Ronald Adler speaker of compliance global

13
Wednesday
September, 2017

Speaker: Ronald Adler
Duration: 90 Minutes
Product ID: 700810

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HR Metrics: Critical Strategic and Compliance Measures

The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and manage risks.  The purposes of HR metrics are to help communicate the value added, demonstrate the contribution of human capital, and measure employment related risks. To become a strategic partner, HR professionals need to speak the language of business.  Inherent in that language is the lexicon of business measurements and metrics - including HR metrics.

Experts increasingly define HR metrics and analytics as the systematic and continuous study and process of assessing and comparing an organization’s practices and results. They note that HR metrics: 

  1. Help define and measure priorities, targets, and goals;
  2. Recognizes the dynamic nature of processes, inputs, and targets; 
  3. Become an active process that can help design change; and
  4. Emphasizes improvements at the operational level. 

As a result, HR metrics are playing an increasingly important role in the management and governance of organizations.

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Ronald Adler speaker of compliance global

09
Tuesday
May, 2017

Speaker: Ronald Adler
Duration: 60 Minutes
Product ID: 700706

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Employee Handbooks: What Issues Should be Addressed in 2017

Employee handbook policies and procedures play a critical role in helping organizations manage their human capital.  The employee handbooks typically address key business, legal, and talent management areas. They also discuss the key issues organizations want their work force to be aware of and the critical rules they want them to follow.

Unfortunately in many organizations employee handbooks are not kept up to date—they are updated only every three years or more. Additionally, because they are not up-to-date, they often fail to address key employment issues or discuss critical changes that have occurred in federal or state laws. And importantly, there is a growing mismatch between organizations drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented.   

Thus, as a nationwide survey of employers revealed, while organizations use employee handbooks to address key business, legal, and talent management challenges, they limit the effectiveness of their handbook policies by the use of ineffective handbook management practices. The survey further reports that in many organizations there is a disconnection between the drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented.

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Ronald Adler speaker of compliance global

16
Thursday
March, 2017

Speaker: Ronald Adler
Duration: 90 Minutes
Product ID: 700683

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HR Metrics: 2017 Key Strategic and Tactical Issues to Measure

The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and manage risks.  The purposes of HR metrics are to help communicate the value added, demonstrate the contribution of human capital, and measure employment related risks. To become a strategic partner, HR professionals need to speak the language of business.  Inherent in that language is the lexicon of business measurements and metrics ? including HR metrics.

Experts increasingly define HR metrics and analytics as the systematic and continuous study and process of assessing and comparing an organization’s practices and results. They note that HR metrics: 

  • Help define and measure priorities, targets, and goals;
  • Recognizes the dynamic nature of processes,inputs, and targets; 
  • Become an active process that can help design change; and
  • Emphasizes improvements at the operational level. 

As a result, HR metrics are playing an increasingly important role in the management and governance of organizations.

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Ronald Adler speaker of compliance global

10
Thursday
November, 2016

Speaker: Ronald Adler
Duration: 90 Minutes
Product ID: 700559

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Wage and Hour Liability: A Ticking Time Bomb

The U.S. Department of Labor has announced important new — some would add, demanding — rules that need to be addressed. Beginning December 1, 2016, organizations will need to respond to the changes in the definition and requirements of “exempt” and “non-exempt” employees. Employees now earning less than $913 per week will qualify for overtime pay when they work more than 40 hours per week. 

Meanwhile the Wage and Hour division is pursuing strategies that ensure employees are properly paid. Last year the Wage and Hour Division obtained more than $38 million in back wages for primarily restaurant workers for minimum wage and overtime violations. 

Additionally, the Wage and Hour Division continues to address employee misclassification issues. As noted, the Wage and Hour Division, working with the IRS and 22 states, has issued an administrator’s interpretation that provides guidance to employers about whether workers are employees or independent contractors.

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Ronald Adler speaker of compliance global

13
Tuesday
September, 2016

Speaker: Ronald Adler
Duration: 90 Minutes
Product ID: 700534

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HR Metrics: A Critical Measurement of the Impact of Human Resources Management

The purposes of an organization’s HR training are to add value, make the organization more competitive, help the organization achieve its business objectives, and manage risks. The purposes of HR metrics are to help communicate the value added, demonstrate the contribution of human capital metrics, and measure employment related risks. To become a strategic partner, HR professionals need to speak the language of business. Inherent in that language is the lexicon of business measurements and workforce analytics training ? including HR metrics.

Experts increasingly define HR metrics and analytics as the systematic and continuous study and process of assessing and comparing an organization’s practices and results. They note that HR metrics: 

  • help define and measure priorities, targets, and goals;
  • recognizes the dynamic nature of processes, inputs, and targets; 
  • become an active process that can help design change; and
  • emphasizes improvements at the operational level. 

As a result, HR metrics are playing an increasing role in the management and governance of organizations.

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Ronald Adler speaker of compliance global

31
Wednesday
August, 2016

Speaker: Ronald Adler
Duration: 60 Minutes
Product ID: 700446

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Updating Your Employee Handbook: A 2016 Perspective

Employee handbooks play a critical role in helping organizations manage their human capital. The employee handbook policies typically addresses key business, legal, and talent management areas. They also discuss key issues organizations want their work force to be aware of and the critical rules they want them to follow.

Unfortunately in many organizations employee handbooks are not kept up to date—they are updated only every three years or more. Additionally, because they are not up-to-date, they often fail to address key employment issues or discuss critical changes that have occurred in federal or state laws. And importantly, there is a growing mismatch between organizations drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented.   
 
Thus, as a nationwide survey of employers revealed that while organizations use employee handbooks to address key business, legal, and talent management challenges, they limit the effectiveness of their handbook policies by the use of ineffective handbook practices. The survey report further noted that in many organizations there is disconnect between the drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented.

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Ronald Adler speaker of compliance global

09
Tuesday
August, 2016

Speaker: Ronald Adler
Duration: 60 Minutes
Product ID: 700454

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FMLA and ADAAA Compliance Requirements

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to twelve workweeks of leave in a 12-month period for:  

  • the birth of a child and to care for the newborn child within one year of birth; 
  • the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;  
  • to care for the employee’s spouse, child, or parent who has a serious health condition; and 
  • a serious health condition that makes the employee unable to perform the essential functions of his or her job 

Additionally, the FMLA provides coverage to any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave). 

The ADA and the ADAAA, as amended, protect qualified individuals from discrimination on the basis of a disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

Together these laws provide substantial job protections to employees and represent significant liabilities for employers.

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Ronald Adler speaker of compliance global

01
Friday
January, 2016

Speaker: Ronald Adler
Duration: 60 Minutes
Product ID: 700034

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Managing Critical Issues of Unemployment Insurance

Employer paid unemployment insurance benefits, taxes and costs, once a nuisance, have increased dramatically in recent years. For some employers’ UI tax liabilities have increased by more than 300 percent and now have a significant impact the bottom line.

Higher UI tax liabilities are just most obvious risk created by employee separations and unemployment insurance claims. Unemployment insurance claims increasingly expose organizations to other potential liabilities: from wage and hour violations for misclassifying independent contractors to providing plaintiffs with discovery opportunities in other employment litigation.

Effective management of an organization’s unemployment insurance experience provides the organization with the opportunity to improve its talent management results, improve its hiring and on boarding processes, enhance its performance management and discipline procedures, and reduce its exposure to discrimination and wrongful discharge claims. Effective UI management allows organizations to use UI metrics to assess human capital risks, measure supervisor and manager performance, more accurately allocate resources, and have a positive impact on the bottom line.

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Ronald Adler speaker of compliance global

01
Friday
January, 2016

Speaker: Ronald Adler
Duration: 60 Minutes
Product ID: 700067

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Updating Your Employee Handbook: A 2015 Perspective.

Employee handbooks play a critical role in helping organizations manage their human capital. The employee handbook policies typically addresses key business, legal, and talent management areas. They also discuss key issues organizations want their work force to be aware of and the critical rules they want them to follow.

Unfortunately in many organizations employee handbooks are not kept up to date—they are updated only every three years or more. Additionally, because they are not up-to-date, they often fail to address key employment issues or discuss critical changes that have occurred in federal or state laws. And importantly, there is a growing mismatch between organizations drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented.  
 
Thus, as a nationwide survey of employers revealed that while organizations use employee handbooks to address key business, legal, and talent management challenges, they limit the effectiveness of their handbook policies by the use of ineffective handbook practices. The survey report further noted that in many organizations there is disconnect between the drafting and issuing of handbook policies and the practices that ensure those policies are effectively implemented.

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Ronald Adler speaker of compliance global

18
Wednesday
March, 2015

Speaker: Ronald Adler
Duration: 90 Minutes
Product ID: 700016

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HR Audits: Ensuring Compliance & Improving Competitiveness and Productivity

Human resources play a critical—and growing—role in most organizations. Increasingly, human resources determine the success of organizations. And for some organizations, human resources are a critical factor in their organizations’ survivalThese factors create a growing demand for a report on how well this critical organizational asset is being managed and provide the need for HR audits. As noted, in the global economy, human resources have become for many organizations the single most important determinant of competitiveness, productivity, sustainability, and profitability. Increasingly, organizations’ human resources are a critical the source of innovation and a driver of business success.

Additionally, the recent confluence of economic, political, and social factors have resulted in increased statutory and regulatory requirements, a call for greater transparency, and increased internal and external audit activity.

Finally, governmental agencies have become more active and have committed more resources in conducting employer assessments. Governmental agencies now consider organizations self assessments and New HR Auditing Techniques as “best practices” and critical aspect of preventing and managing workplace violations.

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Moving from an Operational Manager to a Strategic Leader

Speaker: Chris DeVany

Time: 01:00 PM EDT | 10:00 AM PDT
Location: New York

Logistics Channel Incoterms Standards

Speaker: Dr. Rossano V. Gerald

Time: 01:00 PM EDT | 10:00 AM PDT
Location: New York

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