In this webinar, the speaker will explain about EEOC complaint process, EEOC investigation process & what can be done when a complaint is lodged and more.
As well as undermining employee’s motivation and morale, illegal discrimination can lead to employee grievances.We have prepared a guide on discrimination which outlines what is classed as discrimination and how to avoid it.
PEO for Franchises - Jersey Mike's exampleBruce Silver
Using Professional Employer Organizations for your franchise business. How to transfer your employee administration, benefits, employment liability, HR and tax compliance to companies that specialize in managing and motivating your workforce
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
The Equal Employment Opportunity (EEO) Act – Benefits, Rights and Responsibil...Amelia Figueroa
The Equal Employment Opportunity (EEO) Act, implemented by the Federal government, applies to private employers, labor organizations, employment agencies, and educational institutions under states and Federal governments. In this article, we briefly discuss the benefits, rights and responsibilities under the EEO Act.
As well as undermining employee’s motivation and morale, illegal discrimination can lead to employee grievances.We have prepared a guide on discrimination which outlines what is classed as discrimination and how to avoid it.
PEO for Franchises - Jersey Mike's exampleBruce Silver
Using Professional Employer Organizations for your franchise business. How to transfer your employee administration, benefits, employment liability, HR and tax compliance to companies that specialize in managing and motivating your workforce
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
The Equal Employment Opportunity (EEO) Act – Benefits, Rights and Responsibil...Amelia Figueroa
The Equal Employment Opportunity (EEO) Act, implemented by the Federal government, applies to private employers, labor organizations, employment agencies, and educational institutions under states and Federal governments. In this article, we briefly discuss the benefits, rights and responsibilities under the EEO Act.
Avoid Workplace Litigation and Non-Compliance Fines: Conduct an HR AuditOnlineCompliance Panel
HR Audits help companies avoid non-compliance fees, government intervention, like Wage and Hour, EEOC, Unemployment, Workers Compensation, Immigration Services.
This session will discuss key concepts that compliance professionals must employ to ensure their work be represented as independent, objective and provide risk mitigation.
Webinar on how to set up and bench mark payroll processes in order to week out ineffectual processes and strength effective ones while improving efficiency.
This webinar will provide an in-depth look at the benefits of outsourcing HR to a Professional Employer Organization (PEO). John W. Allen, President and COO of G&A Partners, will discuss how small and mid-size businesses can take advantage of outsourcing their human resources and administrative functions. He will also answer some common questions in regards to PEOs and their services.
This webinar will explore:
What kinds of companies are outsourcing their HR?
What types of organizations should be outsourcing their HR?
Why are they outsourcing?
What HR or administrative functions are they outsourcing?
How & when are they outsourcing?
To whom are they outsourcing?
The webinar will conclude with a Q&A session between John W. Allen and webinar participants.
This webinar was posted on October 20, 2011 and presented by President and COO John W.Allen.
Real world examples of what to expect, and what to prepare for whenever possible. Not every organization is ready to avoid inspections or fines if they do not have senior staff in place, and/or if they have not been audited in the past.
The webinar discusses current regulatory expectation on how a firm identifies deviations, investigate the cause, recommend corrective, preventive actions.
Avoid Workplace Litigation and Non-Compliance Fines: Conduct an HR AuditOnlineCompliance Panel
HR Audits help companies avoid non-compliance fees, government intervention, like Wage and Hour, EEOC, Unemployment, Workers Compensation, Immigration Services.
This session will discuss key concepts that compliance professionals must employ to ensure their work be represented as independent, objective and provide risk mitigation.
Webinar on how to set up and bench mark payroll processes in order to week out ineffectual processes and strength effective ones while improving efficiency.
This webinar will provide an in-depth look at the benefits of outsourcing HR to a Professional Employer Organization (PEO). John W. Allen, President and COO of G&A Partners, will discuss how small and mid-size businesses can take advantage of outsourcing their human resources and administrative functions. He will also answer some common questions in regards to PEOs and their services.
This webinar will explore:
What kinds of companies are outsourcing their HR?
What types of organizations should be outsourcing their HR?
Why are they outsourcing?
What HR or administrative functions are they outsourcing?
How & when are they outsourcing?
To whom are they outsourcing?
The webinar will conclude with a Q&A session between John W. Allen and webinar participants.
This webinar was posted on October 20, 2011 and presented by President and COO John W.Allen.
Real world examples of what to expect, and what to prepare for whenever possible. Not every organization is ready to avoid inspections or fines if they do not have senior staff in place, and/or if they have not been audited in the past.
The webinar discusses current regulatory expectation on how a firm identifies deviations, investigate the cause, recommend corrective, preventive actions.
WINDING UP of COMPANY, Modes of DissolutionKHURRAMWALI
Winding up, also known as liquidation, refers to the legal and financial process of dissolving a company. It involves ceasing operations, selling assets, settling debts, and ultimately removing the company from the official business registry.
Here's a breakdown of the key aspects of winding up:
Reasons for Winding Up:
Insolvency: This is the most common reason, where the company cannot pay its debts. Creditors may initiate a compulsory winding up to recover their dues.
Voluntary Closure: The owners may decide to close the company due to reasons like reaching business goals, facing losses, or merging with another company.
Deadlock: If shareholders or directors cannot agree on how to run the company, a court may order a winding up.
Types of Winding Up:
Voluntary Winding Up: This is initiated by the company's shareholders through a resolution passed by a majority vote. There are two main types:
Members' Voluntary Winding Up: The company is solvent (has enough assets to pay off its debts) and shareholders will receive any remaining assets after debts are settled.
Creditors' Voluntary Winding Up: The company is insolvent and creditors will be prioritized in receiving payment from the sale of assets.
Compulsory Winding Up: This is initiated by a court order, typically at the request of creditors, government agencies, or even by the company itself if it's insolvent.
Process of Winding Up:
Appointment of Liquidator: A qualified professional is appointed to oversee the winding-up process. They are responsible for selling assets, paying off debts, and distributing any remaining funds.
Cease Trading: The company stops its regular business operations.
Notification of Creditors: Creditors are informed about the winding up and invited to submit their claims.
Sale of Assets: The company's assets are sold to generate cash to pay off creditors.
Payment of Debts: Creditors are paid according to a set order of priority, with secured creditors receiving payment before unsecured creditors.
Distribution to Shareholders: If there are any remaining funds after all debts are settled, they are distributed to shareholders according to their ownership stake.
Dissolution: Once all claims are settled and distributions made, the company is officially dissolved and removed from the business register.
Impact of Winding Up:
Employees: Employees will likely lose their jobs during the winding-up process.
Creditors: Creditors may not recover their debts in full, especially if the company is insolvent.
Shareholders: Shareholders may not receive any payout if the company's debts exceed its assets.
Winding up is a complex legal and financial process that can have significant consequences for all parties involved. It's important to seek professional legal and financial advice when considering winding up a company.
Responsibilities of the office bearers while registering multi-state cooperat...Finlaw Consultancy Pvt Ltd
Introduction-
The process of register multi-state cooperative society in India is governed by the Multi-State Co-operative Societies Act, 2002. This process requires the office bearers to undertake several crucial responsibilities to ensure compliance with legal and regulatory frameworks. The key office bearers typically include the President, Secretary, and Treasurer, along with other elected members of the managing committee. Their responsibilities encompass administrative, legal, and financial duties essential for the successful registration and operation of the society.
In 2020, the Ministry of Home Affairs established a committee led by Prof. (Dr.) Ranbir Singh, former Vice Chancellor of National Law University (NLU), Delhi. This committee was tasked with reviewing the three codes of criminal law. The primary objective of the committee was to propose comprehensive reforms to the country’s criminal laws in a manner that is both principled and effective.
The committee’s focus was on ensuring the safety and security of individuals, communities, and the nation as a whole. Throughout its deliberations, the committee aimed to uphold constitutional values such as justice, dignity, and the intrinsic value of each individual. Their goal was to recommend amendments to the criminal laws that align with these values and priorities.
Subsequently, in February, the committee successfully submitted its recommendations regarding amendments to the criminal law. These recommendations are intended to serve as a foundation for enhancing the current legal framework, promoting safety and security, and upholding the constitutional principles of justice, dignity, and the inherent worth of every individual.
1. Responding to an EEOC Charge
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
2. Overview :
Yes we all know, The U.S. Equal Employment Opportunity Commission
(EEOC) is responsible for enforcing federal laws that make it illegal to discriminate
against a job applicant or an employee because of the person's race, color,
religion, sex (including pregnancy), national origin, age (40 or older), disability or
genetic information. It is also illegal to discriminate against a person because the
person complained about discrimination, filed a charge of discrimination, or
participated in an employment discrimination investigation or lawsuit.
Most employers with at least 15 employees are covered by EEOC laws (20
employees in age discrimination cases). Most labor unions and employment
agencies are also covered.
The laws apply to all types of work situations, including hiring, firing, promotions,
harassment, training, wages, and benefits.
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
3. When a HR professionals gets any notification from EEOC, especially
when it is a notice of claim. Even the seasoned HR professional has a moment of
panic when seeing the document. Although seemingly overwhelming, the
response process can be organized in systemic steps.
So in this webinar Our Instructor Gayla Sherry will explain and discuss more
regarding the EEOC charge process, the paperwork and deadlines you can expect
and what to do when you receive a notice. Strategies for investigating a charge and
responding to requests for information and resolution alternatives, including
mediation will also be included in the discussion.
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
4. Instructor Profile :
Mrs.Gayla Sherry is the President of Gayla R. Sherry Associates, Inc.,
an Oklahoma-based consulting firm established in 1995; the firm's mission is to
improve employee engagement and productivity by providing human resources
services. The firm has conducted many engagements with a wide range of clients,
including financial services, healthcare, government, higher education, public,
private and nonprofit organizations.
Projects include HR Audits, developing policies, procedures, handbooks, job
descriptions, Affirmative Action plans, management training, employee relations,
mediating conflict, conducting internal investigations and succession planning.
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
5. Objectives of the Presentation:
Understanding the EEOC Charge Process – the Who, What, When, Where and
Ho
What an Employee Does to Initiate a Charge
What Paperwork to Expect from the EEOC
The Charge Process: How the EEOC Classifies
Charges
What to Do When You Receive a Charge
How to Investigate a Charge
Responding to Requests for Information
Writing the Response to a Charge
Resolutions: Mediations and Conciliation
Dealing ith the Grape ine During the Process
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
6. Who can be benefited ?
This webinar is not directed for attorneys, Although attorneys are welcome to
attend and Human Resources Managers, Directors and Staff Involved in Preparing
Responses, Either directly or for general counsel
Business Owners
Human Resources consultants whose practice includes advising and assisting
Clients in preparing EEOC responses
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
7. Live session :
Username and Password will be sent to you 24 hours prior to the webinar
Presentation handouts in pdf format will be mailed to you
Login to the session using the username and password provided to you
Get answer to your queries through interactive Q&A sessions via chat
Get certification of attendance.
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
8. Recorded Session :
A link will be provided to you upon purchase of the recorded session
Please click on the link to access the session
Presentation handouts in pdf format will be mailed to you
Get certification of attendance.
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
9. Get Connected With Us:
www.onlinecompliancepanel.com
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com