coursy - Tumblr blog

[coursy]

President Joe Biden announced a plan on September 9, 2021, which requires all Private employers with 100 or more employees to mandate covid-19 vaccination or produce, negative results on a weekly basis against covid-19, in the workplace. He also stated that federal workers, as well as contractors, must inoculate against covid-19 without having the alteration of weekly tests. Now you can think how the declaration can create a river of a hodgepodge for the talent acquisition department as well as for HR recruiters. Employers are approaching different ways of hiring with the vaccine mandates. However, we know that it’s easier said but tougher done. It’s getting harder for many companies who are already struggling with employee retention now vaccine mandate is exacerbating the whole condition. And here is the great resignation of 2021, which, in this time, more or less work like an added salt to injury. So, what employers can do to retain the talent, to hire the skillful, learned, intellectuals, of the specific fields? But before diving on the topic. Let’s discuss the November 4, event.

On November 4, 2021, The Occupational Safety and Health Administration, issued an emergency temporary standard to protect unvaccinated employees of large employers from the risk of contracting covid-19. It mentioned that all the private companies with 100 or more employees must get fully vaccinated by January 4, 2022. The requirement also emphasizes that employers must provide paid time off for the vaccination and paid sick leave if the employee is recovering from the side effects after getting the dose. Anyone who doesn’t want to get vaccinated must produce negative results on the weekly basis. They also have to wear masks while on the job. Most corporation like Google, Facebook, Ford, General Electric, Goldman Sachs, McDonald’s, Equinox, Jefferies, and Amtrak has already been outspoken about their vaccination plan. And many companies were already pondering over mandating the covid-19 vaccination policy.  (Almost 47% according to a survey done by Gartner, published on its website on September 24, 2021.)

However, we all are also aware of the fact that OSHA’s mandate regarding the vaccine has been challenged multiple times, and in multiple courts. Religious organizations, private businesses, traders, and states have filed a petition against the OSHA; broaching that the rule is an encroachment of government authority.

Yet, the Biden administration is asking organizations to keep their workplace fully vaccinated.

Now come to the point: As there are many arguments, ongoing with regard to the vaccine policy. And various individuals and organizations put forth the reason what’s right and what’s an outmaneuvering. I think we are digressing from our way. Our focus must not be vague and muzzy in all this buzz. It’s not about mandating a rule and fighting against it. It’s all about public health. We have to find ways to educate them, to encourage them, to inform them that how their lives are indeed important to the future of the nation. To the future of America. We are indeed terrified by what we have seen in the last years we don’t want to lose them. No matter which path we choose or which strategy we restore to – but just remember what’s the focal point.

Inform them about the organization’s vaccination Policy: Before mandating a vaccine policy you must ensure a recruiting policy and make an effort to associate some part of the previous policy to the recruiting policy. So, the interviewee will receive the palpable hint that the covid-19 status is really one of the significant requirements of the job given the current circumstances. Employers can also restore to incentive programs that work really well. Let your interviewee know that why the vaccination is mandatory for their employee’s well-being as well as how the shot is life-saving. Inform them about the research that shows the effectiveness of the covid-19 vaccine.

Don’t trick just treat them: It’s my quite personal point of view, there is an ongoing buzz of firing people who don’t want to get the jab. However, I think before firing them slightly change the way you think of their decision and opinions. Maybe they are afraid. Maybe they have some medical condition. Some religious believes or something else. Just ask them why they don’t want to get the jab. What’s the reason behind it? Educate them, if they are afraid then share your personal experience with them. How afraid you are before taking the jab. Educate them about the vaccine and about its benefits. Tell them that their decision, not to get the jab, can endanger many individuals’ life.

And last but not least. As an employer let them know that you don’t want to lose a precious employee like them and firing an employee is not something that employers cherish especially in the time like the great resignation 2021.

For more visit our Website

[coursy]

Essentials of Documenting Employee Performance

Documentation plays an essential role not only in the HR department, however in any industry or department. Documenting every event of your employees like behavior, performance, and discipline is not just a requirement of HR documentation policy. It’s more than that. In a nutshell, we will also discuss the what, why, and how of the subject.

Now start off with the basics.

What is Documentation?

It is defined in a very simple term in many dictionaries and that is what it basically serves no matter in which context or area you are talking. This is the definition of the word according to the Cambridge dictionary – official or legal documents that are needed in order to prove something. I apologize for digressing slightly, now get on with the subject what does the requirement of documentation mean in the realm of the HR Department?

When you hire a person in your organization to work for your organization, you must document everything about the person from the moment he accepts the job. When it comes to promotion, pay raise, and even termination documentation moderates the work of managers and HR staff, the judgment made by focusing on all the aspects of employee behavior, mitigates the risk of judgment based on your prejudices and preconceived notion. Documentation serves you to fairly contemplate any events.

Why having a documentation policy is prominent for organizations?

I can’t stress enough why the policy must be the requirement of your organization. Still, I am mentioning a few points here.

Documentation provides legal and ethical evidence of each and every event which has taken place from the joining date of the employee.

Thus, it provides a factual basis of an event both positive and negative.

When an employee comes to you and brings their dispute to the table with regard to performance, promotion, and pay raise, or anything else, documentation assists you to resolve the disagreement in an appropriate way.

Now comes the foremost point – how to practically document everything and what to take into account and what to avoid

Here are some points I am sharing with you:

· As a manager, you must document every employee’s performance not matter good or bad, and positive or negative.

· There is a saying in the corporate organization or more precisely in HR Department if it’s not documented, it didn’t happen.

· What, when, why, and how to document.

· Best practices and guidelines when documenting employee performance.

· And many more……

Here are the answers to all your question and confusion.

Course Ministry is conducting a live webinar on November 30, 2021, on the subject. Click the link below.

Sign up for the webinar: Dos and Don’ts of Documenting Employee Behavior, Performance, and Discipline

[coursy]

How to Identify and Manage Workplace Bullying?

Workplace has a first house of an employee and where they spend their most of time but when this place became hunted place for an employee then this could be a major issue for an organization. In recent serve workplace bulling reports widespread continuously and expert’s research proves that almost 75% of employee faced workplace bullying It has also been shown that although workplace bullying is not equally split between men and women, women tend to bully more women than men. Studies have also shown that women can carry unconscious bias against women.

What is Workplace Bullying?

No one can describe, what is exactly bullying in the workplace, and it’s generally defined as an abuse, scary or frightful behavior and atmosphere to harm someone who feel powerless and mismanage to respond. These examples can be physical, mental or verbal, and bring about mischief to the person in question.

Social tormenting in the work environment may occur by letting somebody well enough alone for a gathering deliberately or openly condemning somebody.

Working environment tormenting may vary from provocation or segregation on the premise that it isn’t really attached to an individual’s enrollment in a secured class, as characterized by the Equal Employment Opportunity Commission, or referenced in against separation or badgering rules.

These practices might possibly comprise unlawful badgering. Tormenting is noteworthy under government law just when the reason for it is attached to a secured class, for example, race or sex, clarified Jessica Westerman, a lawyer with Katz, Marshall and Banks in Washington, D.C. In particular, Title VII of the Civil Rights Act of 1964 disallows provocation based on shading, national inception, race, religion and sex. Other government laws disallow such conduct based on age, handicap and hereditary data.

Impacts of Workplace Bullying

If you are an employer you have to be serious about the workplace bullying because it’s not only affect your employee but also affect your work productivity and morale at your organization. Business can also be problem when workplace abuse goes unbounded. In the event that a domineering jerk stays utilized, ability may feel that leaving is the best way to adapt. On the off chance that the tormenting conduct ascends to the degree of harassment or segregation — maybe because of an apparent assault on an individual’s ensured trademark — the potential harm because of legitimate dangers and grievances or mischief done to an association’s reputation can be noteworthy.

Working environment harassing may likewise bring about greater expenses for the association. These may emerge from expanded utilization of advantages, for example, health care coverage and momentary incapacity to manage therapeutic issues brought about by a harasser’s conduct.

Which kind of steps can organization take?

Most states don’t have a particular workplace bullying policy, and keeping in mind that various states have proposed enactment to deal with related issues, the bills still can’t seem to pass. This implies it’s dependent upon managers to make, keep up and authorize strategies identified with work environment tormenting, for example, those illustrated in the implicit rules. The Policy should be clear, straightforward and promptly accessible to all workers. Components of an arrangement can incorporate what the association considers as workplace bullying, instances of unrespectable behavior, the complaint and examination procedure and potential cures or punishments.

Authoritative pioneers ought to be knowledgeable on the approach, and consider others responsible. They ought to likewise fill in as good examples and show proper conduct. Preparing should be led for all pertinent authoritative individuals, and directors and bosses should be prepared on the most proficient method to distinguish workplace bullying and react to objections. Intensive examinations ought to happen when grumblings are raised, and proper move ought to be made. Directors and bosses ought to likewise know about any activities against the complainant that could be seen as provocation.

Zero-resistance policy can be built up and implemented, yet they may be successful if effectively promote by senior manager in an association. Considering menaces responsible for their conduct with disciplinary results must beginning at the highest point of associations, be demonstrated by senior pioneers, and become some portion of the association’s social qualities and standards.

For more visit our Website

[coursy]

What is EEO-1 reporting – and why is it important?

What you need to know about EEO-1 Report.

The EEO-1 (Equal Employment Commission) report also known as employment information report and Standard form 100 form, is a form, certain employers must file out. It’s a kind of compliance survey, a company with more than a hundred employees required to file with the EEOC. According to the act, which is mandated by the federal regulation, requires the company to categorize the data by race, ethnicity, gender, and job category. This data basically consists of workforce data.

As the question always cloud the mind – who should file the EEO-1 report?

Here is the answer:

Every private firm with more than 100 employees must file an EEO-1 component 1 annual report.

If you are a federal contractor with an income of $50,000 or more annually, then you too, have to follow the regulation.

A federal contractor with 50 or more employees, too, has to file the EEO-1 report.

If you are controlled and affiliated by a company, and the total number of employees (including the affiliated and controlled company’s employee) surge above 99 in that case too, you are subject to file the report.

And the last one is if you act as an issuing and paying agent for U.S. saving bonds or serve as a depository of government funds.

How to collect your EEO-1 data?

While collecting the EEO-1 data for your company, one must incorporate the data from the “workforce snapshot period” which is any single pay period from October through December. Employers may also set discrete “workforce snapshot pay period” for 2019 & 2020.

What you require to document when it comes to filing the EEO-1?

Employers have to report their Company IDs and passcode, issued via the U.S. Mail for previous filers. In case, you are registering for the first time then you will receive that at the time of registration.

You also have to mention your company EIN (Employer Identification Number), NAICS (North American Industry Classification System) code, and DUNS (Data Universal Numbering System) number.

You have to disclose the address and EINs of all the firms and business locations.

Must account the job category of all employees including their sex and ethnicity.

Have you ever weighed upon what EEOC does with your report?

The data EEOC gathered through the EEO-1 Report is put to use to back and support civil rights laws, similar to “The Title VII of the Civil Rights Act of 1964”.

They used the statistics to analyze the numbers of women and minority workers in an organization, industry, or region. So, they can have a picture of how the industry or organization presenting the outnumbered groups in their workplace.

And here are some key details.

The deadline for submitting the EEO-1 Component 1 report for 2019 & 2020 has been extended to August 23, 2021.

Employers must include the employee who teleworks, in the report.

While determining the employees who must opt-in or opt-out, employers have to take in the only employee, who is on the payroll during the “workforce snapshot period”.

For more visit our Website

[coursy]

The Importance of Employment Laws and Compliance

Employment Law is a collection of different Laws to maintain the relationship between employee and employer in the organization but with including many subjects. This zone is comprised of both state and government laws and incorporates various subjects with the shared objective to secure specialists’ privileges. For employee, these laws work to prevent discrimination, promote health and safety, establish a minimum required level for economics support and prevent work disruption due to disputes between labor management.

One best example to explain employment law is Title VII , Civil Right Act of 1964. This Federal Law protects employees against discrimination based on persons sex, race, color, region or national origin.

Another best example is Fair Labor Standard Act or FLSA. The Fair Labor Standards Act (FLSA) is a U.S. law that is expected to secure employees against certain unreasonable compensation practices or work guidelines. Thusly, the FLSA sets out different work guidelines with respect to interstate Commerce business, including Minimum wages, necessities for Overtime pay, and restrictions on child work. When the FLSA was enacted in 1938, the minimum hourly wage was only $0.25. In 2013, it’s $7.25.

As a rule, the key is basically perceiving when Employment law is an issue. This can be troublesome in light of the fact that the subject is genuinely immense. Employment law incorporates such things as:

Worker’s compensation

In most U.S. states, businesses of a specific size are required to convey workers compensation Insurance. This Insurance takes care of the medicinal expenses of the laborers’ injuries and likewise gives a halfway pay while the worker is recovering from the damage. In return for the insurances of workers compensation, the employees have constrained rights similarly as suing their boss for carelessness.

Employment discrimination

Employment Law secured employees against numerous types of discrimination in the workplace. Discrimination laws were established to stop employers from effectively oppressing certain employees. In the state of Texas, workers are secured by law against discrimination dependent on shading, national birthplace, race, religion, sex, and inability. Workers are likewise shielded from discrimination due to being 40 or older, citizenship status, and hereditary data. The vast majority of the lawful insurances originate from both the State and Federal Employment laws.

NLRB & Labor relations

The National Labor Relations Act (NLRA) was passed in 1935 and the purpose of the NLRB was to codify the federal policy favouring industrial relations stability and employee free choice. The NLRA makes it unlawful for a business to victimize employees as a result of that workers union activities or connection. Likewise, Employer can’t threaten or force representatives for taking part in Union activities.

Family and Medical Leave (FMLA)

The Family and Medical Leave Act of 1993 is a United States labor law requiring covered employers to provide employees with job-protected and unpaid leave for qualified medical and family reasons.

Some other important State and Federal Laws also included in Employment Law, Like-

Immigration

Employee benefits

Social Security

Wrongful termination

Occupational safety and health

ERISA

Minimum wage

Importance Employment Law for Employers

For most business owners, it’s just not possible to comfortably know enough about employment law.

Many small business owner’s, who only have few employees and they try to be flexible with their employees because they think it’s easier for them, and trying to be nice will make their employees happy and also less paperwork for them. But these procedures create many future issues during Employment lawsuit.

Instead, a savvy business owner will recognize when employment law covers a subject so that he or she can seek the help of an attorney.

For more visit our Website

[coursy]

What is Continue Education Units?

Continue Education unit credits can decidedly affect your profession in a few different ways, yet they can likewise profoundly affect your self-awareness venture. And grow your personal and professional skill for your carrier.

Industries are continuously changed and grow with the time and they change their working style also, which always difficult for their employees and work force to deal with it. Professionals facing issue during their work due to small changes, which cause low performance and bad reviews. CEUs helps Professionals to deal in this situation with the training of new updates.

What is CEUs –

Continue Education actually similar to Further Education in the United Kingdom and in Ireland, which is a board list of degree credit course or post-secondary learning activities. Professionals across United States, and in variety of occupations get CEUs to be up to date with in their industry rules and work development.

Certain Profession also required proceeding with training to comply with laws, stay authorized or affirmed, or keep up enrolment in an affiliation or permitting body. Generally speaking, proceeding with training is viewed as a route for experts to stay informed concerning their fields so they don’t fall behind.

Standards of CEU and how it’s works –

CEUs are utilized to measure an individual’s degree of contribution in a proceeding with training program. These CEUs are estimated is dictated by the International Association of Continuing Education Training (IACET), which has set principles and strategies for any business, association, or establishment that issues these credits to workers comparative with their industry. As a dependable guideline, one proceeding with instruction unit is equivalent to 10 contact hours or hours that have been endorsed by a proceeding with training program.

Various professions require different numbers of hours to complete their certification. Insurance agents, lawyers, Educators, Nurses, Real estate agents, CPAs and engineers are just a few of the professions that require participation in continuing education programs.

In manufacturing industry also have certifications standards because of continuously changing technology modules. While some may require face to face participation for their declaration programs, a few fields consider internet learning. Depending on your career choice, the advantages of CEUs can help ensure you to stay qualified in your field.

Pros and Cons – If your profession has online learning option then Google is the best way to find best CEUs provider option. E-learning will help you to save your time and it will be available on your convenience of time at your home. But if you are reading this article and curious about your certifications be aware with the fake certification provider and with fake certificates and make sure the organization providing the training is approved by the IACET before you invest any time or money.

For more visit our Website

[coursy]

Title IX: The Basics

Title IX and Sex Discrimination

The Education Amendment Act of 1972 also known as the Title IX of the Civil Rights Act of 1964 is the law that prohibits discrimination on the ground of gender in higher educational institutions.

The statute clearly states: No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.

The Civil Rights Act of 1964, itself, is the most celebrated and magnificent accomplishment for Americans and America. The act was enforced to decimate and outlaw discrimination on the pretext of race, color, religion, sex, and nationality.

Any state or local schools and educational institution that receives funds through the federal government, covered by “Title IX”. The U.S. Department of Education’s Office for Civil Rights promulgate the act strenuously; appraise and investigate the allegations and complaints.

Let talks about how title IX transformed the aspect of education’s exceptionally

The act mandates that every man and woman must provide fair and square opportunities to participate in sports as well as in every discipline. However, the act doesn’t imply that it benefits only women. On account of the fact that it also opens the door to many male students who desire to enroll in classed which previously labelled the “female expertise” or “female’s field of study”. For instance: nursing and teaching.

In effect, After Title IX was signed into law, the significant change has been seen in the number of women who embark on the new journey, while making the choice they learn they are enthusiastic about.

Although everyone has a different outlook of the act, it’s the athlete’s application of Title IX which remains the foreground of argument and discussion. From the inception of the act, Title IX advocates the intention of the level playing field for every gender without discrimination. Title IX has played a major role in involving women in the field of sports. One study done in 2008, unveil the surge in women’s collegiate sports. It has grown to 9,101 teams or 8.65 per school. Basketball, Volleyball, Soccer, Cross Country as well as Softball.

Under the Obama administration, the OCR issued guidance citing that Title IX defends transgender students from any sexual injustice and discrimination. The citation further added that any student whether they identified himself or herself as a transgender boy or transgender girl is qualified for the entry of “boy only class” and “girl only class. Title IX also protects the student who does not conform their sexuality under the stereotypical categorization of sex.

In general, Under Title IX, a legatee has to or must look out for all the students whether they are normal (classified as boy and girls), transgender, or someone who is genderqueer.

To cut a long story short – The Title IX of the Civil Rights Act of 1964 has provided a plethora of advantages to all whether it’s male, female, transgender, non-binary, or genderqueer.

For more visit our Website

[coursy]

Working from Home: A Boon or Bane?

The covid-19 pandemic, no one can doubt that, has turned the world upside down. From work from home to being digital, it has evolved many industries and also challenged the way we used to think of work and the workplace. This global pandemic has created a new definition for every aspect of a persons’ life. Now let’s get into it with one of the most trending trends of covid-19 which started to buzz in our ears from the inception of lockdown – “Work From Home”.  At times, it comes to my mind that WFH might have also been included in the 2020 list of buzzing words. “The new normal” word was embraced and incorporated in the list of the worst buzzing words of 2020 by “The Buzzsaw". And we are also aware that when we say working from home or WFH it follows the protocol of “The New Normal”. According to the 2020 report of Pew Research Centre, 20% of the employee used to work from home in America before the Covid outbreak and as everything changed with the restriction to stay at home, during the lockdown, the numbers upsurge by leaps and bound. However, the data’s result shows something more startling. It’s not the percentage of employees who work from home (71%) during the lockdown. But their response to the question. When they were asked that would they still love to work from home once the restriction would be left and the pandemic ends? 54% of them respond in consensus to WFH. When we talk about work from home, we can’t drop the pros and cons of this new normal. Certainly, the subject is unarguable, the matter of argument would not dissolve so easily when it comes to the advantages and disadvantages of WFH. So, let’s begin the discussion. Start off with some good news:As the pew foundation research reveals that people have started to embrace the “Working From Home” culture and even love the flexibility bestowed on them. The path which is not chosen voluntarily for many employees; happened to be something which they embraced bit by bit but heartily. It’s more like a blessing in disguise now. There are many people almost (86%) who say they feel a lower level of stress when it comes to working from home. In the wake of covid, Work from Home also gives you the certainty that you are safe behind the walls of your home which itself seems the greatest succor. We, in general, don’t want to talk about the cons and bad things. However, don’t forget that Failure is much more important than success. Cause it always bestowed on you the opportunity to grow. Let’s dive into the cons of WFH” The Corona Virus itself is enough to raise the level of cortisol and makes you feel threatened. And the long working hours, are added salt to injury. Prolong video call meetings and conference makes it even worse. According to the study done by Twingate (which include 1000 remote employees), 40% of employee have encountered mental exhaustion after attending the long video calls. Cloud infrastructure company Digital Ocean did a survey in 2019 which let out the striking findings. Even before the pandemic (when people choose to work from home voluntarily) 82% of remote tech workers in the U. S. stated that they feel completely burnout. Almost 40% of them reveal they feel their work is more demanding in terms of time. And this encounter led to greater anxiety as they groused with a tight-lipped smile about the fact that they have to grant more time than in-office employees. A report published in a survey by Buffer unearth, 78% of employees working remotely declare their company doesn’t cover internet costs. P.S. One thing I want to let you know is that the findings of the research are more or less about “how an individual view this term – “Work From Home”. As an individual, we all have a different point of views. We observe things in our own unique way. We experience events differently. Yes, I understand that what we want to gather from data, is an objective reality or rule from the subjective calculation. And there is nothing wrong with it. But all I want you to leave with this consideration; that neither it’s true nor it’s a lie. So, the pros and cons

shouldn’t be the scale on which the employee’s well-being is decided. It’s more crucial to adopt a strategy that is different from the point of view and works as a whole for all, not in chunks.

For more visit our Website

[coursy]

Why Diversity and Inclusion Matter in the Workplace?

When I was graduating from college and busy preparing myself to step into the “corporate world” one of my few concerns is that I wanted to join a workforce where voices must be heard and Ideation should be embraced. I entered the workplace with a mixed feeling of fear, excitement, and awe. And along the way, I met with people who didn’t take any interest in what I am saying. However, I also encountered people who introduced me to the term – “Diversity and Inclusion”.   I think that was my light-bulb moment when I earnestly began to contemplate the term “Diversity and Inclusion at Workplace”. And what does it really mean? As I was leafing through the pages of “Cambridge Dictionary” I come across the word and what’s amazing about that dictionary is that it defines a complex word in a simple and easy-to-understand manner. Diversity in its very simplest form means – the fact that there are many different ideas or opinions about something. And when I encounter the word “inclusion” it has got various definitions in multiple contexts. One of its definitions says: “inclusion means the act of allowing many different types of people to do something and treating them fairly and equally”.

Many times, we talk about “Diversity and Inclusion” as if they are identical twins. But if we look closely at the terms, you will find the diversification in these two words. Diversity itself is a broad concept. And If I put the inclusion in more simple terms – it means accepting the application of what we call diversification. It’s good if our organization is diverse. But it would be better or say great if our organization will be inclusive. The 2015 report of McKinsey & Company titled “Why Diversity Matters” pointed out that companies that advocated diversity and have more diverse workplaces, achieved 35 percent more financial success than the companies whose executives and CEOs don’t take time out to prioritize the D&I. Their research also makes it palpable that in the United States racial and ethnic diversity outperforms gender diversity. Signifying that when it comes to the financial performance of a company or organization that promotes racial and ethnic diversity is way too ahead than that encouraging gender equality. The reason could be varied from different perspectives. That’s another topic. And I will cover it in my next article. For now, let’s continue with this one.

Now turn your attention to Inclusion: Diversity can’t win alone. If we want to sustain the diversification of our workplace. We must focus on inclusion as well. Even the organization that is doing well on the subject of diversity, too, requires to pay much greater attention to inclusion. We must design our workplace in a way where diversity can prosper. No one adores the feeling of being left out. Various researches show that “the feeling of exclusion” has a terrible and dreadful impact on the human brain. Moving forward in my career I realized that we can’t retain the diversification of a workplace without including inclusion. So, for a few minutes, or days, or months whatever it takes; pause and take the plunge to plan to make room for inclusion. Dive deep and ponder what will you do, to create a workspace that could be more inclusive. A workplace where everyone; notwithstanding, of their color, race, region, religion, sex, appearance, belief, ability, disability, creed, and many more things, can be viewed as a part of a whole rather than a fragmented piece of the circle. Yes, for making a more diverse workplace and to retain that diverseness, we have to learn how to say “It feels completely different or it looks like alien to me but I appreciate their smartness as well as intelligence. I cherish the difference between us. Diversity and inclusion are not about the empowerment of a particular aspect of the workplace. It’s all about the learning of the skills of “embracing the difference”. So, the next time when we take a step further in order to perpetuate the inclusive milieu of our diverse workplace. We can do the work sincerely, warmly, and cordially.

For more visit our Website

[coursy]

DESCRIPTION

LIVE ONLINE TRAINING COURSE

1.5 CEUs HRCI |  1.5 PDCs SHRM APPROVED

On May 28, the EEOC issued updated and expanded guidance for employers, addressing many unanswered questions regarding COVID-19 vaccinations. The updates supplement prior EEOC guidance and focus on four topics: (1) mandatory vaccination policies; (2) accommodations; (3) information about employee vaccination status; and (4) vaccine incentives. Below, we highlight the key guidance on each topic.

Federal equal employment opportunity laws do not prohibit policies requiring that all employees who physically enter a workplace receive a COVID-19 vaccination, so long as such policies comply with the reasonable accommodation provisions of the Americans with Disabilities Act and Title VII of the Civil Rights Act as well as other applicable laws, according to technical assistance from the U.S. Equal Employment Opportunity Commission updated May 28.

[coursy]

DESCRIPTION

LIVE ONLINE TRAINING COURSE

1.5 CEUs HRCI |  1.5 PDCs SHRM APPROVED

Preparing for year-end should not begin in October or November as it may have in the past. Preparation should begin in January and be conducted throughout the calendar year. This is especially important now as the IRS is looking at year-end compliance issues. In this webinar, we will give the latest best practices to help your payroll department transition from a year-end crunch to a smooth and compliant year-end process. We will discuss how checklists can help keep you on track to ensure all tasks are completed. How a simple two-page memo can prevent dozens of employee questions. We will cover how your duplicate Form W-2 request form and procedures should be set up and in place in advance of issuing the forms and how it will assist you when processing those requests in the upcoming year.

Sign up now

[coursy]

DESCRIPTION

LIVE ONLINE TRAINING COURSE

1 CEU HRCI | 1 PDC SHRM APPROVED

Paid Family Leave as well as Paid Sick Leave has gained momentum in many States and localities. Many of these laws impose obligations well beyond those imposed by the federal Family Medical Leave Act (FMLA). For those of you with employees in more than one State, the myriad of obligations increases exponentially—especially during the time of COVID. This webinar will provide an overview of those States that have passed Paid Family Leave and Paid Sick Leave laws and their key components.

Sign up now

[coursy]

DESCRIPTION

LIVE ONLINE TRAINING COURSE

1 CEU HRCI |  1 PDC SHRM APPROVED

This webinar will start with a review of payroll changes for 2021. This includes COVID-19-related tax credits such as the employee retention credit, the credit under the Families First Coronavirus Response Act, and the credit for COBRA payments. We will cover how to claim these credits and how to report them. We’ll also cover 1099 changes relating to reporting contract labor. We will close the webinar with a discussion about the Form W-4 and other withholding updates.

SESSION HIGHLIGHTS:

The employee retention credit

Families First Coronavirus Response Act

COBRA credits

How to use the 941 to claim these credits

How to report these credits on business tax returns and employee W-2s

1099 changes to be aware of

Form W-4

[coursy]

DESCRIPTION

LIVE ONLINE TRAINING COURSE

1.5 CEUs HRCI |  1.5 PDCs SHRM APPROVED

Three related Finance & Accounting topics are presented in this Webinar:

Making of Financial Statements:

Transforming transactions to statements

Interactive exercises to illustrate the accounting process

Overview of the entire accounting process is simple to understand steps

Understanding & Analysing Financial Statements

Overview of three required financial statements

Key positive elements & red flags

Using statements as the basis for key business decisions

Key Business Ratios as the road to profits & productivity

Five categories of essential ratios

Calculating ratios from their financial statement source

Understanding how to use ratios to make key financial decisions

These three separate Webinars are combined into one 90 minute webinar of composite tools & techniques to provide a comprehensive understanding of finance & accounting in simple to understand and apply tools & techniques.

[coursy]

During the last decade or two, employers have found it increasingly difficult to decide which employees are entitled to overtime pay. Those classifications are commonly referred to as exempt employees (those who meet the FLSA’s requirements to be exempt from overtime pay) and non-exempt employees (employees the law requires to be paid overtime).