Search   |     Toll free: +1-800-447-9407   |     support@s2mtrainings.com
Webinar Pack

Pack of FIVE : Best HR Courses on Employee Handbooks: 2020 and HR 101, Onboarding Best Practices, Medical Marijuana and Documentation

webinarpacks

Product Id: 50017

Modules:
  1.   Employee Handbooks: 2020
  2.   HR 101
  3.   Onboarding Best Practices for Millennials and All Employees
  4.   Medical Marijuana and CBD in the Workplace: Challenges for HR and Management
  5.   How to Document Employee Discussions and Why that is Important
Training Options
Offer Price: $820.00   Regular Price: $1,025.00

You Save: $205.00 (20%)*


Offer Price: $1,620.00   Regular Price: $2,025.00

You Save: $405.00 (20%)*

Webinar Packs Access recorded version unlimited viewing for 6 months.
(For Customize Webinar Packs Please Call Customer Care)

Instructor : Ronald Adler 
Product Id : 50017

Overview: The purposes and the scope of employee handbook policies and the practices are changing and expanding.

The purposes and the scope of employee handbook policies and the practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of an organization-wide management process that maximizes organizations' achievement of business objectives, enhances the value of their human capital, and minimizes legal risk.

To increase the effectiveness of their employment policies, organizations will have to:

  • Enhance their business, operational, and legal intelligence to ensure they have identified the changing external and internal factors that affect their policies
  • Increase internal stakeholder participation in the handbook development process to obtain greater employee commitment and operational alignment
  • Establish new metrics to assess handbook policy and practices performance and measure the achievement of organization goals
  • Implement internal controls that identify and alert management when employee handbook process failures occur

Thus employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally they will have to:

  • Enhance the employment brand
  • Play a key role in recruitment and retention
  • Enhance employee relations, employee morale, and productivity
  • Contribute to uniform and consistent application, interpretation, and enforcement of organizational policies and rules
  • Protect the organization against claims of improper employee/supervisor conduct
  • Reduce the organization's exposure to employment related liabilities

From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance.He has more than 37 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.

Mr. Adler is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.

Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is a certified instructor on employment practices for the CPCU Society and has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.
Instructor : Bob Verchota
Product Id : 50017

Webinar# 2
HR 101
Overview: HR's role in mission and strategy Key anti-discrimination laws & protected classes Meaning of disparate treatment and adverse

HR's role in mission and strategy Key anti-discrimination laws & protected classes Meaning of disparate treatment and adverse impact Rights employers DO have Recruiting and behavioral based interviewing Importance of goodness of fit in employee selection Onboarding basics and the 4 C's of onboarding Key considerations in managing employees Seven steps to employee recognition Basics of Employment at Will Five considerations in determining just cause Progressive discipline and why you might not want it Seven steps to effective corrective action Twelve parts of disciplinary documentation. What to know in disciplining employees.

The basics of sexual harassment and how to stay out of trouble. What is quid pro quo and hostile working environment.
Essentials of the FMLA - what it is, who is covered, 6 things to remember. Essentials of the Americans with Disabilities Act (ADAAA) Reasonable accommodation and interactive discussion basics. What you need to know about wage and hour Independent contractor, exempt and nonexempt employees. Seven reasons for having employee handbooks and six tips.

Bob Verchota is owner and senior consultant for RPVerchota & Associates, a consulting firm providing services to clients who seek to align their business and employees, creating successful outcomes and excellent work environments. After 30+ years in Human Resources senior leadership roles and teaching both undergraduate and graduate courses in Leadership and Organizational Development, Bob transitioned to using his experience and skills in consulting.

Mr. Verchota provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project specific disruptions of the status quo. Bob has an undergraduate degree in Business Administration, graduate degree in Healthcare Administration, and doctoral work (ABD) in Organizational Development. He is a lifetime Senior Professional in Human Resources.
Instructor : Bob Verchota
Product Id : 50017

Overview: Reducing turnover and fast-tracking new employees to productivity is a key business imperative.

Reducing turnover and fast-tracking new employees to productivity is a key business imperative. The reality is that about 30% of employees don't make it past their first year and it's expensive.

Good recruitment and hiring can be quickly undone by disorganized poorly executed new employee orientation. And as millennials become a driving force in the workplace, they represent special opportunities and challenges.

Every generation has unique needs and Millennials are no different. But good onboarding practices for Millennials is generally good for everyone. This is an opportunity to step up our game. The research is clear; a systematic comprehensive onboarding process is good business. In fact formal onboarding increases the chance of keeping a new employee for at least 3 years by 69% and one study showed employees were productive two months earlier with an effective program.

Employees get up to speed quicker and stay on the job longer when their first year experience is well managed. Best practices onboarding integrates the employee into the company through socialization, acculturation, training, and coaching. The result is employees who clearly understand their role and feel connected to the company. We'll show you how best of class programs start onboarding during recruitment and have a systematic program for the first year of work.

aThis webinar gives you the key components to a cost-effective onboarding plan that will increase retention and productivity.

Bob Verchota is owner and senior consultant for RPVerchota & Associates, a consulting firm providing services to clients who seek to align their business and employees, creating successful outcomes and excellent work environments. After 30+ years in Human Resources senior leadership roles and teaching both undergraduate and graduate courses in Leadership and Organizational Development, Bob transitioned to using his experience and skills in consulting.

Mr. Verchota provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project specific disruptions of the status quo. Bob has an undergraduate degree in Business Administration, graduate degree in Healthcare Administration, and doctoral work (ABD) in Organizational Development. He is a lifetime Senior Professional in Human Resources.
Instructor : Dr. Susan Strauss
Product Id : 50017

Overview: Marijuana laws are evolving across the United States. Some state laws are legalizing medical marijuana only, while other states recognize marijuana as a legal recreational drug along with alcohol.

Marijuana laws are evolving across the United States.  Some state laws are legalizing medical marijuana only, while other states recognize marijuana as a legal recreational drug along with alcohol. 

Is marijuana illegal in your state?  Are some companies no longer conducting drug testing for job applicants even if marijuana is illegal?  What is an employer to do when marijuana is illegal based on federal law but may not be illegal based state law?  Does Cannabidiol (CBD) contain any TCH, the mind-altering element in marijuana, which would cause a worker to register positive for marijuana in a drug test?  Does it matter?  The answers to these questions may result in employers having a complex and confusing mess on their hands when dealing with drug use in the workplace. 

Employers are tasked with ensuring their work environment is safe and productive.  Marijuana’s effect on workers runs the risk of comprising that safety.  Is an employee who is taking medical marijuana protected under the federal American Disabilities Act or your state’s disability act?  Does your company’s drug policy address issues around medical marijuana, recreational use of marijuana, and CBD?

Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment,bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.Susan has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in human services and counseling, a master's degree in community health, and professional certificate in training and development.
Instructor : Michael D Haberman
Product Id : 50017

Overview: Documentation is both the bane and the blessing for HR. It is difficult to get people to do it, but it is preferred by attorneys and believed by judges and juries. Documentation is both the bane and the blessing for HR. It is difficult to get people to do it, but it is preferred by attorneys and believed by judges and juries.
Michael D. Haberman is a consultant, speaker, writer and teacher. He is President of Omega HR Consulting, a consulting and services company offering complete human resources solutions. Mike brings 35+ years of experience in dealing with the challenges of Human Resources in the 21st century. He has a Master's in HR and is certified as a Senior HR professional.

He has over 18 years’ experience in the class room teaching human resources fundamentals and certification preparation. Mike is the author of the Human Resources blog found at OmegaHRConsulting.com , which has been recognized as a top human resources related blogs. He has also been named a top Digital Influencer in Human Resources.

Mike has gained a reputation as a compliance expert and as an HR futurist. He speaks on a variety of subjects to business associations, human resource associations and business based civic clubs. He has presented numerous webinars on various HR related issues.