You don’t need a crystal ball to see that compensation compliance will impose process changes in the near future on HR and compensation leaders. We encourage you to take advantage of this final opportunity of the year to gain valuable insight from Drs. Murray Simpson and Lisa Harpe, consultants with the PeopleFluent Research Institute, for time-saving solutions to facilitate 2016 compensation planning.
Join this complimentary session to help you address:
How the EEOC and OFCCP have responded to President Obama's charge to close the gender pay gap
Why the focus of these agencies may be shifting to compensation beyond base pay
What plausible scenarios may arise under the OFCCP’s final rule on Pay Transparency
How the proposed Equal Pay Report likely will be utilized by the OFCCP
What job steering is and why it poses a compliance risk
How the proposed changes to "white collar" overtime exemptions could affect your organization
What components you should include in a comprehensive pay equity assessment
Session 2 - Reward, Recogniton and Employment Law Presentation 2016)Hr NETWORK Magazine
The document summarizes key proposed changes to UK labor laws regarding trade unions and industrial action under the Trade Union Bill 2015-2016. It discusses raising ballot thresholds to require 50% of eligible members to vote as well as 40% support for important public services. It also covers new requirements for ballot papers, results, picketing supervision, and limiting the time frame to take industrial action to 6 months after a ballot. Overall, the proposals aim to make industrial action by trade unions more difficult.
Pay Equity is "Comp"licated | New Rules, New Reporting and Responding to the ...America's Job Exchange
America's Job Exchange is thrilled to be hosting our partners from the national law firm of Jackson Lewis. Laura Mitchell, Affirmative Action & OFCCP Practice Group at Jackson Lewis P.C. will be discussing the hot topic of Pay Discrimination. President Obama made eliminating the gender "pay gap" his top civil rights enforcement priority. At his direction, EEOC recently proposed for the first time that employers annually submit detailed pay, gender and race data for all employees. The reporting will begin in 2018 and will be used to initiate systemic pay investigations against employers throughout the country. Add to that increasing pay discrimination litigation, a wave of new, aggressive state fair pay laws and growing pressure from activist investors on companies to guarantee "pay equality," which have quickly changed the "pay game."
The document provides information about upcoming seminars for the East Toronto Chapter engineering society, including dates, times, locations, and descriptions of seminar topics. Some of the seminars in the upcoming months will discuss Toronto transit planning, engineering contracts, bulk power system reliability standards, the real cost of electrical energy, and the feasibility of humans landing and exploring Mars. The chair's message at the beginning notes that online registration for events has worked well but around 25-30% of registrants do not attend, wasting food costs, and asks members to cancel registration if they cannot attend.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
The document provides an overview of the key provisions and timeline of the Patient Protection and Affordable Care Act (PPACA). It discusses what the PPACA is, how it affects businesses and individuals, and the timeline of key events. Large employers with 50 or more full-time employees must offer affordable health insurance that provides minimum value or pay a penalty. Individuals and small businesses can purchase insurance through state-run insurance exchanges beginning in 2014.
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.
Session 2 - Reward, Recogniton and Employment Law Presentation 2016)Hr NETWORK Magazine
The document summarizes key proposed changes to UK labor laws regarding trade unions and industrial action under the Trade Union Bill 2015-2016. It discusses raising ballot thresholds to require 50% of eligible members to vote as well as 40% support for important public services. It also covers new requirements for ballot papers, results, picketing supervision, and limiting the time frame to take industrial action to 6 months after a ballot. Overall, the proposals aim to make industrial action by trade unions more difficult.
Pay Equity is "Comp"licated | New Rules, New Reporting and Responding to the ...America's Job Exchange
America's Job Exchange is thrilled to be hosting our partners from the national law firm of Jackson Lewis. Laura Mitchell, Affirmative Action & OFCCP Practice Group at Jackson Lewis P.C. will be discussing the hot topic of Pay Discrimination. President Obama made eliminating the gender "pay gap" his top civil rights enforcement priority. At his direction, EEOC recently proposed for the first time that employers annually submit detailed pay, gender and race data for all employees. The reporting will begin in 2018 and will be used to initiate systemic pay investigations against employers throughout the country. Add to that increasing pay discrimination litigation, a wave of new, aggressive state fair pay laws and growing pressure from activist investors on companies to guarantee "pay equality," which have quickly changed the "pay game."
The document provides information about upcoming seminars for the East Toronto Chapter engineering society, including dates, times, locations, and descriptions of seminar topics. Some of the seminars in the upcoming months will discuss Toronto transit planning, engineering contracts, bulk power system reliability standards, the real cost of electrical energy, and the feasibility of humans landing and exploring Mars. The chair's message at the beginning notes that online registration for events has worked well but around 25-30% of registrants do not attend, wasting food costs, and asks members to cancel registration if they cannot attend.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
The document provides an overview of the key provisions and timeline of the Patient Protection and Affordable Care Act (PPACA). It discusses what the PPACA is, how it affects businesses and individuals, and the timeline of key events. Large employers with 50 or more full-time employees must offer affordable health insurance that provides minimum value or pay a penalty. Individuals and small businesses can purchase insurance through state-run insurance exchanges beginning in 2014.
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.
This document provides a summary of an employment law webinar that took place on September 15, 2016. It discusses updates on several topics, including the new overtime regulations which raise the salary threshold for exempt employees to $47,476 annually, requirements under the new Defend Trade Secrets Act, reasonable accommodation guidelines from the EEOC, joint employment standards, and wellness program regulations. The webinar also covered arbitration agreements and class waivers, litigation developments, and Affordable Care Act updates.
This webinar deals with the issues related to pay transparency. The issue is examined from the perspectives of fairness, stakeholder concerns and regulatory requirements.
Employment Law Issues for the Gig EconomyRoger Royse
Discussion on misclassification of employment, managing risks of employment, strategies for avoiding misclassification, and changes in the legal landscape with regards to employment.
The document summarizes key points from a presentation on employment law given on October 21, 2010. It discusses average jury verdicts in discrimination cases, expected trends in employment litigation, common discrimination claims, the likelihood of different types of claims winning in court, and strategies for reducing litigation costs such as implementing mandatory arbitration agreements. It also covers topics like the impact of diversity training, issues around technology and social media in the workplace, and new developments such as lawsuits challenging the Affordable Care Act.
Chapter 02 Equal Employment Opportunity and Huamn Resources ManagmementRayman Soe
This document outlines the key points from a chapter about equal employment opportunity (EEO) legislation. It discusses the historical reasons for EEO laws, including changing social values and economic disparity. It also summarizes the major federal EEO laws, including the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and the Immigration Reform and Control Act. Additionally, it covers topics such as sexual harassment, reasonable accommodation, enforcement agencies, and affirmative action.
This document summarizes key equal employment opportunity and anti-discrimination legislation in the United States, including the Civil Rights Act of 1964, Age Discrimination in Employment Act, Americans with Disabilities Act, and others. It discusses how these laws prohibit discrimination in hiring, compensation, and terms of employment based on characteristics such as race, sex, religion, age, and disability. It also outlines enforcement of these laws by the Equal Employment Opportunity Commission and legal standards and Supreme Court cases related to discrimination.
Determining pay rates involves considering several key factors:
1) Employee compensation includes both direct financial payments like wages and salaries as well as indirect financial payments like benefits.
2) Pay can be based on time, such as hourly or salaried wages, or performance, such as commissions or bonuses.
3) Many legal factors must be considered when determining pay rates, including laws around minimum wage, overtime, discrimination, benefits, and leave. Balancing pay equity both within and outside the organization is important.
Our popular annual update returns and will cover the latest understanding on Brexit and forthcoming Government consultations and employment law changes.
Homeland is a proposed business that aims to provide healthy homemade meals and snacks to students and young professionals in the United States. The business plans to offer various products like meal plans, grab-and-go options, and catering. It analyzes competitors and identifies advantages like lower prices, better quality and taste. The document outlines Homeland's marketing strategies, capital requirements, revenue projections, and risks to the business. The founder believes Homeland can become profitable within 4 years by targeting the large Indian and Chinese population in the US, especially students.
El documento describe la importancia de establecer un encuadre claro al inicio de la terapia grupal. El encuadre define las reglas y responsabilidades del facilitador y los clientes para lograr los objetivos. Debe quedar claro mediante un contrato y especificar las consecuencias de violar las reglas. El éxito del grupo depende de un encuadre entendido y aceptado por todos.
Learning and leadership are in a constant state of change. Results today are no guarantee of success tomorrow. Now more than ever, CLOs are critical to a growing set of crucial organizational imperatives, from employee development to talent management and workplace culture. Learning is no longer defined by traditional bounds, happening at set times with specific people in certain conditions.
This special CLO webinar is the perfect opportunity to hear how learning is being redefined – by our times, by our organizations and employees and by us. Specially designed by the magazine’s editors and advisers, this highly interactive webinar curates ideas from the four city Breakfast Club series on defining and developing a learning strategy.
Moderated By:
Mike Prokopeak
Vice President and Editor in Chief
Chief Learning Officer Magazine
Panelists:
Ryan Seamons
Product Manager
Degreed
Tim Staley
Senior Professor
Keller Graduate School of Management
Margaret Flynn
Senior Product Manager of Learning and Collaboration
Saba
El documento describe la econofísica y su contribución al estudio de la economía y las finanzas desde la perspectiva de la física. Los econofísicos han mostrado que las fluctuaciones de precios no siguen distribuciones normales como se asumía, sino leyes de potencia, y han descubierto leyes de escala como la ley de Zipf en diferentes fenómenos económicos. También han aplicado conceptos de la física estadística como el movimiento browniano fractal para modelar mejor el comportamiento aparentemente aleatorio de los mercados financ
Building sustainable leadership is a top concern for most organizations. Frontline managers have a particularly broad leadership responsibility, but 60% of them receive no training for their leadership roles. In this webinar, business, leadership, and learning experts explain the importance of developing frontline leaders and how high-engagement learning can efficiently develop critical leadership capabilities for first-time and incumbent managers. Speakers also explore how new technologies help make leadership training more personalized, social, collaborative and experiential—turning any work setting into a learning space. Real-world examples illustrate how leaders can integrate their new skills into current work tasks to improve speed to proficiency and impact.
Audience Takeaways:
Importance of frontline manager development for solving today’s business challenges
Role of leadership development at each organizational level in driving business strategy
How to facilitate the transition from peer to first-time leader and key considerations at that stage
How high engagement learning can accelerate leadership development, particularly for first-time managers
El documento describe diferentes aspectos relacionados con la medición del pulso y la evaluación de la aptitud física. Explica que el pulso aumenta con la actividad física intensa debido a que el cuerpo requiere más energía, y que el corazón bombea más sangre incrementando las pulsaciones. También define qué es un pulso, cómo se puede medir en diferentes partes del cuerpo, y diferentes tipos de pruebas para evaluar la aptitud física y el rendimiento deportivo.
The document discusses strategies for building relative superiority over competitors. It provides examples of Hannibal defeating the Roman army at Cannae through strategic positioning of his forces, and how Steve Jobs and Apple were able to gain market share from IBM in personal computers by making computers easier to use and focusing on the consumer market. It also discusses how the Supradyn vitamin brand challenged assumptions about competing in the larger vitamin supplement market rather than just the multivitamin market.
This document provides clues and answers to a 2016 quiz.
The first clue asks about WIPL receiving over 140 tonnes of currency notes (X) from the RBI (Y) to convert into briquettes or office stationery. The answer states X is 500 and 1000 rupee notes and Y is RBI.
The second clue describes obstacles in a driveway leading to a mansion, including a gate, chasm, wall, and tunnel. The answer names the destination as Xanadu, Mandrake the Magician's mansion.
The third clue asks what started in 1966. The answer states it was the Amul girl advertisements.
Reframing Performance Management Conversations: AIGs Transformation StoryHuman Capital Media
The webinar provided an overview of AIG's transformation of its performance management system. It discussed how AIG's previous system focused too much on rankings and numbers, which negatively impacted employee morale. AIG then conducted extensive research, including employee focus groups and working with a behavioral economist. This informed the creation of a new system that focuses on both employees' contributions and how they worked, evaluated through self, peer and manager reviews. It aims to encourage collaboration over competition and have constructive conversations about development. AIG also created a volunteer community of over 1,200 employees to help spread the new approach.
Trinity College of Engineering in Trivandrum has been approved as an official test center for CTTC, the authorized body for independent skill testing under the Government of India. Trinity is now qualified to be a test center in 6 areas related to engineering. CTTC issues certificates of employability skill that are embassy-attestable, which will benefit Trinity students participating in short courses. Draft proposals for technical assistance related to projects in Kalliyoor Panchayat were delivered to the Panchayat office by Trinity. PhD work on optimization of machining parameters for surface grinding using integrated ANN-GA approach is ongoing at Trinity labs in collaboration with Karunya University.
This document provides a summary of an employment law webinar that took place on September 15, 2016. It discusses updates on several topics, including the new overtime regulations which raise the salary threshold for exempt employees to $47,476 annually, requirements under the new Defend Trade Secrets Act, reasonable accommodation guidelines from the EEOC, joint employment standards, and wellness program regulations. The webinar also covered arbitration agreements and class waivers, litigation developments, and Affordable Care Act updates.
This webinar deals with the issues related to pay transparency. The issue is examined from the perspectives of fairness, stakeholder concerns and regulatory requirements.
Employment Law Issues for the Gig EconomyRoger Royse
Discussion on misclassification of employment, managing risks of employment, strategies for avoiding misclassification, and changes in the legal landscape with regards to employment.
The document summarizes key points from a presentation on employment law given on October 21, 2010. It discusses average jury verdicts in discrimination cases, expected trends in employment litigation, common discrimination claims, the likelihood of different types of claims winning in court, and strategies for reducing litigation costs such as implementing mandatory arbitration agreements. It also covers topics like the impact of diversity training, issues around technology and social media in the workplace, and new developments such as lawsuits challenging the Affordable Care Act.
Chapter 02 Equal Employment Opportunity and Huamn Resources ManagmementRayman Soe
This document outlines the key points from a chapter about equal employment opportunity (EEO) legislation. It discusses the historical reasons for EEO laws, including changing social values and economic disparity. It also summarizes the major federal EEO laws, including the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and the Immigration Reform and Control Act. Additionally, it covers topics such as sexual harassment, reasonable accommodation, enforcement agencies, and affirmative action.
This document summarizes key equal employment opportunity and anti-discrimination legislation in the United States, including the Civil Rights Act of 1964, Age Discrimination in Employment Act, Americans with Disabilities Act, and others. It discusses how these laws prohibit discrimination in hiring, compensation, and terms of employment based on characteristics such as race, sex, religion, age, and disability. It also outlines enforcement of these laws by the Equal Employment Opportunity Commission and legal standards and Supreme Court cases related to discrimination.
Determining pay rates involves considering several key factors:
1) Employee compensation includes both direct financial payments like wages and salaries as well as indirect financial payments like benefits.
2) Pay can be based on time, such as hourly or salaried wages, or performance, such as commissions or bonuses.
3) Many legal factors must be considered when determining pay rates, including laws around minimum wage, overtime, discrimination, benefits, and leave. Balancing pay equity both within and outside the organization is important.
Our popular annual update returns and will cover the latest understanding on Brexit and forthcoming Government consultations and employment law changes.
Homeland is a proposed business that aims to provide healthy homemade meals and snacks to students and young professionals in the United States. The business plans to offer various products like meal plans, grab-and-go options, and catering. It analyzes competitors and identifies advantages like lower prices, better quality and taste. The document outlines Homeland's marketing strategies, capital requirements, revenue projections, and risks to the business. The founder believes Homeland can become profitable within 4 years by targeting the large Indian and Chinese population in the US, especially students.
El documento describe la importancia de establecer un encuadre claro al inicio de la terapia grupal. El encuadre define las reglas y responsabilidades del facilitador y los clientes para lograr los objetivos. Debe quedar claro mediante un contrato y especificar las consecuencias de violar las reglas. El éxito del grupo depende de un encuadre entendido y aceptado por todos.
Learning and leadership are in a constant state of change. Results today are no guarantee of success tomorrow. Now more than ever, CLOs are critical to a growing set of crucial organizational imperatives, from employee development to talent management and workplace culture. Learning is no longer defined by traditional bounds, happening at set times with specific people in certain conditions.
This special CLO webinar is the perfect opportunity to hear how learning is being redefined – by our times, by our organizations and employees and by us. Specially designed by the magazine’s editors and advisers, this highly interactive webinar curates ideas from the four city Breakfast Club series on defining and developing a learning strategy.
Moderated By:
Mike Prokopeak
Vice President and Editor in Chief
Chief Learning Officer Magazine
Panelists:
Ryan Seamons
Product Manager
Degreed
Tim Staley
Senior Professor
Keller Graduate School of Management
Margaret Flynn
Senior Product Manager of Learning and Collaboration
Saba
El documento describe la econofísica y su contribución al estudio de la economía y las finanzas desde la perspectiva de la física. Los econofísicos han mostrado que las fluctuaciones de precios no siguen distribuciones normales como se asumía, sino leyes de potencia, y han descubierto leyes de escala como la ley de Zipf en diferentes fenómenos económicos. También han aplicado conceptos de la física estadística como el movimiento browniano fractal para modelar mejor el comportamiento aparentemente aleatorio de los mercados financ
Building sustainable leadership is a top concern for most organizations. Frontline managers have a particularly broad leadership responsibility, but 60% of them receive no training for their leadership roles. In this webinar, business, leadership, and learning experts explain the importance of developing frontline leaders and how high-engagement learning can efficiently develop critical leadership capabilities for first-time and incumbent managers. Speakers also explore how new technologies help make leadership training more personalized, social, collaborative and experiential—turning any work setting into a learning space. Real-world examples illustrate how leaders can integrate their new skills into current work tasks to improve speed to proficiency and impact.
Audience Takeaways:
Importance of frontline manager development for solving today’s business challenges
Role of leadership development at each organizational level in driving business strategy
How to facilitate the transition from peer to first-time leader and key considerations at that stage
How high engagement learning can accelerate leadership development, particularly for first-time managers
El documento describe diferentes aspectos relacionados con la medición del pulso y la evaluación de la aptitud física. Explica que el pulso aumenta con la actividad física intensa debido a que el cuerpo requiere más energía, y que el corazón bombea más sangre incrementando las pulsaciones. También define qué es un pulso, cómo se puede medir en diferentes partes del cuerpo, y diferentes tipos de pruebas para evaluar la aptitud física y el rendimiento deportivo.
The document discusses strategies for building relative superiority over competitors. It provides examples of Hannibal defeating the Roman army at Cannae through strategic positioning of his forces, and how Steve Jobs and Apple were able to gain market share from IBM in personal computers by making computers easier to use and focusing on the consumer market. It also discusses how the Supradyn vitamin brand challenged assumptions about competing in the larger vitamin supplement market rather than just the multivitamin market.
This document provides clues and answers to a 2016 quiz.
The first clue asks about WIPL receiving over 140 tonnes of currency notes (X) from the RBI (Y) to convert into briquettes or office stationery. The answer states X is 500 and 1000 rupee notes and Y is RBI.
The second clue describes obstacles in a driveway leading to a mansion, including a gate, chasm, wall, and tunnel. The answer names the destination as Xanadu, Mandrake the Magician's mansion.
The third clue asks what started in 1966. The answer states it was the Amul girl advertisements.
Reframing Performance Management Conversations: AIGs Transformation StoryHuman Capital Media
The webinar provided an overview of AIG's transformation of its performance management system. It discussed how AIG's previous system focused too much on rankings and numbers, which negatively impacted employee morale. AIG then conducted extensive research, including employee focus groups and working with a behavioral economist. This informed the creation of a new system that focuses on both employees' contributions and how they worked, evaluated through self, peer and manager reviews. It aims to encourage collaboration over competition and have constructive conversations about development. AIG also created a volunteer community of over 1,200 employees to help spread the new approach.
Trinity College of Engineering in Trivandrum has been approved as an official test center for CTTC, the authorized body for independent skill testing under the Government of India. Trinity is now qualified to be a test center in 6 areas related to engineering. CTTC issues certificates of employability skill that are embassy-attestable, which will benefit Trinity students participating in short courses. Draft proposals for technical assistance related to projects in Kalliyoor Panchayat were delivered to the Panchayat office by Trinity. PhD work on optimization of machining parameters for surface grinding using integrated ANN-GA approach is ongoing at Trinity labs in collaboration with Karunya University.
How L&D Challenges Affect The Use Of Training TrendsAllenComm
We polled participants on the state of their training & the challenges they're facing. See how these challenges affect what trends training pros may need to use.
At these events we present an overview of what we consider to be the most significant cases decided in 2016, and what they teach us about managing your workforce. We won’t just tell you the law – we will tell you what you need to do about it.
We also cover what is coming up in 2017, and how you can get ready for what will be another busy year in employment law.
Topics discussed include:
• working time/travel time
• social media
• discrimination and whistleblowing update
• Modern Slavery Act
• privacy in the workplace
• preparing for the Gender Pay Gap
• what’s coming up in 2017.
Reducing Risk: How to Stay Ahead of Fast Changing Workforce LegislationHuman Capital Media
Every year in the U.S., new laws related to the workforce are created and existing laws are revised. Changes to workforce legislation create considerable risk to the ongoing fiscal health of your organization and increase its exposure to potentially catastrophic lawsuits, government fines, and reputational damage. To reduce risk, every HR professional needs to quickly and accurately assess how updates to employment laws will impact the workforce and discover how their organization can best adapt policies and programs to reduce liability.
But given the complex and dynamic nature of workforce legislation, how can you hope to analyze the potential effects of changes quickly enough to mitigate risk? How can you rapidly uncover the areas where your organization is most exposed and decide on the best ways to address them?
In this webinar, workforce intelligence expert Dave Weisbeck will discuss risks related to three areas of workforce legislation that are undergoing rapid change:
The new overtime rules from the Department of Labor that go into effect December 1
The proposed pay equity reporting requirements that could begin as early as next year
Ever-changing employee classification laws that limit which employees qualify as contractors
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
The Gender Pap Gap: What is it & Who cares? LKirby1234
The document discusses the gender pay gap in the UK and new legislation requiring employers to report on it. It provides background on the size of the current gender pay gap and defines what employers will need to report. This includes the difference in mean and median hourly pay and bonuses between men and women, as well as the distribution of men and women across pay quartiles. The document emphasizes the importance of accurately gathering and analyzing payroll data to comply with reporting requirements and help address unequal pay. It also suggests discussing challenges companies may face and developing strategies to meet new transparency standards and work towards closing their gender pay gaps over time.
I Get That All the Time! Frequently Asked Questions About OFCCP AuditsBiddle Consulting Group
This presentation focuses on some of our most frequently asked questions and most helpful answers on every federal contractor's favorite topic - OFCCP Audits!
The slides include discussion points about:
OFCCP (New Regulations/Executive Orders & Update), Compensation, Highest Selection Rate, Adverse Impact in Hiring, Data reconciliation,Promotions, Individuals with Disabilities and Protected Veterans, and OFCCP Audit Requests.
Visit www.BCGinstitute.org for online HR training in Affirmative Action Methodology, Adverse Impact Analyses, Test Validation, Compensation and more!
Morgan McKinley have teamed up with XpertHR to discuss the very topical theme that is the Gender Pay Gap. Morgan McKinley provided some insight into the gender pay gap from a recruitment perspective and XpertHR explained the difference between the gender pay gap vs equal pay, new regulatory requirements for reporting on the gender pay gap for employees and how and why this can be done. Guest speakers: Mark Crail and Clio Springer.
Transitioning to HR Tech: Payroll Integration - The Good, the Bad, and the Ug...Naba Ahmed
There are many benefits to keeping up with technology. By embracing ideas like fully-integrated payroll, your organization will be able to save time and resources by eliminating what was once a very manual part of your workflow. In addition, you may be able to mitigate substantial compliance risk by eliminating the potential for human error.
Transitioning to HR Tech: Payroll Integration - The Good, the Bad, and the Ug...Aggregage
There are many benefits to keeping up with technology. By embracing ideas like fully-integrated payroll, your organization will be able to save time and resources by eliminating what was once a very manual part of your workflow. In addition, you may be able to mitigate substantial compliance risk by eliminating the potential for human error.
Employment Laws, Hiring Interns and Winning the Talent Warshrvaluepartners
The following is the presentation that Bradley Foley of www.hrvaluepartners.com presented at the 2015 Philadelphia Small Business Expo. Covered topics included Employment Laws, Hiring Interns and How to Win the Talent Wars by Talent Search and Selection.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
There are a number of complicated laws and regulations that organizations must adhere to relating to comparable worth and equal pay. While compliance is important, most organizations do not have an effective way to administer these rules on an ongoing basis.
Webinar - How to Build Fair Compensation Policies That Support Pay EquityPayScale, Inc.
Join Payscale’s pay equity experts Ruth Thomas and Vicky Peakman as they cover best practices to ensure your compensation policies are aligned and fair, how to build a sustainable pay equity management framework, and how auditing your pay policies can lead to a more inclusive and transparent company culture.
Webinar - Pay Transparency Legislation Series Ep 7 EMEAPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas and Senior Corporate Attorney- Employment, Lulu Seikaly as they discuss emerging global pay transparency legislation and best practices for remaining compliant.
Compensation plays as an important motivating factor for every employee. Compensation is a systematic approach to provide monetarily value to employees in exchange for work performed. It can also achieve several purposes assisting in recruitment, job performance, and job satisfaction. This presentation will provide you the importance of "Compensation" as an area of Human Resource Management. Topics include compensation as a whole, how to create a market competitive plan and providing employees benefit.
Preparing for Change: Florida Workers' Compensation - 2016Josh Hirsch
The document discusses major changes coming to Florida's workers' compensation system in 2016 and strategies for organizations to prepare. It begins by reviewing the history and basics of workers' compensation. It then explains that in 2016, the Florida Supreme Court ruled attorney fee caps unconstitutional and increased limits on temporary disability payments. This will significantly increase costs for employers. The document estimates a proposed 19.6% rate increase in October 2016. Finally, it outlines strategies organizations can implement to mitigate higher costs, such as workplace safety programs, claim reporting protocols, and transitional duty requirements.
HAC Pay Equity - November 2 2022 (Removed notes)[1].pptxssuser2a1081
The document provides an overview of pay equity and proposed amendments to the Canada Labour Code presented by Emond Harnden at the Helicopter Association of Canada on November 2, 2022. Key points include:
- Pay equity aims to address systemic gender-based discrimination in wages by requiring equal pay for female and male job classes with comparable work value, as opposed to equal pay for equal work.
- The federal Pay Equity Act establishes obligations for employers to post notices, form pay equity committees, develop pay equity plans, and maintain plans through updates every five years.
- Proposed amendments to the Canada Labour Code include new paid medical leave provisions, bereavement leave, reimbursement for reasonable work expenses, increased employee
Are you up-to-date on the changes in compensation analysis? There are a number of recent developments that have changed the way we study compensation: the Ledbetter Fair Pay Act, the OFCCP's announcement of recision of compensation standards and guidance, and the National Equal Pay Enforcement Task Force. Find out what these all mean for the way you analyze compensation.
Last-Minute Overtime: What You Need to Know Right Nowbenefitexpress
The new FLSA regulations for overtime are on pause due to a federal injunction, but they're not permanently gone, and more than 8 million people are affected.
Improperly classifying your employees can lead to millions in back wages and penalties. However, properly handling the transition can keep you in compliance as well as strengthening employee loyalty and engagement.
Join our employee benefits attorney for a tactical look at the significant changes and what you can do now to maintain compliance.
The OT Training will focus on:
- Key elements of the new rules; including new minimum
salaries and back wages
- Classification of salaried and hourly employees
- Transition and Compliance Strategies
- Employee communication before December 1
- The impact on employee benefits
- Employee communication
This document summarizes the key compliance requirements and updates related to the Affordable Care Act (ACA) for 2016. It discusses ongoing employer responsibilities under the employer mandate, measurement periods for determining employee status, reporting requirements, and penalties for noncompliance. It also outlines delays and potential repeals of certain ACA provisions and compliance tips for employers, such as maintaining documentation and ensuring plan documents are updated. The impact of the ACA to date on employers and uncertainty around the future of the law given the political environment are also addressed.
Large employers will have to produce their first gender pay gap reports by April 2018 at the latest, based on payroll data from April 2017. While the final version of the regulations isn’t expected until summer 2016, the main elements are now clear. These slides set out what the Regulations require and the issues that employers should be thinking about now.
Similar to Practical Compensation Compliance Strategies for 2016 (20)
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
This document summarizes key trends in employee experience from a 2020 global study. The top 3 trends are: 1) Feedback matters - having feedback programs boosts engagement; 2) Change is constant - listening during times of change is important; 3) Managers and learning & development matter - investing in managers and L&D improves engagement and retention. Examples are given showing the impact of acting on feedback, empowering employees during change, and providing learning opportunities. Overall it stresses the importance of listening to employees, acting on insights, and supporting managers and professional growth to drive engagement.
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise boosts blood flow, releases endorphins, and promotes changes in the brain which help enhance one's emotional well-being and mental clarity.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...Human Capital Media
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARHuman Capital Media
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluencyHuman Capital Media
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
The document promotes Ryan Berman and his company Courage Brands. It introduces Berman as the creator of Courage Brands and author of the book "Return on Courage". Berman helps brands build courage through storytelling and consulting. He has worked with major companies and founded Sock Problems, a sock brand that donates to causes. Courage Brands aims to help companies liberate themselves from fears through holistic internal and external change.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Webinar - How to Craft a Winning Compensation Strategy
Practical Compensation Compliance Strategies for 2016
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Retooling HR To Keep Up With
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