Litigators from Seyfarth Shaw, the top U.S. labor law firm, as they share do’s, don’ts, tips, and traps for employers in the hospitality industry. The labor law attorneys from Seyfarth Shaw, LLP–the country’s top wage and hour litigator–share their best advice for minimizingg compliance risk for employers just like you.
How to Avoid Costly Wage and Hour Pitfalls for Staffing and Security EmployersEPAY Systems
The document discusses how to avoid costly wage and hour issues for staffing and security employers. It notes that wage and hour lawsuits have increased 500% since 2000 and outlines common mistakes made by employers, such as misclassifying employees as exempt from overtime, automatically deducting meal periods, and labeling all workers as independent contractors. The document provides guidance on implementing policies to classify workers correctly and pay them for all hours worked in order to stay compliant with wage and hour laws.
INSZoom Immigration Conference 2016 - Recent Trends in Global TaxationINSZoom
This document discusses the impact of recent global tax trends on multinational corporations and their employees. It covers topics like Base Erosion and Profit Sharing (BEPS), the increased risk of permanent establishment, and greater exchange of information between countries. BEPS aims to prevent profit shifting to low tax jurisdictions. It recommends tighter rules around permanent establishment and country-by-country reporting of financial data. This poses challenges for corporate structures and operating models. Global Employment Organizations are discussed as a way to centrally manage international assignments in a tax efficient manner, though their viability is questioned in light of BEPS country-by-country reporting requirements.
This document summarizes key information about auto enrolment requirements in the UK. It discusses the Pensions Regulator getting tougher with enforcement, including issuing escalating fines from £50-£10,000 per day for noncompliance. It also highlights that over 70 items must be addressed before, at, and after an employer's staging date for auto enrolment. Finally, it promotes Johnson Fleming's managed and supported auto enrolment services to help employers meet their legal obligations.
This document discusses auto enrolment legislation in the UK that requires employers to enroll qualifying employees in a workplace pension scheme. It summarizes the challenges this poses for business owners, such as complexity, risk of penalties, and ongoing responsibilities. The document then introduces Enrolex as a complete auto enrolment solution that removes these challenges by handling all assessment, setup, administration and compliance requirements on the employer's behalf. Key features of the Enrolex solution and implementation process are outlined in 8 stages from initial contact to ongoing payroll and contributions.
PEO companies bill for their services in many different ways, which can be confusing and difficult for even the most seasoned broker to understand. The Guide to Understanding PEO Billing Reports provides a breakdown of both bundled and unbundled PEO bills, including how they’re organized and how the items on the invoices should be calculated.
In this eGuide, you will learn how to:
- Break down your clients' PEO reports effectively
- Find the “hidden fees” in bundled billing
- Save your clients by saving them money
The document provides an overview of potential issues with employee leasing arrangements. It summarizes that while employee leasing promises to pass employer responsibilities and liabilities to a PEO, in practice clients may still be liable for certain issues and subject to additional regulations. It also notes several ways client companies may end up paying more than anticipated for services like workers' compensation, payroll taxes, and administrative fees under such arrangements. The document advises carefully reviewing contracts and financial proposals to understand full costs and responsibilities before entering an employee leasing relationship.
The document provides an overview of various legal fundamentals for operating a business including:
1) Operating structures such as sole proprietorships, partnerships, and corporations and key features of each.
2) Fundamentals of employment law including employee vs contractor classification, employment agreements, and legislative requirements.
3) Fundamentals of intellectual property including trademarks, copyrights, patents, and trade secrets.
4) Regulatory compliance considerations including privacy legislation and Canada's Anti-Spam Law. The presentation aims to educate business owners on legal structures and obligations.
The document provides financial statement data and ratios for Computron Corporation for the years 2003-2005. It includes income statements, balance sheets, common size analyses, and percentage change calculations. Some of the key points summarized are:
- Computron's liquidity, inventory turnover, and receivables collection ratios are below industry averages in 2005, though improving from 2004 levels.
- Debt ratios improved significantly from 2004 to projected 2005 levels due to a recapitalization, but are still slightly below industry averages.
- Profitability as measured by ratios such as return on assets, return on equity, and profit margin are projected to be below industry averages in 2005, though improving.
- Market valuation ratios such as price-
How to Avoid Costly Wage and Hour Pitfalls for Staffing and Security EmployersEPAY Systems
The document discusses how to avoid costly wage and hour issues for staffing and security employers. It notes that wage and hour lawsuits have increased 500% since 2000 and outlines common mistakes made by employers, such as misclassifying employees as exempt from overtime, automatically deducting meal periods, and labeling all workers as independent contractors. The document provides guidance on implementing policies to classify workers correctly and pay them for all hours worked in order to stay compliant with wage and hour laws.
INSZoom Immigration Conference 2016 - Recent Trends in Global TaxationINSZoom
This document discusses the impact of recent global tax trends on multinational corporations and their employees. It covers topics like Base Erosion and Profit Sharing (BEPS), the increased risk of permanent establishment, and greater exchange of information between countries. BEPS aims to prevent profit shifting to low tax jurisdictions. It recommends tighter rules around permanent establishment and country-by-country reporting of financial data. This poses challenges for corporate structures and operating models. Global Employment Organizations are discussed as a way to centrally manage international assignments in a tax efficient manner, though their viability is questioned in light of BEPS country-by-country reporting requirements.
This document summarizes key information about auto enrolment requirements in the UK. It discusses the Pensions Regulator getting tougher with enforcement, including issuing escalating fines from £50-£10,000 per day for noncompliance. It also highlights that over 70 items must be addressed before, at, and after an employer's staging date for auto enrolment. Finally, it promotes Johnson Fleming's managed and supported auto enrolment services to help employers meet their legal obligations.
This document discusses auto enrolment legislation in the UK that requires employers to enroll qualifying employees in a workplace pension scheme. It summarizes the challenges this poses for business owners, such as complexity, risk of penalties, and ongoing responsibilities. The document then introduces Enrolex as a complete auto enrolment solution that removes these challenges by handling all assessment, setup, administration and compliance requirements on the employer's behalf. Key features of the Enrolex solution and implementation process are outlined in 8 stages from initial contact to ongoing payroll and contributions.
PEO companies bill for their services in many different ways, which can be confusing and difficult for even the most seasoned broker to understand. The Guide to Understanding PEO Billing Reports provides a breakdown of both bundled and unbundled PEO bills, including how they’re organized and how the items on the invoices should be calculated.
In this eGuide, you will learn how to:
- Break down your clients' PEO reports effectively
- Find the “hidden fees” in bundled billing
- Save your clients by saving them money
The document provides an overview of potential issues with employee leasing arrangements. It summarizes that while employee leasing promises to pass employer responsibilities and liabilities to a PEO, in practice clients may still be liable for certain issues and subject to additional regulations. It also notes several ways client companies may end up paying more than anticipated for services like workers' compensation, payroll taxes, and administrative fees under such arrangements. The document advises carefully reviewing contracts and financial proposals to understand full costs and responsibilities before entering an employee leasing relationship.
The document provides an overview of various legal fundamentals for operating a business including:
1) Operating structures such as sole proprietorships, partnerships, and corporations and key features of each.
2) Fundamentals of employment law including employee vs contractor classification, employment agreements, and legislative requirements.
3) Fundamentals of intellectual property including trademarks, copyrights, patents, and trade secrets.
4) Regulatory compliance considerations including privacy legislation and Canada's Anti-Spam Law. The presentation aims to educate business owners on legal structures and obligations.
The document provides financial statement data and ratios for Computron Corporation for the years 2003-2005. It includes income statements, balance sheets, common size analyses, and percentage change calculations. Some of the key points summarized are:
- Computron's liquidity, inventory turnover, and receivables collection ratios are below industry averages in 2005, though improving from 2004 levels.
- Debt ratios improved significantly from 2004 to projected 2005 levels due to a recapitalization, but are still slightly below industry averages.
- Profitability as measured by ratios such as return on assets, return on equity, and profit margin are projected to be below industry averages in 2005, though improving.
- Market valuation ratios such as price-
FEI Presentation. Top Mistakes Financial Executives Make Roger Royse
1. The document outlines several legal mistakes that financial executives commonly make, including failing to properly indemnify directors and officers, mishandling equity compensation, violating non-compete agreements, and mismanaging intellectual property.
2. It also discusses risks related to certifying financial statements, personal liability under Sarbanes-Oxley, foreign corrupt practices violations, anti-money laundering failures, and cybersecurity breaches.
3. Throughout the document, examples are given of executives who faced legal or regulatory consequences due to these types of mistakes, such as the former CFO of Baker Hughes who authorized an illegal payment through a third party in violation of the Foreign Corrupt Practices Act.
The document discusses new executive compensation rules and limits imposed on companies that received funds from the Troubled Asset Relief Program (TARP). Key changes include say-on-pay votes for shareholders, restrictions on bonuses and incentives to long-term restricted stock, and elimination of golden parachute payments. The Treasury will also review past compensation for certain executives. Regulations to provide details on these new rules will be drafted. The document urges TARP recipients to get involved to educate regulators and temper further restrictions, noting that compensation professionals should share market data and perspectives to help create thoughtful rules.
A survey found that businesses with less than 250 employees spend on average $1,602 per employee per year on HR activities. The study also showed that smaller companies have higher per-employee HR costs. Another study found that administrative costs accounted for 8-12% of payroll for companies with 1-9 employees, 4-8% for those with 10-24 employees, and 3-6% for companies with 25-49 employees. The document provides a calculator to help companies determine their own administrative costs by considering factors like payroll preparation, benefits administration, and retirement plan expenses.
The document summarizes the Australian government's response to recommendations from the Productivity Commission on reforming executive remuneration. It accepted most recommendations, including requiring shareholder approval for "no vacancy" declarations, strengthening proxy voting rules, improving remuneration report disclosures, and implementing a "two strikes" rule for remuneration votes. However, the real surprise was the government taking a heavy-handed, populist approach by proposing complex new rules regarding remuneration consultants that criminalize certain activities and undermine the role of management, going beyond the original intent of the recommendations.
Joint share ownership plans (JSOPs) allow employees to jointly acquire shares with a trust. The employee receives the growth in share price less a carry charge, while the trust receives the remainder. JSOPs provide capital gains tax treatment for employees and save companies national insurance contributions. While JSOPs provide tax benefits, they also involve upfront costs for employees and valuation complexities. Share Incentive Plans (SIPs) also allow tax-free employee share ownership and have become more attractive with recent rule changes removing barriers for private companies. SIPs involve setting up an employee trust but can provide a straightforward way to offer all employees share incentives.
This document contains financial ratio analyses for three steel companies - Jindal Steel, Bhushan Steel, and Mukand Steel for the years 2007-2009.
Some key highlights include: Jindal Steel's profitability ratios declined in 2009 due to increased operating expenses. Bhushan Steel's current and quick ratios improved in 2009, indicating better working capital management. Mukand Steel suffered losses in 2009 with many of its profitability and liquidity ratios deteriorating significantly from the previous years.
This document discusses the pros and cons of hotel leases versus management agreements from the perspective of property owners and operators. It provides examples of common lease and management agreement structures and incentives. Graphs and a case study example are used to illustrate how the different contract types impact risk, return and value for owners. Overall, the document analyzes the best contractual options for hotels depending on an investor's risk tolerance and objectives.
- Auto enrolment requirements in the UK will be increasing in 2015 and beyond, with more employers needing to comply and contribute more to employees' pensions.
- The Pensions Regulator is increasing enforcement, issuing escalating fines to ensure compliance as auto enrolment duties affect over 600,000 small and medium employers annually from 2015 onwards.
- Outsourcing auto enrolment administration to a managed service provider takes the burden off employers and can help advisers generate new business by assisting clients with their auto enrolment obligations.
A presentation given to the Xtraordinary Women in Business Network in Blouberg on 18 April 2013 by Nicolene Schoeman from Schoeman Attorneys
TOPIC: Sole Proprietor vs. Pty: Legal meets Finance
So, they say – “Rome was not built in a day” and that is certainly true for any business. Most small businesses start off as sole proprietorships or even partnerships, simply in order to save costs. Some on the other hand because the other options are often widely misunderstood.
Is there really a cost saving and if there is, is cost saving really worth the risk?
An insightful morning was spent with Nicolene Schoeman and Chris Farquharson as they shared the legal and financial practical business solutions to these challenges.
Legal overview star camp royse - may 2020 4839-7571-5260-1Roger Royse
This document provides an overview of legal considerations for forming and financing a startup called StarCamp. It discusses the differences between establishing a US branch versus incorporating in the US. Key topics covered include effectively connected income, branch profits tax, withholding taxes and how tax treaties may provide relief, transfer pricing requirements, and BEA reporting filings. The document also examines choice of entity options, tax benefits of C corporations, founder equity splits, vesting, and employment law issues around worker classification.
Idea to ipo venture capital startup royse - may 10 2020Roger Royse
This document provides information to help startups prepare for venture capital investment. It discusses various sources of funding for startups, including founders' personal savings, debt financing, government grants, friends and family investors, angels, and venture capital. It explains factors that venture capital firms consider, such as the startup's team, market size, traction, and potential for growth. The document also covers topics like common stock structures, founder equity, vesting schedules, and deal terms that are important for startups to understand when pursuing a venture capital investment.
A presentation about saving money for your company with tax credits you are already eligible for. Created by Linda McBee at L&M Consulting Services.
lmcbee.com
This document summarizes auto enrolment requirements in the UK and solutions offered by Johnson Fleming. It covers the key responsibilities employers face, including assessing their workforce, enrolling eligible employees into a qualifying pension scheme, and making minimum contributions. It highlights the increasing enforcement by the Pensions Regulator and potential fines for noncompliance. Finally, it introduces Johnson Fleming's auto enrolment services that can help employers meet their legal obligations through project management, administration support, and technology solutions.
This document summarizes auto enrolment requirements in the UK and solutions offered by Johnson Fleming. It covers the key responsibilities employers face, including assessing their workforce, enrolling eligible employees into a qualifying pension scheme, and making minimum contributions. It highlights the increasing enforcement by the Pensions Regulator and potential fines for noncompliance. Finally, it introduces Johnson Fleming's auto enrolment services that can help employers meet their legal obligations through project management, administration support, and technology solutions.
This information sheet provides general information on insolvency for directors whose companies are in financial difficulty, or are insolvent, and includes information on the most common forms of external administration.
This document provides links to purchase solutions for accounting, economics, finance, and tax homework assignments and exams. It advertises immediate access to full solutions for entire courses, exams, and assignments without needing to register. The solutions are rated highly and claimed to be from alumni of well-known universities.
The trustees of the British Steel Pension Scheme underestimated the demand from members to transfer out of the defined benefit scheme via cash equivalent transfer values (CETVs) following the collapse of the scheme's sponsoring employer. Over 7,500 members transferred out, representing a total outflow of £3 billion from the £12 billion fund. The high level of transfer activity was driven by increased transfer values, members' lack of confidence in the sponsoring employer, and aggressive marketing from some financial advisors. The volume of transfer requests overwhelmed the administrators, causing delays and distress for members. Regulators are investigating the transfers and intervening to strengthen consumer protections for members.
The document provides information about accounting homework help and solutions available for purchase online. It lists courses, exams, and assignments that can be completed, noting they are rated "A+" without needing registration. Clicking the links would direct the user to the online site to purchase assistance with accounting work.
How to Avoid Costly Wage and Hourly Pitfalls for Construction, Engineering, a...EPAY Systems
Seyfarth Shaw attorneys Rebecca Bromet and Kyle Petersen discuss:
◾Litigation trends and recent settlements in the construction industry, and what they mean to you
◾Your greatest compliance risks (you may be surprised) and how to avoid them
◾The ‘riskiest’ times of day for construction, engineering & landscaping employers
◾Simple safeguards that can keep you out of court
For more than 60 years, Seyfarth Shaw has been recognized as one of the “go-to” labor and employment firms for business by providing extraordinary, cost-effective results. EPAY Systems, Inc. has joined forces with Seyfarth Shaw to educate employers of distributed labor environments on how compliance risk can be minimized
Wage and Hour Attorney's Best Tips for Staying Out of TroubleEPAY Systems
Staying in compliance isn’t easy when you manage a distributed workforce. Statistically, your risk of a wage and hour lawsuit has never been greater.
But your firm can protect itself, and we’ve lined up the experts at Seyfarth Shaw LLP—the leading wage and hour law firm—to show you how.
How to Avoid Costly Wage and Hour Pitfalls for Healthcare Employers with a Di...EPAY Systems
These days, healthcare providers–whether nursing facilities or home health agencies–are searching for ways to do more with less. This is especially true with the Electronic Visit Verification (EVV) mandates that are taking place throughout the country. You need a time and attendance system that allows you to streamline work processes and maximize labor resources…while managing your complex world of multiple shifts, intricate pay rules, and perhaps even mobile employees.
EPAY’s flexible BlueforceTM system does all this, while helping you:
Cut Costs - Your world is more competitive than ever. With Blueforce, you can expect to reduce labor costs by 5% or more, so you can bid more competitively and still boost profits.
Stay in Compliance - Our system factors in labor laws and union rules, as well as industry-specific regulations. It flags potential conflicts, so you can nip compliance issues in the bud.
Stay in Control - Blueforce does more than manage time and attendance. Its valuable workforce management tools–like labor budgeting and scheduling software–can help run your business more efficiently.
How to Set Up & Run a Business in the USARavixGroup
This document provides a step-by-step guide for setting up and running a business in the USA. It outlines 10 key steps: 1) Establishing a legal entity, 2) Getting a FEIN number, 3) Setting up bank accounts, 4) Hiring employees, 5) Paying employees and providing benefits, 6) Getting business insurance, 7) Accounting practices, 8) Paying taxes, 9) Selling the company, and 10) Repeating the process. For each step, it provides details on requirements and considerations. It also includes additional sections on topics like raising capital, equity compensation, and outsourcing finance/HR functions.
FEI Presentation. Top Mistakes Financial Executives Make Roger Royse
1. The document outlines several legal mistakes that financial executives commonly make, including failing to properly indemnify directors and officers, mishandling equity compensation, violating non-compete agreements, and mismanaging intellectual property.
2. It also discusses risks related to certifying financial statements, personal liability under Sarbanes-Oxley, foreign corrupt practices violations, anti-money laundering failures, and cybersecurity breaches.
3. Throughout the document, examples are given of executives who faced legal or regulatory consequences due to these types of mistakes, such as the former CFO of Baker Hughes who authorized an illegal payment through a third party in violation of the Foreign Corrupt Practices Act.
The document discusses new executive compensation rules and limits imposed on companies that received funds from the Troubled Asset Relief Program (TARP). Key changes include say-on-pay votes for shareholders, restrictions on bonuses and incentives to long-term restricted stock, and elimination of golden parachute payments. The Treasury will also review past compensation for certain executives. Regulations to provide details on these new rules will be drafted. The document urges TARP recipients to get involved to educate regulators and temper further restrictions, noting that compensation professionals should share market data and perspectives to help create thoughtful rules.
A survey found that businesses with less than 250 employees spend on average $1,602 per employee per year on HR activities. The study also showed that smaller companies have higher per-employee HR costs. Another study found that administrative costs accounted for 8-12% of payroll for companies with 1-9 employees, 4-8% for those with 10-24 employees, and 3-6% for companies with 25-49 employees. The document provides a calculator to help companies determine their own administrative costs by considering factors like payroll preparation, benefits administration, and retirement plan expenses.
The document summarizes the Australian government's response to recommendations from the Productivity Commission on reforming executive remuneration. It accepted most recommendations, including requiring shareholder approval for "no vacancy" declarations, strengthening proxy voting rules, improving remuneration report disclosures, and implementing a "two strikes" rule for remuneration votes. However, the real surprise was the government taking a heavy-handed, populist approach by proposing complex new rules regarding remuneration consultants that criminalize certain activities and undermine the role of management, going beyond the original intent of the recommendations.
Joint share ownership plans (JSOPs) allow employees to jointly acquire shares with a trust. The employee receives the growth in share price less a carry charge, while the trust receives the remainder. JSOPs provide capital gains tax treatment for employees and save companies national insurance contributions. While JSOPs provide tax benefits, they also involve upfront costs for employees and valuation complexities. Share Incentive Plans (SIPs) also allow tax-free employee share ownership and have become more attractive with recent rule changes removing barriers for private companies. SIPs involve setting up an employee trust but can provide a straightforward way to offer all employees share incentives.
This document contains financial ratio analyses for three steel companies - Jindal Steel, Bhushan Steel, and Mukand Steel for the years 2007-2009.
Some key highlights include: Jindal Steel's profitability ratios declined in 2009 due to increased operating expenses. Bhushan Steel's current and quick ratios improved in 2009, indicating better working capital management. Mukand Steel suffered losses in 2009 with many of its profitability and liquidity ratios deteriorating significantly from the previous years.
This document discusses the pros and cons of hotel leases versus management agreements from the perspective of property owners and operators. It provides examples of common lease and management agreement structures and incentives. Graphs and a case study example are used to illustrate how the different contract types impact risk, return and value for owners. Overall, the document analyzes the best contractual options for hotels depending on an investor's risk tolerance and objectives.
- Auto enrolment requirements in the UK will be increasing in 2015 and beyond, with more employers needing to comply and contribute more to employees' pensions.
- The Pensions Regulator is increasing enforcement, issuing escalating fines to ensure compliance as auto enrolment duties affect over 600,000 small and medium employers annually from 2015 onwards.
- Outsourcing auto enrolment administration to a managed service provider takes the burden off employers and can help advisers generate new business by assisting clients with their auto enrolment obligations.
A presentation given to the Xtraordinary Women in Business Network in Blouberg on 18 April 2013 by Nicolene Schoeman from Schoeman Attorneys
TOPIC: Sole Proprietor vs. Pty: Legal meets Finance
So, they say – “Rome was not built in a day” and that is certainly true for any business. Most small businesses start off as sole proprietorships or even partnerships, simply in order to save costs. Some on the other hand because the other options are often widely misunderstood.
Is there really a cost saving and if there is, is cost saving really worth the risk?
An insightful morning was spent with Nicolene Schoeman and Chris Farquharson as they shared the legal and financial practical business solutions to these challenges.
Legal overview star camp royse - may 2020 4839-7571-5260-1Roger Royse
This document provides an overview of legal considerations for forming and financing a startup called StarCamp. It discusses the differences between establishing a US branch versus incorporating in the US. Key topics covered include effectively connected income, branch profits tax, withholding taxes and how tax treaties may provide relief, transfer pricing requirements, and BEA reporting filings. The document also examines choice of entity options, tax benefits of C corporations, founder equity splits, vesting, and employment law issues around worker classification.
Idea to ipo venture capital startup royse - may 10 2020Roger Royse
This document provides information to help startups prepare for venture capital investment. It discusses various sources of funding for startups, including founders' personal savings, debt financing, government grants, friends and family investors, angels, and venture capital. It explains factors that venture capital firms consider, such as the startup's team, market size, traction, and potential for growth. The document also covers topics like common stock structures, founder equity, vesting schedules, and deal terms that are important for startups to understand when pursuing a venture capital investment.
A presentation about saving money for your company with tax credits you are already eligible for. Created by Linda McBee at L&M Consulting Services.
lmcbee.com
This document summarizes auto enrolment requirements in the UK and solutions offered by Johnson Fleming. It covers the key responsibilities employers face, including assessing their workforce, enrolling eligible employees into a qualifying pension scheme, and making minimum contributions. It highlights the increasing enforcement by the Pensions Regulator and potential fines for noncompliance. Finally, it introduces Johnson Fleming's auto enrolment services that can help employers meet their legal obligations through project management, administration support, and technology solutions.
This document summarizes auto enrolment requirements in the UK and solutions offered by Johnson Fleming. It covers the key responsibilities employers face, including assessing their workforce, enrolling eligible employees into a qualifying pension scheme, and making minimum contributions. It highlights the increasing enforcement by the Pensions Regulator and potential fines for noncompliance. Finally, it introduces Johnson Fleming's auto enrolment services that can help employers meet their legal obligations through project management, administration support, and technology solutions.
This information sheet provides general information on insolvency for directors whose companies are in financial difficulty, or are insolvent, and includes information on the most common forms of external administration.
This document provides links to purchase solutions for accounting, economics, finance, and tax homework assignments and exams. It advertises immediate access to full solutions for entire courses, exams, and assignments without needing to register. The solutions are rated highly and claimed to be from alumni of well-known universities.
The trustees of the British Steel Pension Scheme underestimated the demand from members to transfer out of the defined benefit scheme via cash equivalent transfer values (CETVs) following the collapse of the scheme's sponsoring employer. Over 7,500 members transferred out, representing a total outflow of £3 billion from the £12 billion fund. The high level of transfer activity was driven by increased transfer values, members' lack of confidence in the sponsoring employer, and aggressive marketing from some financial advisors. The volume of transfer requests overwhelmed the administrators, causing delays and distress for members. Regulators are investigating the transfers and intervening to strengthen consumer protections for members.
The document provides information about accounting homework help and solutions available for purchase online. It lists courses, exams, and assignments that can be completed, noting they are rated "A+" without needing registration. Clicking the links would direct the user to the online site to purchase assistance with accounting work.
How to Avoid Costly Wage and Hourly Pitfalls for Construction, Engineering, a...EPAY Systems
Seyfarth Shaw attorneys Rebecca Bromet and Kyle Petersen discuss:
◾Litigation trends and recent settlements in the construction industry, and what they mean to you
◾Your greatest compliance risks (you may be surprised) and how to avoid them
◾The ‘riskiest’ times of day for construction, engineering & landscaping employers
◾Simple safeguards that can keep you out of court
For more than 60 years, Seyfarth Shaw has been recognized as one of the “go-to” labor and employment firms for business by providing extraordinary, cost-effective results. EPAY Systems, Inc. has joined forces with Seyfarth Shaw to educate employers of distributed labor environments on how compliance risk can be minimized
Wage and Hour Attorney's Best Tips for Staying Out of TroubleEPAY Systems
Staying in compliance isn’t easy when you manage a distributed workforce. Statistically, your risk of a wage and hour lawsuit has never been greater.
But your firm can protect itself, and we’ve lined up the experts at Seyfarth Shaw LLP—the leading wage and hour law firm—to show you how.
How to Avoid Costly Wage and Hour Pitfalls for Healthcare Employers with a Di...EPAY Systems
These days, healthcare providers–whether nursing facilities or home health agencies–are searching for ways to do more with less. This is especially true with the Electronic Visit Verification (EVV) mandates that are taking place throughout the country. You need a time and attendance system that allows you to streamline work processes and maximize labor resources…while managing your complex world of multiple shifts, intricate pay rules, and perhaps even mobile employees.
EPAY’s flexible BlueforceTM system does all this, while helping you:
Cut Costs - Your world is more competitive than ever. With Blueforce, you can expect to reduce labor costs by 5% or more, so you can bid more competitively and still boost profits.
Stay in Compliance - Our system factors in labor laws and union rules, as well as industry-specific regulations. It flags potential conflicts, so you can nip compliance issues in the bud.
Stay in Control - Blueforce does more than manage time and attendance. Its valuable workforce management tools–like labor budgeting and scheduling software–can help run your business more efficiently.
How to Set Up & Run a Business in the USARavixGroup
This document provides a step-by-step guide for setting up and running a business in the USA. It outlines 10 key steps: 1) Establishing a legal entity, 2) Getting a FEIN number, 3) Setting up bank accounts, 4) Hiring employees, 5) Paying employees and providing benefits, 6) Getting business insurance, 7) Accounting practices, 8) Paying taxes, 9) Selling the company, and 10) Repeating the process. For each step, it provides details on requirements and considerations. It also includes additional sections on topics like raising capital, equity compensation, and outsourcing finance/HR functions.
Lessons learnt from the Carillion collapse part 1: Selecting a financially sound provider webinar
Thursday 21 February 2019
presented by
Philip Reese and Dr Jon Broome
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/lessons-learnt-from-the-carillion-collapse-part-1-selecting-a-financially-sound-provider-webinar/
Presentation on Employer obligations (Australia).
The contents of this presentation are for information purposes only and do not constitute legal advice.
If you have any particular concerns or queries, please contact our office for specific advice.
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
California Wage and Hour Law: Avoiding Common Pitfalls With a Distributed Wor...EPAY Systems
Throughout this century, California employment law has deviated from elsewhere in America, making it a difficult landscape for America’s employers to navigate without fear of litigation. Labor law attorneys from Seyfarth Shaw, LLP–the country’s top wage and hour litigator–share their best wage and hour advice for employers with a distributed workforce operating in California.
For more than 60 years, Seyfarth Shaw has been recognized as one of the “go-to” labor and employment firms for business by providing extraordinary, cost-effective results. EPAY Systems, Inc. has joined forces with Seyfarth Shaw to educate employers of distributed labor environments on how compliance risk can be minimized, especially in California.
Learn the #1 way companies violate employee FMLA rights, which industries the most violations occur, and what you can do about it if you find yourself unlawfully treated by your employer.
When your boss violates your FMLA rights, you have options, and can take legal action to pursue back pay and recover compensation for damages. Federal law provides a number of family medical leave act protections to employees who qualify. It's illegal for employers to retaliate against people exercising their FMLA rights. You shouldn't lose your job, be held back from opportunity or advancement or be demoted for taking rightful leave. It's unlawful when it happens, and it happens all too commonly. You do have recourse though.
Check out the 12 ways your boss may violate your FMLA rights. If you feel you have a potential legal claim because of what happened to you, call me today, and I'll review your case details for free. I'll help you determine your eligibility and answer your questions about your legal options with no charge.
Independent Contracting Under Attack: Navigating the Classification & Complia...CHRJenn26
With the DOL continuing to double down on its attack against use of independent contractors, this webinar will help you:
- Understand the DOL’s current position on independent contracting.
- Know the rules: The federal and state tests in play.
- Avoid the “red flag” practices.
- Solve the compliance challenge.
Slides by:
Tammy McCutchen, Vice President & Managing Director, Strategic Solutions for ComplianceHR, principal at Littler, and former Administrator of the U.S. Department of Labor’s Wage and Hour Division.
Dependent Verification: What You Don't Know Can Hurt YouHodges-Mace
Regardless of whether an employee’s intent is to defraud their employer, or whether the employee simply does not understand the plan rules, the time to correct an eligibility error is before a major health issue arises.
Randall Webb - TJSDD - Common Pitfalls and Deficiencies Found in Plan AuditsDowney Brand LLP
At the 2015 Savannah Fiduciary Seminar, Randall Webb of TJS Deemer Dana presented the most common deficiencies identified during plan audits and how plan sponsors should correct those deficiencies going forward.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
This document discusses the legal and tax implications of employing contractors versus employees. It outlines several tests used by courts and tax authorities to determine status, including control, ownership of tools, chance of profit/loss, integration, and permanency. The tax and legal obligations of employers differ significantly from those of businesses engaging independent contractors. Key areas that are addressed include payroll, benefits, insurance, termination issues, and intellectual property rights. The document provides advice on structuring relationships and contracts to minimize risks of a contractor being deemed an employee.
Smooth Operator – Managing an Operating Business SuccessfullyBoast Capital
You have founded your company and raised capital. Now it is time to operate your business. What are the legal aspects that you need to pay attention to? This webinar covers the knowledge and tools you need to make decisions and manage your business successfully.
Employing Agile Reward Strategies for a Volatile WorldKorn Ferry
Organizations are grappling with unprecedented reward-related challenges. What strategies and actions should you take in response to the evolving health emergency? How do you prioritize changes to your reward programs? What implementation actions are most effective in a volatile health environment? We'll discuss the challenges and impacts of the current global situation, and share learnings from prior disruptive events.
Underpayment of wages is not a new phenomenon. However, the recent proliferation of what is being called
wage theft is occurring across a range of occupations, labour market segments and
business models.
Employers who underpay workers could be forced to name and shame themselves with public signs admitting their wage theft as part of industrial relations reforms Attorney-General Christian Porter is considering.
Businesses which fail to prevent wage underpayment could also be banned from hiring migrant workers for a period of time, and company directors disqualified from holding office.
Show Them the Money: Wage & Hour Compliance (Series: Protecting Your Employee...Financial Poise
Compliance with federal (as well as state) wage and hour laws returned to the forefront towards the end of the Obama administration when it appeared that the salary threshold that applied to exempt employees would be increased significantly. While the proposed change will not happen, the Trump administration has signaled that the threshold will nonetheless likely increase. Regardless of where the new threshold lands, employers must nonetheless be mindful of the risks posed by misclassifying individuals as exempt as well as by a host of practices that can imperil otherwise proper classification decisions. And while the federal government is no longer scrutinizing the use of independent contractors as closely today, employers must still be careful when relying on contractors. This webinar delves into the mistakes commonly made by employers and endeavors to provide attendees with the tools needed to help find and fix potential wage and hour pitfalls.
To view the accompanying webinar, go to: https://www.financialpoise.com/financialpoisewebinars/on_demand_webinars/wage-hour-compliance/
Do I Have to Pay My Employees for That? Common and Not-So Common Workplace Sc...ADP, LLC
http://bit.ly/1Ik8gBC
Key Takeaways:
-Ensure workers are properly classified
-Pay non-exempt employees for all hours worked
-Pay exempt employees a fixed salary each week
-Maintain records of all hours worked and pay calculations
-Ensure you have an accurate and reliable timekeeping process
Show Them the Money: Wage & Hour Compliance (Series: HR, Talent Management & ...Financial Poise
Compliance with federal (as well as state) wage and hour laws returned to the forefront towards the end of the Obama administration when it appeared that the salary threshold that applied to exempt employees would be increased significantly. While the proposed change will not happen, the Trump administration has signaled that the threshold will nonetheless likely increase. Regardless of where the new threshold lands, employers must nonetheless be mindful of the risks posed by misclassifying individuals as exempt as well as by a host of practices that can imperil otherwise proper classification decisions. And while the federal government is no longer scrutinizing the use of independent contractors as closely today, employers must still be careful when relying on contractors. This webinar delves into the mistakes commonly made by employers and endeavors to provide attendees with the tools needed to help find and fix potential wage and hour pitfalls.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/wage-hour-compliance-2019/
Similar to How to Avoid Costly Wage and Hour Pitfalls for the Hospitality Industry Employers (20)
Paradigm Shift - Reengineering Your Workforce for the COVID-19 Era and BeyondEPAY Systems
This document summarizes an executive roundtable discussion hosted by EPAY Systems on reengineering workforces for the COVID-19 era. It includes an introduction of the speakers and panelists from various companies. Survey results are presented on the impacts of COVID-19 on sales, headcount, labor costs, and strategies to bring employees back to work. The panel discusses strategies around controlling costs, workforce productivity, business risks, and ensuring business continuity. Participants are polled on technology helping with productivity and interest in a new HCM solution.
How to Implement & Leverage Workforce Analytics and Drive Labor Costs DownEPAY Systems
Workforce analytics can help identify and resolve costly issues such as time theft, payroll correcting, and low workforce productivity at various levels within your operations.
Join EPAY Systems and Workforce Analytics expert, Anthony Lackey, to learn how analytics can help your business:
- Time Collection Issues: Symptoms, Causes, and Consequences
- The ROI of Improving Time Collection Issues
- How to Achieve Real-Time Labor Control
- Preview of EPAY Analytics
Key Legislative Updates for the Hourly WorkforceEPAY Systems
This document provides an overview and update on key legislative issues impacting hourly workforces, including predictive scheduling and salary history laws. It discusses new laws requiring advance notice of work schedules and banning inquiries into applicants' salary histories. The document outlines recent laws passed in Illinois, Chicago, and other jurisdictions, detailing requirements for employers to provide notice of schedules in advance and prohibiting salary history questions. It concludes with next steps employers should take to ensure compliance with these new regulations.
Strategies to Combat the Labor Shortage: How to Retain Your Workers & Keep Yo...EPAY Systems
In the midst of the escalating labor shortage, retaining a reliable hourly workforce has become increasingly difficult.
Watch this 60-minute webinar to become: your worker’s number one employment option, your client’s most reliable and easy-to-work with partner, and the most efficient business in your market.
Full On-Demand Webinar Available:
http://offers.epaysystems.com/strategies-to-combat-the-labor-shortage-how-to-retain-your-workers-and-keep-your-clients
How to Reduce Scheduling Headaches & Increase ROIEPAY Systems
There’s no shortage of obstacles when it comes to scheduling for the hourly, distributed workforce. For most employers, inconsistent shifts, tight margins, no-shows, and high turnover rates are just the realities of their industry. Luckily, these problems aren’t without solutions.
The right workforce management approach and tools can turn scheduling difficulties into competitive advantages for your business. This presentation includes:
- Introduction to EPAY
- Why You Should Care About Scheduling
- How to Solve Your Scheduling Issues
- Demo of EPAY’s New Scheduling Features
- Q&A Session
Time Theft Take Down: Preventing Time Theft for the Hourly WorkforceEPAY Systems
It’s been estimated that U.S. employers lose more than $400 billion in productivity every year from workforce time theft. However, the rise of powerful biometric and workforce management technology, reporting analytics, and HR policies, has allowed employers to start winning the fight.
Michelle Lanter Smith and a panel of experts representing HR, operations, and technology discuss all things time theft in this 60-min. presentation, including:
- Time theft overview: forms, costs, and why it matters
- How to identify and address time theft
- Solutions for time theft
- Pros of Biometric Technology
- Live audience Q&A
Link to live webinar recording: http://offers.epaysystems.com/recorded-webinar-time-theft-take-down
How to Maintain Biometric Privacy & Avoid Liability With ConfidenceEPAY Systems
Do you or your company vendors use employee fingerprints and facial scans, or other private biometric information for systems access, property security, or record-keeping? Are you certain you are doing so correctly?
Biometric information privacy violations have launched hundreds of costly class actions against unsuspecting employers. Don’t get caught up in the storm!
This 60-min. presentation discussed:
• Biometrics and what biometric information privacy entails
• Compliance requirements for employers’ collection, use, and retention of employee biometric data
• Exploring legal and internal HR policies related to biometric information
• Examples of labor cost reductions, improved productivity, and compliance safeguards with biometric analytics
Enjoy!
Workforce Reporting: Utilizing Dashboards and Reports to Optimize Your WorkforceEPAY Systems
It’s hard to quantify the impact of human resources, but the influx of new HR systems is now making this possible, and HR needs to catch up.
68% of those we surveyed at SHRM '18 responded that they could not show a return on investment on their HR system, which should really be one of the strongest metrics for any HR system.
Metrics of key performance indicators allow businesses to make informed decisions. Learn what reports you need to be looking at and what these reports mean for your business.
In our 45-minute webinar we cover:
- The most reliable reports for data-informed decisions
- Reports every active manager needs to look at
- How to show a return on your HR investment
- A demonstration of EPAY’s powerful reporting.
Combat Workforce Time Theft - EPAY SystemsEPAY Systems
Time theft is one of the biggest challenges for employers of an hourly, distributed workforce costing over 400 billion each year in lost productivity.
Our presentation will cover:
• Types of time theft
• Developing a time theft policy
• Uncovering time theft with analytics
• Stopping Time Theft with Biometrics
• A demonstration of EPAYs Workforce Management
Join EPAY Systems as we cover a variety of techniques that will stop time theft and optimize your workforce.
With so many different functions operating under the simple title of “Human Resources,” tech has stepped up to help lift the burden. New tools are being released daily, but HR pros should know the most important and valuable tools in the HR tool belt.
Join EPAY Systems as we walk through the top talked about and most vital tools that HR departments must have to successfully manage an hourly, distributed workforce. These tools aren’t new to the block, but they have become integral pieces to the HR process for meeting top human resource challenges.
The 45-minute presentation will cover:
Top predicted challenges for HR in 2019
Importance of mobile technology
Growing value of workforce learning and development
Plus, a short demo of EPAY’s innovative tools for managing the hourly, distributed workforce!
Great RFPs are hard to create, for buyers and vendors alike, but they are truly the key to finding the solution that best meets your company’s needs.
Join EPAY Systems as we walk through the Request for Proposal creation process, from planning and drafting to final evaluation. After receiving and working with thousands of RFPs, we’ve taken note of the most common “dos” and “don’ts” and created a foolproof RFP template to use when buying an HR system.
The 1-hour presentation will also cover:
Creating an RFP timeline and process
Tips for developing your RFP
Reviewing and evaluating your RFP objectively
Common mistakes to avoid
Background Checks: How to Stay Compliant with the Onslaught of Legal Changes ...EPAY Systems
Background checks are key to ensuring a safe, secure workplace; however, they also require taking specific steps to ensure compliance with the Fair Credit Reporting Act (FCRA) – and that is no small task, especially considering the onslaught of ban-the-box and other laws protecting ex-offenders that have been enacted at the state and local level.
This webinar will help you better understand what you need to do to stay compliant with the numerous laws that regulate your background screening program.
Join EPAY Systems and Seyfarth Shaw's employment law expert Jennifer Mora as she addresses:
- The latest insights as they relate to the Fair Credit Reporting Act (FCRA).
- What you need to know to remain FCRA-compliant.
- How to align your screening practices with FCRA regulations.
- How to navigate the wave of ban-the-box laws sweeping the nation.
- Understanding other legal issues that touch on an employer’s background screening process.
About EPAY Systems
EPAY Systems is a leading SaaS provider of human capital management technology and services designed to help medium to large businesses better manage their workforce. Our solutions include recruiting and applicant tracking, new hire onboarding, benefits administration, HR management, time tracking, workforce management, payroll processing, tax management, performance management, ACA reporting, COBRA administration, and more.
At EPAY Systems, we understand the challenges of people management, especially when dealing with the complexities of an hourly workforce. That’s why our number 1 priority is to make your life easier. Our services, complete with easy-to-use cloud software and 24/7 customer support, manage everything for you—from pre-hire to retire. And when it comes to pricing, there are no surprises. You pay one straight-forward, all-inclusive monthly price.
I-9 Compliance: Adapting to Trump's Increased Immigration EnforcementEPAY Systems
It’s no secret, I-9s are incredibly complicated. There are over 900 pages of guides, handbooks and websites published by the government to help. On top of that, simple mistakes can turn into major violations – costing up to $2,236 per violation!
Join EPAY Systems and Anna Pajor SPHR, as we cover I-9 strategies to help ensure compliance and prevent violations (and their costly consequence).
Our 1-hour presentation will cover:
• Changes in I-9 and Immigration Enforcement
• I-9 strategies for a distributed workforce
• Correcting I-9s
• What to do in case of an I-9 audit
Workforce Reporting: How to Show a Return on Your HR InvestmentEPAY Systems
It’s hard to quantify the impact of human resources, but the influx of new HR systems is now making this possible, and HR needs to catch up.
68% of those we surveyed at SHRM 18 responded that they could not show a return on investment on their HR system, which should really be one of the strongest metrics for any HR system.
Metrics of key performance indicators allow businesses to make informed decisions. Learn what reports you need to be looking at and what these reports mean for your business.
The Future Workforce: The Gig Economy and the Challenges of a Contingent Work...EPAY Systems
Almost 40 million Americans work on a part-time or freelance basis and by 2020 half of the American workforce is expected to be part of this gig economy. This new workforce is full of challenges and benefits for both employers and employees. For employers looking to engage this new workforce there is a lot of legal compliance issues to consider, and for employees looking for freedom they look to be free of benefits as well.
Discover different techniques to cut your turnover and a software that will support you every step of the way. https://www.epaysystems.com/human-capital-management/
Turnover can be a deadly hidden cost. Did you know that the cost for each new hire averages $4,129? Utilize an applicant tracking system, onboarding and performance management to cut your turnover drastically.If your applicant tracking system isn't up to par, it can be another burden on your heavy shoulders.
Let us shoulder some of the burden. For more information about how to improve upon onboarding and performance management, along with other aspects of human capital and workforce management, contact EPAY Systems today. http://www.epaysystems.com/contact-us/
2018 Department Of Labor Rules and Surprise VisitsEPAY Systems
Companies can run into major problems if they aren’t up to date on the latest U.S. Department of Labor wage and hour rules. The Wage and Hour Division of the Department of Labor has an enormous impact on the interpretation and enforcement of the FLSA. On the state and local level, agencies play a large role in enforcing the wave of cutting-edge wage laws related to predictive scheduling, minimum wage, and sick time.
With many surprise visits and updates to the Department of Labor rules, it is important to align your company’s compliance goals with what we believe to be the current priorities of the Department of Labor and state and local agencies.
Join EPAY Systems and Seyfarth Shaw as we dive into practical advice that can be used to tackle a government wage and hour audit. Don’t wait until the government knocks on your company’s door before learning about the nuts and bolts of state and federal wage and hour agencies. Watch the webinar now.
Do I Have to Pay for That? Navigating the Common Pitfalls of Wage and Hour LawsEPAY Systems
Companies can run into major problems if they fail to pay their employees for all compensable work time. The complexity of the FLSA’s rules and different state requirements—like strict California meal break laws—can cause confusion among employers as to whether certain time counts as compensable work hours. As a result, employers are frequently defending against costly wage and hour lawsuits.
With big verdicts, record settlements, increasing worker awareness, and widespread public attention to how employees are paid, it’s no surprise that the number of wage and hour lawsuits is increasing. Given these factors, employers should tread carefully when determining payment for employees.
View the webinar slides to see how EPAY Systems and Seyfarth Shaw dive into the legal requirements for paying employees for meal and rest breaks, travel time and on-call time.
How to Lower Healthcare Costs in the Face of Healthcare Reform UncertaintyEPAY Systems
Rising healthcare costs have presented challenges for many companies across the U.S., as they struggle to find affordable group health insurance solutions that help them retain critical talent. With healthcare costs likely being the second or third largest corporate expense behind payroll, it’s essential to understand the dynamics of different healthcare plan options, cost drivers and ways to control the increases.
When it comes to group health insurance, there are ways to save money—regardless of how your company’s healthcare plan is currently set up. The method of self-funding with a third party administrator (TPA) is growing in popularity not just among large employers but small businesses, too. This option can help companies mitigate the risk of rising health insurance premiums while continuing to provide employees with health coverage.
View the slides to see tips on how to lower healthcare costs in the face of healthcare reform uncertainty.
What does employee time theft cost your business? One recent study estimates that it costs more than $400 billion—for U.S. employers alone. Worse yet, what if your managers are inflating payroll dollars intentionally (i.e., helping employees steal time) or unintentionally (i.e., running lackadaisical clock in/clock out protocols)?
Whether biometrics don’t seem to be gelling with your workforce or you suspect time sheets are being manipulated to your company’s disadvantage, this session will explore tools that will reduce your time theft drastically.
EPAY Systems recently announced cutting-edge facial recognition technology for our time clocks and mobile app products. This incredibly fast and accurate technology, along with our advanced fingerprint biometrics and workforce analytics tools, will practically end time theft at the point of clock-in/clock-out. With EPAY’s workforce analytics and custom reporting, you’ll have access to dashboards that offer easy to understand charts and tables to help you identify time theft incidents at the source.
Digital Marketing Trends in 2024 | Guide for Staying AheadWask
https://www.wask.co/ebooks/digital-marketing-trends-in-2024
Feeling lost in the digital marketing whirlwind of 2024? Technology is changing, consumer habits are evolving, and staying ahead of the curve feels like a never-ending pursuit. This e-book is your compass. Dive into actionable insights to handle the complexities of modern marketing. From hyper-personalization to the power of user-generated content, learn how to build long-term relationships with your audience and unlock the secrets to success in the ever-shifting digital landscape.
For the full video of this presentation, please visit: https://www.edge-ai-vision.com/2024/06/building-and-scaling-ai-applications-with-the-nx-ai-manager-a-presentation-from-network-optix/
Robin van Emden, Senior Director of Data Science at Network Optix, presents the “Building and Scaling AI Applications with the Nx AI Manager,” tutorial at the May 2024 Embedded Vision Summit.
In this presentation, van Emden covers the basics of scaling edge AI solutions using the Nx tool kit. He emphasizes the process of developing AI models and deploying them globally. He also showcases the conversion of AI models and the creation of effective edge AI pipelines, with a focus on pre-processing, model conversion, selecting the appropriate inference engine for the target hardware and post-processing.
van Emden shows how Nx can simplify the developer’s life and facilitate a rapid transition from concept to production-ready applications.He provides valuable insights into developing scalable and efficient edge AI solutions, with a strong focus on practical implementation.
Skybuffer SAM4U tool for SAP license adoptionTatiana Kojar
Manage and optimize your license adoption and consumption with SAM4U, an SAP free customer software asset management tool.
SAM4U, an SAP complimentary software asset management tool for customers, delivers a detailed and well-structured overview of license inventory and usage with a user-friendly interface. We offer a hosted, cost-effective, and performance-optimized SAM4U setup in the Skybuffer Cloud environment. You retain ownership of the system and data, while we manage the ABAP 7.58 infrastructure, ensuring fixed Total Cost of Ownership (TCO) and exceptional services through the SAP Fiori interface.
5th LF Energy Power Grid Model Meet-up SlidesDanBrown980551
5th Power Grid Model Meet-up
It is with great pleasure that we extend to you an invitation to the 5th Power Grid Model Meet-up, scheduled for 6th June 2024. This event will adopt a hybrid format, allowing participants to join us either through an online Mircosoft Teams session or in person at TU/e located at Den Dolech 2, Eindhoven, Netherlands. The meet-up will be hosted by Eindhoven University of Technology (TU/e), a research university specializing in engineering science & technology.
Power Grid Model
The global energy transition is placing new and unprecedented demands on Distribution System Operators (DSOs). Alongside upgrades to grid capacity, processes such as digitization, capacity optimization, and congestion management are becoming vital for delivering reliable services.
Power Grid Model is an open source project from Linux Foundation Energy and provides a calculation engine that is increasingly essential for DSOs. It offers a standards-based foundation enabling real-time power systems analysis, simulations of electrical power grids, and sophisticated what-if analysis. In addition, it enables in-depth studies and analysis of the electrical power grid’s behavior and performance. This comprehensive model incorporates essential factors such as power generation capacity, electrical losses, voltage levels, power flows, and system stability.
Power Grid Model is currently being applied in a wide variety of use cases, including grid planning, expansion, reliability, and congestion studies. It can also help in analyzing the impact of renewable energy integration, assessing the effects of disturbances or faults, and developing strategies for grid control and optimization.
What to expect
For the upcoming meetup we are organizing, we have an exciting lineup of activities planned:
-Insightful presentations covering two practical applications of the Power Grid Model.
-An update on the latest advancements in Power Grid -Model technology during the first and second quarters of 2024.
-An interactive brainstorming session to discuss and propose new feature requests.
-An opportunity to connect with fellow Power Grid Model enthusiasts and users.
Project Management Semester Long Project - Acuityjpupo2018
Acuity is an innovative learning app designed to transform the way you engage with knowledge. Powered by AI technology, Acuity takes complex topics and distills them into concise, interactive summaries that are easy to read & understand. Whether you're exploring the depths of quantum mechanics or seeking insight into historical events, Acuity provides the key information you need without the burden of lengthy texts.
Have you ever been confused by the myriad of choices offered by AWS for hosting a website or an API?
Lambda, Elastic Beanstalk, Lightsail, Amplify, S3 (and more!) can each host websites + APIs. But which one should we choose?
Which one is cheapest? Which one is fastest? Which one will scale to meet our needs?
Join me in this session as we dive into each AWS hosting service to determine which one is best for your scenario and explain why!
Ocean lotus Threat actors project by John Sitima 2024 (1).pptxSitimaJohn
Ocean Lotus cyber threat actors represent a sophisticated, persistent, and politically motivated group that poses a significant risk to organizations and individuals in the Southeast Asian region. Their continuous evolution and adaptability underscore the need for robust cybersecurity measures and international cooperation to identify and mitigate the threats posed by such advanced persistent threat groups.
Taking AI to the Next Level in Manufacturing.pdfssuserfac0301
Read Taking AI to the Next Level in Manufacturing to gain insights on AI adoption in the manufacturing industry, such as:
1. How quickly AI is being implemented in manufacturing.
2. Which barriers stand in the way of AI adoption.
3. How data quality and governance form the backbone of AI.
4. Organizational processes and structures that may inhibit effective AI adoption.
6. Ideas and approaches to help build your organization's AI strategy.
Cosa hanno in comune un mattoncino Lego e la backdoor XZ?Speck&Tech
ABSTRACT: A prima vista, un mattoncino Lego e la backdoor XZ potrebbero avere in comune il fatto di essere entrambi blocchi di costruzione, o dipendenze di progetti creativi e software. La realtà è che un mattoncino Lego e il caso della backdoor XZ hanno molto di più di tutto ciò in comune.
Partecipate alla presentazione per immergervi in una storia di interoperabilità, standard e formati aperti, per poi discutere del ruolo importante che i contributori hanno in una comunità open source sostenibile.
BIO: Sostenitrice del software libero e dei formati standard e aperti. È stata un membro attivo dei progetti Fedora e openSUSE e ha co-fondato l'Associazione LibreItalia dove è stata coinvolta in diversi eventi, migrazioni e formazione relativi a LibreOffice. In precedenza ha lavorato a migrazioni e corsi di formazione su LibreOffice per diverse amministrazioni pubbliche e privati. Da gennaio 2020 lavora in SUSE come Software Release Engineer per Uyuni e SUSE Manager e quando non segue la sua passione per i computer e per Geeko coltiva la sua curiosità per l'astronomia (da cui deriva il suo nickname deneb_alpha).
UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Generating privacy-protected synthetic data using Secludy and MilvusZilliz
During this demo, the founders of Secludy will demonstrate how their system utilizes Milvus to store and manipulate embeddings for generating privacy-protected synthetic data. Their approach not only maintains the confidentiality of the original data but also enhances the utility and scalability of LLMs under privacy constraints. Attendees, including machine learning engineers, data scientists, and data managers, will witness first-hand how Secludy's integration with Milvus empowers organizations to harness the power of LLMs securely and efficiently.
How to Interpret Trends in the Kalyan Rajdhani Mix Chart.pdfChart Kalyan
A Mix Chart displays historical data of numbers in a graphical or tabular form. The Kalyan Rajdhani Mix Chart specifically shows the results of a sequence of numbers over different periods.
How to Get CNIC Information System with Paksim Ga.pptxdanishmna97
Pakdata Cf is a groundbreaking system designed to streamline and facilitate access to CNIC information. This innovative platform leverages advanced technology to provide users with efficient and secure access to their CNIC details.
HCL Notes and Domino License Cost Reduction in the World of DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-and-domino-license-cost-reduction-in-the-world-of-dlau/
The introduction of DLAU and the CCB & CCX licensing model caused quite a stir in the HCL community. As a Notes and Domino customer, you may have faced challenges with unexpected user counts and license costs. You probably have questions on how this new licensing approach works and how to benefit from it. Most importantly, you likely have budget constraints and want to save money where possible. Don’t worry, we can help with all of this!
We’ll show you how to fix common misconfigurations that cause higher-than-expected user counts, and how to identify accounts which you can deactivate to save money. There are also frequent patterns that can cause unnecessary cost, like using a person document instead of a mail-in for shared mailboxes. We’ll provide examples and solutions for those as well. And naturally we’ll explain the new licensing model.
Join HCL Ambassador Marc Thomas in this webinar with a special guest appearance from Franz Walder. It will give you the tools and know-how to stay on top of what is going on with Domino licensing. You will be able lower your cost through an optimized configuration and keep it low going forward.
These topics will be covered
- Reducing license cost by finding and fixing misconfigurations and superfluous accounts
- How do CCB and CCX licenses really work?
- Understanding the DLAU tool and how to best utilize it
- Tips for common problem areas, like team mailboxes, functional/test users, etc
- Practical examples and best practices to implement right away
3. EPAY Systems -- designed to meet the needs
of your complex, distributed workforce
• Reduce your labor
•
3|
costs by 5% or more
Keep you in control
and in compliance
5. Presenting
Jeremy W. Stewart
Associate, Seyfarth Shaw LLP
Labor & Employment
jwstewart@seyfarth.com
(312) 460 - 5662
Jeffrey M. Burns
Associate, Seyfarth Shaw LLP
Labor & employment
jburns@seyfarth.com
(617) 946-4944
5|
6. Q&A
To ask a question, simply
type your question in the
“Question” box on the right
side of your screen or raise
your hand by clicking on the
icon next to your name.
6|
34. EPAY Systems
Michelle Lanter Smith
Chief Marketing Officer
EPAY Systems, Inc.
mlsmith@EPAYsystems.com
773-499-7512
.
34
35. EPAY -- In Time with You
Complex pay rules?
Mobile workforce,
union contracts,
multiple job assignments?
No problem!
Uniquely flexible
35
36. Reduce your labor costs
Eliminate erroneous
pay
calculations, time
rounding,
and management
inconsistencies
Eliminate buddy
punching
Reduce costs
associated with
paper checks. Save
an average of $2.87
per pay period/per
employee.
or more!
Biometric time clocks
with camera and
finger print reader
36
37. Minimize Compliance Risk
•
•
•
•
•
•
Audit Trails
Overtime
Meal Breaks
Pay Differentials
Privacy and Security
Reduce Workers
Comp Claims
•
Did you have an
accident free day?
37
40. Upcoming Education
•
•
Mobile GPS Webinar: Time Tracking & Mobile
Apps. Nov 7: 10:00 am cst
EPAY Demonstration: Time Tracking Your
Way. Nov 14: 10:00 am cst
Register at www.EPAYsystems.com
40
41. Thank You!
Jeremy W. Stewart
Associate, Seyfarth Shaw LLP
Labor & Employment
jwstewart@seyfarth.com
(312) 460 - 5662
Jeffrey M. Burns
Associate, Seyfarth Shaw LLP
Labor & employment
jburns@seyfarth.com
(617) 946-4944
41
42. Connect with us
Connect with EPAY on:
o LinkedIn – follow our company page at
EPAY Systems
o Twitter -- @EPAYsystems
o Sign up for our e- newsletter at
EPAYsystems.com
Connect with Seyfarth Shaw LLP:
o Wage & Hour Litigation Blog
http://www.wagehourlitigation.com/
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Thanks John. Welcome to our webinar “Time & Attendance Solutions for Employers with a Distributed Workforce” presented by EPAY Systems. My name is Michelle Lanter Smith. I am the Vice President of Marketing here at EPAY.I’d like to extend a warm welcome to all of you on the line with us today.Also, I see we have some our partners with us today. A warm welcome goes out to our Sprint and Paychex friends.Our goal today is to give you a high level understanding of how an EPAY time and labor management system can benefit a firm that has employees scattered across many locations. I’ll be taking you through an overview and then I’ll be joined by our systems expert, John Gaudiuso, for a demonstration of our cloud-based software, Blueforce.
But before we give you a brief tour of Blueforce, I’d like to tell you briefly about EPAY.EPAY is in the time and labor management business and we specialize in dealing with complex and distributed labor. Our organization understands all of the challenges and limitations a company with employees scattered everywhere deals with as it relates to deploying new technology in the field, as well as managing and tracking it’s labor force.Our web-based system, Blueforce, drives two main benefits for our clients:We help them reduce their total labor costs by more than 5%We help them lower their overall risk in facing compliancy issues – we have a built-in compliance orientated features . . . Right in our systemDistributed labor can present many challenges. Yet, labor is probably your largest cost.Complex pay rules, shift differentials, employees working one task in the morning and a different one in the afternoon. Employees working at customer sites or moving from job to job.These are tough for most time and attendance systems. But not for us. Our uniquely flexible pay rules engine can handle complex union rules and state regulations, not to mention your own complexities because of the nature of your business.
And speaking of compliance, it’s not something to be overlooked in today’s labor environment.Federal court filings of wage and hour class and collective actions have increased more than 500% since 2000.The Department of Labor (DOL) recently increased its investigative staff by 40% to crack down on non-compliant.Indeed, the vast majority of class and collective actions filed in state and federal courts continue to be wage-hour cases. And when they do coming knocking on your door, it’s expensive.The average reported settlement is $8.5 million per case, with a per plaintiff average of $5,600. Allegations run the gamut—unpaid overtime; off-the-clock-work; misclassification of exemption status; missed short or late meals and breaks; unpaid donning and doffing time; failure to pay minimum wage, and improper tip pooling. Could you be at RISK?Probably most of you on the line, would say “most definitely”That’s why today, I’m thrilled to introduce to you our guest speakers from Seyfarth Shaw for today’s webinar on compliance. They really do have the Best Tips for Staying out of Trouble.Seyfarth Shaw’s defense of employers in wage and hour litigation has become one of the hallmarks of the firm’s nationally recognized employment law practice. Its Wage & Hour litigation practice group consists of more than 80 attorneys in offices across the country. They have litigated hundreds of complex wage and hour cases in nearly every federal jurisdiction and in courts of almost every state, as well as before administrative agencies and on a multi-jurisdictional basis.Today we are fortunate to have two of the firms prominent partners in the California wage and hour space, Brandon McKelvey and Ann Marie Zaletel
Wage and hour cases continue to be a source of potential liability for employers. Indeed, the vast majority of class and collective actions filed in state and federal courts continue to be wage-hour cases. Additionally, the Department of Labor has hired more investigators and continues to aggressively investigate company’s wage-hour practices. Companies hit with these cases may face significant exposure and, even if their policies are lawful, defending a class or collective action can cost hundreds of thousands of dollars, if not more. As a result, it is critical for a company facing a lawsuit to quickly assess its risks and determine its litigation “goals.” Even if not currently facing a lawsuit, a company should take measures to avoid litigation and to minimize its legal risks. To do so, companies need to keep abreast of changes in the law and litigation trends. Wage-hour law continues to develop and change, and these developments may impact your organization or industry.
Amount Employer is using as the tip credit is the difference between the minimum wage and the wage being paid (in many states $2.13 per hour; some states that is higher)The FLSA’s tip credit provision allows employers to pay tipped employees a sub-minimum wage as long as the employer: (1) pays a cash wage of at least $2.13 per hour; (2) informs its employees of the FLSA’s tip credit provisions; (3) permits its employees to retain all their tips (w/ some exceptions); and (4) ensures that the cash wage plus the tip credit equal at least the minimum wage each week. The rub is that the FLSA does not permit an employer to utilize the tip credit for all time worked by employees, just for time spent in a tipped occupation. An example the regulations use is the hotel worker who is both a maintenance man and a waiter. In this dual job scenario, the tip credit can be taken for the time the worker spends as a waiter, but not as a maintenance person. There is no clear demarcation between when waiter becomes the maintenance person, but the DOL takes the position that if a tipped employee spends “substantial time” (more than 20%) performing related, but non-tipped duties referred to as “general preparation work or maintenance,” then the entire tip credit is lost. The problem for employers is no authority explaining what duties constitute “general preparation work or maintenance.” Recent Increase in Tip Credit CasesBurden of Proof in Tip Credit Cases is UnresolvedArgument Tip Credit is an exemption to the minimum wage, so, it is an Affirmative Defense and Employer Bears the BurdenLimited and cursory case law on the topic—Barcellona v. Tiffany English Pub, Inc., 597 F.2d 464, 467 (5th Cir. 1979)Alternatively, Tip Credit is Not An Exemption, Plaintiff Bears the BurdenFast v. Applebee’s Int’l, Inc., 638 F.3d 872, 882 (8th Cir. 2011) Tip Credit is Not Found in Exemptions Section, so Plaintiff Bears the BurdenEmployers Should Utilize Applebee’s and Similar Cases When Tip Cases AriseWill want to give examples of recent tip credit cases--Few other state court cases stating employer bears burden for tip credit violation: See Chisolm v. Gravitas Rest. Ltd , 2008 WL 838760, *3 (S.D. Tex. Mar. 2008) (simply stating employer bears the burden of proof of its entitlement to the tip credit); Dominguez v. Quigley’s Irish Pub, No. 09-cv-2583, 2011 WL 2038728, *15 (N.D. Ill. May 24, 2011) (same) --Barcellona was effectively overruled by Allen v. McWane, Inc., 593 F.3d 449, 458 (5th Cir. 2010) (employee bears the burden on § 203 claims because “[t]he statute…demonstrates that § 203 is a list of definitions…in contrast to § 213, which is titled “Exemptions.”) So, distinguishing between exemptions and exceptions--Exemptions from minimum wage are found in Section 213 of the FLSA. Tip Credit is found in 203(m), which sets forth definition of wages. --Cases in similar contexts have found burden to be on Plaintiff if it is not an exemption. Allen v. McWane, Inc., 593 F.3d 449, 458 (5th Cir. 2010) (employee bears the burden on § 203 claims because “[t]he statute…demonstrates that § 203 is a list of definitions…in contrast to § 213, which is titled “Exemptions.”); Franklin v. Kellogg Co., 619 F.3d 604, 612 (6th Cir. 2010) (explaining that burden of proof for claim arising under section 203(o) was properly on plaintiff because section 203 is not an exemption and thus, not an affirmative defense on which the employer bears the burden); Hertz v. Woodbury Cty., Iowa, 566 F.3d 775, 783-84 (8th Cir. 2009) (explaining that mealtimes are not an exemption from the minimum wage and overtime requirements and thus, employee bears the burden of proof); Brock v. City of Cincinnati, 236 F.3d 793, 809-10 (6th Cir. 2001) (explaining that Section 207(k) is not an exemption, but instead is a declaratory statement that adjusts the permissible length of the workweek, and thus, the provision’s applicability is not an affirmative defense on which the employer must plead and carry the burden).
Was some discussion before regulations came out of whether DOL would impose a percentage limit on the amount of tips that could be contributed to a tip pool, but the DOL did not do so.Although the FLSA permits the use of tip pools, the statute and its regulations limit the types of employees who can participate in a tip-pool to those who “customarily and regularly” receive tips like waiters, bartenders, busboys, bellhops, and other front-of-the-house employees. But, if the employer does not take a tip credit (that is, if the employer does not pay less than the federal minimum wage to tipped employees), employers and employees can agree to include non-tipped employees like dishwashers and cooks in the tip pool. Oregon Restaurant and Lodging, et al v. Solis, D. OR June 7, 2013 - holding that the amended regulations were invalid because the clear intent of Section 3(m) of the FLSA was “only to limit the use of tips by employers when a tip credit is taken” and because “an employment practice does not violate the FLSA unless the FLSA prohibits it.”
STATE: Requirements vary from state to stateExample: Massachusetts -30 minutes after 6 hours -Must be relieved of all duties
STATE: Requirements vary from state to stateExample: Massachusetts -30 minutes after 6 hours -Must be relieved of all duties
STATE: Requirements vary from state to stateExample: Massachusetts -30 minutes after 6 hours -Must be relieved of all duties
“Engaged to Wait” or “Waiting to be Engaged”
Wow – what a lot of great information you’ve given us in such a short time. Now if you have question for Brandon or Ann Marie, just let us know. We’ll see a short survey when you close out today’s session. Just let us know and we’ll try to help get your question answered.I’d like to wrap up our time together today with a few words on EPAY and how we address your compliance needs.
Since 2001, EPAY has delivered innovative, efficient and effective solutions to address our clients critical time and labor management issues.Our client base is very diverse – serving some of the largest in Janitorial,Building Maintenance – Healthcare –– Security –– Foodservice – and Hospitality. You’ll see our clocks in some of the largest retailers, public sporting venues, and airports in the nation.One of the central themes we hear from our clients is that we can mirror the operating environment. Specifically we can handle all the various payroll permutations to ensure accuracy and compliancy for their organization. The flexibility of Blueforce is built-in; we meet our customers’ business needs without upfront custom costs.
Upon the implementation of our system, EPAY’s clients see an immediate Return on Investment, through the reduction of the following exposures.Elimination of buddy of punchingEliminate erroneous pay calculations,human error, and time roundingReduce payroll administration and distribution time associated with pay checks and pay stubsBy utilizing our advanced functionality the 5% reduction in Labor can climb to 9%.An example of this would be our real time alerts which can reduce overtime exposure and keep you on budget
Time and Wage cases in 2012 have surpassed discrimination cases for the most litigated exposure facing corporations. EPAY provides many features and reports that help mitigate exposure and provides access to historical data to dispute labor audit claims.Audit Trails – Changing an employee’s timecard without his/her approval is a surprisingly common FLSA violation. Blueforce flags all unapproved changes, so managers can address them before they become issues. Overtime - Calculating overtime properly is a huge litigation concern for employers. Blueforce tracks work time to the minute and automatically notes when an employee reaches overtime. Better yet, it can even alert managers before an employee hits the OT threshold. Meal Breaks – Improperly tracking or enforcing required meal breaks are another corporate Achilles’ heel. Blueforce asks employees if they’ve taken their proper meal breaks, advises you of deviations, and can even generate real-time alerts when a meal break is missed. Pay Differentials – When a single employee is paid varying hourly rates, depending on shift or task, it can create headaches for your payroll staff. Because we ‘configure’ your pay differentials into Blueforce at the outset, it accurately calculates employee pay effortlessly. Privacy and Security - Our time-tracking system keeps you in complete compliance with the Sarbanes-Oxley Act, which protects employees’ confidential information. We can even provide you with documented proof that your employees and managers only have access to what they should. Workplace Safety – We know on-the-job injuries are a real concern and that Workers’ Compensation claims are a very real expense. That’s why we’ve built a rather unique safeguard into our punch-out procedure. At the end of each shift, employees are asked if they had a “safe day.” The benefits are two-fold: 1) if an accident occurs, you’re instantly in the loop, and 2) if a questionable claim is made later, you have some documentation of your own.
EPAY has provided solutions to the most complex labor environments, encompassing hundreds of collective bargaining agreements.ABM Industries – 110,000, across 6500 sitesHealthcare Services Group 30,000 eeacroos 3,000 sitesCompass Group – 20,000 across 2500 sites Crothall - 16,000 eeUnicco - 16,000 eeKBS – 15,000 ee
In working with our clients EPAY has understood the importance of mirroring our clients environment and making our system as user friendly as possible.Upon the tabulation of punch data, EPAY’s pay rules engine allows our system to compute gross payroll regardless of the complexity of the clients pay rule. Our competitors struggle with this development and often time costs their clients hundreds of thousands of dollars in professional services fees.Understanding the challenges that end users face in remote environments, EPAY has developed various forms of data collections methods that ensure two things for our clients:There will always be a way for us to collect and transmit data (Wireless, LAN, WiFi, DialUp)NEXT SLIDE . . .
Wage and hour cases continue to be a source of potential liability for employers. Indeed, the vast majority of class and collective actions filed in state and federal courts continue to be wage-hour cases. Additionally, the Department of Labor has hired more investigators and continues to aggressively investigate company’s wage-hour practices. Companies hit with these cases may face significant exposure and, even if their policies are lawful, defending a class or collective action can cost hundreds of thousands of dollars, if not more. As a result, it is critical for a company facing a lawsuit to quickly assess its risks and determine its litigation “goals.” Even if not currently facing a lawsuit, a company should take measures to avoid litigation and to minimize its legal risks. To do so, companies need to keep abreast of changes in the law and litigation trends. Wage-hour law continues to develop and change, and these developments may impact your organization or industry.
That’s all the time we have today. Thank you to all of you for joining us today. We’d like to be your time and labor management provider. At EPAY, we’re IN TIME WITH YOU.Until next time, then, have a wonderful rest of your day. Good-bye.