When “bad things happen to good companies,” it often falls to HR professionals to remain calm, react with compassion, and most importantly, to take the actions necessary to minimize disruption and keep the company and its employees operating as smoothly as possible under highly adverse circumstances.
In this session, we’ll review the actions HR staff members must be ready to take, and the role that HR technology can play in keeping an organization as ready as possible to address unforeseen disruption. It is unfortunately true that events ranging from the 9/11 attacks, to workplace shootings, to natural disasters like hurricanes and earthquakes, we as an HR community have a lot of history from which to learn, and it is our responsibility to synthesize that history and turn it into best practices (that, ironically, we hope we will never have to use).
HR Webinar: Preparing for the Future of WorkAscentis
Preparing for the Future of Work is a proven process where Global Workforce Transformation expert Laura Goodrich provides the tools and roadmap for you, your organization, and your team members to rewire old habits of thinking and develop a new thinking process primed for innovation and success. Learn how routine, and established patterns get in the way of new solutions, and innovation.
Those who embrace the future are the ones who will shape the future. That’s a fact. You need to be ready to take on the challenges of tomorrow. You need to be future focused. But how do you cultivate that future focused mindset?
A designed process that combines live experiences with microlearning programs. As a whole, this process will help your employees evolve in their respective roles and help others to do the same. It’s a hybrid process that creates measurable and observable change in your workforce.
Are you ready to prepare for the future of work?
Atlas TIP Strategies Economic Development Marketing and the Future of Jobs Atlas Integrated
Atlas Advertising CEO and TIP Strategies Principal Jon Roberts discuss Economic Development Marketing and the Future of Jobs in this webinar. Topics include Job Creation, the Economy, Economic Development Marketing, and more.
The Next Rules Report: The Recent Past & Near Future of Work in early 2022Gary A. Bolles
What just happened to the brave new world of work in 2021? What's likely to happen in 2022? What's the near future of work? Here's the Next Rules Report to explore the bright threads of seismic change .
HR Webinar: COVID-19 Vaccines and the Workplace: What Employers Should KnowAscentis
This year, the success of the USA in emerging from the COVID pandemic will largely depend on our effectiveness in administering a universal vaccination program to achieve the CDC's recommended 70-85% level needed to achieve herd immunity. While so far the federal and state governments have not assigned employers any significant responsibilities in supporting the vaccination program, many employers nevertheless want to help in some way, and need to know what options they have in doing so.
Payroll Webinar: Maximize Operational Efficiency with Your Workforce Manageme...Ascentis
Time and attendance has had quite the evolution over the years from the "clock in, clock out" mindset. It plays into a bigger workforce management strategy designed to help companies optimize workforce productivity on an individual and company-wide basis. In this webinar, we will talk about ways to improve your company's overall operational efficiency in leveraging data analytics that can be found through technology, like a time system. We will touch on methods of risk management and how your organization should be thinking about emerging compliance needs in relation to new work environments. Lastly, ideas around improving budget forecasting for ways to benefit the bottom line.
Join Ginnette Clark, VP of American Payroll Association, as she breaks down these workforce management strategies.
"Freelancing in Australia: 2015" is the only study of its kind that quantifies the Australian independent workforce. How many Australians are freelancing? Why? And what is the outlook for freelancing in Australia? This study, conducted by an independent research firm and commissioned by Upwork, surveyed more than 1,000 Australian workers to answer these questions and more. Results showed that nearly 4.1 million people did freelance work in the past year, driven first and foremost by the lure of a more flexible lifestyle.
Professional Services Management Journal: May IssueArcbazar
Check out page 12! Arcbazar was featured in the latest issue of PSMJ - a go-to source for powerful training, research, events, and advice for architecture, engineering, and consulting firm leaders.
HR Webinar: Preparing for the Future of WorkAscentis
Preparing for the Future of Work is a proven process where Global Workforce Transformation expert Laura Goodrich provides the tools and roadmap for you, your organization, and your team members to rewire old habits of thinking and develop a new thinking process primed for innovation and success. Learn how routine, and established patterns get in the way of new solutions, and innovation.
Those who embrace the future are the ones who will shape the future. That’s a fact. You need to be ready to take on the challenges of tomorrow. You need to be future focused. But how do you cultivate that future focused mindset?
A designed process that combines live experiences with microlearning programs. As a whole, this process will help your employees evolve in their respective roles and help others to do the same. It’s a hybrid process that creates measurable and observable change in your workforce.
Are you ready to prepare for the future of work?
Atlas TIP Strategies Economic Development Marketing and the Future of Jobs Atlas Integrated
Atlas Advertising CEO and TIP Strategies Principal Jon Roberts discuss Economic Development Marketing and the Future of Jobs in this webinar. Topics include Job Creation, the Economy, Economic Development Marketing, and more.
The Next Rules Report: The Recent Past & Near Future of Work in early 2022Gary A. Bolles
What just happened to the brave new world of work in 2021? What's likely to happen in 2022? What's the near future of work? Here's the Next Rules Report to explore the bright threads of seismic change .
HR Webinar: COVID-19 Vaccines and the Workplace: What Employers Should KnowAscentis
This year, the success of the USA in emerging from the COVID pandemic will largely depend on our effectiveness in administering a universal vaccination program to achieve the CDC's recommended 70-85% level needed to achieve herd immunity. While so far the federal and state governments have not assigned employers any significant responsibilities in supporting the vaccination program, many employers nevertheless want to help in some way, and need to know what options they have in doing so.
Payroll Webinar: Maximize Operational Efficiency with Your Workforce Manageme...Ascentis
Time and attendance has had quite the evolution over the years from the "clock in, clock out" mindset. It plays into a bigger workforce management strategy designed to help companies optimize workforce productivity on an individual and company-wide basis. In this webinar, we will talk about ways to improve your company's overall operational efficiency in leveraging data analytics that can be found through technology, like a time system. We will touch on methods of risk management and how your organization should be thinking about emerging compliance needs in relation to new work environments. Lastly, ideas around improving budget forecasting for ways to benefit the bottom line.
Join Ginnette Clark, VP of American Payroll Association, as she breaks down these workforce management strategies.
"Freelancing in Australia: 2015" is the only study of its kind that quantifies the Australian independent workforce. How many Australians are freelancing? Why? And what is the outlook for freelancing in Australia? This study, conducted by an independent research firm and commissioned by Upwork, surveyed more than 1,000 Australian workers to answer these questions and more. Results showed that nearly 4.1 million people did freelance work in the past year, driven first and foremost by the lure of a more flexible lifestyle.
Professional Services Management Journal: May IssueArcbazar
Check out page 12! Arcbazar was featured in the latest issue of PSMJ - a go-to source for powerful training, research, events, and advice for architecture, engineering, and consulting firm leaders.
10 Win-Win Staffing Strategies in Senior CareOnShift
In this presentation we discuss how to:
-Identify major workforce issues impacting the industry
-Discuss predictive staffing strategies to improve cost and care
-Provide modern practices to attract and retain staff
-Show how to avoid common payroll-based journal reporting pitfalls
There’s a massive difference between teams that rock and those that just don't. Not only do the teams that rock deliver some phenomenal, off-the-page results, they are a joy to work with and be part of. These teams act like magnets for more amazing people, deliver remarkable value for customers and inspire action in others.
This session explored the ideas beneath the Open Leader Method(TM), a unique leadership programme for leaders in IT.
We’ve been living through possibly the biggest change in working patterns since the industrial revolution. Technology was already pushing us in this direction, but the Covid-19 pandemic prompted an almost immediate shift to working from home that nobody could have foreseen. Is this shift set to continue? What are some of the ongoing hybrid working patterns being trialled in the market? What will work, what are the challenges and what can be done to ensure that we don’t lose out in the war for talent.
Why not join Julie Osborne and Kate Wilson of Osborne Thomas for our half hour webinar to explore some of the thinking and research on hybrid working and the impact this is having on the ability of local authorities to attract and retain the people needed to deliver effective services.
Future Workforce 2019: How Younger Generations are Reshaping the Future Workf...Upwork
The Future Workforce Report, conducted by an independent research firm and commissioned by Upwork, surveyed over 1,000 U.S. hiring managers and shows how Millennial and Gen Z managers are redefining the future of work. Forty-eight percent of younger generation managers are director-level or higher already, showing they have a major influence on workforce planning. Find out what the future holds as these younger generations become the workforce majority.
Freelancing in Australia: A National Survey of the New WorkforceElance-oDesk
More than 3.7 million Australians are doing freelance work, according to a new, landmark survey commissioned by Elance-oDesk (www.elance-odesk.com). The connected era we live in is liberating our workforce, and this is just the start. This deck contains data results of the most comprehensive survey of the Australian independent workforce.
Upwork commissioned Edelman Intelligence, an independent firm, to conduct the first Freelance Forward study, which is our seventh annual study of the U.S. freelance workforce. We surveyed more than 6,000 U.S. workers over the age of 18 and found that 59 million Americans performed freelance work in the past 12 months, representing 36% of the U.S. workforce, an increase of 2 million freelancers since 2019.
This year’s research revealed how the COVID-19 pandemic has impacted the composition and demographics of the freelance workforce.
"Freelancing in America: 2016" is the most comprehensive measure of the U.S. independent workforce. How many Americans are freelancing? Why? What is their potential impact on elections? This study, conducted by an independent research firm and commissioned in partnership by Upwork and the Freelancers Union, surveyed more than 6,000 U.S. workers to answer these questions and more. Results showed that more people than ever are choosing to freelance -- 55 million this year, or 35% of the total U.S. workforce.
Design for Change: Empathy as our Guide: Amy Cueva Keynote at Partners Center...Amy Cueva
This presentation was a part of the "Design for Change" track at the October 29, 2015 Partners Center for Connected Health Symposium. The presentation discusses how Empathy can be our guide as we seek to improve health experiences.
HR Webinar: Leading Hourly Workforce Transformation in a Post-Pandemic WorldAscentis
As we continue to negotiate the impacts of Covid-19 on our society, the workplace has changed for good. And for hourly workers, and those who manage them, the shifts have been even more dramatic.
In order to meet the needs of this workforce that has changed forever, leaders must strategically develop their employment practices to ensure they're able to successfully attract, recruit, and retain the quality and tech-savvy talent that they need.
In this program, we'll explore five key strategies that are key to creating a workplace where the post-pandemic hourly workforce can grow and thrive. The new normal may still be unknown – but the good news is that companies can count on their hourly workforce to deliver for them, once they start responding to their needs.
Misunderstood Millenials: How the Newest Workforce is Evolving BusinessAmanda Knowlton
• What Millennials value most in the workplace (hint: it’s not ping-pong tables)
• Why culture significantly affects Millennials’ decisions about where they work
• Ways you can engage this new workforce at your own organization
I am a proud angel investor in LEARNVEST, which was sold to Northwestern Mutual earlier this year. I just came across this very interesting report they did on financial confidence. If you know me, you know I love research, especially on anything related to women and money. Here it is!
Some think working remotely is a terrible setting that takes control away and let's employees stay at home and be useless. Others find that remote work increases overall productivity and lowers the need to micromanage.
And both sides might be correct as remote work, like all other structures, work really well for some and make others crazy.
The only thing that we can say for certain is that telecommuting is increasingly popular and there are problems you need to face to make it work.
Challenged by the global pandemic, CEOs have made
four shifts in the way they lead that hold great promise
for both companies and society. Will they build on this
unique moment, or return to the ways of the past?
Driven by increased competition for talent and a shortage of critical skills, U.S. companies surveyed increased their talent acquisition spending by 7% on average during 2014 with Healthcare organizations having the largest increase in spending among industries at 16%. However, Healthcare also reported the highest new hire turnover of all industries.[1] So how can Healthcare organizations better attract and retain skilled employees to care for the people who need them?
In this webinar, Robin Erickson, Ph.D., VP of Research for Talent Acquisition, Engagement and Retention for Bersin by Deloitte, Deloitte Consulting LLP, and Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss:
• Why hiring in Healthcare is different and the difficulties companies typically face; and
• What tools and strategies companies can used to address Healthcare hiring challenges
Participants can learn:
What’s Wrong: Why Healthcare tends to have both an easier and more difficult time in finding and keeping employees.
Diagnosis: Each organization’s hiring challenges will be different depending on its size, systems and processes, and hiring practices.
Prescription for Health: Dr. Erickson and Dr. Tonkin will discuss suggestions and tools to make more effective Healthcare hires by working on relationships between recruiters and hiring managers and developing an integrated and effective talent acquisition strategy.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
The new world of work is coming. Today, employees can make new choices regarding work flexibility and balance as they carry the task remotely.
There's been an increased demand for remote employment on a global scale. This opened the job market for businesses that want to go all-in on distributed teams or use the hybrid approach, especially now that people connect with coworkers outside their area. The epidemic creates a chance for enterprises to expand globally while bringing more inclusion and diversity.
For companies who plan to start their international expansion, the simplicity of working from home will be giving rise to operational complexity. In that matter, dealing with global HR consultants that can facilitate a smooth transition to a new order at work can be beneficial. Like Employer of Record Services (EOR) providers that offer international payroll solutions, employment permit, and immigration services. Most of them have local expertise that ensures full compliance with taxation and labor laws. Get started today and embrace the change coming.
Freelancing in America: A National Survey of the New WorkforceElance-oDesk
More than 53 million Americans are doing freelance work, according to a new, landmark survey commissioned by Freelancers Union and Elance-oDesk. The connected era we live in is liberating our workforce, and this is just the start. This deck contains data results of the most comprehensive survey of the U.S. independent workforce in nearly a decade. For more information visit: http://www.freelancersunion.org/53million
10 Win-Win Staffing Strategies in Senior CareOnShift
In this presentation we discuss how to:
-Identify major workforce issues impacting the industry
-Discuss predictive staffing strategies to improve cost and care
-Provide modern practices to attract and retain staff
-Show how to avoid common payroll-based journal reporting pitfalls
There’s a massive difference between teams that rock and those that just don't. Not only do the teams that rock deliver some phenomenal, off-the-page results, they are a joy to work with and be part of. These teams act like magnets for more amazing people, deliver remarkable value for customers and inspire action in others.
This session explored the ideas beneath the Open Leader Method(TM), a unique leadership programme for leaders in IT.
We’ve been living through possibly the biggest change in working patterns since the industrial revolution. Technology was already pushing us in this direction, but the Covid-19 pandemic prompted an almost immediate shift to working from home that nobody could have foreseen. Is this shift set to continue? What are some of the ongoing hybrid working patterns being trialled in the market? What will work, what are the challenges and what can be done to ensure that we don’t lose out in the war for talent.
Why not join Julie Osborne and Kate Wilson of Osborne Thomas for our half hour webinar to explore some of the thinking and research on hybrid working and the impact this is having on the ability of local authorities to attract and retain the people needed to deliver effective services.
Future Workforce 2019: How Younger Generations are Reshaping the Future Workf...Upwork
The Future Workforce Report, conducted by an independent research firm and commissioned by Upwork, surveyed over 1,000 U.S. hiring managers and shows how Millennial and Gen Z managers are redefining the future of work. Forty-eight percent of younger generation managers are director-level or higher already, showing they have a major influence on workforce planning. Find out what the future holds as these younger generations become the workforce majority.
Freelancing in Australia: A National Survey of the New WorkforceElance-oDesk
More than 3.7 million Australians are doing freelance work, according to a new, landmark survey commissioned by Elance-oDesk (www.elance-odesk.com). The connected era we live in is liberating our workforce, and this is just the start. This deck contains data results of the most comprehensive survey of the Australian independent workforce.
Upwork commissioned Edelman Intelligence, an independent firm, to conduct the first Freelance Forward study, which is our seventh annual study of the U.S. freelance workforce. We surveyed more than 6,000 U.S. workers over the age of 18 and found that 59 million Americans performed freelance work in the past 12 months, representing 36% of the U.S. workforce, an increase of 2 million freelancers since 2019.
This year’s research revealed how the COVID-19 pandemic has impacted the composition and demographics of the freelance workforce.
"Freelancing in America: 2016" is the most comprehensive measure of the U.S. independent workforce. How many Americans are freelancing? Why? What is their potential impact on elections? This study, conducted by an independent research firm and commissioned in partnership by Upwork and the Freelancers Union, surveyed more than 6,000 U.S. workers to answer these questions and more. Results showed that more people than ever are choosing to freelance -- 55 million this year, or 35% of the total U.S. workforce.
Design for Change: Empathy as our Guide: Amy Cueva Keynote at Partners Center...Amy Cueva
This presentation was a part of the "Design for Change" track at the October 29, 2015 Partners Center for Connected Health Symposium. The presentation discusses how Empathy can be our guide as we seek to improve health experiences.
HR Webinar: Leading Hourly Workforce Transformation in a Post-Pandemic WorldAscentis
As we continue to negotiate the impacts of Covid-19 on our society, the workplace has changed for good. And for hourly workers, and those who manage them, the shifts have been even more dramatic.
In order to meet the needs of this workforce that has changed forever, leaders must strategically develop their employment practices to ensure they're able to successfully attract, recruit, and retain the quality and tech-savvy talent that they need.
In this program, we'll explore five key strategies that are key to creating a workplace where the post-pandemic hourly workforce can grow and thrive. The new normal may still be unknown – but the good news is that companies can count on their hourly workforce to deliver for them, once they start responding to their needs.
Misunderstood Millenials: How the Newest Workforce is Evolving BusinessAmanda Knowlton
• What Millennials value most in the workplace (hint: it’s not ping-pong tables)
• Why culture significantly affects Millennials’ decisions about where they work
• Ways you can engage this new workforce at your own organization
I am a proud angel investor in LEARNVEST, which was sold to Northwestern Mutual earlier this year. I just came across this very interesting report they did on financial confidence. If you know me, you know I love research, especially on anything related to women and money. Here it is!
Some think working remotely is a terrible setting that takes control away and let's employees stay at home and be useless. Others find that remote work increases overall productivity and lowers the need to micromanage.
And both sides might be correct as remote work, like all other structures, work really well for some and make others crazy.
The only thing that we can say for certain is that telecommuting is increasingly popular and there are problems you need to face to make it work.
Challenged by the global pandemic, CEOs have made
four shifts in the way they lead that hold great promise
for both companies and society. Will they build on this
unique moment, or return to the ways of the past?
Driven by increased competition for talent and a shortage of critical skills, U.S. companies surveyed increased their talent acquisition spending by 7% on average during 2014 with Healthcare organizations having the largest increase in spending among industries at 16%. However, Healthcare also reported the highest new hire turnover of all industries.[1] So how can Healthcare organizations better attract and retain skilled employees to care for the people who need them?
In this webinar, Robin Erickson, Ph.D., VP of Research for Talent Acquisition, Engagement and Retention for Bersin by Deloitte, Deloitte Consulting LLP, and Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss:
• Why hiring in Healthcare is different and the difficulties companies typically face; and
• What tools and strategies companies can used to address Healthcare hiring challenges
Participants can learn:
What’s Wrong: Why Healthcare tends to have both an easier and more difficult time in finding and keeping employees.
Diagnosis: Each organization’s hiring challenges will be different depending on its size, systems and processes, and hiring practices.
Prescription for Health: Dr. Erickson and Dr. Tonkin will discuss suggestions and tools to make more effective Healthcare hires by working on relationships between recruiters and hiring managers and developing an integrated and effective talent acquisition strategy.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
The new world of work is coming. Today, employees can make new choices regarding work flexibility and balance as they carry the task remotely.
There's been an increased demand for remote employment on a global scale. This opened the job market for businesses that want to go all-in on distributed teams or use the hybrid approach, especially now that people connect with coworkers outside their area. The epidemic creates a chance for enterprises to expand globally while bringing more inclusion and diversity.
For companies who plan to start their international expansion, the simplicity of working from home will be giving rise to operational complexity. In that matter, dealing with global HR consultants that can facilitate a smooth transition to a new order at work can be beneficial. Like Employer of Record Services (EOR) providers that offer international payroll solutions, employment permit, and immigration services. Most of them have local expertise that ensures full compliance with taxation and labor laws. Get started today and embrace the change coming.
Freelancing in America: A National Survey of the New WorkforceElance-oDesk
More than 53 million Americans are doing freelance work, according to a new, landmark survey commissioned by Freelancers Union and Elance-oDesk. The connected era we live in is liberating our workforce, and this is just the start. This deck contains data results of the most comprehensive survey of the U.S. independent workforce in nearly a decade. For more information visit: http://www.freelancersunion.org/53million
Catherine communicating in a crisis presentationcatworboys
Catherine Worboys (Managing Director at Curtin&Co) discusses the importance of effective communication during a crisis, as well as how issues can be prevented from becoming crises through stakeholder and communications management before an issue arises.
This document was created panel after an in-depth panel discussion that covered how different companies, airlines and government departments handled situations of crisis and particularly, their use of social media. This 9-page guide covers the role social media plays in a crisis and outlines key points to consider when such events occur.
Crisis Communications Webinar - June 10Ted Skinner
Staying Ahead of the Game: The Steps to Effective Crisis Communications Planning
Don't wait for a crisis to hit before considering your communications strategy. Getting caught off guard can mean the difference between success and failure, especially if your competitors are quick to respond. Take action today to ensure tomorrow's stability.
> Planning for crisis incidents and overcoming resistance
> Engaging in rapid response
> Putting crisis plans into action
> The role of social media in a crisis
Moderator: Ted Skinner, Vice President, Public Relations Products, PR Newswire
Panelists:
Anne Sceia Klein, APR, Fellow PRSA, President, Anne Klein Communications Group, LLC
Irv Lipp, Principal, LippService LLC
David Weiner, Senior Account Manager, PR Newswire
Crisis management plansIdentify first response stepsTactCruzIbarra161
Crisis management plans
Identify first response steps
Tactics used in crisis/
issue response
Timing and message
response
Module 5 Overview
This week we address what to do when the storm hits…as we explore how to engage – Give yourself freedom to adjust as needed to what comes your way…
1
Crisis Assessment
Who has keys to the office at 10 PM on Sunday night? Who has passwords to take down website photos, social media posts on Saturday night at Midnight? Do you have numbers for these contacts?
If this is in your Go-Bag you’re already way ahead of what’s coming.
Do you have numbers for these contacts? If this is in your Go-Bag you’re already way ahead of what’s coming. On questions to ask---
Who is in the control tower? What is out there already? What needs to be corrected? Who are hateholders? What are their first, last name, city …comb through social media …google alerts.
2
Crisis Trajectory
This is typically how crisis move….If general the worst heat of a crisis comes in the first 72 hours…after the first week things move from the ICU to rehab--- USUALLY1
3
Natural disasters
Protests
Suicides
Cyber-theft attacks
Sudden deaths leaving vacuum in leadership
Allegations- ‘left field’
Sudden facility closures
Twist in ruling, interpretation
Online smear campaigns
Innocent mistakes
Unexpected, Ambush Crises
Let’s take a quick refresh of the types of crises….
4
Potential
Filed lawsuits
Unhappy employee leaves
Firing of popular employee/executive
Announced investigations, audits
Mergers or acquisitions
Innocent mistakes (accounting errors)
RAINY DAYS
5
Entrenched
Other side has dominated the narrative for a sustained period of time.
You're on defense
Issue dominates online search results of entity's name
Causing continued business disruption, loss of influence
Requires sustained effort to change, re-establish better, accurate image
6
Stop credibility bleeding
Control and or participate in narrative via consistent messaging
Avoid further damage
Restore confidence
Reactive Overcoming
Objectives in Crisis PR
Imagine an accident on a busy highway. Police rush to the scene and cone off the area to protect the injured from oncoming traffic; paramedics arrive and move the injured ASAP…same is true in crisis work: Immediately find out if Comm Policy/Protocols in place. If so, may need to send gentle reminder of where inquirises should be directed. WHY is this Critical? If someone comments who is NOT in the ATC – not aware of the position it can make things explode. Imagine a manager at a Colorado office not knowing what or why the situation occurred at the company’s Nevada office begins to speculate or worse, take blame for whatever occurred. This not only compounds the crisis it now sets the company up for legal liability.
7
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Crisis Assessment
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Global Environmental Issues Free Essay Example. Dangerous Environmental Issues Free Essay Example. Environmental Issues Essay. environmental issues essay. Ways To Protect The Environment Essay - How We Can Protect The ....
Workplace safety has been a significant priority in the United States for decades and, from some perspectives, an area in which we have made a great deal of progress. OSHA, or the Occupational Safety and Health Administration, regularly employs more than 2,100 inspectors at more than eight million work sites from coast to coast who are tasked with overseeing the health and safety of more than 130 million workers. In the more than four decades since OSHA was established, to say it has dramatically impacted workplace safety is something of an understatement.
When Violence Invades Your Family Entertainment Center (FEC)Britton Gallagher
Working in the amusements and entertainment industry where the public and large groups are present increases the risk of onsite violence toward you, your employees and your guests.
Payroll Webinar: Untangling Multi State Payroll Reporting ComplexitiesAscentis
Almost all states require employers to withhold tax from employee wages earned for work performed in that state, even for nonresidents. As a starting point, the default rule of state income tax withholding is to withhold income tax for the state in which services are performed (the work state). But what happens when the employee lives and works in different states. What happens when the individual works in multiple states? This course will explore the obligations to payroll reporting for state purposes including exception cases with state reciprocity and convenience of the employer states. The course will look to “untangle” the complexities around when and how to report to non-resident states and when to withhold and remit state and local taxes.
Payroll Webinar: Tax Levies and Creditor Garnishments: What Payroll Must Know...Ascentis
This webinar concentrates on processing garnishments in the payroll department other than child support. It covers the federal rules for creditor garnishments, the IRS rules for federal tax levies, the various aspects of state tax levies, the key points for processing state creditor garnishments, how to handle voluntary wage assignments such as payday loans and student loans. It includes best practices for reconciling and processing the garnishments in the payroll department. Sample memos for communicating with the employee concerning garnishments are included. The IRS Form 668-W is reviewed.
Payroll Webinar: Time & Attendance Payroll FraudAscentis
Have you ever had to clock in or out from work on a time clock? What type of time clock was it? Did you have to use a punch card? Did you have to use a fob or card key? Did you have to use your fingerprint or retina?
The evolution of the time clock and the various methods by which an employee is able to indicate the beginning and end of periods of time worked was based on the evolution of time and attendance fraud. In this hour, the different methods by which an employee might abuse a time and attendance system will be identified and discussed, as well as best practices for prevention.
Payroll Webinar: Wage and Hour Compliance in 2021Ascentis
This webinar concentrates on federal and state wage and hour requirements that must be followed in the payroll department. Areas of discussion include calculating overtime, travel time, minimum wage, posting requirements, meal and rest periods, how often an employee must be paid and by what method and paying terminated employees.
HR Webinar: Employee vs. Contractor: Changes That Will Impact All EmployersAscentis
Although the pandemic-related recession had a brief downward impact on gig workers overall, the trend is clear: being your own boss is a concept gaining popularity at an impressive rate. The overall number of Americans classifying themselves as freelancers rose from 53 million to 59 million from 2014 to 2020. And even the core classification of self-employed individuals (incorporated or not) has risen by 17 percent in just one year – from 8.221 million in April, 2020, to 9.651 million in April, 2021, according to the Bureau of Labor Statistics.
The rapid growth in the ranks of independent contractors has naturally spurred greater interest in the regulations surrounding worker classification – both in terms of the loss of benefits and protections for those leaving traditional employment, and the potential for abuse of the worker classification process by employers.
During the last year, the states have been brewing up their own changes in employment classification laws, led by California’s AB 5, which was passed, then repealed and replaced with AB 2257. At the federal level, with the transition to single-party control in the House, Senate (barely) and Presidency, the Protecting the Right to Organize (“PRO”) Act (H.R. 842) is making its way through Congress, and may even find a home inside the massive infrastructure bill now being debated on Capitol Hill. The PRO Act, as currently written, would include the most comprehensive amendment to the terms “employee,” “employer,” and “supervisor,” since the Fair Labor Standards Act of 1938 became law.
So how will all of these convergent changes settle out? And most importantly, how can employers plan for the expected changes on this contentious topic?
HR Webinar: 2021 Compliance & Employment Law UpdateAscentis
2020 was nuts with employment laws changing rapidly so quickly to handle the COVID-19 pandemic. 2021 has no plans to slow down with new laws out of Congress and state legislatures contemplating higher minimum wages, paid leaves, additional protections against discrimination and harassment, and shifting priorities at federal agencies. With hopes of coming out of the pandemic by year’s end, HR professionals in all industries are preparing for the next wave of regulations affecting every industry.
HR Webinar: The First 100 Days: Changes Employers Should be Aware ofAscentis
April 30, 2021 is the end of the first 100 days of the new Biden Administration. Not only did we have a change of party in the White House, but for the first time since 2011 we are also experiencing single party control of the House of Representatives, Senate and Presidency.
From vaccine logistics to small business relief, from minimum wage to gender pay equity, and from immigration reform to health care policy, political analysts expected big changes from the new Administration. In this session, we’ll review reality against expectations, and the HR technology implications for the change to come.
HR Webinar: Gender Pay Equity: The Journey ContinuesAscentis
This presentation will review the implications of March 24, 2021, otherwise known as “Equal Pay Day,” the specific date this year when the average man in the United States could start work and earn the same amount by December 31 as the average woman, in the same job, who had worked all year long.
In recent years, gender pay equity has experienced a continuous sense of “one step forward; two steps back”. EEO-1 Component 2 reporting, as a tool for identifying specific regions, industries and organizations where this type of discrimination is most pronounced has arrived, departed, and is now poised to arrive again at HR professionals’ desks. Discussions about what it’s going to take to eradicate sexual harassment and gender-based discrimination in the workplace (the #MeToo movement) inevitably lead us to questions like: Is it “good enough” for employers to simply acknowledge the gender discrimination inherent in acts of sexual harassment? Or is it time to step past the words, and into action, and to focus on the steps we need to take to truly rectify the pay equity gap?
Regardless of what your company’s views and current efforts are, it’s also important that every HR professional be aware that the state, city or other local jurisdiction in which you operate may have gender-equalizing laws in place.
Join Jim Paille as he talks about payroll tax compliance going into the new year. In this session, you will understand the latest tax reform items that affect payroll. He will cover new IRS initiatives to be mindful of entering 2021. Then, Jim will discuss topics related to the 2020-2021 W-4’s impact at both the federal and state levels. Finally, he will cover some tips you can leverage to make your year-end processing more efficient and effective.
Payroll Webinar: Forms W-2/941/940 for 2021: The Information You Need to Know!Ascentis
It is a New Year! Are you and your payroll department ready? Join “The Payroll Advisor” Vicki M. Lambert, CPP as she helps you to understand the proper procedures for completion of Form W-2, Form 941 and Form 940 for 2021.
Payroll Webinar: Payroll Tax Nexus 2021: Impacts on Organizations as a Result...Ascentis
This session will explore the U.S. payroll tax impact to employers and employees in response to the increase in telework as a result of the COVID pandemic. Specific areas covered will include employer “nexus” with respect to withholding and reporting requirements related to those employees working remotely, potential state and local employment tax authority audit activity, strategies to consider in go-forward policy development and organizational hurdles in compliance as we move forward through 2021 and beyond.
Payroll Webinar: Streamlining Payroll Operations and EfficienciesAscentis
Payroll is often the largest expense for a business and can be even more costly because of non-compliance, inefficient processes, lack of controls, and outdated technology. A missed deadline or incorrect tax filing can result in hefty fines and even jail time. Manual entry of HR/payroll records is time-consuming and prone to human error. Not having controls in place, whether you are a public or a private company, can increase the risk of fraud. Outdated technology can be complex and tends to add more administrative burden to HR/payroll teams, causing unwanted stress and frustration.
In this session we talk about the many ways that companies can stay compliant, streamline payroll operations, and optimize efficiency. We’ll share best practices and current trends to help improve your overall payroll operations and keep things running smoothly.
HR Webinar: The New Consolidated Appropriations Act of 2021: What HR Pros Mus...Ascentis
On December 27, 2020, the President signed H.R. 133, the "Consolidated Appropriations Act of 2021". This omnibus law includes the much anticipated and long-awaited COVID Relief Bill, with many of the new provisions taking effect immediately. Weighing in at a "mere" 5,593 pages, the new law renews or extends most of the tax relief programs available to employers under both the FFCRA and the CARES Act. The renewed Paycheck Protection Program, funded with $284.45 billion in new federal spending, is expected to see new lending the week of January 11, 2021, with a number of changes in response to prior program criticisms. Join us at this webinar to review the many provisions of CAA'21 which will impact Human Capital Management.
HR Webinar: 2021 Workplace and Compliance OutlookAscentis
In this webinar, we will explore the current hot issues surrounding the HR leader. We will touch on topics such as updated compliance responsibilities to be aware of, employee well-being, new employee demands, the hybrid workspace, and more. Tune in to hear Barbara Trumbly talk to what issues and new policies you should be aware of entering the new year.
HR Webinar: The American Rescue Plan Act of 2021: New Employer Opportunities ...Ascentis
On March 11, 2021, President Biden signed into law H.R. 1319, the “American Rescue Plan Act of 2021” (APRA). The latest in an extended series of COVID-19 economic relief bills, with a price tag of $1.9 trillion and weighing in at an impressive 628 pages, ARPA will bring cumulative US federal pandemic relief spending to approximately $5.7 trillion. While the new law’s consumer provisions – like direct stimulus payments to about 89% of US taxpayers, extended unemployment benefits, and increased child tax credits – have gotten almost all the press coverage related to this law, as with prior laws (FFCRA, CARES Act, CAA) there are many employer-impacting provisions that have so far “flown under the radar.”
At Ascentis, we’ve hauled out our trusty “HCM radar detector” to hone in on just those provisions which may impact and delight (or maybe not?) employers, and the HR community, around the country.
Payroll Webinar: The A to Z of Payroll Garnishments Part 2Ascentis
Tax levies and creditor garnishments can be some of the most complex tasks required of any payroll department. Payroll must understand all the laws that apply towards processing these types of garnishments backwards and forwards. It is sometimes even up to the payroll department to catch and correct any errors that have been made by anyone else along the way!
Precise and accurate compliance with garnishment regulation can help to reduce or eliminate the emotional and financial toll that can result from these unfortunate situations as well stave off any penalties that may result if processed incorrectly.
This webinar concentrates on processing garnishments, other than child support, in the payroll department. We’ll cover the federal rules for creditor garnishments, the IRS rules for federal tax levies, the various aspects of state tax levies, the key points for processing state creditor garnishments, how to handle voluntary wage assignments like payday loans and student loans. And that’s not all – we’ll also review the IRS Form 668-W.
Payroll Webinar: The A to Z of Payroll Garnishments Part 3Ascentis
In parts two and three of the A to Z of Payroll Garnishments we discussed the legal aspects of garnishments, now in our third and final chapter we will turn our attention to the best practices for processing the garnishments within the payroll department.
We will apply our learnings and review examples of calculating all types of garnishments, including how to prorate when an employee has two or more child support withholding orders and not enough disposable income to cover both, the calculations for a federal tax levy, what to do if the employee has a creditor garnishment and a child support withholding order and more!
Payroll Webinar: Paying Overtime Under the FLSA: Part 2Ascentis
This is the second of a two-part webinar that will help you better understand the requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. But not so fast. The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky. Our speaker will share her expertise and best practices for managing these calculations.
Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business, no matter how large or small. Just to keep it interesting, most states use the same definition to calculate overtime as the FLSA does. So, even one, single error can earn you double the penalties.
Payroll Webinar: W-2’s vs. 1099’s: Understanding Who Should be an Independent...Ascentis
This webinar examines how the common law rule is used to determine worker status and which three requirements are used to correctly classify a worker as an independent contractor along with the requirements for when a worker must be classified as an employee. Misclassifying employees and independent contractors are getting more costly by the day. With federal and state agencies joining forces to combat misclassification, fines and penalties have skyrocketed. And every day the misclassification continues the penalties mount up and up until this ticking time bomb finally explodes! Find out how to defuse that ticking bomb by joining renowned payroll expert Vicki M. Lambert, CPP for this information packed webinar!
Payroll Webinar: Paying Overtime Under the FLSA Part 1Ascentis
This is the first of a two-part webinar that will help you better understand the sometimes confounding requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. Common folk lore says you simply count the hours the employee works beyond 40 hours a week. Then you multiply that by 1.5 times their hourly pay rate and you’re done right? Not so fast! The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky.
Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business no matter how large or small! And just to make it interesting, most states use the same definition to calculate overtime as the FLSA does. So one error can earn you double the penalties.
4. How to earn credit
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6. Today’s Speaker
Bob Greene currently serves as Channels Manager and Sales Trainer at Ascentis.
Bob’s 39 years in the human capital management industry have been spent
in practitioner, consultant and vendor/partner roles. As practitioner, he managed
payroll for a 5,000 person bank in New Jersey. As consultant, he spent 8 years
advising customers in HRMS, and payroll and benefits system design as well as
acquisition strategies. Bob also built a strategic HCM advisory practice for Xcelicor
(now Deloitte Consulting.)
As vendor/partner, he has had prominent roles in sales support, marketing and
product management at several companies and currently Ascentis. Bob recently
re-joined the Editorial Board of IHRIM's Workforce Solutions Review journal, as
Contributing Editor. His experience also includes two years as Adjunct Lecturer in
HRIS at Benedictine University in Lisle, Illinois. In addition to his 39 years of
experience, Bob also holds a BA in English from Rutgers University.
Bob Greene
7. Agenda
• Part I: The Problems No HR Professional Wants or Expects….
…Yet Must Always Be Prepared For
• A Brief History of Workplace Disasters
• The Emergency Management Cycle
• Part II: Preparedness
• Policy Management
• Part III: Response
• Where Is Everybody?
• Part IV: Recovery
• Benefits Coordination
• Part V: Mitigation
• Training and the LMS
• Succession Planning
• Steps Every Employer Can Take NOW!
• How Ascentis Can Help
9. Part I – When Disaster Strikes
Workplace Disasters Come in Many Shapes and Sizes:
• At about 4:40 pm on March 25, 1911, a fire broke out at the Triangle Shirtwaist
Factory in lower Manhattan, killing 146 garment workers.
• On December 2, 2015, at an office training event and holiday party in San
Bernardino, California, a pair of individuals opened fire and killed 14,
wounding 22 more.
• On October 17, 1989, at 5:04 pm while many people were still at work or
starting their commutes home, a devastating magnitude 6.9 earthquake near
Loma Prieta Peak, California resulted in 63 deaths and 3,757 injuries.
• And on September 11, 2001, a total of 2,977 Americans perished in the worst
terrorist attack on our soil in American history. Of these victims, at least 91%
were employees at work when the attacks occurred.
Preparing for the Unthinkable…
10. Part I – When Disaster Strikes
What Did All These Disasters Have in Common?
• They all occurred at times and/or locations where many or most of the victims
were at work.
• They all resulted in deaths and injuries to individuals while they were at work.
• And as a result, attention and pressure would naturally be directed toward HR
professionals, both in terms of the reaction to the disasters by HR, as well as
the preparedness of the workforce to deal with this disaster (or more
pointedly, the next one), which also falls as a responsibility to Human
Resources.
Preparing for the Unthinkable…
11. Part I – When Disaster Strikes
All too often, HR professionals are placed in a uniquely difficult
position:
• We must stay vigilant for the next potential disaster while not obsessing about it.
• We must prepare our employees to react and respond to the next potential
disaster without freighting it with so much anticipation that those employees
obsess about it.
• And we must empathize with our employees and their families who are personally
impacted, while steeling our wills to deal with the media, benefits providers, law
enforcement, and any number of others demanding of our time in the immediate
aftermath of these events.
Preparing for the Unthinkable…
12. Part I – When Disaster Strikes
There are also important implications for HR Technology:
• The HRIS/Employee Portal has a role to play in employee communications,
planning, benefits administration, and overall policy management.
• The Timekeeping application has an important role to play at crucial points in the
process because only it can answer the question “where is everybody?”
• Learning Management and Content can/should be leveraged to train all
employees to deal with any possible incident arising at work:
• How to respond
• Tips for staying safe
• Corporate community support and what the organization is doing to keep them safe
• Succession Planning to ensure that the corporation has a solid “survival” plan.
Preparing for the Unthinkable…
13. Part I – When Disaster Strikes
Realistically Assessing the Likelihood
Over the last 30 years (1988-2018):
• There have been 32 “mass” workplace shootings in the
US (counting only those where there were 3 or more
deaths per incident.)
• These have totaled 189 fatalities and 121 injuries.
• Using 129 million as the number of individuals employed
in the US this year, that represents 0.00015%.
• Put another way, an employee’s chances of being killed
in such an incident are 1 in 683,000, about the same as
being struck by lightning (1 in 700,000).
• Assuming an even distribution of these incidents over
30 years, an employee is 30 times more likely to be
struck by lightning in any single year than to be a victim
of gun violence in a mass shooting at work!
Preparing for the Unthinkable… Incident Fatalities Injuries
Total
Casualties
San Bernardino mass shooting (San Bernardino, California, 2015) 14 21 35
Atlanta day trading spree killings (Atlanta, Georgia, 1999) 9 13 22
Standard Gravure shooting (Louisville, Kentucky, 1989) 9 12 21
United States Postal Service shooting (Edmond, Oklahoma, 1986) 15 6 21
Excel Industries mass shooting (Hesston, Kansas, 2016) 3 14 17
Lockheed Martin shooting (Meridian, Mississippi, 2003) 7 8 15
Planned Parenthood clinic (Colorado Springs, Colorado, 2015) 3 9 12
Hartford Beer Distributor shooting (Manchester, Connecticut, 2010) 9 2 11
ESL shooting (Sunnyvale, California, 1988) 7 4 11
Royal Oak postal shootings (Royal Oak, Michigan, 1991) 5 5 10
Navistar shooting (Melrose Park, Illinois, 2001) 5 4 9
Hotel shooting (Tampa, Florida, 1999) 5 3 8
Accent Signage Systems shooting (Minneapolis, Minnesota, 2012) 7 1 8
Goleta postal shootings (Goleta, California, 2006) 8 0 8
Caltrans maintenance yard shooting (Orange, California, 1997) 5 2 7
Fort Lauderdale revenge shooting (Fort Lauderdale, Florida, 1996) 6 1 7
R.E. Phelon Company shooting (Aiken, South Carolina, 1997) 4 3 7
Wakefield massacre (Wakefield, Massachusetts, 2000) 7 0 7
Atlantis Plastics shooting (Henderson, Kentucky, 2008) 6 1 7
Xerox killings (Honolulu, Hawaii, 1999) 7 0 7
Capital Gazette shooting (Annapolis, Maryland, 2018) 5 2 7
Edgewood businees park shooting (Edgewood, MD, 2017) 3 3 6
Rite Aid warehouse shooting (Perryman, MD, 2018) 3 3 6
Walter Rossler Company massacre (Corpus Christi, Texas, 1995) 6 0 6
Connecticut Lottery shooting (Newington, Connecticut, 1998) 5 1 6
T&T Trucking shooting (Bakersfield, CA, 2018) 5 0 5
Chuck E. Cheese's killings (Aurora, Colorado, 1993) 4 1 5
Florida awning manufacturer shooting (Orlando, Florida, 2017) 5 0 5
San Francisco UPS shooting (San Francisco, CA, 2017) 3 2 5
Pennsylvania supermarket shooting (Tunkhannock, PA, 2017) 3 0 3
Rural Ohio nursing home shooting (Kirkersville, Ohio, 2017) 3 0 3
Yountville veterans home shooting (Yountville, California, 2018) 3 0 3
189 121 310
14. Part I – When Disaster Strikes
The four generally recognized Emergency
Management “phases:”
• Preparedness: planning, training, and educational
activities for events that cannot be mitigated…
• Response: occurs in the immediate aftermath of a
disaster. During the response phase, business and
other operations do not function normally…
• Recovery: restoration efforts occur concurrently with
regular operations and activities…
• Mitigation: actions taken to prevent or reduce the
cause, impact, and consequences of disasters…
The Emergency Management Lifecycle
https://training.fema.gov/emiweb/downloads/is111_unit%204.pdf
16. Part II – Preparedness
“The Devil’s In the Details…”
• …and the details are often in the data!
• Do you have pictures loaded for every employee?
• When first responders first come on seen, they may need to clear employees
to re-enter the building, or identify individuals.
• With pictures in the HRIS profile of each employee, it’s easy to establish
temporary security access for a lead first responder, hand her a laptop, and
show her how to locate each employee in the system.
• Does each employee have a valid emergency contact
established?
• When was the last time it was updated?
• Do you mandate periodic reviews of the data?
• Are all reporting relationships in your system correct and up to
date?
17. Part II – Preparedness
Policy Management: Much to Consider, Much to Decide
• Emergency Policies are sometimes addressed by
organizations, but too often are not:
• Emergency policies should address every potential situation
• Ideally, they should obligate employees to take/re-take periodic training on
emergency preparedness and response
• And of course, they should be reviewed by Legal.
• Have you established Fire “Floor Captains” within your
buildings?
• Is that information stored in the HRIS?
• Is it time to expand these policies to train the captains on response to other
forms of emergencies? (After all, the same “rules of engagement” mostly
govern your response to other workplace disasters as well…)
18. Part II – Preparedness
Onboarding: Example Pre-Employment Policy e-Signature and Collection
19. Part II – Preparedness
Onboarding: Example Pre-Employment Policy e-Signature and Collection
20. Part II – Preparedness
Onboarding: Example Pre-Employment Policy e-Signature and Collection
21. Part II – Preparedness
Unlimited Document Attachments
22. Part III – Response
Response
The ONE Question on the Minds of Every HR Professional in an Organization
with Offices in the World Trade Center on September 11, 2001:
“Where Were Each of My Employees This Morning?”
23. Part III – Response
• When disaster strikes, the immediate and very first priority of every HR professional
is ensuring their employees are safe.
• That means determining where every employee is!
• Are employees on PTO that day?
• Working in other offices or from home?
• On company travel?
• Or were they in the impacted facility when the emergency arose?
• Technology has come a long way since the confusion which followed the 9/11
attacks.
• GPS now allows us, potentially, to know where ANY employee is, at ANY time, but privacy
considerations prevent us from “tagging” our employees with personal GPS tracking chips as a
generalized policy.
• Still, GPS can be used to verify the location of an employee when they clock in and clock out.
• Which brings us to HR Managers’ concerns about salaried employees and the FLSA.
Locating Employees
24. Part III – Response
Tracking Employees, the FLSA, and Salaried Employees
• We know that the Fair Labor Standards Act prohibits us from
tracking the hours of salaried employees and using those hours
for any pay-related purpose (“docking,” paying overtime, etc.).
• Doing so can cause the employee to be automatically and
involuntarily reclassified as hourly status.
• However, there are known exceptions to this rule.
• For example, we can require salaried employees to record their time,
right down to the hour, for various kinds of time off, with FMLA
intermittent leave being the perfect illustration of this exception.
25. Part III – Response
Tracking Employees, the FLSA, and Salaried Employees
• There is nothing in the FLSA, however, to preclude employers from
requiring a check-in and check-out procedure, of ALL classes of
employees, to address workplace safety and security concerns.
• Many HCM Suites (either through their HRIS modules or through Time &
Attendance) offer “In/Out Board” capabilities for ALL employees.
• The concept is straightforward:
• …for hourly employees, we gather their “in or out” of office status and their
location, from their normal clock-ins/outs – whether collected by timeclock,
telephony, security badge integration, web based punching, or mobile apps.
• …for salaried employees, on the other hand, we simply require that they
“check in” and the information we maintain on them is limited to the fact
that “as of this time and date, they are at work and on the premises at our
__________ facility.”
26. Part III – Response
The “In/Out” Board
A good HCM Suite should include an
In/Out Board
• The board answers the key question with immediate
color-coded feedback: “who is at work and who is not?”
• More sophisticated capabilities can include:
• use of GPS technology to track location of clock-in/clock-out within
a few feet, and/or
• use of RFID technology to detect badges “near” a device without
having to swipe a badge.
• Note that for salaried employees (FLSA-exempt) this
information about clock-ins/clock-outs should not be
passed to payroll.
• Additionally, records retention for salaried/exempt
employee in/out board information should be carefully
considered: once the utility of the “on/off-premises”
information is no longer needed, it should no longer be
retained.
28. Part IV – Recovery
Employee Impacts and Recovery
• One area of significant impact for employees who become disaster
victims is benefits policies and claims.
• Benefits plans that will potentially present challenges include:
• Long-Term Disability, Workers Compensation
• Life, Supplemental Life
• AD&D
• Business Travel
• Questions to ask of each provider BEFORE an incident occurs:
• Are “acts of terror” excluded from coverage?
• What (specifically, please) constitutes an act of terror?
• Are “acts of God” excluded from coverage?
• What (specifically, please) constitutes an act of God?
30. Part V – Mitigation
• One Corporation’s Survival Story
• In 2001, Cantor Fitzgerald was a large Wall Street trading firm with 960 employees, well-
respected by their customers, and an innovator in the emerging science of electronic trading.
• They occupied the 101st – 105th floors of Tower One of the World Trade Center.
• On the morning of September 11, 2001, they lost 658 employees to the terrorist attacks – more
than 60% of their people, and more than any other single employer that horrible day.
• Against all odds, this company survived, and today employs more than 12,000 people, in 60
locations, in 20 countries.
• This was due, in no small part, to the tenacity of their CEO, Howard Lutnick, who lost his brother
in the attacks.
• Mr. Lutnick gave the victims’ families 25% of the firm’s profits for five years,
and 10 years of paid health insurance. This undoubtedly helped give him
and his surviving employees the will and the reason to go on
and rebuild their business.
Background: The Story of Cantor Fitzgerald
Source: https://www.businessinsider.com/cantor-fitzgerald-9-11-story-howard-lutnick-2011-9
31. Part V – Mitigation
• The Myths Around Succession Management…and the Truth
• The Myth: “I only need it for a few CxO positions. I can do that on a spreadsheet.”
The Reality: Companies need good succession planning for any critical position, a
vacancy in which would delay (or stop dead in its tracks) any major manufacturing or
production process, or any project or initiative critical to company overall success.
• The Myth: “It’s only for BIG companies. We have 250 people. Why would we need it?”
The Reality: A great argument can be made that smaller companies can be even more
negatively impacted by sudden vacancies in key positions than larger ones, since there
is less bandwidth to have others in similar positions cover work temporarily. Family
owned and/or managed organizations can be particularly vulnerable.
• The Myth: “It’s too complex.”
The Reality: Actually, most of the information needed by Succession Planning is
already captured if you have a robust Performance Management cycle. Generally, all
that needs to be added is “hi-po” information, and development of talent pools.
Succession Planning: Myths & Reality
32. Part V – Mitigation
Succession Planning: Required Capabilities
33. Part V – Mitigation
Succession Planning: Required Capabilities
Promotion
Ready
“Up or
Out”
34. Part V – Mitigation
Succession Planning: Required Capabilities
35. Part V – Mitigation
• For Emergency Preparedness and Risk Mitigation, Think of
Your LMS Just Like a Pre-Flight Passenger Safety Briefing
• We’ve all been there. The plane is buttoned up, you can’t wait to leave the gate and start your trip, the
cabin is overheated, you’re struggling to stay awake, and there’s that annoying flight attendant with the
tiny seat belt and yellow plastic cup in her hand, and they expect you to listen to her about what to do in
case of emergency.
• But knowledge is power, and never so much as in an emergency – any kind of an emergency. Knowledge
helps reduce the mind and body’s desire to panic. If the learner was truly paying attention during that
training, they will immediately go to the part of their brain where they stored the key takeaways, and start
running their mental “what-if” checklist.
• This is why experts say:
• “Plane crashes are much safer than they used to be.
• Between 1962 and 1981, among crashes that had at least one fatality, 54% of the people on board died.
• Between 1982 and 2009, that percentage dropped to 39%, a decrease credited to wider bodied planes that are
safer and to [publicity around situations like that of] Sully Sullenberger.
• Perhaps more to the point, 76% of people in crashes survive.”
Background: The Role of an LMS
Source: https://psmag.com/economics/watch-pre-flight-safety-demonstration-85109
36. Part V – Mitigation
• For Emergency Preparedness and Risk Mitigation, Think of
Your LMS Just Like a Pre-Flight Safety Briefing
• So we know we need an LMS.
• And some pre-fab content might be good, too since it will be authored by experts and save
us time.
• But how do we ensure it is effective?
• We need some evidence of this BEFORE the emergency occurs, because we hope it never will, and if it does,
that is NOT the time to find out that your training wasn’t effective.
• The answer is SCORM (or AICC) compliance, and a little ingenuity on our parts.
• SCORM allows us to measure attendance, set maximum read-through times, offer Q&A feedback loops, and
most importantly, embed quizzes, and perhaps even a “final exam,” recording each learner’s results.
• This gives us the knowledge of whether the training was effective or not, and we can fine-tune the content
based on it.
• As for the ingenuity part, it’s not that difficult to come up with a few prizes, giveaways or
other “gimmicks” designed to keep learners listening, and motivated to score high on that
“final.”
Background: The Role of an LMS
37. Part V – Mitigation
Learning Management: Required Capabilities
38. Part V – Mitigation
Learning Management: Required Capabilities
40. 1. Preparedness
• Start with an inventory of current policies.
• Do you have policies specific to Emergency Management?
• When were they last updated and what kinds of crises do they address?
• How do your policies and procedures involve your leaders, at various levels, to execute an
emergency plan in a crisis? (No HR person can do it alone!)
• Bear in mind that, when it comes to training, once is “ok” but repeated annual or semi-annual
“refreshers” is better. How do your policies address this?
• Next, give your background check process…a background check!:
• What kinds of background checks do you do?
• Do you do these checks on EVERYONE? Or different checks for different groups, by job or perhaps
by management level? (Common fallacy: someone capable of “snapping” and committing
workplace violence is unlikely to be in the management or leadership ranks…)
Four Key Steps to Address Emergency Response Within Your Organization
Steps Every Employer Should Take NOW!
41. 2. Response
• If a crisis occurred at one of your locations tomorrow, could you immediately identify
where every employee was located at the time the event occurred?
• If not, how can you leverage HCM Technology to address that gap?
• Do you have every employee’s emergency contact information on file, and is it
current?
• Do you have every employee’s picture updated in their profiles (actual pictures,
please, no avatars or cartoon clip-art of Shrek or a Elsa – no matter how much the
employee loves them!) Are you ready to hand off this information to first responders
to make it easier for them to do their jobs?
Four Key Steps to Address Emergency Response Within Your Organization
Steps Every Employer Should Take NOW!
42. 3. Recovery
• The time to know how your benefits plan providers will react to a crisis (that includes
casualties) is NOT after that crisis occurs.
• When was the last time you reviewed all group insurance policy language about
exclusions, and what might constitute an “act of God” or an “act of terror.”
• Do you need additional coverage, or a rider specific to possible workplace violence?
• Always include your Legal team/resources in these reviews. Insurance plans can be
complex, vary by line of coverage, and also may vary by state.
Four Key Steps to Address Emergency Response Within Your Organization
Steps Every Employer Should Take NOW!
43. 4. Mitigation
• Do you have an LMS?
• If so, do you include as mandatory, training related to crisis management?
• Do you require this training to be re-taken periodically?
• Do you offer different levels of training to individual contributors vs. team leaders,
involving those leaders more proactively in the response?
• Are you completely “self-propelled” on the content for this training? Is keeping up
with the latest nuances of the training becoming too much, and is it time to think
about pre-configured course content?
• Do you have a succession plan in place? If not, you absolutely should.
• How “deep” does your succession plan go within the organization?
• How well does your HCM technology support your succession planning efforts?
(#BecauseExcelIsNotEnough!)
Four Key Steps to Address Emergency Response Within Your Organization
Steps Every Employer Should Take NOW!
45. Ascentis can help
Payroll HR &
Benefits
Talent
Management
Recruiting &
Onboarding
Time &
Attendance
›HRIS/Recruiting:
Policy Acknowledgements,
E-Signature, Unlimited Attachments
›Timekeeper:
In/Out Board,
GPS Location Monitoring
›Talent: LMS
Training Records, Full LMS Player,
SCORM Compliant Content
›Talent: Succession Mgmt
Talent Pools, Nine-Box Analysis,
Successor Reporting, Career Paths
46. Learn more
Request an assessment of your organization’s
HCM Technology Emergency Response capabilities
47. How to earn credit
Stay on the webinar,
online for the full 60
minutes
Be watching using your
unique URL
Program codes delivered
by email, to registered
email, approximately 30
days following today’s
session
Before we get started, I’ll share a bit about who we are: Ascentis’ comprehensive suite of HCM (human capital management) solutions helps organizations develop and elevate their workforce, supporting greater productivity and advanced performance. Total cost of ownership is reduced through our innovative fixed-pricing plans and low implementation fees. Our award-winning technology ensures that workforce administration is simple, easy and intuitive.
For more than 35 years we’ve been helping businesses reduce costs, automate processes, increase productivity AND go paperless, and we’re very proud to serve more than 1100 customers, many of which are in the audience today.
*NEXT SLIDE*
I’ll turn the presentation over to Bob after a few housekeeping items you’ll need to know for today’s session. First, we’re going to cover what you need to know to earn your credit. Second, we’ll cover how to ask questions during the webinar. Third, we’ll take a quick peek into what you’ll be learning today, and lastly I’ll give you some information about our speaker, who I am very excited to introduce you to.
*NEXT SLIDE*
So, 1st things first. Credits. There are several things that go into earning a certificate, and we’ve outlined them all here for you to see. I do want to draw your attention to the two most important items. You must be logged in using your unique link from the confirmation email, and you must attend for the full 60 minutes.
*NEXT SLIDE*
Our second housekeeping item is questions. Please enter all your questions into the chat box. Questions about sound quality or even accreditation will be answered right away. And questions for our speaker will be forwarded on for follow up over the next couple of weeks. Today’s session is full of great information, so we will likely not have time for a live Q&A at the end.
And that brings us to the third item which is today’s topic.
…topic overview …..
…….Will read through speaker bio….
I think that should be enough to get us started, which means it’s time to hand off the presentation to our speaker, Bob. On behalf of myself, and all the attendees here today, Bob, welcome.
As we have spent more than 30 years in the HR space, we have come to understand all of the areas that companies often consider driving advancements around in the human capital management arena. These areas are Recruiting and Onboarding, Talent Management, HR & Benefits, Time and Attendance and Payroll. Which areas are the top priorities for your business and where would you like us to focus our discussion today?