HR/Payroll Workshop: Inclement Weather Policies

Inclement Weather Policies: Best HR and Payroll Practices for 2017 It's heeeere... Winter weather (and other weather emergencies) will force you to deal with tricky HR questions like: If you close early due to bad weather, must you still pay employees (exempt and nonexempt) for the full day? What if they come in late or leave early — must they receive their full pay? Can you make them take vacation or other paid time off? If the office remains open, but employees can't make it in … can you dock their pay? What if they've exhausted their leave? Don't wait for a weather emergency to learn answers to questions like these. Now is the time to review your attendance and pay policies to make sure they cover all the bad-weather bases and comply with the federal Fair Labor Standards Act (FLSA). Important: This is NOT just a snow issue. Storms, floods, power outages, fires, tornadoes and extreme heat can play havoc with your pay and attendance policies. Register Now Join us Monday, November 21, for Inclement Weather Policies: Best HR and Payroll Practices for 2017. In just 75 minutes, you'll learn exactly what your inclement weather policy should say for maximum legal protection and flexibility. This timely webinar, led by payroll expert Alice Gilman, Esq., the editor of Payroll Legal Alert, will teach you: The three exceptions to the rule that exempts' pay can never be docked … and how those exceptions come into play when weather forces unplanned absences and closings How to avoid the 5 most common overtime mistakes when bad weather affects nonexempts' working time How paying double time to nonexempts can actually SAVE your company money The ins and outs of an effective inclement weather policy, and how to deal with slackers who use bad weather as an excuse to come in late or take too much time off An overview of disaster preparedness that can save the company a bundle in fines for nonpayment of wages Plus, you'll be able to pose your weather-related questions to a true expert in payroll and legal matters. Never be left wondering, "Are we doing it right?" Inclement Weather Policies will explain how to establish rock-solid, legally safe policies and practices. Register today! Sincerely, Pat DiDomenico, Editorial Director HR Specialist P.S. Early Registration Bonuses. The first 50 people to register will receive two reports: 1) Our Inclement Weather: Policies & Practices white paper, which includes a sample inclement weather policy and a handy flowchart to help you decide who gets paid — both exempts and nonexempts — when the office closes for the day or shuts down early. 2) Our Employee Leave Mini-Library, which will guide you through five of the trickiest leave issues, including pregnancy leave and FMLA. P.P.S. Extra Added Bonus. You'll also get a full month of access to PayrollLegalAlert.com — our exclusive, members-only website. Our helpful articles, forms, tables and charts will help you improve every aspect of your payroll operation — and your website also includes the comprehensive Payroll Compliance Handbook. So that you continue to benefit from PayrollLegalAlert.com, we'll continue your access automatically for just $89 per quarter, until you tell us "no, thanks" — your choice. P.P.P.S. We promise you'll be satisfied. If the Inclement Weather Policies webinar fails to meet your needs, we will instantly refund 100% of your tuition. Your Early Registration Bonuses and website access will be yours to keep. No hassles, no questions asked. Register Now Pricing Options: Access Every Business Management Daily webinar for one low price! Webinar: $197 CD Recording & Download: $197 Webinar, CD Recording & Download: $297 Since this is a webinar, you and your entire staff can attend in the comfort of your office or conference room for one low price! You may include as many people as you wish while listening on a single phone line or computer. Contact us for multi-site discounts. About Your Speaker: Alice Gilman, Esq., is an expert in payroll and tax compliance who has covered payroll issues for more than 26 years. She's written and edited several leading payroll publications, including Business Management Daily's Payroll Legal Alert, the Research Institute of America's Payroll Guide, Prentice Hall's American Payroll Association's Basic Guide to Payroll and the Payroll Manager's Letter. She's also the editor of Business Management Daily's Payroll Compliance Handbook and The Complete FLSA Compliance Kit. Early Registration Bonuses: The first 50 people to sign up for this webinar will receive two of our most popular reports: 1) Our Inclement Weather: Policies & Practices white paper, which includes a sample inclement weather policy and a handy flowchart to help you decide who gets paid — both exempts and nonexempts — when the office closes for the day or shuts down early. _ 2) Employee Leave Mini-Library. Solve today's hot-button leave-related problems with one trusted source. The Employee Leave Mini-Library, a collection of five special reports, is your roadmap to compliance and legal protection. You'll find expert guidance on mastering absenteeism and sick leave, FMLA intermittent leave, pregnancy/maternity leave, vacation scheduling and workers' comp leave. Extra Added Bonus: You'll also get a full month of access to PayrollLegalAlert.com — our exclusive, members-only website. Our helpful articles, forms, tables and charts will help you improve every aspect of your payroll operation — and your website also includes the comprehensive Payroll Compliance Handbook. So that you continue to benefit from PayrollLegalAlert.com, we'll continue your access automatically for just $89 per quarter, until you tell us "no, thanks" — your choice. Credit Hours: This event has been approved for 1.25 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). "The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute's criteria to be pre-approved for recertification credit.". Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CPSM or SHRM-SCPSM. This event has been approved for 1.25 PDCs. Register Now The email address for your subscription is business.solutions.ve@gmail.com Unsubscribe | About Us | Contact Us | Privacy Policy Business Management Daily 7600A Leesburg Pike, West Building, Suite 300 • Falls Church, VA 22043-2004 (800) 543-2055 • Customer@BusinessManagementDaily.com

Creating a Culture of Wellbeing | Talent Pipeline Playbook | June/July GEM Awards Recognize HCM All-Stars

Products and services for effective management of the workforce.

Featured FREE Download October 31, 2016           Creating a Culture of Wellbeing Wellness programs simply isn't getting the job done. They are limited in scope and unable to drive positive results. Employees are still sick, stressed out and unengaged at work. The solution? Wellbeing. As more organizations recognize the benefits of improved wellbeing, it becomes increasingly clear that wellness programs are not the answer. A holistic approach to wellbeing is one that ignite employees and realizes positive business results.     Download

Upcoming Events Nov. 3: Recruiting Analytics: What Your ATS Won't Tell You Join workforce expert Ian Cook for this one-hour session to learn how talent acquisition teams can get past those hurdles to uncover insights from beyond their ATS.     Register Now Nov. 9: Technology and the HR Function In this spotlight webinar, an HR leader will share how their HR systems are enabling them to be more efficient and a strategic asset to the business.     Register Now

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Human Capital Media Blog June/July GEM Awards Recognize HCM All-Stars At HCM, we're dedicated to improving lives through better workplaces. However, we also know that it's important to recognize the people who make our workplace better. We established the GEM Awards to give recognition to some of these team members who have "gone the extra mile." Nominated by their colleagues, these HCM employees demonstrate their dedication in the work they do each day. For June and July's GEM awards, we recognize a few team members who stepped up to the plate when big challenges came up, and hit home runs. Read More

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Administering the FMLA in the Face of Regulatory Updates: 3 Guidelines

Learn how to administer and apply the FMLA in the face of regulatory updates, statutory changes and new court rulings Trouble viewing this mail? Read it online
Administering the FMLA in the face of regulatory updates: 3 guidelines The U.S. Department of Labor has been exploring more rigorous enforcement of employer policies that may systemically violate the FMLA. No-fault attendance programs fit in that category. They may also violate the ADA. No-fault attendance programs were designed to be completely objective, the idea being that all absences and therefore all workers are treated equally. In theory, equal treatment means no discrimination. Because the FMLA and ADA require employers to know why an employee was absent, the no-fault "hear no evil" approach cannot work. The EEOC made its position abundantly clear when it required an Illinois manufacturer to pay $1.7 million in penalties for a no-fault attendance program that illegally punished disabled employees for taking time off. The ADA bars any kind of retaliation for requesting or receiving a reasonable accommodation. Maybe you already speak "FMLA-ese" and have a general understanding of the recent changes to FMLA regulations. But don't stop there — your employee's lawyer won't! Rather than a review of the law's basics, this session dives right into the complex (and legally dangerous) FMLA issues you face each day. FMLA in the Trenches: Advanced Tips & Tactics for Administering Problematic Leaves of Absence. How to comply Start by examining your attendance policy. Most no-fault attendance policies assign points to absences or allow a certain number of absences within a given time period — for example, five absences in six months. The no-fault or point system's appeal for employers lies in its ease of operation. Managers simply note whether the employee showed up for work or called off. The FMLA and ADA require employers to dig deeper. If the employer does not know the reason for the employee's absence, then it could spell trouble down the road. If the person taking the call does not ask the reason for the absence, the employer lacks the information to determine if the absence should be a chargeable absence under the point system or FMLA- or ADA-eligible. Knowing why worker is absent Employers need to know why an employee is calling off, not to be nosy or controlling, but ultimately to protect the employee's rights. Under the ADA, employees must notify the employer if they require an accommodation. Employers suggesting that employees are disabled or need an accommodation run the risk of regarding the employee as disabled when he or she is not. This November 7 session is for moderate-to-experienced HR professionals and benefits administrators who are responsible for reviewing and/or making determinations about FMLA leave requests. FMLA in the Trenches: Advanced Tips & Tactics for Administering Problematic Leaves of Absence. Still, documenting the reason for the absence gives the employer valuable information should the employee request an accommodation, such as time off or a flexible schedule. Employers can retroactively designate an absence as excused if it becomes clear later that the absence was related to the employee's disability. Knowing the reason for the absence allows the employer to designate the absence as FMLA leave or not. An employer can provide the employee with a statement that the absence is not considered FMLA leave either because the employee is not eligible or because it was not due to an FMLA-qualifying reason. FMLA, ADA housekeeping Close scrutiny of no-fault attendance policies from federal agencies means you need to have your house in order: First, ensure all FMLA and ADA posters are up-to-date. Also make sure FMLA leave request and medical certification forms are current. Make sure all records of hours worked, accommodation requests and leave requests are current. Review your FMLA policy with your attorney to ensure it complies with the latest court decisions and regulators' actions. Finally, make sure supervisors know how to handle FMLA leave and ADA accommodation requests. The FMLA opens a whole new area of potential risks and legal hoops to jump through. But it also hands you some additional tools to protect your company and effectively administer problematic leaves of absence. This session explores both. Our promise: By the end of this webinar, you will feel much more comfortable applying the FMLA in your workplace. Specifically, you'll learn: How to manage the practical FMLA issues, not just the legal ones. You'll learn not just what the FMLA says, but what it means. How to leverage the employer protections in the law. Important new FMLA court decisions. The FMLA is a moving target. Court decisions constantly reshape your compliance requirements. Real-world scenarios. Attorney Theresa Parish will explain compliance issues using real-world situations that you face daily in administration of FMLA leaves of absence. Register for FMLA in the Trenches today!	October 31, 2016 Our first 50 registrants will receive the newly updated FMLA Compliance Guide. This top-selling report updates you on 10 recent changes in the law, and provides step-by-step guidelines on hundreds of real-world situations. Related Headlines: Feds: Employee referrals led to race bias at Palo Alto firm Can job offer be contingent on drug test? Minor deviation from layoff procedures? Courts unlikely to consider that discrimination
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