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HR 101 Compliance - HR Generalists and Supervisors with HR Responsibilities - 2-Day In-Person Seminar - HRCI & SHRM Certified Event

GRC Advisory Online

Thursday, March 26, 2020 at 9:00 AM - Friday, March 27, 2020 at 4:30 PM (PDT)

HR 101 Compliance - HR Generalists and Supervisors...

Ticket Information

Ticket Type Sales End Price Fee Quantity
Single Attendee: (Registration Only) Mar 25, 2020 $1,266.00 $0.00
Single Attendee: Including Round Trip Flight Tickets Mar 25, 2020 $1,616.00 $0.00
Single Attendee: Including 2 Night Stay At The Venue Mar 25, 2020 $1,873.00 $0.00
Single Attendee: All Inclusive Pricing ( Registration + 2 Night Stay At The Venue + Round Trip Flight Tickets ) Mar 25, 2020 $2,223.00 $0.00
Group Of 3 Attendees (Registration Only) Mar 25, 2020 $3,078.00 $0.00
Group Of 3 Attendees (Registration + Round Trip Flight Tickets) Mar 25, 2020 $3,813.00 $0.00
Group Of 3 Attendees (Registration + Including 2 Night Stay At The Venue) Mar 25, 2020 $4,353.00 $0.00
Group Of 3 Attendees (Registration + Round Trip Flight Tickets + Including 2 Night Stay At The Venue) Mar 25, 2020 $5,088.00 $0.00
Group Of 5 Attendees (Registration Only) Mar 25, 2020 $4,398.00 $0.00
Group Of 5 Attendees (Registration + Round Trip Flight Tickets) Mar 25, 2020 $5,448.00 $0.00
Group Of 5 Attendees (Registration + Including 2 Night Stay At The Venue) Mar 25, 2020 $6,219.00 $0.00
Group Of 5 Attendees (Registration + Round Trip Flight Tickets + Including 2 Night Stay At The Venue) Mar 25, 2020 $7,269.00 $0.00

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Event Details

Course Description

 

Knowing what to do in increasingly complicated employee situations can be difficult for even seasoned HR, especially if Supervisors have never had training. For a new HR Manager this becomes an even a bigger problem as HR advises not just one Supervisor but all Management throughout an organization.

 

In an increasingly complicated world of employee compliance in which even HR struggles to keep abreast of new developments, not teaching both HR and Supervisors HR basics can be costly. After all, it is the Supervisors who interact with employees on a day-to-day basis and every day is an opportunity for problems to arise that a Supervisors was never trained in how to address. Even those who are in Management, even if they do not directly supervise employees, are still held to a higher standard of conduct as they make decisions that affect employees on a day-to-day basis.

 

In today’s workplace, all employees have higher expectations of their employers along with more knowledge of their rights as well as a higher likelihood of asserting those rights. There are simply more employee rights and higher employee expectations of their employers, combined with lower standards of what establishes non-compliance from an employer. This trifecta of elements creates a type of “perfect storm” of risk for employers. If a Supervisor does not know how to avoid common problems and triage more serious HR problems and/or a HR Dept. does not know how to recognize or fix problems, what can be solved as a mere miscommunication, can quickly turn into a huge problem. If Supervisors and an HR Dept. don’t know how to recognize and fix problems by working in tandem, what could have been solved at its lowest level, can quickly turn into a costly lawsuit.

 

However, it is not just managing compliance risk that is important. HR needs to be able to advise Supervisors how to stay compliant while motivating employees. Just as important is that Supervisors know how to hire, coach, delegate, train and develop employees. Hiring is the most important activity of both HR and Supervisors. Coaching and delegation are as close to being “superpowers” as Supervisors ever will have. Supervisors need to know how to set goals, hold people accountable and give employee feedback. Supervisors need to know how to deal with everyday squabbles, as well as bigger problems such as resistance to change. Because when Supervisors effectively handle employees’ problems, it is not just a risk management strategy it is also a powerful employee retention tool.

 

From a business perspective, training HR and Supervisors in the basics of HR compliance; basics of employment law, how to write documentation and how to use the tools of employee development is the cheapest thing an employer can do to stave off unwarranted employment claims and retain good employees.

 

From an HR perspective, training Supervisors of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.

 

From a Supervisor’s perspective, managing from Day One while knowing the basics of HR is the most important thing a Supervisor can do for productivity purposes, compliance reasons, employee development and engagement, problem solving and also - to safeguard their own career.

 

This course if for any new HR Generalist and any Supervisor. From hiring to solving employee problems, at the end of this seminar you will be a much more competent, effective, and confident HR Generalist and/or Supervisor, able to handle HR functions, company problems and limit your company’s legal liability.

 

Learning Objectives

 

At the end of this seminar, you will,

  • Know the basics of the myriad of compliance employment problems that in the absence of training certainly will plague both new HR and certainly an uneducated Supervisor.
  • Be able to do a basic employee relations investigation.
  • Be able to make good hiring decisions, without hiring problem people or sparking discrimination claims.
  • Create quality documentation to back up employment decisions.
  • Understand basic compensation principles including variable pay/incentives and be able to explain compensation decisions to employees.
  • Know how to get employees off to a good start that will carry over into their entire career.
  • Coach, develop and delegate - always have people ready to do other jobs as needed or as new positions open.
  • Do good performance reviews
  • Set employee goals.
  • Mediate employee conflicts, including bullying and sabotage. Keep teams motivated, even through conflicts.
  • Solve performance problems by Coaching Up or Counseling Out.
  • Manage problem employees
  • Understand basic Safety obligations and how Worker’s Compensation fits into safety.

 

Who Should Attend?

 

  • New HR persons
  • New HR Generalist staff
  • Front line Supervisors and Managers
  • Department or Branch Managers
  • Plant Managers
  • Anyone newly promoted to a HR, supervisory or management position
  • Supervisors and Managers who were promoted from within their companies
  • Small business owners
  • Payroll personnel with HR overlap responsibilities
  • Small business owners

 

Detailed Agenda:

 

Day 1 - (8:30 AM - 4:30 PM) - DAY ONE BEGINS

8:00 – 8:30 -REGISTRATION

8:30– 9:00 - INTRODUCTIONS

9:00 – 10:00 - Title VII – Discrimination and Harassment

  • Protected characteristics.
  • Duty of employers to create workplaces free of discrimination and harassment.
  • How to avoid discrimination in employment decisions.
  • The role of training in prevention of discrimination, harassment, and bullying.
  • What is the higher standard of conduct expected of Supervisors and Management.
  • What is harassment.
  • Harassment prevention requirements of employers.

 

10:00 – 10:15 - BREAK

10:15 – 11:00 - Title VII – Discrimination and Harassment, continues

  • What to do if you see harassment.
  • What to do if you get a complaint of discrimination or harassment.
  • Performing a basic workplace investigation – Do’s and Don’ts
  • The role of a Supervisor in workplace investigations.
  • Preventing retaliation after an investigation.

EXERCISE – Is This Discrimination, Harassment – Or Not?

11:00 – Noon - The Americans with Disabilities Act (ADA)

  • Employer obligations
  • When accommodation(s) are required.
  • The accommodation process.
  • What to do if you see an employee struggling doing their job.


Noon – 1:00 - LUNCH

1:00 – 2:00 - The Family and Medical Leave Act (FMLA)

  • Employer obligations
  • Taking leave
  • Requesting leave
  • Continuation of benefits
  • Return to work
  • Pregnancy leave
  • Military family leave
  • Exigency leave
  • The FMLA paperwork process.
  • Pregnancy

2:00 – 2:15 -BREAK

2:15 – 3:30 - FLSA – Wage and Hour

  • The Equal Pay Act (EPA)
  • The Fair Labor Standards Act (FLSA)
    • Exempt and Non-Exempt
      • Exemption tests
      • Prohibited deductions
      • What is “work?”
      • Basic recordkeeping requirements.
      • Breaks and meal periods.
      • Understanding and working with compensation and incentive programs.

3:30 – 4:30 - Overview of Safety and Worker’s Compensation

  • Basic safety obligations of employers
    • Employer responsibilities
    • Employee rights
    • Employee responsibilities
    • Workplace violence planning considerations.
    • The basics of Worker’s Compensation coverage.
      • What to do in the case of an accident.

 

4:30 - DAY ONE Ends

 

Day 2 - (8:30 AM - 4:30 PM) - DAY TWO BEGINS

 

8:30 – 9:30 - Writing Defensible Documentation to Justify Workplace Decision Making

  • Writing good documentation regarding employee performance.
  • The elements of defensible documentation
  • What to document, how to document, when to document and what you don’t need to document
  • Understanding the crucial elements of timing, purpose and content. How they work in conjunction (or not.)
  • Retaliation – how your records often demonstrate that it occurred – even if it did not.
  • Problematic documentation in regards to hiring, performance, training, safety, and investigations.
  • Tips for writing good job descriptions.

 

9:30 – 10:00 - Hiring and Background Checking

  • How HR laws apply to hiring.
  • Background checking
  • What you can and can’t ask in interviews.
  • Behavioral interviewing – the key to successful hiring.
  • Social media – Do’s and Don’ts

10:00 – 10:15 - BREAK

10:15 – Noon - Hiring and Background Checking, continues

  • Structuring effective interviews,
    • How to structure good interview questions,
    • Looking past the “flash” in interviews – how to have authentic conversations,
    • Evaluating answers,
    • Making good hiring decisions.
    • Orientating, onboarding and mentoring Programs – How to get employees off to a good start.
    • Considerations for succession planning programs.

 

EXERCISE – Creating and Asking Good Questions. Evaluating Answers

Noon – 1:00 - LUNCH

1:00 – 2:00 - A Manager’s Tool Box – Performance Reviews, Performance Plans, Interventions and Discipline

  • What are the performance tools a manager has at their disposal and how and when to use each tool.
  • Coaching. Feedback as information to improve.
  • How to set individual employee goals.
  • What to do with the employee who does not want goals set for them.
  • Giving good performance reviews.
  • Coaching up or counseling out low performing employees who cannot or will not improve their job performance.

 

EXERCISE – Managing and Communicating a Performance Problem

 

2:00 – 2:15 - BREAK

2:15 – 2:45 A - Manager’s Tool Box – Performance Reviews, Performance Plans, Interventions and Discipline, continues

  • Staging a performance intervention.
  • Using discipline effectively.

 

2:45 – 4:30 - Managing People Problems

  • Determine your personal conflict management style.
  • How a manager, project leader or team leader can help employees solve their own day-to-day conflicts.
  • How to manage those who sabotage change.
  • Handling inevitable day-to-day conflicts.
  • How to have a 10-minute mediation.
  • Recognizing dysfunction, sabotage and bullying. What to do about it.
  • Having hard conversations.

EXERCISE – Mediating Between Squabbling Employees

4:30 – DAY TWO – PROGRAM ENDS

 

 

Instructor Profile:

 

  • Teri Morning, MBA, MS, specializes in solving company “people problems.”
  • Teri is the founder and President of Hindsight Human Resources.www.hindsightcloud.com
  • Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
  • Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
  • Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
  • In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management.
  • Teri was certified by the State of Indiana in mediation skills, and Teri is currently certified in Project Management and IT Management and qualified as a Myers-Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications.

 

 

 

TERMS & CONDITION


 

Your Registration for the seminar is subject to the following terms and conditions. In case of any clarification please call us at Toll Free: 877 462 6021 and 833 827 3272 or email us at customercare@grcadvisoryonline.com.

 

 

 

 

CANCELLATIONS & SUBSTITUTIONS


 

Written cancellations through email (from the person who has registered for this conference) received at least 10 calendar days prior to the start date of the event will receive a refund — less a $300 administration fee.

 

No cancellations will be accepted — nor refunds issued — within 10 calendar days from the start date of the event. On request by email (before the seminar) a credit for the amount paid minus administration fees ($300) will be transferred to any future.
GRCAdvisoryOnline event and a credit note will be issued. Substitutions may be made at any time.

 

No-shows will be charged the full amount. We discourage onsite registrations, however if you wish to register onsite payment to happen through credit card immediately or check to be submitted onsite.

 

Conference material will be given on the spot if it is available after distributing to other attendees. In case it is not available we will send the material after the conference is over. In the event

 

GRCAdvisoryOnline cancels the seminar, GRCAdvisoryOnline is not responsible for any airfare, hotel, other costs or losses incurred by registrants. However if there is a cancellation by GRCAdvisoryOnline then the entire amount will be refunded. Some topics and speakers may be subject to change without notice.

 

 

Have questions about HR 101 Compliance - HR Generalists and Supervisors with HR Responsibilities - 2-Day In-Person Seminar - HRCI & SHRM Certified Event? Contact GRC Advisory Online

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When & Where


San Francisco, California 94010

Thursday, March 26, 2020 at 9:00 AM - Friday, March 27, 2020 at 4:30 PM (PDT)


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GRC Advisory Online

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