Business Training Online, Professional Development Skills, Small Business Conference

Effective and compliant computer system validation is critical to any pharmaceutical or F DA-regulated organization . Following best practices for developing a validation program that includes planning, execution and maintenance components will ensure that these efforts will meet all regulatory agency requirements and expectations. Preparedness will improve your relationship with the agency and ensure a more cooperative and successful audit experience.  In this webinar expert speaker  Carolyn Troiano , will discuss the way to develop a detailed rationale for testing and how to ensure that it is fully executed and documented in accordance with FDA requirements . Speaker will also discuss the guidance for maintaining the system in a validated state and assessing the level of any testing tha0t might be required post-validation to ensure that compliance  Session Highlights:  Determine the category of your system, based on GAMP 5 from ISPE  Determine the ...

Tax levies and creditor garnishments can be some of the most complex tasks required of any payroll department . If garnishments are not handled correctly, you may find yourself facing situations that become extremely costly both financially and emotionally. Courts, federal and state regulations, bureaucracies, lawyers and a multitude of other factors can complicate even the most basic procedures. Add in the emotional turmoil that often accompanies garnishment orders and even small errors can become major disasters.  In this webinar expert speaker Vicki M. Lambert will covers the complexity in the handling and compliance with tax levies and creditor garnishments by the payroll department. Discuss the Priorities between conflicting entities as well as federal and state compliance requirements are highlighted, and provide tips for reducing processing time and costs.  Session Highlights:  How to define the various types of tax levies and creditor garnishments...

The Family and Medical Leave Act is probably one of the most difficult leave laws to navigate.  Understanding the various terms, calculating the leave to which an employee is entitled, determining what benefits you must provide to employees while on leave can be a legal landmine. This presentation will walk you through this legal landmine and provide with the nuts and bolts of what the Family and Medical Leave Act.  FMLA leave for family of military personnel buy these reference materials and receive the information needed to guide you through the maze of family and medical leave laws. You will learn how these old and new rules interplay with each other and ensure that your policies and practices are in compliance.  In this webinar expert speaker Susan Fahey Desmond, will sort out all the different types of medical leaves, clarify the associating factors between them, and give you a solid toolbox of best practices for understanding leaves, using them safely...

The Pharmaceutical manufacturing industry is a very different industry, it is not a study in creative writing. It is an industry that is based on providing fact-based evidence and developing a sound scientific conclusion based on that evidence. Understanding how to write for the industry is an art, there are few courses that teach how to write for the industry. It is mostly up to the writer to develop a style and technique that is appropriate for the industry. This course is not an extensive writing course, but an introduction into the documents, various formats, and how to develop the writing component that is needed for the Pharmaceutical Manufacturing industry.Various example documents will be discussed: Investigations (deviations and other quality system documents), facility reports, environmental monitoring reports, validation reports, validation protocols, etc.  In this webinar expert speaker  Carl Patterson  will provide how to organize and deliver information...

Affordable care act was signed into law by president Obama on March 23, 2010 and since then employers have been asking themselves how to comply. The law changed how companies provided benefits, calculated payroll tax and most of all the new reporting requirements that must be followed. Now the employers have had 2 filing years to get used to the ACA law , the Trump administration is looking to repeal portions of the law.  This webinar with expert speaker Dayna Reum is designed to review Section 6055 and 6056 requirements and the reporting requirements, and to review what the potential changes might be and how that changes how we handle, benefits and payroll for our employees in the next months. Talks of repeal of the ACA or modifications have been all over the news as employers this webinar will discuss how to prepare in an unsure environment.  Session Highlights:  Up to date status on legislation and how it may impact employers  What reporting...

To bring a national standard to child support withholding laws , the Federal government has enacted laws that require states to adopt certain rules when setting their own standards for implementing child support requirements. These requirements include deadlines for withholding and remitting payments, filing procedures, and penalties and fines for violations. Payroll departments must know both the federal laws and the state laws and must determine which one applies to the child support withholding order. In addition to these laws and regulations, the federal rules now require that a standard Income Withholding Order (IWO) be used for all child support withholding garnishments.  In this webinar expert speaker Vicki Lambert will review this form and its requirements. And although the IWO can include all the information necessary to comply with the order, employers must familiarize themselves with both federal and state regulations to avoid penalties and liabilities. Withholding...

Reasonable accommodation is one of fair housing’s “hot topics”. This typically accounts for over 50% of the fair housing complaints to HUD in the past year. Reasonable accommodations can be requested during the application process, during tenancy and during an eviction. It is important to learn the correct procedure to ask for, review and implement this important action. Reasonable accommodations are requested because of a disability of either physical or mental issues. It is important that one understand the definition of disability and when it come into play to allow a disabled person to enjoy the same quality of life as an non-disabled individual.  In this webinar expert speaker Paul Flogstad will explore the misunderstandings and best practices of particular relevance to small employers when accommodating employees with disabilities in and around the workplace.  Session Highlights:  Definition of reasonable accommodation  Definition of disa...

This course is intended to provide an overview of 2 new FDA draft guidance documents that clarify when medical device and software manufacturers must file a 510(k) (premarket notification) for changes to an existing device and/or software integrated with a device. The  FDA notes  that while neither of these drafts specifically includes combination products, the general concepts may be helpful in determining whether changes to device constituent parts of combination products need a 510(k). The critical decision is whether a proposed change to a legally marketed medical device subject to premarket notification requirements is significant enough to require FDA review. This includes any major change or modification to the intended use of the device that could have an impact on patient safety and effectiveness. In this webinar expert speaker Carolyn Troiano will aid manufacturers of medical devices who intend to modify a 510(k)-cleared device or a preamendments device subjec...

Reasonable accommodation is one of fair housing’s “hot topics”. This typically accounts for over 50% of the fair housing complaints to HUD in the past year. Reasonable accommodations can be requested during the application process, during tenancy and during an eviction. It is important to learn the correct procedure to ask for, review and implement this important action. Reasonable accommodations are requested because of a disability of either physical or mental issues. It is important that one understand the definition of disability and when it come into play to allow a disabled person to enjoy the same quality of life as an non-disabled individual.  In this webinar expert speaker  Paul Flogstad  will explore the misunderstandings and best practices of particular relevance to small employers when accommodating employees with disabilities in and around the workplace.  Session Highlights:  Definition of reasonable accommodation  Def...

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...

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...

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 in...

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 ...

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...