Are your policies and practices in line with the new reality? Do you understand the strategies and risks associated with hiring, retention, and firing of “older” workers?
It will also discuss your best methods of managing abuse of your policies and avoiding legal problems as well as strategic insight concerning local (Chicago and Cook County) and IL Sick Leave Mandates.
With specific samples being provided for numerous deduction situations, participants will have the confidence to recognize the proper situation and use the proper written document when deducting wages.
What impact will the new presidency and forthcoming federal employment policy changes have on Illinois employers? What changes are in the works and how will it affect YOUR company?
You will learn to solve the root cause of the problem instead of just eliminating a symptom. This course is appropriate for HR Professionals, managers, supervisors, business owners, and anybody who wants to learn how to effectively solve problems.
Are you sure your handbook complies with current laws? Will your handbook stand up to increased scrutiny by the DOL, EEOC, OSHA, or NLRB? Will your handbook get you into trouble in your next employee lawsuit? Employment laws and regulations are ever-changing which means every few years (or more frequently!), you need to dust off that handbook and give it a proper evaluation. The Illinois Chamber is pleased to invite you to this timely presentation on updating your employee handbooks. Join us and attorney Noah Frank of SmithAmundsen as he guides you through effectively using an employee handbook and identify top employee handbook mistakes that could cost you. Whether you have one employee or one thousand, this presentation is not to be missed! Topics include: –The purpose of an employee handbook; -Wage/Hour compliance; -Safety standards; -New EEO reporting and complaint procedure language; -Surviving DOL, OSHA, NLRB and EEOC scrutiny; -What should be included in an employee handbook (and excluded); -Privacy, workplace searches and drug testing policies; -Preserving the at-will employment relationship; -Ineffective handbook language to avoid; -What to do when there is a union workforce; and -Other common employee handbook mistakes.
A quality FCE should include an extensive physical examination, a review of the past medical history, basic psychological testing, performance testing in multiple areas, job specific testing, and a detailed validity testing protocol. A FCE should be standardized but be able to be adjusted to accommodate different injuries and job demands in order to answer the referral question. The examiner should have a medical expertise in order to form an expert opinion about the employee. There are multiple FCE programs in the marketplace to choose from, and many can fall short of the required criteria. The presentation will discuss the important aspects of a quality FCE and what to look for in a FCE when choosing a test and a provider.
Are your policies and practices in line with the new reality? Do you understand the strategies and risks associated with hiring, retention, and firing of “older” workers? Join us for a lively 90-minute webinar presented by management employment attorney Noah A. Frank of SmithAmundsen on Issues of an Aging Workforce.
Our discussion will include the EEOC’s advocacy of LGBT employee rights, diverging court opinions on LGBT and gender identity issues, and strategies for employers to address practical workplace challenges including sexual orientation and gender harassment, dress codes, bathroom/dressing room use, and discrimination claims. Taught By Attorney Colleen DeRosa of Ogletree Deakins.
Most employers have a general understanding that discrimination on the basis of pregnancy or childbirth constitutes unlawful discrimination; however, the interplay between applicable federal and state laws and accommodation issues frequently cause confusion. Often, employers misinterpret or misapply the laws to real life circumstances. Common mistakes usually involve an impermissible policy relating to the treatment of pregnant employees, intolerance for leave, the mishandling of requests for accommodation or breastfeeding in the workplace, or improper communications by supervisors or management. Employers must fully understand the scope of the applicable laws in order to avoid the major pitfalls that recurrently result in pregnancy-related litigation. This is particularly true in light of the recent United States Supreme Court decision in Young v. United Parcel Service, Inc., the recent amendments to the Illinois Human Rights Act and the adoption of rules interpreting the pregnancy discrimination and accommodation amendments to the IHRA.
For these actions to work, every leader must understand the necessity of making ethical decisions and creating an environment that is strongly motivated by doing things “the right way”. Employees in your workplace will then follow the example of their superiors and develop a team that is poised for success. This webinar will focus on ethical dilemmas that will come up during everyone’s professional experiences. By using hypothetical situations for general ethical dilemmas, the objective will be for everyone to: -Understand the value of following ethical guidelines; -Exercise individual judgment and reasoning in addressing ethical dilemmas, relying upon accepted ethical approaches and ethical judgements; and -Recognize and understand how ethics dictate the handling of numerous types of workplace scenarios.
A joke may offend someone or might be a form of sexual harassment. Join attorney Noah A. Frank of SmithAmundsen for a lively 60 minute webinar on taboo topics including sex, religion, disability, politics, and more.
We know what that type of under funding can mean for the employees whose pensions are tied up in these funds. But there are also serious consequences for the employers that pay contributions into such funds. How would employers react if they found out that multi-employer pension funds could assess liability against them in certain situations and that such liability is solely based on the employers’ participation in an underfunded, multi-employer pension fund? Shock? Anger? Disbelief? Let us introduce you to the sucker punch known as withdrawal liability. Employers that participate in multi-employer pension’s funds need to understand what withdrawal liability is, when a pension fund can assess it, and how it’s collected. This webinar will provide a comprehensive overview of the withdrawal liability concept, specifically explaining the two different types of withdrawal liability, how a company triggers withdrawal liability, how a fund calculates withdrawal liability, the narrow withdrawal liability exceptions, and the various methods pension funds can use to collect withdrawal liability. If your company participates in a multi-employer pension fund, you need to attend this webinar! Topics include: • The hidden liability lurking in your Collective Bargaining Agreement; • An overview of withdrawal liability and its devastating affect on businesses; • The triggering events that lead to withdrawal liability; • An explanation of the narrow exemptions to withdrawal liability; • Employers’ limited withdrawal liability rights; and • Collection methods the pension funds use to ensure withdrawal liability collection.