audit can have a devastating effect on the organization. In response, effective employee compliance training has increasingly become a significant risk management tool to protect the organization from claims, audits and potential litigation.

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Effective Training Programs to Mitigate Compliance Risks in 2012

  1. 1. Effective Training Programs to Mitigate Compliance Risks in 2012Speaker: Janine Yancey CEO emTRAiN Julia Mendez Principal Business Consultant PeoplefluentModerator: Mike Prokopeak Vice President, Editorial Director Chief Learning Officer magazine #CLOwebinar
  2. 2. Tools You Can Use•  Q&A –  Click on the Q&A panel (?) in the bottom right corner –  Type in your question in the space provided –  Click on “Send.” #CLOwebinar
  3. 3. Tools You Can Use•  Polling –  The poll will appear on the right side of your screen –  Select the best option for each question –  Click on “Submit” #CLOwebinar
  4. 4. Frequently Asked QuestionsWill I receive a copy of the webinar recording? YES Will I receive a copy of the slides? YES Please allow up to 2 business days to receive these materials #CLOwebinar
  5. 5. Effective Training Programs to Mitigate Compliance Risks in 2012 Mike Prokopeak Vice President, Editorial Director Chief Learning Officer magazine #CLOwebinar
  6. 6. Effective Training Programs to Mitigate Compliance Risks in 2012 Janine Yancey CEO emTRAiN Julia Mendez Principal Business Consultant Peoplefluent #CLOwebinar
  7. 7. Effective Training Programs toMitigate Compliance Risks in 2012 Janine Yancey CEO, emTRAiN Julia Mendez Principal Business Consultant 01/19/12 2012 Employment Law Update | 7
  8. 8. Agenda 1   Top  2012  Compliance  Issues  To  Have  On   Your  Radar   2   How  Training  Can  Mi=gate   Your  Risks   3   Elements  of  an  Effec=ve  Training  Program   4   Tips  To  Build  A  Solid  Compliance  Training   Program   Page 8 | Confidential
  9. 9. 2012 TOP COMPLIANCE ISSUES Wage  &   EEOC   Hour   Developments   Federal   Social  Media   Contractor Twist   s   Page 9 | Confidential
  10. 10. WAGE & HOUR CONCERNS Independent  contractor  versus   employee?   California’s  SB  459  –  Worker   MisclassificaAon   DOL,  WHD  –  Worker  MisclassificaAon   IniAaAve   Ensure  proper  classificaAon  of  exempt  or   non-­‐exempt   Page 10 | Confidential
  11. 11. WAGE & HOUR ISSUES Exempt  –  professional,  administraAve,   managerial   Have  a  good  Ame  tracking  system   California’s  Brinker  case   Meal  &  rest  periods  –  ensured  or  provided?     Stay  tuned   Page 11 | Confidential
  12. 12. Polling  Ques=on  #1    In  your  organiza=on,  can  managers  hire  independent  contractors  without  a  review  by  HR?o   Yeso   Noo   SomeAmes   Page 12 | Confidential
  13. 13. EEO DEVELOPMENTS EEOC  ScruAnizing  Use   California’s  AB  22  –   of  Credit  Reports  in   No  Credit  Reports   Hiring  Process   Allowed.       Page 13 | Confidential
  14. 14. Social Media & the NLRB•  NLRB  protects  employees’  (union  &  non-­‐union)   right  to  organize  and  improve  working   condiAons  •  Unfair  labor  charges  against  non-­‐union   employers  who  discipline  for  social  media   comments        •  Unfair  labor  charges  against  employers  with   overbroad  social  media  policies   Page 14 | Confidential
  15. 15. FEDERAL CONTRACTOR CONCERNS Current  standard  =  Good  Faith   Efforts  to  Level  the  Playing  Field   December  2011  –  Director  Shiu   of  OFCCP  said,  “Good  faith   efforts  are  simply  not  working.”   Proposed  regulaAons  –  hiring   goals,  mandated  training,   disseminate  policy.   Page 15 | Confidential
  16. 16. Training  on   Affirma=ve   Ac=on   Program   EEO/   Discrimina=on   FEDERAL   CONTRACTOR   TRAINING  REQUIREMENTS   ADA   Ethics  &   Code  of   Drug  &   Conduct   Alcohol   Awareness   Page 16 | Confidential
  17. 17. Current Federal Training Requirements Employees  1   Understand  rights  &  responsibiliAes  in  the   workplace  2   Managers   Understand  their  role   in  enforcing  the   policies   Page 17 | Confidential
  18. 18. Framework for Compliance Training – Faragher v. City of Boca Raton – Burlington Industry, Inc. v. Ellerth – Kolstad v. American Dental Association Page 18 | Confidential
  19. 19. Polling  Ques=on  #2    How  does  your  organiza=on  currently  conduct  training?o   In  person/classroom  styleo   Onlineo   CombinaAon  on-­‐line  &  in  person  o   We  don’t  provide  training Page 19 | Confidential
  20. 20. State & Federal Case Law On Training Bishop v. Gaines v. Woodbury Clinical Bellino Laboratory(2002 NJ Supreme Court Case) (M.D. Tenn 2010) 3 1 2 Bains v. ARCO Allen v. A Staffing Products Company Company (9th Cir., 2005) 4 (2010 NJ Appellate Case) Understanding Policy Not Proof of of Policy Enough Failure to Train Training at All 2012 Employment$5M Cost Law Update | 20 Levels
  21. 21. Administrative Oversight EFFECTIVE  TRAINING  PROGRAM   Equal  Employment   Department  of   Opportunity   State  Agencies   Labor   Commission   • Reviews  all   • Reviews  all   • DFEH  v.  Lyddan   training  records   training  records   Law  Group   • Federal     • Fined   Contractors  have   employer  for   an  affirmaAve   failure  to   duty   train     Page 21 | Confidential
  22. 22. Recent OFCCP Requesto   Copies  of  any  training  documents  –  training  managers  etc.  in  the  AAP  obliga=ons.    o   Provide  copies  of  all  job/posi=on  descrip=ons.   Page 22 | Confidential
  23. 23. Polling  Ques=on  #3    What  could  you  show  an  inves=gator  or  lawyer  to  prove  your  “good  faith  efforts”  for  a  legal  workplace?o   Paper  “sign-­‐in”  sheet  of  classroom  adendeeso   Email  confirmaAon  of  enrollment  in  classo   Employee’s  signature  on  a  policyo   We  don’t  have  proofo   I  don’t  know Page 23 | Confidential
  24. 24. Build a Case for Your Training Program EFFECTIVE  TRAINING.   RISK  MANAGEMENT.   Iden=fy  gap  between     policies  &  training  modules     2012 Employment Law Update | 24  
  25. 25. Risks versus Rewards of Not Training Training   No  Training   1.  Meets  “good  faith   1.  No  defense  in  audit,   effort”  /  “reasonable   claim,  or  liAgaAon   care”   2.  Unprofessional   2.  Promotes   acAviAes  in  the     professional  work-­‐ workplace   environment   3.  Poor  image  of   3.  Persuades   irresponsible   invesAgators  that   employer.   you’re  a  good     employer     Page 25 | Confidential
  26. 26. Elements of an Effective Training Program 1   • Easy  to  deploy  across  organiza=on     2   • Easy  for  learners  to  take   3   • Effec=ve  &  engaging  learning     4   • Easy  to  administer   5   • Strong  evidence  &  record-­‐keeping   Page 26 | Confidential
  27. 27. Thank You!For more information on Compliance or Training Solutions: Visit: www.peoplefluent.com Email: eeosales@peoplefluent.com Call: 800.782.1818, option 3 Page 27 | Confidential
  28. 28. Join Our Next CLO WebinarReporting Talent Development Metrics to Executives Tuesday, February 7, 2012 CLO Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register at www.clomedia.com/events Join the CLO Network: http://network.clomedia.com/ #CLOwebinar

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