With Congress and the President provisioning to continue Extended Unemployment Benefits, and State UC rates so high, does the employer really have any say in how much a business pays in unemployment taxes? The answer is, “Definitely Yes!”
This webinar offers an excellent opportunity for frontline supervisors, managers and HR professionals to learn more about controlling unemployment costs. Presented by AlphaStaff Unemployment Claims Specialists, Chauncey Gainer and Pam Nading.
The webinar covered best practices for hiring, including sourcing candidates, screening resumes and phone screens, conducting interviews, and final screening. It emphasized the importance of hiring the right person and avoiding discrimination. Interviewers were advised to ask only job-related questions consistently, avoid biases, and properly prepare, listen and follow up to assess candidates fully based on qualifications and experience.
We all have our stories of shock and awe – they generally start with “you won’t believe what happened at work today!” – But what can we learn from some of the most egregious events that we experience each day as HR professionals? Learn both preventative and responsive measures from other’s horror stories and also obtain great stories for your next dinner party! Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
You can listen to today’s webinar using your computer’s speakers or by dialing into the teleconference. To join the teleconference, dial 1.650.479.3208 and enter access code: 924 523 772 #. You will hear music until the seminar begins.
Applying Courtship Principles: Hiring for the Long TermTechWell
As managers, we tend to focus on improving our processes. But have you considered that good people—not processes—are really the foundation of high-quality software? Competent and skilled people—combined with good process—can consistently produce higher-quality software. When we look for a spouse, we go out on a date, then another, and another as part of an information gathering process. We collect several months or even years of information to make this critical decision. So, why do we often make long-term employment decisions with a few brief interviews? Philip Lew shares his ideas on how to find the best testers. Determining what qualities and characteristics to look for, what questions to ask, and which non-traditional activities or exercises to employ can be done as part of the interview process. Phil says that adapting our questions and methods can help us not only find people suited for our development processes but also help us hire for the long term.
This document summarizes the key stages in the talent acquisition process: sourcing, prescreening, interviewing, background checks, and onboarding. It provides details on sourcing strategies like posting jobs online and using diversity recruiting tools. For prescreening, it discusses initial qualification questions by phone. Interview types include technical, committee, traditional, and behavioral based on past experiences. Background checks verify former employment, criminal history, and references. Onboarding involves orientation, training, and buddy programs for new hires.
The document discusses the 10 deadly sins of talent management that can undermine an organization's potential and keep it from achieving great success. The first sin is failing to prioritize hiring "A" players, who are the top 10% of performers and can be 8-10 times more productive than average employees. The second sin is paying below market value for talent, which only attracts weaker candidates. The third sin is having an overly long and arduous hiring process that causes top candidates to withdraw from the process. The document continues discussing seven additional sins such as hiring based on interviewing skills rather than proven performance, lacking defined career paths, over relying on job boards for recruiting, tolerating low performers, and providing insufficient training and development
Accommodation Conversation: Strategies for Effective ADA Reasonable Accommoda...America's Job Exchange
America's Job Exchange (AJE) hosted a webinar in August to discuss provisions of the Americans with Disabilities Act (ADA). A hallmark of the ADA is the provision of reasonable accommodation to ensure equality in the workplace. This webinar will discuss what is reasonable accommodation. How is disclosure of disability handled? What are my responsibilities when someone discloses? Many employers consider the ADA too "mysterious" to understand. This session will "de-mystify" the ADA by providing practical information on ADA rights and responsibilities.
This webinar will covered:
-Reasonable accommodations as they relate to essential job functions
-Employer obligations when someone discloses a disability
-What protections do I have as an employer under ADA
Hiring the right person the first time is important to reduce costs from turnover. Turnover is estimated to cost companies over $75 billion annually to replace the 6.5 million employees who leave each year. High turnover can negatively impact company morale and performance. It is best to hire people with the right attitude who are passionate about the work as skills can be learned. Conducting thorough interviews focusing on traits like initiative, adaptability, teamwork and problem solving skills can help identify the strongest candidates. However, interviews must avoid illegal discriminatory questions regarding attributes like age, race, religion or medical history.
The webinar covered best practices for hiring, including sourcing candidates, screening resumes and phone screens, conducting interviews, and final screening. It emphasized the importance of hiring the right person and avoiding discrimination. Interviewers were advised to ask only job-related questions consistently, avoid biases, and properly prepare, listen and follow up to assess candidates fully based on qualifications and experience.
We all have our stories of shock and awe – they generally start with “you won’t believe what happened at work today!” – But what can we learn from some of the most egregious events that we experience each day as HR professionals? Learn both preventative and responsive measures from other’s horror stories and also obtain great stories for your next dinner party! Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
You can listen to today’s webinar using your computer’s speakers or by dialing into the teleconference. To join the teleconference, dial 1.650.479.3208 and enter access code: 924 523 772 #. You will hear music until the seminar begins.
Applying Courtship Principles: Hiring for the Long TermTechWell
As managers, we tend to focus on improving our processes. But have you considered that good people—not processes—are really the foundation of high-quality software? Competent and skilled people—combined with good process—can consistently produce higher-quality software. When we look for a spouse, we go out on a date, then another, and another as part of an information gathering process. We collect several months or even years of information to make this critical decision. So, why do we often make long-term employment decisions with a few brief interviews? Philip Lew shares his ideas on how to find the best testers. Determining what qualities and characteristics to look for, what questions to ask, and which non-traditional activities or exercises to employ can be done as part of the interview process. Phil says that adapting our questions and methods can help us not only find people suited for our development processes but also help us hire for the long term.
This document summarizes the key stages in the talent acquisition process: sourcing, prescreening, interviewing, background checks, and onboarding. It provides details on sourcing strategies like posting jobs online and using diversity recruiting tools. For prescreening, it discusses initial qualification questions by phone. Interview types include technical, committee, traditional, and behavioral based on past experiences. Background checks verify former employment, criminal history, and references. Onboarding involves orientation, training, and buddy programs for new hires.
The document discusses the 10 deadly sins of talent management that can undermine an organization's potential and keep it from achieving great success. The first sin is failing to prioritize hiring "A" players, who are the top 10% of performers and can be 8-10 times more productive than average employees. The second sin is paying below market value for talent, which only attracts weaker candidates. The third sin is having an overly long and arduous hiring process that causes top candidates to withdraw from the process. The document continues discussing seven additional sins such as hiring based on interviewing skills rather than proven performance, lacking defined career paths, over relying on job boards for recruiting, tolerating low performers, and providing insufficient training and development
Accommodation Conversation: Strategies for Effective ADA Reasonable Accommoda...America's Job Exchange
America's Job Exchange (AJE) hosted a webinar in August to discuss provisions of the Americans with Disabilities Act (ADA). A hallmark of the ADA is the provision of reasonable accommodation to ensure equality in the workplace. This webinar will discuss what is reasonable accommodation. How is disclosure of disability handled? What are my responsibilities when someone discloses? Many employers consider the ADA too "mysterious" to understand. This session will "de-mystify" the ADA by providing practical information on ADA rights and responsibilities.
This webinar will covered:
-Reasonable accommodations as they relate to essential job functions
-Employer obligations when someone discloses a disability
-What protections do I have as an employer under ADA
Hiring the right person the first time is important to reduce costs from turnover. Turnover is estimated to cost companies over $75 billion annually to replace the 6.5 million employees who leave each year. High turnover can negatively impact company morale and performance. It is best to hire people with the right attitude who are passionate about the work as skills can be learned. Conducting thorough interviews focusing on traits like initiative, adaptability, teamwork and problem solving skills can help identify the strongest candidates. However, interviews must avoid illegal discriminatory questions regarding attributes like age, race, religion or medical history.
Part of the MaRS Entrepreneurship101 series
http://www.marsdd.com/ent101
What you need to do about the basics of HR policies and practices in an entrepreneurial context.
Speaker: Tammy Sturge, President and Consultant, HR Transformations
This event is available as an audio presentation:
http://blog.marsdd.com/2007/03/22/entrepreneurship-101-do-you-want-to-be-a-consultant-or-an-employee/
Speaker: Tammy Sturge, HR Transformations Inc.
This session covers the human resources policies and practices needed in an entrepreneurial context including everyone's favourite HR topics: hiring and firing!
Part of the CIBC Presents Entrepreneurship 101 lecture series:
http://www.marsdd.com/events/details.html?uuid=5fa517eb-debd-4827-86cd-463561a3ee64
The recruitment and selection process involves finding and choosing suitable candidates for jobs within a company. It begins with planning to fill vacancies, developing job descriptions and advertising positions. Companies then sort through applications, conduct interviews and assessments, check references, and make offers. The goal is to implement fair procedures to identify the best candidates who align with job requirements and company culture.
Attraction, recruitment and selection. How can we take unconscious bias out o...Binna Kandola
Gaining access to an organisation can be a challenge to visible minorities. That’s why, whether it be facilitating access to influential networks, curbing discrimination in the shortlisting process or improving interview practice, we must ensure recruitment and selection processes are fair. Learn more about how you can make this happen.
L_O_ Older Worker Specialist Training - AJim Korth
This document provides an overview of information relevant to older workers and older worker specialists. It defines an older worker as someone age 55 or older, of which there are over 2 million in North Carolina. An older worker specialist helps mature job seekers strengthen their marketability and is aware of age discrimination laws and community resources that can assist older workers. The document discusses challenges facing older workers in the modern job search process and provides tips for older workers, such as emphasizing their experience and work ethic during interviews. It also outlines legal protections for older workers under the Age Discrimination in Employment Act.
The document discusses various topics related to managing employees, including selecting, training, evaluating, and rewarding employees. Specifically:
1. Companies use methods like interviews, tests, and screening to select employees. Training methods include on-the-job training, classroom training, and computer-based training.
2. Performance is evaluated using methods like management by objectives, production standards, and appraisals. Feedback is important to motivate employees.
3. Rewards should be related to performance to maintain motivation. Rewards include intrinsic rewards like satisfaction as well as extrinsic rewards like pay and benefits.
This document provides information about applying for jobs with the Government of the Northwest Territories (GNWT). It outlines the GNWT staffing process, including how jobs are advertised, the application and screening process, interviews, and making job offers. It also discusses the GNWT's affirmative action policy and provides tips for applying, such as preparing cover letters and resumes, declaring affirmative action status, and preparing for interviews. The overall goal is to help applicants understand the staffing process and improve their chances of success in finding employment with the GNWT.
Employment Gaps - Reframing Your ExperiencesJudy Sun
The webinar discusses addressing employment gaps when job searching. It suggests framing gaps positively by focusing on skills developed, like adaptability and resilience. The presentation recommends using annual date ranges on resumes, highlighting transferable experiences from gaps like volunteering, and being prepared to discuss gaps confidently in interviews by having examples of learning experiences.
The document discusses effective strategies for selecting and placing employees, including:
1. Having an accurate job description that clearly outlines responsibilities can reduce turnover by attracting applicants that are a good fit for the role.
2. Companies like Google and Southwest Airlines hire for cultural fit by assessing how a candidate's values and personality align with the company culture.
3. Interview questions should be focused on work experience and qualifications rather than personal details to avoid potential discrimination. Tests used in selection must also be job-related.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
The document discusses how to avoid hiring "catfish" candidates, or those who falsify their credentials. It defines a catfish as someone who pretends to be someone they are not online to gain advantages. Some red flags for catfish candidates are unexplained gaps in employment, reluctance to contact previous employers, and exaggerated educational claims. The document provides strategies for employers to avoid bad hires, such as thoroughly checking references, having structured interviews, and resisting the urge to quickly fill roles before finding the right candidate.
Sample Presentation of Best Practices in Recruitment, Staffing and Sourcing. This was developed for one of my previous clients to help streamline their recruiting process.
This document provides information on human resources recruitment processes. It discusses the need for recruitment when employees leave or are promoted. It outlines the recruitment life cycle and provides tips for writing job descriptions, advertising roles, and structuring interviews to avoid bias. It also discusses the importance of retention and considering elements like job previews as part of a retention strategy. The goal is to have a fair recruitment process that attracts qualified candidates and limits discrimination.
This document provides guidance for employers on creating a transgender-friendly workplace in regards to recruitment and retention of transgender staff. It addresses practical advice and legal considerations. Some key points include promoting inclusion on the company website, being flexible with application forms, ensuring sensitive handling of personal information, complying with anti-discrimination laws, and providing support and training for managers to understand issues impacting transgender employees. The overall goal is for employers to make all staff feel valued and enable transgender individuals to fulfill their potential without fear of discrimination.
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
This document provides information about smart recruitment services from Appointments Personnel. It highlights the benefits of using a recruitment agency such as saving time spent screening candidates, attracting top candidates, and receiving a fee refund if a new hire doesn't work out within 100 days. The agency offers services like skills testing, profiling, training resources, and an online employer zone. Testimonials from clients praise the agency for consistently finding the right candidates. The value of smart recruitment is emphasized as hiring the wrong person can be costly. Contact details are provided to follow up about the services.
Putting the Human Back in HR: How to Create a Positive Offboarding ExperienceAggregage
The offboarding process has been an essential part of the employee work life cycle but in the last year it almost seemed like it was the only part of the cycle. Join Tracie Sponenberg, Chief People Officer of Granite Group and keynote speaker as she discusses the intricacies of the offboarding process and how to make it a positive experience for all employees & employers.
Dessler ch 02-equal opportunity and the lawShamsil Arefin
This PowerPoint presentation covers key topics in equal opportunity and the law as it relates to human resource management. It discusses major federal employment discrimination laws including Title VII, the ADA, and the ADEA. Key concepts explained include adverse impact, reasonable accommodations under the ADA, and defenses against discrimination claims such as business necessity. The presentation also addresses designing affirmative action programs, avoiding reverse discrimination, and managing workplace diversity.
This document summarizes key aspects of equal opportunity and anti-discrimination law covered in Chapter 2. It discusses the main federal laws prohibiting employment discrimination based on characteristics like race, sex, religion, disability status and more. It also outlines employer obligations to provide reasonable accommodations under the Americans with Disabilities Act and avoid discriminatory practices in areas like hiring, promotions and benefits. Additionally, it covers topics like diversity management programs, designing affirmative action plans, defenses against discrimination allegations and the use of mandatory arbitration.
Part of the MaRS Entrepreneurship101 series
http://www.marsdd.com/ent101
What you need to do about the basics of HR policies and practices in an entrepreneurial context.
Speaker: Tammy Sturge, President and Consultant, HR Transformations
This event is available as an audio presentation:
http://blog.marsdd.com/2007/03/22/entrepreneurship-101-do-you-want-to-be-a-consultant-or-an-employee/
Speaker: Tammy Sturge, HR Transformations Inc.
This session covers the human resources policies and practices needed in an entrepreneurial context including everyone's favourite HR topics: hiring and firing!
Part of the CIBC Presents Entrepreneurship 101 lecture series:
http://www.marsdd.com/events/details.html?uuid=5fa517eb-debd-4827-86cd-463561a3ee64
The recruitment and selection process involves finding and choosing suitable candidates for jobs within a company. It begins with planning to fill vacancies, developing job descriptions and advertising positions. Companies then sort through applications, conduct interviews and assessments, check references, and make offers. The goal is to implement fair procedures to identify the best candidates who align with job requirements and company culture.
Attraction, recruitment and selection. How can we take unconscious bias out o...Binna Kandola
Gaining access to an organisation can be a challenge to visible minorities. That’s why, whether it be facilitating access to influential networks, curbing discrimination in the shortlisting process or improving interview practice, we must ensure recruitment and selection processes are fair. Learn more about how you can make this happen.
L_O_ Older Worker Specialist Training - AJim Korth
This document provides an overview of information relevant to older workers and older worker specialists. It defines an older worker as someone age 55 or older, of which there are over 2 million in North Carolina. An older worker specialist helps mature job seekers strengthen their marketability and is aware of age discrimination laws and community resources that can assist older workers. The document discusses challenges facing older workers in the modern job search process and provides tips for older workers, such as emphasizing their experience and work ethic during interviews. It also outlines legal protections for older workers under the Age Discrimination in Employment Act.
The document discusses various topics related to managing employees, including selecting, training, evaluating, and rewarding employees. Specifically:
1. Companies use methods like interviews, tests, and screening to select employees. Training methods include on-the-job training, classroom training, and computer-based training.
2. Performance is evaluated using methods like management by objectives, production standards, and appraisals. Feedback is important to motivate employees.
3. Rewards should be related to performance to maintain motivation. Rewards include intrinsic rewards like satisfaction as well as extrinsic rewards like pay and benefits.
This document provides information about applying for jobs with the Government of the Northwest Territories (GNWT). It outlines the GNWT staffing process, including how jobs are advertised, the application and screening process, interviews, and making job offers. It also discusses the GNWT's affirmative action policy and provides tips for applying, such as preparing cover letters and resumes, declaring affirmative action status, and preparing for interviews. The overall goal is to help applicants understand the staffing process and improve their chances of success in finding employment with the GNWT.
Employment Gaps - Reframing Your ExperiencesJudy Sun
The webinar discusses addressing employment gaps when job searching. It suggests framing gaps positively by focusing on skills developed, like adaptability and resilience. The presentation recommends using annual date ranges on resumes, highlighting transferable experiences from gaps like volunteering, and being prepared to discuss gaps confidently in interviews by having examples of learning experiences.
The document discusses effective strategies for selecting and placing employees, including:
1. Having an accurate job description that clearly outlines responsibilities can reduce turnover by attracting applicants that are a good fit for the role.
2. Companies like Google and Southwest Airlines hire for cultural fit by assessing how a candidate's values and personality align with the company culture.
3. Interview questions should be focused on work experience and qualifications rather than personal details to avoid potential discrimination. Tests used in selection must also be job-related.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
The document discusses how to avoid hiring "catfish" candidates, or those who falsify their credentials. It defines a catfish as someone who pretends to be someone they are not online to gain advantages. Some red flags for catfish candidates are unexplained gaps in employment, reluctance to contact previous employers, and exaggerated educational claims. The document provides strategies for employers to avoid bad hires, such as thoroughly checking references, having structured interviews, and resisting the urge to quickly fill roles before finding the right candidate.
Sample Presentation of Best Practices in Recruitment, Staffing and Sourcing. This was developed for one of my previous clients to help streamline their recruiting process.
This document provides information on human resources recruitment processes. It discusses the need for recruitment when employees leave or are promoted. It outlines the recruitment life cycle and provides tips for writing job descriptions, advertising roles, and structuring interviews to avoid bias. It also discusses the importance of retention and considering elements like job previews as part of a retention strategy. The goal is to have a fair recruitment process that attracts qualified candidates and limits discrimination.
This document provides guidance for employers on creating a transgender-friendly workplace in regards to recruitment and retention of transgender staff. It addresses practical advice and legal considerations. Some key points include promoting inclusion on the company website, being flexible with application forms, ensuring sensitive handling of personal information, complying with anti-discrimination laws, and providing support and training for managers to understand issues impacting transgender employees. The overall goal is for employers to make all staff feel valued and enable transgender individuals to fulfill their potential without fear of discrimination.
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
This document provides information about smart recruitment services from Appointments Personnel. It highlights the benefits of using a recruitment agency such as saving time spent screening candidates, attracting top candidates, and receiving a fee refund if a new hire doesn't work out within 100 days. The agency offers services like skills testing, profiling, training resources, and an online employer zone. Testimonials from clients praise the agency for consistently finding the right candidates. The value of smart recruitment is emphasized as hiring the wrong person can be costly. Contact details are provided to follow up about the services.
Putting the Human Back in HR: How to Create a Positive Offboarding ExperienceAggregage
The offboarding process has been an essential part of the employee work life cycle but in the last year it almost seemed like it was the only part of the cycle. Join Tracie Sponenberg, Chief People Officer of Granite Group and keynote speaker as she discusses the intricacies of the offboarding process and how to make it a positive experience for all employees & employers.
Dessler ch 02-equal opportunity and the lawShamsil Arefin
This PowerPoint presentation covers key topics in equal opportunity and the law as it relates to human resource management. It discusses major federal employment discrimination laws including Title VII, the ADA, and the ADEA. Key concepts explained include adverse impact, reasonable accommodations under the ADA, and defenses against discrimination claims such as business necessity. The presentation also addresses designing affirmative action programs, avoiding reverse discrimination, and managing workplace diversity.
This document summarizes key aspects of equal opportunity and anti-discrimination law covered in Chapter 2. It discusses the main federal laws prohibiting employment discrimination based on characteristics like race, sex, religion, disability status and more. It also outlines employer obligations to provide reasonable accommodations under the Americans with Disabilities Act and avoid discriminatory practices in areas like hiring, promotions and benefits. Additionally, it covers topics like diversity management programs, designing affirmative action plans, defenses against discrimination allegations and the use of mandatory arbitration.
This document provides an HR update with information on preparing for Christmas parties, considerations for employing disabled individuals after the Paralympics, and upcoming changes to the National Minimum Wage and pension system. Key points include guidelines for holding appropriate Christmas parties to avoid legal issues, tips for making reasonable adjustments to accommodate disabled employees, and details on increases to the National Minimum Wage and moves toward a flat-rate pension system in the UK.
This document discusses employee classification and the legal tests used to determine whether a worker is an employee or independent contractor. It notes the advantages to classifying workers as independent contractors but also outlines increased enforcement by the IRS and DOL in recent years. The document reviews common law tests, the IRS category test, and the "ABC" test used in some states. It discusses the consequences of misclassification under various laws such as tax laws, ERISA, FLSA, FMLA, and NLRA.
Five things every growing business owner should know about employment lawBlandsLaw
- Five things every growing business owner should know about employment law -
We’re not talking about your expanding waistline (you look great). We're talking about the five essential things that you need to know about employment law – your obligations as an employer, and protection for your business – as your business grows.
A sound understanding of these essentials will minimise your risk (and cost) of non-compliance with workplace laws.
This webinar, hosted by Christine Broad, covers:
- Contracts and policies – the different types of employment contracts and the must-have policies for any employer
- Performance management – regular review and ongoing management of performance make good business sense, and help minimise claims of bullying or unfair dismissal. Our top tips on how to do this and how the process changes as your business grows
- Termination / Unfair dismissal – how to manage termination of employment properly
- Recent case law that impacts employers around sham contracting, social media and others
Doing things correctly from the get-go means good business habits and employment procedures are in place as you expand. Upwards, not outwards ;)
For further details on BlandsLaw's 2013 series on workplace law issues, visit www.blandslaw.com.au
BlandsLaw webinar: Five things every growing business owner should know about...Jan Decomps
Five things every growing business owner should know about employment law
We’re not talking about your expanding waistline (you look great). We're talking about the five essential things that you need to know about employment law – your obligations as an employer, and protection for your business – as your business grows.
A sound understanding of these essentials will minimise your risk (and cost) of non-compliance with workplace laws.
This webinar, hosted by Christine Broad, covers:
Contracts and policies – the different types of employment contracts and the must-have policies for any employer
Performance management – regular review and ongoing management of performance make good business sense, and help minimise claims of bullying or unfair dismissal. Our top tips on how to do this and how the process changes as your business grows
Termination / Unfair dismissal – how to manage termination of employment properly
Recent case law that impacts employers around sham contracting, social media and others
Doing things correctly from the get-go means good business habits and employment procedures are in place as you expand. Upwards, not outwards ;)
For further details on BlandsLaw's 2013 series on workplace law issues, visit www.blandslaw.com.au
Young Adults with Asperger's Syndrome in the WorkplaceRob Crawford
This document summarizes a presentation about employing young adults with Asperger's syndrome. It discusses common workplace challenges for those with Asperger's such as social thinking, communication, sensory integration and task management. It also outlines strategies employers can use to help accommodate those with Asperger's, including creating a predictable and controlled work environment. The document emphasizes that both employers and employees need to better understand Asperger's and learn how to determine reasonable accommodations.
Top Legal Pitfalls When Managing Employees [Webcast Part 2: Employment Stage]LinkedIn Talent Solutions
Hiring, managing, and terminating employees is no easy feat. If not handled correctly, you and your company could be at risk of employment lawsuits costing millions of dollars. To help you, seasoned attorneys from Fenwick & West’s Employment Practices Group designed a 3-part webcast series specifically for small to mid-sized companies.
In the second webcast of the series, Saundra Riley, Senior Associate at Fenwick & West, will cover the hidden risks when managing employees including:
• How to classify workers as employees vs. contractors
• How to classify employees as exempt vs. non-exempt
• Top performance management mishaps
• Tips to giving performance coaching/reviews and avoiding employment discrimination claims
Learn more: http://bit.ly/1JKZe1Q
BIZGrowth Strategies - Workforce & Talent Optimization Special EditionCBIZ, Inc.
Amid today’s economic uncertainty, we know you need strategies and solutions that will help your business thrive. With workforce and talent concerns running high for employers across the nation, our experts developed these articles with those critical issues top of mind. We offer fresh insights designed to attract, retain, engage and motivate your employees — all while protecting your bottom line and managing emerging risks. Articles include:
- Unlock Success with Effective Performance Management
- How Employers Can Benefit from Financial Wellbeing Programs
- How to Talk About Hard Decisions During a Recession
- Cost-Effective Health Plan Perks to Consider in 2023
- 3 HR Strategies to Recession-Proof Your Organization
- Responding to Employment Practices Liability (EPL) Claims
- Versatility — Important in Life & Life Insurance
How can you keep your EPLI claims exposure down and achieve early resolution to employee disputes before they become claims? What factors do the insurance carriers consider when rating your EPLI program? How can you manage your claims to mitigate risk and improve your EPLI program? This webinar will answer these and other questions regarding managing your EPLI program and deploying effective risk mitigation techniques.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
This document provides strategies for companies to control unemployment costs such as properly documenting employee terminations and performance issues, following progressive discipline procedures, and auditing hiring practices. It advises being proactive by having strategies in place to minimize liability from unemployment claims. Terminating employees should only be done after exhausting other options and with thorough documentation of policy violations or performance problems.
Redundancy, Retrenchment and SeparationlegalPadmin
Speech by K.Somasundram, Assistant Secretary from MTUC, given in Labour Law Seminar held by Legal Plus Sdn. Bhd (www.legalplus.com.my) on Apr 10, 2015.
The document provides an employment law update from Lander Associates' HR division. It summarizes recent changes such as the increase in the unfair dismissal qualifying period from one to two years and the potential introduction of employment tribunal fees. It also discusses proposals to protect employers from litigation over performance discussions with employees, the duty of care in references, and what constitutes dismissal.
Effective Training Programs to Mitigate Compliance Risks in 2012Human Capital Media
The document summarizes an webinar on effective training programs to mitigate compliance risks in 2012. It discusses upcoming compliance issues for 2012 related to wages/hours, EEOC developments, social media, and federal contractors. It outlines elements of an effective training program including engagement, administration, and record keeping. Tips are provided to build a case for your training program and demonstrate good faith efforts to regulators.
This document summarizes a webinar on effective training programs to mitigate compliance risks in 2012. The webinar covered:
1. Top 2012 compliance issues like wage & hour concerns, EEO developments, social media issues, and federal contractor requirements.
2. How training can help mitigate risks by ensuring employees and managers understand policies.
3. Elements of an effective training program including understanding of policies at all levels, as well as administrative oversight.
This is a presentation from last year someone asked me about the other day - I have published it because it helps raise awareness of employment law issues for SME\'s.
This document provides a guide to common HR terminology or "jargon" organized alphabetically from A to Z. It defines terms related to absence, annual leave, background checks, benefits, bullying, coaching, compassionate leave, constructive dismissal, discrimination, discipline, flexible working, grievances, harassment, health and safety, hiring processes, leave, performance reviews, and termination of employment. The guide aims to educate readers on HR terms and processes in plain English.
This document summarizes a chapter about ethics, justice, and fair treatment in human resource management. It discusses the meaning of ethics and factors that influence ethical behavior at work. It also describes ways HR can promote ethics, such as through fair selection, training, performance reviews, and disciplinary systems. Additionally, it covers managing dismissals and terminations ethically, including avoiding wrongful discharge suits, providing outplacement counseling, conducting exit interviews, and following plant closing laws.
We review many important items that will help make a successful Year-End. We’ll review the W-2 process, explaining the changes that occurred during 2013 and how they’ll affect your employee’s W-2s, discuss some of the most common year-end adjustments, and review how to ensure your employee information is correct. We’ll also go over some of the expected Tax changes for 2013.
Presented by AlphaStaff PR /Finance
Managing Performance Using Job Descriptions AlphaStaff
Job descriptions are an essential tool for every employer. They can and should be used in all aspects of the employment relationship, including recruiting, hiring, performance management, discipline and separation. Doing so improves morale and helps employers defend discrimination, retaliation and other legal claims.
Presented by Jackson Lewis.
It is a common perception that accidents are unexpected or unplanned events, but in many instances, that’s not necessarily so. Some accidents result from unsafe conditions and work practices that have been ignored or tolerated for weeks, months, or even years.
Please join our webinar presentation to discover and review the truth about “Accidents”. Learn about the “Accident Pyramid” and most importantly, the “Preventive Measures” to avoid workplace injuries that we often refer to as “Accidents”.
Topics include:
Slips, Trips & Falls
Back Injuries & Prevention
Chemical Safety
Office Ergonomics and much more.
Presented by AlphaStaff Risk Control Consultant, Ben Abdallah.
The revised OSHA recordkeeping rule that takes effect on January 1, 2002 updates the forms and criteria for recording work-related injuries and illnesses. It aims to improve employee involvement, create simpler forms, and provide clearer requirements. Key changes include eliminating different criteria for recording injuries versus illnesses, requiring the recording of all needlestick injuries, and focusing on calendar days instead of workdays for determining days away from work. The rule also establishes procedures for employee reporting and involvement while protecting individual privacy.
22% of employees visit social networking sites 5 or more times per week, yet only 54% of employers have a policy dealing with social media inside and outside the workplace. During this presentation, participants will learn about potential legal issues involved in adopting a policy and how to avoid those issues. Sample provisions will be discussed and recommended actions addressed.
Presented by Jackson Lewis.
With the recent delay in the employer coverage mandate until 2015, employers should continue to plan their compliance strategy and remain vigilant as regulations continue to change. Hosted by Aon’s health and benefits expert, Richard Kaufman, this webinar will update employers on the ongoing changes and provide reminders of what remains, deadlines and other helpful information in understanding the complexities of the mandate.
Presented by Richard S. Kaufman, Aon Consulting VP, Health and Benefits
Health Advocate EAP Overview and Supervisory Awareness AlphaStaff
By taking advantage of an EAP, a company is eligible for benefits that will greatly improve the quality of its employees’ lives. Part I of the EAP training reviews the basics of management and encourages those in a supervisory position to use Health Advocate as a consulting tool when they have employees whose work performance is being impacted by their personal problems. This seminar presents techniques for supportively confronting an employee, making a referral to the EAP when appropriate, and prepares managers for the different reactions the employee may exhibit. It also lists the obstacles to a successful confrontation, as well as the danger of enabling. The goal of the training will focus on utilizing the EAP as a preventive resource.
Presented by Health Advocate.
Recent NLRB Rulings and Their Impact on Non-Union EmployersAlphaStaff
Surprisingly, the National Labor Relations Board has begun extending its tentacles into every facet of both union and non-union employer workplaces. Did you know that your “at-will” policies may be at risk? And, you can no longer require confidentiality when conducting internal investigations! These shocking developments and what you can do to avoid issues with the Board will be addressed.
Timely injury reporting is a must! This webinar will cover the steps to follow in the event of a work place injury including an overview of the forms in your AlphaStaff Risk Kit. A few of the topics that will be covered are:
How to report the injury to AlphaStaff.
How to complete the necessary paperwork.
Understanding the claims handling process.
Are you ready for the upcoming 2014 provisions of the new healthcare reform act? Do you know what the implications are to you as a small or midsize company?
Our webinar will help you become familiar with upcoming requirements under the Patient Protection and Affordable Care Act.
Expect to learn the following and more:
What is the Patient Protection and Affordable Care Act
How does an organization determine their 2014 cost to comply?
What should organizations be doing now to prepare?
AlphaStaff Webinar Importance of Drug and Background ScreeningAlphaStaff
Hiring someone is a decision that should not be based solely on the person’s ability to handle the job. While skills required to conduct the job are necessary, one cannot rule out threats caused by an employee with a checkered past (or present). Someone with a criminal record or someone who isn’t who they say they are can potentially cause significant damage to the welfare of the company and its staff.
This webinar, led by one of the country’s premier background check and drug screening companies and a key partner of AlphaStaff, will highlight the need, the process and the advantages of proper pre-employment screenings. Presented by Sterling Infosystems.
USCIS updated the I-9 Employment Verification Form on March 8, 2013 and all employers will be required to use the new form starting May 7, 2013. AlphaStaff is here to help! On this webinar we’ll review the I-9 basics and the most common mistakes made in the I-9 process; and how to properly make corrections on the I-9 form.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
This situation requires sensitivity and care. While the employee's condition at work raises valid safety concerns, her disclosure of medical condition status warrants discretion and consideration for her privacy and dignity. The wisest path is to discuss options respectfully with the goal of an agreeable resolution that protects all parties' well-being and rights.
Healthcare Reform – The State of the Union AlphaStaff
Participants will be brought up to date on implementation of the Affordable Care Act’s provisions. What’s been implemented in 2012 and what’s on the way for 2013 and 2014. Employers will learn about the pre-existing condition, claims and appeals, automatic enrollment and “play or pay” provisions of the law. Presented by Jackson Lewis.
New CA Laws and Regulations Compliance Overview AlphaStaff
As of January 1, 2013, the state of California has added and amended myriad of new laws that affect employers in a number of important and significant ways. Please join us as we review each of these changes and help employers better understand the impact and importance of these changes to their businesses and employees in California. Presented by Human Resources Account Manager, Rebecca McDonough, CA-SPHR
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
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Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
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The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
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How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
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Best practices for project execution and deliveryCLIVE MINCHIN
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Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
2. Today s
Agenda
Ø General
Overview
of
Unemployment
CompensaEon
Ø Funding
the
Unemployment
System
Ø Eligibility
condiEons
Ø Types
of
Claims
Ø CriEcal
Document
and
Best
PracEces
Ø Special
Provisions
Ø Our
Mutual
Roles
Ø QuesEons
Simplifying business. Benefiting people. 2
4. WHAT
IS
UNEMPLOYMENT
COMPENSATION?
Ø State
administered
insurance
benefit
• Created
to
provide
temporary
relief
for
individuals
who
lose
their
employment
through
no
fault
of
their
own
Ø Each
State s
Laws
govern
their
specific:
• Qualifying
requirements
• Benefit
levels
• Disqualifying
provisions
• Tax
structure
• Must
conform
to
Federal
Unemployment
Tax
Act
(FUTA)
Simplifying business. Benefiting people. 4
5. Funding
the
UC
System
Simplifying business. Benefiting people.
6. How
is
UC
Financed?
Ø In
most
states
it s
employer
financed.
• Through
a
state
tax
paid
by
the
employer
on
the
wages
earned
by
their
employees
in
that
state.
The
tax
is
paid
on
the
1st
dollars
earned
annually
up
to
the
individual
state
wage
limit.
• During
periods
of
high
unemployment,
the
Federal
Government
also
provides
Emergency
Unemployment
CompensaYon
(EUC)
o Recent
legislaYon
extended
EUC
benefits
through
2013
o EUC
benefits
are
Yed
to
the
Total
Unemployment
Rate
(TUR)
in
each
state.
Simplifying business. Benefiting people. 6
8. Benefit
Eligibility
Ø Unemployed
or
parYally
unemployed
Ø Able
to
work
(medically)
Ø Available
for
suitable
work
Ø AcYvely
seeking
employment
Ø Have
sufficient
prior
earnings
to
qualify
Ø Have
separated
from
their
last
employer
for
a
work
related
reason
considered
beyond
their
control.
Simplifying business. Benefiting people. 8
9. Benefit
DisqualificaEon
Ø Voluntarily
resigning
without
good
cause
connected
with
the
work
Ø Discharge
for
work
related
misconduct
• Willful,
negligent
• Not
isolated
• Burden
of
proof
-‐
Innocent
unYl
proven
guilty
Ø Disqualified
unEl
• Re-‐employed
and
has
earned
wages
equal
to
4-‐17
Ymes
the
WBA
• Separated
for
non-‐disqualifying
reason
Simplifying business. Benefiting people. 9
11. Types
of
Claims
Ø Non-‐Compensable
Claims:
misconduct,
voluntary
separaAons
• Rule
or
policy
violaYon
• Abendance/tardiness
• InsubordinaYon
• ResignaYon
Ø Compensable
Claims:
layoffs,
poor
performance
• ExpectaYons
or
quota
not
met
• Competency
• Lack
of
work
• ProbaYonary
period
Simplifying business. Benefiting people. 11
12. Poor
Performance
Vs.
Misconduct
Poor
Performance
Misconduct
Cannot
do
the
job
Will
not
do
the
job
• Claimant
has
tried
to
the
best
of
• Claimant
has
not
tried
to
the
best
his/her
ability
to
perform
the
of
his/her
ability
to
perform
the
duYes
associated
with
the
job.
duYes
associated
with
the
job.
• Failure
to
adequately
perform
the
• Failure
to
adequately
perform
is
job
is
due
to
some
willful
acYon
or
not
based
on
any
willful
acEon
or
repeated
neglect
that
causes
or
neglect
on
the
part
of
the
claimant,
could
cause
the
company
harm.
but
a
lack
of
ability
to
do
the
job.
• Claimant
is
fully
aware
of
the
consequence.
Simplifying business. Benefiting people. 12
14. CriEcal
Documents
Ø Employee
Handbook
Acknowledgement
Ø Performance
Appraisal
Ø Disciplinary
AcYon
Form
Ø Witness
Statements
(signed)
Ø Applicable
porYon
of
the
Employee
Handbook
Ø Employee
Abendance
Calendar
Ø Exit
Interview
Ø ResignaYon
Statement
Ø NoYce
of
Employee
SeparaYon
–
Send
to
AlphaStaff
Simplifying business. Benefiting people. 14
15. Best
PracYces
Ø Document
behavior/performance
that
is
not
acceptable,
the
standard
expected
and
consequence
of
neglect
or
failure.
Ø Use
objecEve
language
that
describes
acYons
taken.
Ø Terminate
weak
performers
who
show
no
or
lible
improvement
as
soon
as
possible.
Closely
monitor
probaYon
periods.
Ø With
cases
involving
misconduct,
remember
that
unemployment
eligibility
is
final
incident
driven.
Terminate
employees
when
the
final
incident
was
within
their
control.
Ø Consistency/uniformity
Ø Make
great
hires
Ø Make
great
re-‐hires
Simplifying business. Benefiting people. 15
17. Special
Provisions
States
with
ProbaEon
Periods
Ø FL
Employed
90
days
or
less
Ø GA
Total
earnings
under
$3300
Ø IL
Employed
30
days
or
less
Ø ME
Employed
5
or
fewer
consecuYve
weeks
Ø NC
Work
less
than
100
days
Ø VA
Employed
30
working
days
or
240
hours
of
employment
Simplifying business. Benefiting people. 17
19. What s
AlphaStaff s
Role?
AlphaStaff
manages
the
claims
process
from
start
to
finish
Ø Claim
Receipt
Ø InvesYgaYon
Ø Filing
Claims
with
State
Ø Inquiries/Fact
Finding
Ø Claims
Tracking
Ø Case
EvaluaYon
Ø RepresentaYon
at
Hearings*
Simplifying business. Benefiting people. 19
20. What s
Your
Role?
ConYnue
to
partner
with
AlphaStaff
Ø UYlize
AlphaStaff s
pracYYoners
Ø Timely
respond
to
our
inquiries
Ø Follow
Best
PracYces
Ø Provide
AlphaStaff
with
separaYon
details
and
supporYng
evidence
• By
fax
–
(866)
365-‐1606
• Email
–
payrollmaintenanceinbox@alphastaff.com
or
payrollmaintenancefax@alphastaff.com
• Through
Infosource
Simplifying business. Benefiting people. 20
22. Contact
Us
!
• .
Chauncey
Gainer
Email:
Cgainer@alphastaff.com
Ph:
954-‐267-‐1850
Pamela
Nading
Email:
pnading@alphastaff.com
Ph:
954-‐267-‐1847
Unemployment
Claims
Department
Ph:
954-‐938-‐1385
Fax:
866-‐325-‐1825
unemploymentclaims@alphastaff.com
Copies
of
the
presenta;on
hrsc@alphstaff.com
888-‐335-‐9545
(OpAon
8)
Simplifying business. Benefiting people.
23. Upcoming
AlphaStaff
Webinar
Please
mark
your
calendars
!!!
Date:
Wednesday,
January
30,
2013
Topic:
Healthcare
Reform:
The
State
of
the
Union
Date:
Thursday,
February
21,
2013
Topic:
Title
VII:
Stories
of
Shock
&
Awe
Simplifying business. Benefiting people.
23
24. Thank
you
for
joining
us
!!!
Simplifying business. Benefiting people.
24