This document provides an agenda and summary of updates on various labor and employment law topics presented by Gina Kuhlman at the Akron Society for Human Resource Management. Key points include: provisions of the Hiring Incentives to Restore Employment Act regarding payroll tax exemptions and business tax credits for hiring new employees; requirements of the Genetic Information Non-Discrimination Act; proposed EEOC rules implementing the ADA Amendments Act and relating to the Age Discrimination in Employment Act; NLRB recess appointments that may impact existing decisions; and an extension of unemployment benefits.
The document summarizes key topics from a presentation on employment law, including managing sickness and holidays, the Equality Act 2010, and managing staff in a challenging economic climate. It discusses case studies related to accruing holiday time during sick leave. It also outlines challenges employers may face in retaining talent and key personnel, containing costs, and maintaining staff engagement as the economy recovers.
This document summarizes key proposed changes to Queensland's industrial relations laws based on recommendations from a 2015 government review. The changes would significantly expand employee protections and rights to bring certain claims. Agencies would need to ensure managers are trained on new obligations regarding issues like adverse action, flexible work, anti-bullying, and collective bargaining. The Queensland Industrial Relations Commission would gain new powers to hear certain employment-related matters and disputes.
This document provides an overview of an HR checklist from Rudner MacDonald that outlines why companies should conduct regular HR checkups and reviews of their core HR documents and employment agreements. It recommends that companies ensure they have policies and procedures in place that comply with applicable laws, provide flexibility and protection, and are tailored to the organization. It also recommends having all employees sign employment agreements that address key terms like duties, compensation, confidentiality, and restrictive covenants. The checklist is intended to help companies minimize liability and have terms in place that allow them to operate efficiently.
This document provides an overview of current labour law in Malta. It discusses key definitions, relevant government bodies, sources of employment conditions, general protections for employees such as maternity leave and sick leave, family friendly measures, protection of wages, anti-discrimination laws, contracts of employment, termination of contracts, and disciplinary procedures.
Canadian Employment Law 101 for U.S. Legal & HRNow Dentons
Canadian Employment Law 101 for U.S. Legal & HR includes Key differences U.S. vs. Canadian Employment Law, Background Checking, Education/Professional Certification Checks and Credit Checks.
The document discusses ADP's efforts to protect its global human capital management business operations from various threats through diversified crisis management, advanced technology, privacy and compliance practices, and business resilience strategies. It highlights ADP's use of a single ubiquitous platform, intelligence-led defense, and an all-hazards approach to ensure continuity of operations and sustain client services despite challenges like major flooding in cities.
This document outlines an agenda for a lunch and learn on SpecFlow, a .NET framework for behavior-driven development (BDD). The agenda includes introductions to BDD, SpecFlow, and a demo of creating SpecFlow specifications. Benefits are discussed such as creating shared understanding and reducing assumptions. Challenges like test organization and state sharing are also covered. It concludes that capturing acceptance criteria in Gherkin specs and iterating with the business can lead to detailed requirements and automated regression tests.
This document provides an agenda and summary of updates on various labor and employment law topics presented by Gina Kuhlman at the Akron Society for Human Resource Management. Key points include: provisions of the Hiring Incentives to Restore Employment Act regarding payroll tax exemptions and business tax credits for hiring new employees; requirements of the Genetic Information Non-Discrimination Act; proposed EEOC rules implementing the ADA Amendments Act and relating to the Age Discrimination in Employment Act; NLRB recess appointments that may impact existing decisions; and an extension of unemployment benefits.
The document summarizes key topics from a presentation on employment law, including managing sickness and holidays, the Equality Act 2010, and managing staff in a challenging economic climate. It discusses case studies related to accruing holiday time during sick leave. It also outlines challenges employers may face in retaining talent and key personnel, containing costs, and maintaining staff engagement as the economy recovers.
This document summarizes key proposed changes to Queensland's industrial relations laws based on recommendations from a 2015 government review. The changes would significantly expand employee protections and rights to bring certain claims. Agencies would need to ensure managers are trained on new obligations regarding issues like adverse action, flexible work, anti-bullying, and collective bargaining. The Queensland Industrial Relations Commission would gain new powers to hear certain employment-related matters and disputes.
This document provides an overview of an HR checklist from Rudner MacDonald that outlines why companies should conduct regular HR checkups and reviews of their core HR documents and employment agreements. It recommends that companies ensure they have policies and procedures in place that comply with applicable laws, provide flexibility and protection, and are tailored to the organization. It also recommends having all employees sign employment agreements that address key terms like duties, compensation, confidentiality, and restrictive covenants. The checklist is intended to help companies minimize liability and have terms in place that allow them to operate efficiently.
This document provides an overview of current labour law in Malta. It discusses key definitions, relevant government bodies, sources of employment conditions, general protections for employees such as maternity leave and sick leave, family friendly measures, protection of wages, anti-discrimination laws, contracts of employment, termination of contracts, and disciplinary procedures.
Canadian Employment Law 101 for U.S. Legal & HRNow Dentons
Canadian Employment Law 101 for U.S. Legal & HR includes Key differences U.S. vs. Canadian Employment Law, Background Checking, Education/Professional Certification Checks and Credit Checks.
The document discusses ADP's efforts to protect its global human capital management business operations from various threats through diversified crisis management, advanced technology, privacy and compliance practices, and business resilience strategies. It highlights ADP's use of a single ubiquitous platform, intelligence-led defense, and an all-hazards approach to ensure continuity of operations and sustain client services despite challenges like major flooding in cities.
This document outlines an agenda for a lunch and learn on SpecFlow, a .NET framework for behavior-driven development (BDD). The agenda includes introductions to BDD, SpecFlow, and a demo of creating SpecFlow specifications. Benefits are discussed such as creating shared understanding and reducing assumptions. Challenges like test organization and state sharing are also covered. It concludes that capturing acceptance criteria in Gherkin specs and iterating with the business can lead to detailed requirements and automated regression tests.
This document discusses several pieces of legislation that can affect business operations in Australia, including anti-discrimination laws, privacy laws, occupational health and safety laws, and environmental protection laws. Anti-discrimination laws prohibit discrimination based on attributes such as age, gender, and disability. Privacy laws regulate how businesses can collect and use personal employee information. Occupational health and safety laws require businesses to protect worker safety. Environmental laws aim to prevent pollution and protect land, water, and air quality. Following all applicable legislation helps businesses operate responsibly and avoid legal issues.
In today’s business climate in Ontario, change is everywhere and companies must adapt to survive. HR compliance and due diligence remains a critical consideration for competitive success. Ensure that your company has the right information and tools to comply with highly complex, ever-changing HR laws and employment laws.
2010 - The new EU Social Security Regulations – preparations, anticipated iss...trESS Network
The new EU Social Security Regulations will simplify and modernize existing regulations while consolidating and clarifying provisions and incorporating case law. This presents preparations challenges and potential issues for Malta as a micro-state. Preparations include training staff, public information campaigns, and assessing electronic exchange systems. Potential issues include unclear provisions, complex implementation, disagreement on transitional periods, and impact of different information exchange methods on a small administration. Risks include non-comprehensive coverage of emerging trends and potential manipulation by employers.
Developing A Trade Secret or Other Forms of Intellectual PropertyAmy Shriner
The document discusses developing trade secrets and other forms of intellectual property. It defines a trade secret as information that derives economic value from not being known by others and is subject to reasonable efforts to maintain its secrecy. Key factors for determining if something is a trade secret include how widely known it is, measures taken to protect it, its value, and cost to develop. Examples provided include source code, customer lists, and manufacturing processes. The document outlines steps employers can take to protect intellectual property, such as having employees sign confidentiality agreements and implementing security measures to restrict access to sensitive information.
Required readings· · From Managing human resources Productiv.docxsodhi3
Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Required readings· · From Managing human resources Productiv.docxdebishakespeare
Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Severance payments can affect labor markets in several ways:
1) They aim to provide income stability for workers and maintain consumption after job loss, but are only effective if payments are actually made quickly.
2) However, poorly designed severance regulations create unnecessary costs for firms without providing value to workers, leading to informality.
3) Strict dismissal procedures may also impact the timing of job separations and inhibit productive reallocations of labor across firms.
4) Enforcement of regulations is important, as is ensuring severance is actually paid to workers, such as through unemployment insurance or state payments when firms cannot pay.
The following article describes a new technology based on a distributed system such as Blockchain and powered by machine learning algorithms. The NeuroChain technology is a fusion between Blockchain and machine Learning, and based on three pillars:
- A decision maker : A Chain of Bots
- A set of rules : the Decision Protocol (Proof of Involvement and Integrity & Proof of Workflow)
- A network and media : the Pragmatic Communication Channels (adaptive communication protocol) and Learning ecosystem.
Insperity is a professional employer organization (PEO) that has been in business for over 25 years. It provides human resources and payroll outsourcing services to over 6,000 client businesses with over 108,000 worksite employees across a wide range of industries. Insperity takes care of many employer-related responsibilities such as payroll, benefits administration, compliance, training, and liability management to reduce the administrative burden on its clients. Over 800 of Insperity's clients are government contractors that it supports through specialized services tailored to their industry needs and regulatory requirements.
Insperity is a professional employer organization (PEO) that has been in business for over 25 years. It provides human resources and payroll outsourcing services to over 6,000 client businesses with over 108,000 worksite employees across a wide range of industries. Insperity takes care of many employer-related responsibilities such as payroll, benefits administration, compliance, worker's compensation, and training to reduce the administrative burden on its clients. Over 800 of Insperity's clients are government contractors that it assists with requirements related to bidding, onboarding employees, and regulatory compliance for federal contracts.
The document summarizes business issues related to data breaches in 2009. It discusses the risks of data breaches, types of identity theft, and regulatory requirements and costs for businesses. Specifically, it notes that the chance of a data breach for a business depends on the industry and location, with risks ranging from 3 in 10 to 7 in 10. It also lists requirements for businesses to appoint a chief security officer, have security policies, train employees, and notify vendors of standards.
Eminent offers a range of courses that will enhance your
skills, improving efficiency and productivity. Successful people invest in
themselves and Eminent has been assisting individuals for the last 25 years
in the process by offering an extensive range of courses, at affordable
prices. Our courses are delivered by subject matter experts with both
training as well as industry experience. They are not only professional, but
also considerate and sensitive towards varying individual needs and provide
the necessary support to every participant during the learning process.
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docxbjohn46
Sheet1Phase of Business/ Financal Management needsDebt FinancingEquity FinancingGift FinancingFinancing for StartupsConsumer Banks, Commercial Banks, SBA insured loans, Economic development agencies, Incubators, Accelerators, Leasing companies, Personal credit cardsFriends, family, Angels, Venture capital, direct public offering, CrowdfundingPersonal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for GrowthCommercial banks, SBA, Private placement loans, Economic development agency, supplliers, leasing company, personal credit cardself generated funds, venture capital, direct public offering, merger, acquisitionInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Operationsfactor receivables, business cc, commercial bank, sba, private placement loans, suppliers, leasing companiesself generated funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Exitconsumer banks, Commercial Banks, SBA, private placement loans, economic development agencies, sba investment companies, suppliers, leasing companies, lines of creditself generate funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferral
1
Email Communication Responses – No. 1 Employment Law Compliance Plan
Email Communication Responses – No. 1 Employment Law Compliance Plan
From:
To: “CEO Smith” [email protected][email protected]
Date: November 28, 2016
Re: Employment Law Compliance Plan
Mr. Smith:
With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request
With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary.
Every decision taken, entails a res.
The document provides information about China's labor market and workforce. It discusses key topics such as:
- China has a large labor force of 798 million people in 2007, with 50% working in agriculture, 22% in industry, and 28% in services.
- China's unemployment rates have remained relatively low in recent years.
- The document outlines China's labor laws and regulations as well as workers' rights regarding issues like collective bargaining, child labor, and working conditions.
Understanding Statutory Compliance Requirements in Payroll what are the impor...TalentPro India HR Pvt Ltd
Understanding Statutory Compliance Requirements in Payroll, what are the important payroll statutory compliances?
https://www.talentproindia.com/2022/11/08/understanding-statutcompliance-requirements-in-payroll-what-are-the-important-payroll-statutory-compliances/
This document provides information about an upcoming training course on UAE Labour Law being held on January 15, 2020 in Dubai. The one-day, interactive course will provide a detailed understanding of labour laws in the UAE, covering topics such as employment contracts, minimum entitlements, termination of employment, and dispute resolution. The course is intended for HR professionals, managers, and legal advisors. Payment is due upfront to confirm a spot, and prices range from AED 1,500-2,400 depending on group size and discounts.
Brigitte Bellefeuille has over 30 years of experience in human resources and compensation, currently working as a Team Leader for Industry Canada. She supervises a team of 15 employees and handles complex executive compensation cases. She is fluent in English and French and has extensive training in areas such as compensation policies, labor relations, leadership, and online pay systems.
One thing's for sure, there are many choices when it comes to hardware, software and everything in between. How can you know if you have the right infrastructure for moving forward? Many organizations have an IT Assessment done as their organizations grow to determine the best strategic plan for moving forward.
McKays Solicitors provides employment law advice and services to businesses. Their services include assisting with unfair dismissal, discrimination, harassment, performance management, disciplinary processes, employment contracts, independent contractor agreements, workplace restructures, health and safety compliance, and protecting confidential information. They can meet with clients to discuss employment law issues and provide tailored advice and strategies. Their team has expertise in many areas of employment law and they offer employment support packages for ongoing consultation.
International Automotive Components Group: The Power of One… Enabling Global HCMADP, LLC
Fiona Jonasson is the VP of Corporate HR Administration and Compliance at a global company with 24k employees, $4.4b in global sales, 50 manufacturing facilities across 14 countries and 50 locations. The company aims to standardize HR systems and processes globally through a single vendor platform to drive efficiencies and allow for growth as the company expands. Their transformation involves a phased implementation of the new HR system in multiple countries throughout 2018.
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This document discusses several pieces of legislation that can affect business operations in Australia, including anti-discrimination laws, privacy laws, occupational health and safety laws, and environmental protection laws. Anti-discrimination laws prohibit discrimination based on attributes such as age, gender, and disability. Privacy laws regulate how businesses can collect and use personal employee information. Occupational health and safety laws require businesses to protect worker safety. Environmental laws aim to prevent pollution and protect land, water, and air quality. Following all applicable legislation helps businesses operate responsibly and avoid legal issues.
In today’s business climate in Ontario, change is everywhere and companies must adapt to survive. HR compliance and due diligence remains a critical consideration for competitive success. Ensure that your company has the right information and tools to comply with highly complex, ever-changing HR laws and employment laws.
2010 - The new EU Social Security Regulations – preparations, anticipated iss...trESS Network
The new EU Social Security Regulations will simplify and modernize existing regulations while consolidating and clarifying provisions and incorporating case law. This presents preparations challenges and potential issues for Malta as a micro-state. Preparations include training staff, public information campaigns, and assessing electronic exchange systems. Potential issues include unclear provisions, complex implementation, disagreement on transitional periods, and impact of different information exchange methods on a small administration. Risks include non-comprehensive coverage of emerging trends and potential manipulation by employers.
Developing A Trade Secret or Other Forms of Intellectual PropertyAmy Shriner
The document discusses developing trade secrets and other forms of intellectual property. It defines a trade secret as information that derives economic value from not being known by others and is subject to reasonable efforts to maintain its secrecy. Key factors for determining if something is a trade secret include how widely known it is, measures taken to protect it, its value, and cost to develop. Examples provided include source code, customer lists, and manufacturing processes. The document outlines steps employers can take to protect intellectual property, such as having employees sign confidentiality agreements and implementing security measures to restrict access to sensitive information.
Required readings· · From Managing human resources Productiv.docxsodhi3
Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Required readings· · From Managing human resources Productiv.docxdebishakespeare
Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Severance payments can affect labor markets in several ways:
1) They aim to provide income stability for workers and maintain consumption after job loss, but are only effective if payments are actually made quickly.
2) However, poorly designed severance regulations create unnecessary costs for firms without providing value to workers, leading to informality.
3) Strict dismissal procedures may also impact the timing of job separations and inhibit productive reallocations of labor across firms.
4) Enforcement of regulations is important, as is ensuring severance is actually paid to workers, such as through unemployment insurance or state payments when firms cannot pay.
The following article describes a new technology based on a distributed system such as Blockchain and powered by machine learning algorithms. The NeuroChain technology is a fusion between Blockchain and machine Learning, and based on three pillars:
- A decision maker : A Chain of Bots
- A set of rules : the Decision Protocol (Proof of Involvement and Integrity & Proof of Workflow)
- A network and media : the Pragmatic Communication Channels (adaptive communication protocol) and Learning ecosystem.
Insperity is a professional employer organization (PEO) that has been in business for over 25 years. It provides human resources and payroll outsourcing services to over 6,000 client businesses with over 108,000 worksite employees across a wide range of industries. Insperity takes care of many employer-related responsibilities such as payroll, benefits administration, compliance, training, and liability management to reduce the administrative burden on its clients. Over 800 of Insperity's clients are government contractors that it supports through specialized services tailored to their industry needs and regulatory requirements.
Insperity is a professional employer organization (PEO) that has been in business for over 25 years. It provides human resources and payroll outsourcing services to over 6,000 client businesses with over 108,000 worksite employees across a wide range of industries. Insperity takes care of many employer-related responsibilities such as payroll, benefits administration, compliance, worker's compensation, and training to reduce the administrative burden on its clients. Over 800 of Insperity's clients are government contractors that it assists with requirements related to bidding, onboarding employees, and regulatory compliance for federal contracts.
The document summarizes business issues related to data breaches in 2009. It discusses the risks of data breaches, types of identity theft, and regulatory requirements and costs for businesses. Specifically, it notes that the chance of a data breach for a business depends on the industry and location, with risks ranging from 3 in 10 to 7 in 10. It also lists requirements for businesses to appoint a chief security officer, have security policies, train employees, and notify vendors of standards.
Eminent offers a range of courses that will enhance your
skills, improving efficiency and productivity. Successful people invest in
themselves and Eminent has been assisting individuals for the last 25 years
in the process by offering an extensive range of courses, at affordable
prices. Our courses are delivered by subject matter experts with both
training as well as industry experience. They are not only professional, but
also considerate and sensitive towards varying individual needs and provide
the necessary support to every participant during the learning process.
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docxbjohn46
Sheet1Phase of Business/ Financal Management needsDebt FinancingEquity FinancingGift FinancingFinancing for StartupsConsumer Banks, Commercial Banks, SBA insured loans, Economic development agencies, Incubators, Accelerators, Leasing companies, Personal credit cardsFriends, family, Angels, Venture capital, direct public offering, CrowdfundingPersonal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for GrowthCommercial banks, SBA, Private placement loans, Economic development agency, supplliers, leasing company, personal credit cardself generated funds, venture capital, direct public offering, merger, acquisitionInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Operationsfactor receivables, business cc, commercial bank, sba, private placement loans, suppliers, leasing companiesself generated funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Exitconsumer banks, Commercial Banks, SBA, private placement loans, economic development agencies, sba investment companies, suppliers, leasing companies, lines of creditself generate funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferral
1
Email Communication Responses – No. 1 Employment Law Compliance Plan
Email Communication Responses – No. 1 Employment Law Compliance Plan
From:
To: “CEO Smith” [email protected][email protected]
Date: November 28, 2016
Re: Employment Law Compliance Plan
Mr. Smith:
With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request
With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary.
Every decision taken, entails a res.
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ADP ReThink 2016: All Roads Lead to Transformation
1. All roads lead to transformation
Stuart Sackman
Corporate Vice President,
Global Product and Technology
2. Global Time
and Labor
Global
Benefits
Global HR Global Talent
Our global approach • Empower your people
Global Payroll
AnalyticsMobile
• Activate actionable insights
• Anticipate & manage risk
Trusted
Security
Regulatory
Expertise
Risk
Mitigation
3. Local compliance knowledgeEmployment Act, 1955 Industrial Relations Act, 1967 Trade Unions Act, 1959 Employment(Termination And Layoff) Benefits Regulations Children and Young Persons (Employment)
Act Minimum Wage Order, 2012 Employment(Part-Time Employees) Regulations Overtime Limit Regulaltions, 1980
The Labor Protection Act B.E. 2541, 1998 Workmen’s Compensation Act B.E. 2537, 1994 Social Security Act B.E. 2533, 1990 State Enterprise Labor Relations Act (Selra) B.E.
2543, 2000 Thai Civil And Commercial Code (Hire Of Service) Provident Fund Act B.E. 2530, 1987 Employment And Job Seeker Protection Act B.E. 2528, 1985 Alien Employment
Act B.E. 2521, 1978 Skill Development Promotion Act B.E. 2545, 2002
Korean Labor Standards Act Employee Retirement Benefit Security Act Of Korea Minimum Wage Act Of Korea Equal Employment Act Of Korea Act On The Protection of Dispatched
Workers Of Korea Act On The Protection Of Fixed-Term And Part-Time Employees Of Korea The Promotion Of Worker Participation And Cooperation Act Of Korea
Employee Law (Employment Terms), 2002 Hours Of Work And Rest Law, 1951 Annual Leave Law, 1951 Sick Pay Law, 1976 Collective Agreements Law, 1957 Settlement of Labor
Disputes Law, 1957 Dismissal And Resignation Law, 2001 Labor And Workmen Law, 1969
The Civil Code Act Works Constitution Act The Act On Collective Agreements Federal Paid Leave Act Employment Promotion Act Act On The Commercial Transfer Of Employees
Occupation Training Act Young Workers' Protection Act Working Time Act Act On The Payment Of Child Raising Benefit And Child Raising Leave Insolvency Ordinance Act On
Part-Term And Fixed-Term Employment Relationship Home Work Act Maternity Protection Act
Employment Ordinance (Cap. 57 Of The Laws Of Hong Kong) Disability Discrimination Ordinance (Cap. 487 Of The Laws Of Hong Kong) Employees Compensation Ordinance (Cap
282 Of The Laws Of Hong Kong) Family Status Discrimination Ordinance (Cap. 527 Of The Laws Of Hong Kong) Mandatory Provident Fund Schemes Ordinance (Cap.485 of the
Laws Of Hong Kong) Minimum Wage Ordinance (Cap. 608 Of The Law Of Hong Kong) Occupational Safety And Health Ordinance (Cap. 509 Of The Laws Of Hong Kong) Personal
Data (Privacy) Ordinance (Cap. 486 Of The Laws Of Hong Kong Protection Of Wages On Insolvency Ordinance (Cap.380 Of The Laws Of Hong Kong) Race Discrimination
Ordinance (Cap. 602 Of The Laws Of Hong Kong) Sex Discrimination Ordinance (Cap 480 Of The Laws Of Hong Kong) Trade Unions Ordinance (Cap. 332 Of The Laws of Hong
Kong)
The Data Protection Act, 1988 And 2003 The Unfair Dismissals Act The Immigration Act Employment Permits Act, 2014 The Companies Act The Terms of Employment Act, 1994-
2014 The National Minimum Wage Act, 2000 The Organization of Working Time Act, 1997 The Parental Leave Act, 1998 And 2006 The Redundancy Payments Act, 1967-
2014 The Protection of Employees Work Act, 2003 The Employment Equality Act, 1998 The Protected Disclosures Act, 2014 The Protected Disclosures Act, 2014 The Worker
Participation Act, 1977 The Transnational Information And Consultation of Employees Act, 1996 The Safety, Health And Welfare At Work Act, 2005
The Patient
Protection
& Affordable
Care Act
eSocial
Pensions
Act
Single Euro
Payments
Area
Social
Insurance
Déclaration
Sociale
Nominative
Russian
Federation
Personal Data
Law
4. Our global approach
Analytics
Global Time
and Labor
Global
Benefits
Trusted
Security
Regulatory
Expertise
Localized
Services
Risk
Mitigation
Global Payroll
Global HR Global Talent
Mobile
Technology Expertise
• Empower your people
• Activate actionable insights
• Anticipate & manage risk
• Build organizational agility
7. Salaried employee
• Most don’t look at their pay slip
• Any variation in pay triggers research,
which involves comparing statements
• Certain events also trigger research (e.g.,
bonus or reach expected deduction limits)
What we heard What we built
• Visualize pay history over time to easily
identify changes
• Compare function to home in on
differences in pay
• Smart notifications based on wage type or
payroll limits
8. Hourly employee
• Regularly review pay statements
• Confusion from pay variation or unfamiliar
details results in further research
• Research involves calls, emails or tickets to
Payroll / HR for explanation
What we heard What we built
• Built-in contextual help to better understand
pay elements and calculations
• Define help text and resource links to help
the employee better understand their pay
• Ability for client to control user experience,
messaging and notifications
9.
10.
11.
12.
13.
14.
15.
16.
17. Focus on user experience
Interactive
• Linkable and clickable pay
statement content,
personalized by user
Engaging
• Visualize & compare period-by-
period pay information to easily
determine changes
Intelligent
• Pay statement alerts and
contextual help improve
statement understanding
23. Enhancing our technology offering
• Availability of and integration
with 3rd party solutions to
build a seamless ecosystem
• Delivers flexibility and options
where needed
• Supports the varying and
specific employee needs
across different countries
• Enables proactive and
improved decision making
about labor costs and trends
• Combines country
requirements and local
practices to deliver impactful
insights in each country
Advanced AnalyticsIntegration
24. Enhancing our global presence, global service
630,000
Over
businesses
55,000supporting our clients
associates
111
30+
countries,
languages,
99%multinational
employees
Shanghai
Manila
Singapore
Hyderabad
Melbourne
Sao Paulo
Bucharest
Prague
Paris
Barcelona
Miami
Alpharetta
Halifax
Toronto
El Paso
Service centers
Countries covered: 111
25. We meet you wherever you are
France
SwitzerlandBrazil
TunisiaSpain
Netherlands
Philippines
Romania
China
Singapore
Australia and New Zealand
Poland
Czech Republic
India
Editor's Notes
Now more than ever, global organizations are challenging the convention of rigid, fragmented HCM systems and deploying flexible and integrated consumer-grade solutions that can provide organizational transparency in the hopes of discovering actionable insight through the wealth of available data to deliver competitive advantage, unlock workforce potential, and drive organizational change in new ways. To help you Transform the Way the World Works, ADP continues to heavily invest in continuous innovation, localized expertise, and an integrated and simplified HCM solution to meet the needs of your constantly changing global workforce and competitive environment. We’re focused on building best-in-class solutions that will:
[Build #1 – Payroll (as foundation), HR, TLM, Benefits, Talent]
Empower your people – Identifying, retaining and compensating top global talent is the absolute minimum; reliably compelling and engaging the workforce has become the linchpin of success within a dynamically changing business world, both globally and locally. For 65 years, ADP has been solving for the complexities and intricacies of payroll on a global scale. And because of our roots in implementing, staffing, and scaling to deliver an unsurpassed service experience in Payroll, we have the foundational knowledge, proven processes and expert infrastructure to expand this service offering to different areas of the HCM solution including Global HR, Time & Labor, Benefits and Talent. This complete HCM solution is designed to flex and adapt to your specific business needs on both a global and local scale, while offering the benefits of a single ADP experience – from technology to implementation to ongoing support and service. Recent examples of our dedication to continuous improvement include the expansion of our Time and Labor solution that meet the needs of global organizations through addressing data and privacy concerns by now hosting our solution in our European data center to enhancing and expanding our Time and Labor support capabilities across the globe. In addition, we just announced the final pillar of our HCM offering… Global Benefits. By utilizing the best in class Darwin technology from Thompsons, tightly integrating it with the rest of our solution portfolio, and wrapping it with the service and support infrastructure you have come to expect from ADP.
[Build #2 – Mobile, Analytics]
Activate Actionable Insights – Complete, organizational clarity and accuracy of HCM data allows for quicker and smarter proactive (rather than reactive) strategic decisions. With centralized data collection enabled through mobile and cloud-based systems with the ability to add data from other internal systems or external sources, our clients gain a “real-time” view of their global workforce, with the necessary people, environmental, and cultural-centric data to generate actionable insights, maximize talent opportunities, and make improved budgeting, forecasting, and resource allocation decisions. Pulling all of your critical data together into one view allows you to go well beyond basic HR information and analyze dynamics of compensation, productivity and performance, for a deeper understanding around what drives the lasting success of your people and business.
[Build #3 – Risk Mitigation, Trusted Security, Regulatory Expertise]
Anticipate & Manage Risk – Our technology is wrapped in a trusted security, privacy, maintenance, and regulatory expertise layer that enables risk mitigation. In our digital age, cyber crime is a consistent headlines and it seems everyone is a target, especially companies managing confidential data including payroll, bank, employment and healthcare. The security and privacy threat is very real and has become a worldwide epidemic on the rise. Multi-layered security and privacy protections provide advanced around-the-clock global security monitoring to help ensure the protection of client data and funds. In addition, ADP’s solution is fundamentally designed to simultaneously manage global and local compliance needs, and is bolstered by regional teams of experts who are solely focused on interpreting and managing the sea of constantly changing compliance standards, while our development teams work to embed those compliance changes directly into the technology to equip your organizations with everything you need to avoid costly risk.
Taking a deeper look at our Regulatory Expertise –
In every country, our clients must deal with regulations affecting how they manage their human capital on a daily basis
• Frequently, those laws are changing – 2 examples are DSN in France and eSocial in Brazil
• These are simplification and cost and corruption reduction measures
• Simplifying payroll-related data transmission between companies and government
• Increasing frequency of transmission of that data
• ADP interprets the changes and then re-engineer processes and tools on behalf of its clients and provides training
• ADP benefits from these changes as they drive companies to outsource
• Further, there are regulation related mega-trends affecting how our clients manage their human capital.
• Example 1 - in the 1970’s there were 8 countries with laws around data privacy. Today there are nearly 90 with more being added every year
• Example 2 – By 2020, PWC predicts a 50% increase in the number of global assignments, yielding issues around tax compliance
• Having software doesn’t mean you are compliant – you have to have the expertise to interpret the law and make appropriate changes
Our dedicated staff of over 2500 compliance and support experts on the ground, in the countries we do business in reduce the expensive burden required to make sense of this constantly changing regulatory environment. But we are also taking this one step further. We are designing a new global compliance knowledge base that users can access at any point to learn about the latest legislative changes going on in their desired countries. It has been designed using the visual design language delivered by our innovation lab, so it is an intuitive / easy to use knowledgebase which covers 4 domains’ of legislative requirements: Payroll, HR, Talent and TLM.
And finally, to Transform the Way the World Works, you also need to:
[Build #4 – Localized Service, Technology + Expertise dials]
Build Organizational Agility – Flexibility is built into the underlying foundations of our global HCM systems, ensuring highest levels of adaptability in times of change. But what’s more, we combine these top tier ‘modular’ technology components with unmatched depth of service and real human expertise – at a localized level. So every business unit, country, or region can scale to support your growth by tapping into our deep expertise base, understanding whether or not the right resources are in the right places at the right times, or what technology is needed when organic, inorganic expansion or other strategic decisions are made. This flexibility enables you to adapt quickly and maintain competitive advantage when organizational change is needed.
[Handoff to Melissa] To talk further about some of our recent efforts to provide this flexible and simplified HCM solution, I’d like to introduce Melissa Jimenez, Director of Product Development, who will provide some insight into our approach to product development and how we engage with our clients to ensure our products delight our customers and deliver measurable business value.
A more human resource is not just a tag line… it describes our design philosophy around user experience. It really is designed around the user.
I can’t think of a better way of explaining how we develop products that to tell you a personal story. About a year ago I was a client advisory board function where we bring about 30 clients to one location to get feedback about our products. This particular meeting was held in Barcelona at the top of a mountain. This was a Product Managers dream because essentially all the clients were trapped there and could not easily leave the hotel without arranging transport. During a very informal networking session at the bar, a client was telling me how UGLY our pay slips were. I had heard this before, but I was always curious about the request. What are people doing with their payslips? Essentially a pay slip is just a receipt for a transaction. Employees give their time and effort to a company in exchange for an agreed upon fee. ADP is hired by companies to calculate this transaction in an accurate, compliant and timely fashion and the pay slip is essentially the receipt of this transaction. What do people do with receipts? Some people save them all, some people discard or even never print. So I was always curious as to why clients wanted to have the best looking “Receipts”. The request made no sense to me so I always asked the question back to my clients. What are you looking for?
Lucky for me, this time the client was Apple, Inc. As a company culture, they are also interested in the user experience and are arguably the best in the world and understanding how to best present information to users in the most useful and intuitive way. During this meeting, Apple agreed with me to study this further so we can design something that would provide useful pay information to employees. What we learned through this process is that what is important to the employee is not the gross to net calculation, but how do we provide information in a more human way?
After a focused workshop with Apple, we learned that users essentially interact with their pay in either of two ways.
As much as I hate to admit this coming from ADP, the fact of the matter is that we learned that with few exceptions, Salary people don’t really look at their pay checks on a regular basis. They really don’t. When they do look, they are really only interested in variation in their pay. Any variation in their pay triggers research. This research constitutes comparing pay checks. There are certain events that will drive a salary employee to look at their pay and when these are expected, a salary person will actively seek these events until they occur. For example if they are looking for a bonus payment, a stock dividend. So, for salary people, we needed to build a system that will help salary people easily visualize their pay and compare different pay statements. Additionally, we need to provide a means for these users to set smart notifications so they can be alerted when a special event occurs such as a special wage type or if they hit a certain limit such as a loan payoff.
An hourly person, on the other hand is different. Almost the opposite. An hourly person looks at their pay statement every pay period. An hourly person wants to understand every line item on their pay slip. If they do not understand each line item, then they will call their company support line (HR/PY or ADP) to better understand their pay. So what we learned from the hourly employee is that if we offer better help information and context, it will help them to better understand and analyze their pay. If we serve the employee in this regard, we will also serve the PY department. We learned that calls about explaining pay are among the top 5 call topics for our clients. So if we help the employee, we are also helping reduce or eliminate calls to our client internal service teams. In order to meet this need we needed to configure a product where clients can add help text for users in their words using their own language that can be updated at any time.
After our initial workshop with Apple, I validated this research with 5 other clients representing different markets and refined the user personas. From here, we set out to build a product to help meet these needs.
Zoom out to full GV Portal.
GV portal is the place where we engage with your employees on a regular basis and it is our teams mission to make this as seamless and intuitive as can be. At any given time we are performing research and collaborating with clients around the world to enhance our current offering and create an experience that is configurable by your company to reflect your corporate brand and enable you to communicate effectively to your employees. GlobalView portal looks different for different clients. This is by design. In working with you, we know that MNC companies all consume our products differently. While we would love to image you would buy everything from one vendor, we know this is not a true reflection of reality. So we build the product to ensure robust configurability for the client admin. Not only do we have the best user experience available, but we have the best integration. This is true for user interface integration as well as the data integration.
Show the entire screen:
Following my workshop with Apple I returned with our first proto type and we have been collaborating on refining ever since.
Zoom in to the top of the screen to see Pay by Period
The first thing you see when you enter the site is your pay over time represented visually. Each line represents a pay slip. This meets the need for both hourly and salary employees to visualize their pay over time and easily identify an differences.
Show the entire screen:
Following my workshop with Apple I returned with our first proto type and we have been collaborating on refining ever since.
As we learned through our research, users want to easily identify changes so we not only provided a means for comparison, but we also highlight for users where the pay is different.
Every feature and function in the interactive pay application was designed around our user and helping then to understand and analyze their pay. This part of the screen may look familiar to you as it was actually developed in our lab in NYC. When I looked to meet the requirements for my clients, I think of visiting the innovation lab as shopping. I look to see what is “ready to wear” and on the shelf that I can pull off and drop in, like the screen you see here. If there is nothing ready made I can make a request for something couture. Our teams are in constantly in close collaboration as I love to shop. In this case this feature met many of our client needs so we dropped it on the page and enabled it for the 42 countries where we process GlobalView payroll.
We found it really helps employees to see the detailed wage types that makeup their pay.
We also added the ability for Admins to define hover text for any wage type they feels needs further definition or explanation. This seems like a very small feature, but it is actually these little details that will eliminate those calls to the HR call center.
I am happy to say to you that the collaboration with Apple has been extremely rewarding on all fronts. They are receiving the user experience they are looking for that will not only surprise and delight their users, but will also cut down on calls for their service center. They are actually deploying the solution now and we are in constant contact as we are getting feedback from their users.
Interactive Pay is an example of one feature on our updated GlobalView Portal. I realize that was a lot of information to offer on one singe feature, but as Product Manager I know the details matter. Pay is very personal for employees and details on how we present pay to employees matters. It is the one feature that we know touches our over 3 million MNC users.
Switch to SFSF Portal Home Page
A perfect example of this integration is how we integrate with SuccessFactors Employee Central. We call this GlobalView Central and we not only combined our names, but have integrated our products so deeply that unless told, a client may not realize they are accessing GV from within HR Central. GlobalView central enables us to offer full global HR capabilities and talent suite of applications. All applications are fully integrated and feed one another. Once an employee is hired using recruiting, their HR record can be populated. The goals module feeds the performance. The performance ratings are visible in the compensation and calibration modules. Training can be recommended and assigned from any of the modules. Together with payroll this is the fully integrated HCM experience that Stuart mentioned a moment ago.
Access the payroll module
The GlobalView Central integration demonstrates the tightest integration on the market today. Within the HR application, we can surface the actual GlobalView screens that capture the local payroll data needed to process payroll. Anyone familiar with global payroll knows that capturing the local data needed to process payroll is a challenge. Typically these details are not stored in HR systems. It is these local payroll fields (again the details) that drive many workarounds, manual data file transfers, etc. When we set out to integrate with Employee Central we ensured we had a way to capture this local data to minimize the need for manual or duplicate entry. We have invested more in this integration than any other payroll provider.
Our first clients that implemented this integration have been on the system over a year now. We partnered with SwissRe as they began their journey to the cloud last year. I was able to work closely with this client from the beginning. From the sale to ensure them of our commitment to this integration, through the step-by-step integration as we partnered both with SwissRe and SAP to unsure the user interface integration and data integration were seamless. It was actually about this time last year when they cut their first pay checks using the new system. SwissRe was thrilled with the results and they tell a great story about their live date how they were stunned with the fact that it was a “non-event”. They even checked to see if they had sent the correct file as they had NO calls from employees. By now you know I am a very detailed oriented person. While I was elated with the results, I still wanted to be sure the integration delivered on all our promises. So, I took some folks from our implementation team and we met SwissRe in their Zurich offices to debrief on the integration and live date. We had many more countries to deliver so I wanted to be sure it was solid and there were no lingering workarounds that we could not automate.
In December, it was announced at Workday Rising in Dublin that we will co-develop an enhanced integration between ADP Global Payroll and Workday HCM. In the coming months, we will be collaborating with Workday to develop a set of REST APIs to enable us to integrate with Workday’s Visual Presentation Services (VPS) technology. For those of you who don’t speak geek, it means when you click on the “Pay” option within the Workday HR application, you will be effectively entering and validating the data into ADP payroll systems. This will drastically improve the user experience in managing local payroll data for our clients. The first products to benefit from the enhanced integration will be our ADP GlobalView Payroll and combined Global Payroll solution of GlobalView and Streamline Payroll.
We will be the first company to work with Workday on such an enhanced integration for Global Payroll. Since this announcement, we have had many people who ask us why we would agree to such a joint venture with a competitor. Are you crazy, they ask? For me the answer is simple. We know the MNC market and the MNC clients. We know there are many options you can choose from to provide a Global HR solution… and in the spirit of the flexibility we spoke about earlier, we want to be sure you have the best HCM experience possible, which includes those who have chosen Workday for HR. We know and have proven the benefits of a tight integration between Global HR and Global Payroll. We want to offer the best of our technology, expertise and services no matter where you come from or where you plan to go. So for us, this is an obvious investment as it will focus on the the most important focus for ADP… our end user’s experience. The question is not why we would do it, but if we are truly focused on the customer and user experience, then really the question is how could we NOT do it?
As you have seen, we are passionate about how ADP can enable you to better engage your employees with our products and services. We are serious about changing the way our clients work, so we are constantly innovating to deliver new technology improvements for every user we interact with at your organization. A few innovation examples that speak to our desire for continuous improvement include even more commitment around integration as well as a guarantee to bring clarity and confidence of decisions through advanced analytics.
We’ve already talked about our integration with partners like SAP and Workday, but our efforts don’t stop there. We have a strategic commitment to integration and are constantly assessing and creating new partnerships to deliver an improved and unified integration experience with more flexibility and options for you, our clients, to support the variety of HCM technologies you have. There are many examples of how this is happening, but one such example, currently only available in the US is a product called ADP Marketplace. The ADP Marketplace is an ecosystem of ADP and 3rd party applications that will help you manage your HCM needs from hire to retire by exposing the necessary APIs to enable you to integrate securely and efficiently within the HCM ecosystems.
In addition, we are working on advanced analytics applications to provided proactive and actionable insights across your organization’s departments and geographies. With the unification of disparate technologies because of our integrations across your many systems, we not only provide reporting transparency across your entire enterprise, but we can help you become a trusted and strategic advisor, enabling rapid and deep access to your HCM data to support the evolving needs and aspirational goals your business plans to achieve. One such technology, again currently available in the US is a product called Data Cloud. Data Cloud equips HR, Business Leaders, and Managers with data-driven workforce and business insights while boasting advanced capabilities around reporting, dashboarding, benchmarking, data exchange, and predictive analytics.
And we continue to expand our global presence and localized service. We are proud that over 630,000 businesses across the globe rely on ADP.
We have 55,000 associates supporting our clients, 25% of which are service associates outside the U.S. supporting non-U.S. locations
We offer solutions in 111 countries with support in over 30 languages – we operate where you operate!
End-to-end Services – we can dial-up or dial-down our services and technology offerings based on where you are and where you want to go in your HCM journey
After Hyderabad, Pune, Shanghai, Manilla, Prague and many other locations, we just opened a global center of excellence in Bucharest to further enhance the delivery of HCM services to our global clients
ADP Research Institute has gone global – The French Employment Report launched last year and our global Evolution of Work study was completed, which will also be shared and discussed here.
These expansions offer improved service and delivery scope and ability to execute; all the while, delivering on the promise to provide services in countries where our customers will hire 99% of their employees.
And, above all, we continue to invest in our unique value proposition as a technology-enabled SERVICE provider. We are focused on growing our in-region teams and local expertise to truly understand and meet your global needs. We serve as your partner throughout the full journey, from pre-implementation to your future state. So wherever you and your teams are located, and at whichever stage you’re in on your HCM journey….ADP is committed to help you Transform the Way the World Works.