Business Training Online, Professional Development Skills, Small Business Conference

Accidents can cause an organization to lose valued resources including productivity and resources. In order to pay for costs related to accidents, the employer will have to divert profits to cover direct and indirect costs of the accident. The study of accident causation and investigation is imperative to protecting an employer from human loss and organizational losses. Many workplace accidents are also related to OSHA violations. Therefore, the accident can cost even more by adding the price of an OSHA citation.  OSHA has released the new Injury Tracking Application (ITA) for electronic injury and illness recordkeeping reporting. However, not everyone is required to submit their records due to specific guidelines for this new ruling.  In this webinar expert speaker Sheldon Primus will help you learn how to investigate the accident site, analyze the facts, recognize the contributing factors, determine the root cause, document the investigation, take corrective actions to pre

The Enterprise Income Verification (EIV) system is a web-based computer system that contains employment and income information of individuals who participate in HUD rental assistance programs. All Public Housing Agencies (PHAs) are required to use HUD’s EIV system.  The purpose of the Enterprise Income Verification (EIV) function within the Real Estate Assessment (REAC) Center is to ensure that limited Federal resources are available to serve as many eligible families as possible by reducing the high incidence of program errors and to improve the integrity and accuracy of information contained in the PIC and EIV systems. Additionally, EIV collects supplemental employment and benefit information through data sharing agreements with the Social Security Administration (SSA) and the Department of Health and Human Services (HHS). These agreements, in combination with HUD’s PIC system and EIV reports, provide an analysis of income and benefit information that the EIV team monitors in

An effective employee retention program looks through the team’s point of view. It addresses concerns related to their desires, goals, appreciation for their work and assurance of being paid fairly. It also helps that they are both excited and challenged by their job.  But it also goes beyond the basics. Your efforts should actually start on a new hire’s first day on the job as the training and support you provide from that day sets the tone for the employee’s tenure and the path for job satisfaction.   Here are the key strategies to improve your organization’s employee retention and  boost employee satisfaction : Onboarding and orientation  — Every new hire should be set up for success from their very first day at the office. Job orientation is just one component of onboarding which may last a few weeks to a month. Employers must develop an onboarding process where new hires not only learn about the job but also the company culture and how they can contribute and thrive, with o

ne of the most important forms is the annual EEO-1 where you have to identify the race and gender of your employees by various employment categories. The EEOC uses  EEO-1 data to support  civil rights enforcement and to analyze employment patterns, such as the representation of female and minority workers within companies. The OFCCP uses the data to determine which company establishments to select for compliance reviews. The deadline for filing your EEO-1 report is right around the corner! It is vitally important that you prepare this form correctly as the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs uses your information to determine whether your company should be audited. Inaccurate information could also suggest willfulness in not being honest which can lead to penalties or criminal charges. While the document may seem “just a piece of paper,” classifying your employees correctly can be a difficult task. Gathering the information

Sexual harassment is a disagreeable or an unacceptable act which causes a victim to feel like exasperated, embarrassed, and terrified. It arrives in many forms such as verbal, physical, or written. It is considered to be associated with the workplace when it occurs with someone at work, or while attending work-related events. An employer or HR manager should be able to rapidly resolve any concerns related to sexual harassment irrespective of whoever is the culprit or victim. Sometimes the victim of the harassment may not be able to communicate their issues to their supervisor but it does not mean that they are accepting of such behavior. HR possesses a key responsibility to build and sustain a workplace environment that is completely clear of sexual harassment. Apart from being a legal commitment of the employer, it also makes good business sense.  It is crucial for HR to have some prevention strategies for the prevention of sexual harassment in the workplace, some of which have

The entirety of Section 504 is comprised of one sentence: "No otherwise qualified person with a disability in the United States...shall, solely by reason of...disability, be denied the benefits of, be excluded from participating in, or be subjected to discrimination under any program or activity receiving federal financial assistance." But what does this mean in the practical context of a post-secondary education, and what is expected of schools? Since the implementation of Section 504 and, later, the ADA, courts have been busy analyzing the language and deciding student disability rights issues. In this session, Erin D. Gilsbach, Esq. examines 10 prominent court cases that provide an expansive look at the legal expectations of student disability rights at postsecondary institutions. Through this process, she breaks down the key components of nondiscrimination and provides helpful tips on what it takes for postsecondary programs to pass muster under Section 504 and the AD

YES! Unfortunately, many employers only start considering implementing an active shooter policy when tragedy strikes like the recent Las Vegas shooting that killed 59 people. An active shooter situation is just one type of workplace violence your company could face. Most employers are better served by a general policy on workplace violence. Your policy should include these basic 5 key components: Prohibition of actual or threatened violence: It should be clear to all the employees of the company that those who lose their composure and threaten to injure others would be subject to severe discipline, up to and including termination, regardless of whether they actually intend to follow through on the threat. Address company culture: Employers should create an environment where workers feel comfortable talking about their concerns regarding co-workers, former employees, family members or acquaintances who may be abusive. These can be potential red flags and they should be prep

GMO labeling is a controversial topic and there have been many different approaches to GMO labeling, with individual states attempting to have their own labeling laws. Finally, a federal law was passed last year that preempts state laws, but there are still some unresolved issues that will be addressed in this audio conference.  This session by expert speaker Norma Skolnik will discuss how to effectively label products with GMO ingredients and still comply with regulatory requirements. It will also cover what to expect when the July 2018 USDA regulations will be issued. Norma will provide you with references to all relevant FDA regulations , guidance documents, and FDA websites for GMO labeling. You will also gain regulatory insights and will learn about the FDA contacts and know-how tips.  Session Highlights:  Status of GMO’s in the USA  FDA Position on GMO’s/GE foods  FDA Biotechnology Policy & Consultation Program  Worldwide GMO Labeling Regulations

Federal income taxes are such a common occurrence in present times it is easy to forget their relatively recent origin. It is also easy to forget that the withholding of these taxes fall under IRS regulations that are strict and non-yielding in many cases. Simply put, the employer either collects the amount due from the employee or pays their own portion and sends it directly to the IRS. But though it sounds simple and basic it is critical for the employer to withholding the taxes correctly based on several factors including:  The type of payroll frequency used by the employer  The information supplied on the employee’s Form W-4  The taxable wage base and rate in effect for OASDI or social security taxes  The rate in effect for Medicare tax  If the employee is subject to the Additional Medicare Tax  Status of the employees such as nonresident alien or expatriate  The wage base and rate in effect for federal unemployment insurance or FUTA  The penaltie

Construction projects entail considerable risk. Profit margins are relatively low when compared to the investment made, and often estimates of cost can only be based on best guesses. Therefore, it is critical to manage and minimize the exposure to risk. Fortunately, there are several opportunities in the life of a project that allow for significant risk management . These opportunities start with the decision of whether or not to bid, and following through to the bidding, subcontracting, and management phases. In this webinar Expert Speaker Fritz Marth will explore the risk management strategies that can be employed at the various times, and in the various aspects, of a construction project. Using real-life examples, Speaker will also explore the successful implementation of these methods, as well as instances where a failure to manage risk resulted in unsuccessful outcomes. Session Highlights:  Assessing whether or not to bid a project Developing an adequate bid Properly p