Disability Discrimination – What you need to knowShorebird RPO
The Equality Act 2010 provides disabled people with protection against discrimination within the workplace. As employers, you must make reasonable adjustments to accommodate workers with a disability and ensure you have policies in place to prevent disability discrimination.
But how do you spot a disability and what do you do if you spot one?
In this On Demand Webinar, Marie Walsh of Consillia Legal covers:
The legal definition of disability discrimination
The responsibility of the employer
Reasonable adjustments
Examples of Case Law
This webinar will appeal to all those who are responsible for, or hire staff, within their organisation. It covers recent case law and it is a great opportunity to refresh your knowledge and ensure you are operating within the law.
You can view the full webinar at the end of the slide deck and if you would like to view more on demand webinars or attend the live Shorebird RPO events, please visit http://www.shorebird-rpo.com/free-webinars
G&A Employment Law Update webinar May 2013G&A Partners
In this webinar, presenter Alexis C. Knapp, Attorney at Law, will present timely employment law updates that business owners and HR professionals need to know for 2013 and beyond. After the presentation, Alexis will host a live Q&A session with webinar attendees.
Unemployment Insurance is the only employer tax that can be controlled. Successful UI cost control efforts begins with professional claims administration.
Discover first-hand from a former UI Deputy exactly the thought process a State Agency considers when issuing entitlement decisions. Learn how your efforts can help prevail in UI decisions at both the initial claims and appeals stage.
Join G&A Partners and Jeffrey Martin, a former UI Deputy and UI Specialist for the "Controlling Unemployment Insurance (UI) Costs can be Painless" webinar.
Disability Discrimination – What you need to knowShorebird RPO
The Equality Act 2010 provides disabled people with protection against discrimination within the workplace. As employers, you must make reasonable adjustments to accommodate workers with a disability and ensure you have policies in place to prevent disability discrimination.
But how do you spot a disability and what do you do if you spot one?
In this On Demand Webinar, Marie Walsh of Consillia Legal covers:
The legal definition of disability discrimination
The responsibility of the employer
Reasonable adjustments
Examples of Case Law
This webinar will appeal to all those who are responsible for, or hire staff, within their organisation. It covers recent case law and it is a great opportunity to refresh your knowledge and ensure you are operating within the law.
You can view the full webinar at the end of the slide deck and if you would like to view more on demand webinars or attend the live Shorebird RPO events, please visit http://www.shorebird-rpo.com/free-webinars
G&A Employment Law Update webinar May 2013G&A Partners
In this webinar, presenter Alexis C. Knapp, Attorney at Law, will present timely employment law updates that business owners and HR professionals need to know for 2013 and beyond. After the presentation, Alexis will host a live Q&A session with webinar attendees.
Unemployment Insurance is the only employer tax that can be controlled. Successful UI cost control efforts begins with professional claims administration.
Discover first-hand from a former UI Deputy exactly the thought process a State Agency considers when issuing entitlement decisions. Learn how your efforts can help prevail in UI decisions at both the initial claims and appeals stage.
Join G&A Partners and Jeffrey Martin, a former UI Deputy and UI Specialist for the "Controlling Unemployment Insurance (UI) Costs can be Painless" webinar.
DBL Law Partners Bob Hoffer and Kelly Schoening train corporate managers in the basics of employment law. The goal of the training is to help new managers (a) recognize state and federal laws regarding employee issues, (b) spot potential issues before they occur, and (c) promote and maintain a comfortable and productive work environment.
We’re excited to have sponsored the NCACPA’s Members in Business and Industry Fall Conference in Asheville, September 9-11. CAI’s HR Manager, Lauren Hardwick, presented the ‘10 Most Common Claims Against Employers.'
The Education HR in the North West Conference, January 2018 - Capability and ...Browne Jacobson LLP
This session looks at the definition of disability and the risks associated with this, as well as the role of occupational health and capability dismissals.
Human Resource Management, Ethics, Organizational CultureSumbal Noureen
Ethics and Employee rights and discipline
Ethics and fair treatment
Individual and organizational factors
Culture
HR methods to promote Ethics
Managing dismissal
Termination interview
Learn the Top 10 Employee Management Mistakes and How to Avoid Them in this informative ebook. This is an excellent resource for small business owners and managers.
DBL Law Partners Bob Hoffer and Kelly Schoening train corporate managers in the basics of employment law. The goal of the training is to help new managers (a) recognize state and federal laws regarding employee issues, (b) spot potential issues before they occur, and (c) promote and maintain a comfortable and productive work environment.
We’re excited to have sponsored the NCACPA’s Members in Business and Industry Fall Conference in Asheville, September 9-11. CAI’s HR Manager, Lauren Hardwick, presented the ‘10 Most Common Claims Against Employers.'
The Education HR in the North West Conference, January 2018 - Capability and ...Browne Jacobson LLP
This session looks at the definition of disability and the risks associated with this, as well as the role of occupational health and capability dismissals.
Human Resource Management, Ethics, Organizational CultureSumbal Noureen
Ethics and Employee rights and discipline
Ethics and fair treatment
Individual and organizational factors
Culture
HR methods to promote Ethics
Managing dismissal
Termination interview
Learn the Top 10 Employee Management Mistakes and How to Avoid Them in this informative ebook. This is an excellent resource for small business owners and managers.
This presentation deals with important HR issues including employee harassment issues, absenteeism and the duty to accomodoate, obligations of departing employee and the Canada Labour Code.
Lawley Insurance - Saving Money Through Workplace Safety Best PracticesLawley Insurance
Ron Adamczak, Loss Control Consultant for Lawley Insurance, discusses how companies can save money through implementing workplace safety best practices.
This presentation, shared at the 2014 DiVal Safety Summit, explores best-practice approaches for saving money through employment assessments, setting the safety tone, branch/department charge-backs, and how accident investigation can systematically reduce injury exposure.
The Lawley Risk Management department explains the difference between physical capacity testing and medical evaluations. We delve into the crucial aspects of job exposure assessments and how they are the key to this type of program. In addition, we cover case studies of employee assessment/job compatibility programs and how these programs can dramatically impact loss costs.
Our management commitment model identifies the areas requiring management focus to reduce incidents. This section addresses both safety measurement and accountability methods.
The charge-back model section focuses on allocating costs to branches or departments based on both loss frequency and incurred costs. We review how this allocation can be weighted on both incident frequency and cost to better allocate insurance premium and introduce accountability through cost allocation.
The final portion of this session addresses how to evaluate an incident, identify its root causes, and then systematically eliminate those exposures that have already led to loss. We also cover how to leverage what was learned to gain control over similar exposures in your operation.
Lawley Insurance is a privately-owned independent regional insurance firm specializing in property and casualty, employee benefits and risk management consulting and ranked among the 100 Largest Insurance Brokers in the U.S., according to Business Insurance magazine. For more than 60 years, Lawley’s team of over 300 associates have developed customized property, casualty, surety and benefits insurance programs for businesses and municipalities of all sizes. Lawley is consistently recognized as a Best Places to Work from Buffalo Business First. Headquartered in Buffalo, NY, Lawley has branch offices across New York State in Amherst, Batavia, Fredonia, Rochester, Westchester and Melville along with Florham Park, New Jersey. To find out more, visit lawleylnsurance.com.
Lawley Insurance - Private Exchnages In The Era Of The Affordable Care Act Lawley Insurance
Michael Szymoniak Jr., Employee Benefits Consultant for Lawley Insurance, introduces private benefit exchanges and shares consumer buying data from Lawley Marketplace, Lawley’s proprietary private exchange.
This presentation, shared at the 2014 DiVal Safety Summit, explores why private exchanges are becoming the most popular trend in the employer-sponsored benefits arena. The universal features of private exchanges, specifically defined-contribution and decision-making support technology are identified and developed to explain how employer-groups can leverage this solution for long-term cost control. These features, combined with inventories of multiple medical and ancillary benefits prove to be the keys to enabling consumerism and employee satisfaction and engagement. The effect of a 'defined-contribution' funding strategy is an overarching theme, bridging the gap between employer and employee challenges.
The second part of the presentation includes buying data from Lawley Marketplace, to illustrate why some experts believe the new health care consumer will be built on this platform. Medical/health plan elections show how employees choose among HMO, PPO, HDHP (HAS eligible), limited or narrow network style plans. Life, dental, disability, and other ancillary group benefits are also discussed.
Lawley Insurance is a privately-owned independent regional insurance firm specializing in property and casualty, employee benefits and risk management consulting and ranked among the 100 Largest Insurance Brokers in the U.S., according to Business Insurance magazine. For more than 60 years, Lawley’s team of over 300 associates have developed customized property, casualty, surety and benefits insurance programs for businesses and municipalities of all sizes. Lawley is consistently recognized as a Best Places to Work from Buffalo Business First. Headquartered in Buffalo, NY, Lawley has branch offices across New York State in Amherst, Batavia, Fredonia, Rochester, Westchester and Melville along with Florham Park, New Jersey. To find out more, visit lawleylnsurance.com.
Lawley Insurance - New York State Workers CompensationLawley Insurance
Lawley Insurance is a privately-owned independent regional insurance firm specializing in property and casualty, employee benefits and risk management consulting and ranked among the 100 Largest Insurance Brokers in the U.S., according to Business Insurance magazine. For more than 60 years, Lawley’s team of over 300 associates have developed customized property, casualty, surety and benefits insurance programs for businesses and municipalities of all sizes. Lawley is consistently recognized as a Best Places to Work from Buffalo Business First. Headquartered in Buffalo, NY, Lawley has branch offices across New York State in Amherst, Batavia, Fredonia, Rochester, Westchester and Melville along with Florham Park, New Jersey. To find out more, visit lawleylnsurance.com.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
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Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
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VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
1. How to Prevent
a Bad Hire
1
Presented by Lawley
Disclaimer: The advice offered in this webinar is
purely suggestion. Legal counsel should be consulted
before making any decisions.
2. Presenters
2
Amy Schleifer, ARM
Senior Claims Management Consultant
716.849.1575
aschleifer@lawleyinsurance.com
Andrea Dickerson, PHR
Human Resources Manager
716.849.8251
adickerson@lawleyinsurance.com
4. What are you looking for?
4
–A temp?
–Part time?
–Full time?
–Someone with experience?
–A recent graduate?
Know your “must haves” and stick with your
plan
5. Be Specific
5
• Have up to date and thorough job
descriptions
• Clearly outline minimum requirements
– Lifting 20 Ibs.
– Climbing 20 ft. ladders
– Frequent bending
• Reference them throughout the process
• Ensure essential functions of the job are not
only listed, but fulfill business needs
8. Americans with Disabilities Act
8
The ADA is a civil rights law that prohibits discrimination against individuals
with disabilities in all areas of public life, including jobs.
The purpose of the law is to make sure that people with disabilities have
the same rights and opportunities as everyone else. The ADA gives civil
rights protections to individuals with disabilities similar to those provided
to individuals on the basis of race, color, sex, national origin, age, and
religion.
It guarantees equal opportunity for individuals with disabilities in public
accommodations, employment, transportation, state and local government
services, and telecommunications.
“Do you require any special accommodations to perform
the essential functions of your position?”
9. Equal Employment Opportunity for Individuals with Disabilities
9
Title I is designed to help people with disabilities access the same
employment opportunities and benefits available to people
without disabilities.
Employers must provide reasonable accommodations to qualified
applicants or employees. A reasonable accommodation is any
modification or adjustment to a job or the work environment that
will enable an applicant or employee with a disability to
participate in the application process or to perform essential job
functions.
Employers with 15 or more employees must comply with this law.
10. Examples
10
• If an accountant breaks their leg and they are no longer able
to bring deposits to the bank, can they still perform the
essential functions of their job?
– Yes, analyzing, reporting and calculating are essential functions of
their job. Driving the deposit to the bank is not and can easily be
performed by someone else.
• If a construction worker hurts their back, and can no longer
lift, bend, twist or kneel are they able to perform the
essential functions of their job?
– No, a construction worker’s essential functions include lifting, bending
twisting and kneeling.
12. Vacated Roles
12
• If the role has been vacated – why didn’t
the last person work out?
• Even if they left on good terms, what did
you always wish was different about
them?
• What traits do successful people in this
role possess?
13. Know Your Selection Pool
13
Where will you find the best fit?
–Competitor?
–Promote from within?
–Professional association?
–College Campuses?
–Online networks?
14. Ask for Employee Referrals
14
Your employees often know what works
best for your company – ask who they know
– Past colleague?
– Someone within their professional network?
– Former classmates?
16. Interview Right
16
• Where’s the best place to start?
– Phone screen?
– Face to face interview?
• Formulate the best questions for that role
and your company
• Listen to what the candidate says, ask the
right follow up questions
17. Be Inclusive
17
• Gain buy-in from the key players – include
the managers, front line internal customers,
etc. to collectively determine fit
• Be careful though, could be a potential pitfall
– don’t have too many cooks in the kitchen
18. Look Outside the Interview
18
• Are they easy to work with when setting up
interviews?
• Do they follow up on time?
• What kind of questions are they asking HR?
19. Be Thorough
19
• Use hiring tools if available
• Always check references
• Really think about their actions and words
from the interview
• Get feedback from someone who knows
the position well
20. Why Be Thorough?
20
New York State Worker’s Compensation faced
an increase of 9.3% for 2017
• Employer’s substantial costs are:
– Salary
– Benefits
– Worker’s Compensation
22. Post Offer/Pre-Employment Test (Physical)
22
• All job classifications must be
consistent
– no picking and choosing of who pre-
tests
• The physical test must be an
accurate representation of the job
– If lifting of 25 pounds is required,
test cannot be lifting 75 pounds
23. Post Offer/Pre-Employment Test
23
• Post offer testing accomplishes two things:
1. Keeps employees from needless physical harm
2. Keeps employer from needless cost of that harm
– Worker’s Compensation Claim
– Overtime of others
– Temporary replacements
– Training
• In addition, job offer is contingent upon successful
completion of (drug, background, etc.)
24. Post Offer/Pre-Employment Test
24
Post offer screening is to ensure the
candidate has the physical capabilities
to perform the job they have applied for,
not to exclude individuals from
employment
26. Make the Final Decision
26
Ask questions like:
–Can they do this job?
–Will they fit in with our team and
organization?
–What is the likelihood they will stay with our
organization?
–What is the likelihood they will be successful?
28. Procedures
28
• Post medical leave (Disability or Worker’s
Compensation)
– Ensure fitness for duty is clear
– Include job description for doctor's sign off
• Follow HR procedures for performance
issues – eliminates retaliation risk and
potential for worker’s comp claims
29. Next Steps
29
• Evaluate employees during probationary
periods to ensure work is being done well and
safely
• Are your work stations ergonomically friendly?
• Consult with Legal Counsel or Employment
Practices Attorney
30. Other Resources
30
Ron Adamczak
Loss Control Consultant
716.849.1515
radamczak@lawleyinsurance.com
Nick Getty
Loss Control Consultant
716.849.4341
ngetty@lawleyinsurance.com
Loss Control MyWave
Your one-stop source for insurance, risk
management, compliance, HR, safety,
wellness and other business needs. A
value-added service offered by Lawley
Danielle Jindra-Gefert
Sales & Marketing Team Leader
716.849.8218
dajindra@lawleyinsurance.com
Question – “Do you need to bring someone back that has scheduled loss of use and can’t do the job?” - No
Motivation, creativity, personality traits, etc.
Include open ended questions and safety based question – “How might you operate the mixer?”, “How might you relocate pallets of xyz?”
Is the candidate talking about safety guards, checking for power (lock out/tag out)?
Do direct comparison with resume vs application; ask about gaps, variances in dates etc.
Trust your gut – if something seems off, dig deeper or pursue other candidates. Don’t rush the process and make a mistake.
Worker’s Comp- arguably the easiest component to control proactively
Discuss Ban the Box – illegal question on the application
Remember – trust your gut
Their presentation during recruitment is usually their best